Record NMBA FUNDING FOR NMHPV page 3
OCTOBER 2013
WORKPLACE BULLYING pages 8-9
Don’t turn your back on aged care Campaign report page 5
Special Interest Groups
Your ANMF
Visit www.anmfvic.asn.au/interestgroups for all upcoming ANMF (Victorian Branch) Special Interest Group news, events and meetings. Go to the ‘calendar view’ to see what’s on each month. Advance Care Planning SIG
Orthopaedic Nurses’ Assoc
Inq:
Inq:
Kathryn Whiteside Kathryn. Whiteside@austin.org.au
Community Health Nurses Inq:
Lisa Fitzpatrick, State Secretary
Giancarlo Di Stefano 0448 754 945 gds1303@gmail.com
Complementary Therapies Inq:
records@anmfvic.asn.au
Day Surgery SIG Inq:
Chris Guidotti chris_guidotti@y7mail.com
Diabetes Nurse Educators SIG
Paul Gilbert, Assistant Secretary
Date: Time: Topic: Inq:
13 November 6pm Executive members meeting Catherine Wallace-Wilkinson positivehealth@bigpond.com 0411 557 631
Enrolled Nurses SIG Inq:
Carole de Greenlaw records@anmfvic.asn.au
Immunisation Nurses SIG Inq:
Pip Carew, Assistant Secretary
FRONT COVER: Respect our work in aged care: ANMF (Vic Branch) Assistant Secretary Paul Gilbert and a large number of the ANMF Branch staff who have been working hard to achieve better wages and conditions for nurses and personal care workers working in private and OPU GPS QSPÌU BHFE DBSF OVSTJOH IPNFT PHOTOGRAPH: Les O’Rourke
Kerryn Lajoie 0433763338 or 0401644888
Injured Nurses’ Support Group Date: Time: Venue: Inq:
15 October 11 am ANMF 3rd Floor Boardroom Annie Rutter 1300 760 602
Vic Ass Maternal & Child Health Nurses Inq:
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:
ANMF (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 9313 Library 9275 9391 ANMF Education Centre 9275 9363 Website: www.anmfvic.asn.au
Carole de Greenlaw records@anmfvic.asn.au
Nurses for Continence Date: Time: Venue: Topic: Inq:
10 October 6pm Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne AGM Christine Sumper nfcv.sec@gmail.com
Meinir Griffiths 9342 8417 Rita Moreno 9345 5303
Palliative Care SIG Date: Time: Venue: Topic: Inq:
18 November 6.30pm Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne Member meeting Lyndsay Cassidy Lyndsay.CASSIDY@svhm.org.au
Preadmission Nurses Group Date: Time: Venue: Topic: Inq:
16 November 8am Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne Member workshop Kate Hussey kate.hussey@healthscope.com.au
Safe Patient Handling Date: Time: Venue: Topic: Inq:
15 November 9.30am Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne Forum Stephen Morley smorley@ bendigohealth.org.au
Victorian School Nurses Date: Time: Venue: Inq:
22 October 5.30pm Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne Gina Harrex 0401 717 352
Vic Assoc of Research Nurses Inq:
Gabriel Silver gabriel.silver@mh.org.au
Vic Midwifery Homecare SIG Inq:
Carolyn Barker carolyn.barker@wh.org.au
Vic Perioperative Nurses’ Group Inq:
www.vpng.org.au or contact enquiries@vpng.org.au
Vic Urological Nurses Society Date: Time: Topic: Venue: Inq:
1 October 6.15pm Executive Meeting Carson Conference Centre, ANMF House, 540 Elizabeth St, Melbourne Ros Lawrence rostommy1@optusnet.com.au
ON THE RECORD is the official publication of the Australian Nursing and Midwifery Federation (Victorian Branch). OTR is published monthly.
2
On The Record October 2013
www.anmfvic.asn.au
Secretary’s report NMBA FUNDING DECISION
Two-year extension for the unique Nursing and Midwifery Health Program Victoria Lisa Fitzpatrick, State Secretary The unique Nursing and Midwifery Health Program for Victoria’s 93,062 nurses and midwives has been extended for a further two years. Members will be aware the NMHPV’s future had been under a cloud since the NMBA resolved in late 2012 that it would only continue to fund the program until June 2014. The Nursing and Midwifery Board of Australia has now decided to continue to fund the program until June 2016. The program provides support, advice, referral, case management, rehabilitation and return-to-work programs specifically for nurses and midwives and student nurses and midwives who have an alcohol, drug or mental health issue. ANMF has welcomed the Board’s sensible decision because it means Victorian nurses and midwives can continue to access independent health services. It also means Victoria will continue to lead the country in providing an evidence-based system that encourages nurses, midwives and their colleagues and managers to seek early support when there is a significant and sensitive health issue that can impact on their work and lives. Funding for two years means the NMHPV is not yet set in stone. However, we are confident the longer the program operates the more evidence it will provide that removing the stigma surrounding health workers seeking help for sensitive health issues creates a culture of early self-referral that protects patients and keeps nurses and midwives well, productive and in their profession. The NMHPV will continue to be funded from the registration fees of Victorian nurses and midwives. We are looking forward to the Nursing and Midwifery Board of Australia confirming it will continue and improve the program’s www.anmfvic.asn.au
$500,000 annual budget (just over $5 for every Victorian nurse and midwife). Established in 2006, the program was originally funded through annual registration fees. Following national registration in 2010, the NMHPV was funded via funds secured by the then Health Minister Daniel Andrews from the sale of the former Nurses Board of Victoria Melbourne city property and a one-off payment from the new Nursing and Midwifery Board of Australia. Thank you to the thousands of Victorian nurses and midwives who lobbied both levels of government and the NMBA to save this program.
Nursing and Midwifery Health Program CARING FOR NURSES AND MIDWIVES
The Nursing and Midwifery Health Program Victoria provides an independent support service for nurses, midwives and students of nursing and midwifery experiencing health issues related to their mental health or substance use concerns. KĸĐĞƐ ĂƌĞ ůŽĐĂƚĞĚ ŝŶ DĞůďŽƵƌŶĞ͕ Ballarat, Traralgon, Bendigo and Geelong.
Call 9415 7551 or visit www.nmhp.org.au
2013 Federal Election There is a lack of detail particularly in relation to health, aged care and workplace laws as the Coalition Federal Government announced very little detailed policy prior to the election. I encourage members to look at the published Coalition policies at www. liberal.org.au/our-policies for what little is publicly known. Prior to the election the Abbott Government did announce it would remove the rules set up by the former Labor Government to ensure $1.2 billion is spent on boosting low wages for nurses and carers in the private aged care sector and would instead put it into the ‘general aged care funding pool’. At the time of print many private aged care nurses and carers had started taking industrial action to secure fair wages and conditions in their enterprise agreements. Please read the story on page 5 to find out how you can support this important campaign to close the significant wages gap between private and not-for-profit aged care nurses and their colleagues in public aged care.
Inside this edition
Prison nurses take protected industrial action
Know your entitlements...............................................................4 Know Your Entitlements: understanding compassionate leave and daylight saving
News ..........................................................................................5-7 Aged care nurses and carers start industrial DFWLRQ RYHU ORZ SD\ 0HQWDO KHDOWK FDWFKPHQW FRQVXOWDWLRQV FRPPHQFH 3ULVRQ QXUVHV DJUHHPHQW ILQDOLVHG 6DIH 3DWLHQW +DQGOLQJ 6SHFLDO ,QWHUHVW *URXS +HDOWK DVVLVWDQW SLORW PXVW IRFXV RQ LPSURYHG SDWLHQW RXWFRPHV 2XWVWDQGLQJ +,9 QXUVLQJ ZRUN UHFRJQLVHG ANMF(Vic Branch) AGM
OHS workplace bullying:..........................................................8-9 Preventing bullying and early intervention is the answer to insidious workplace epidemic
News ......................................................................................10-11 Guidelines for a limited X-ray service in regional 9LFWRULD 7KH LPSRUWDQFH RI QXUVLQJ DQG PLGZLIHU\ WLWOHV 'XDO UHJLVWUDWLRQ 9LFWRULDQ Coroner’s cases contribute to midwifery debate :KHQ SUHJQDQW ZRPHQ VHHN FDUH RXWVLGH RI professional advice
ANMF Education Centre course program...........................12-14 2013 ANMF Job Rep, OHS and HSR training program.............15
On The Record October 2013
3
News KNOW YOUR ENTITLEMENTS
Understanding compassionate leave and daylight saving -J[ (MJT[D[ZOTLJ *OGPSNBUJPO 0GæDFS
Regardless of what clauses in an award or enterprise agreement may stipulate, all Victorian nurses, midwives and carers are entitled to compassionate leave provided for under the National Employment Standards (NES). As new enterprise agreements are being negotiated, the provisions of the NES as a minimum are being incorporated into outcomes. Individual agreements should be checked for more favourable entitlements or different evidentiary requirements.
How much compassionate leave can I take? An employee is entitled to a minimum of two days of compassionate leave for each permissible occasion. The leave may be taken as: two consecutive days or two separate periods of one day each or any separate periods to which the employer and employee agree.
What is a permissible occasion? A permissible occasion is when a member of your immediate family or household: dies sustains a serious illness or sustains a personal injury that is a threat to life and you want to spend time with him/her; or if the permissible occasion is due to serious illness or personal injury, you may take the two days compassionate leave for that occasion at any time while the illness or injury persists.
I understand who is a member of my household, but who is included in my immediate family?
My father in India has died. Am I entitled to compassionate leave?
Under the NES, immediate family includes an employee’s spouse, de facto partner, child, parent, grandparent, grandchild, sibling, or a spouse’s or de facto partner’s child, parent, grandparent, grandchild or sibling.
Yes. Unlike the old award entitlement for compassionate leave, the NES entitlement does not distinguish between whether the permissible occasion occurs within or outside of Australia.
Will I get paid? For casual employees, compassionate leave is unpaid leave. For permanent employees, compassionate leave is paid at the base rate for the employee’s ordinary hours of work for the period.
Will I get paid for compassionate leave if I do not have any sick leave left? Compassionate leave is a separate entitlement to sick leave or carer’s leave and is therefore paid per permissible occasion regardless of accrued leave entitlements.
What must I do to be entitled to compassionate leave? An employee must give their employer notice of the taking of leave as soon as practicable – this may be after the leave has started – and you must advise your employer of the period or expected period of the leave. If required by your employer, you must also give the employer evidence that would satisfy a reasonable person that the compassionate leave is for a permissible occasion.
Daylight saving and rosters I was rostered on the night daylight saving started. Will I be paid for the actual hours worked, or the hours as per the clock? Victorians lose an hour when the clock moves forward at 2am on Sunday 6 October 2013. Your pay for this shift will depend on the award or agreement that applies to your workplace. Public sector nurses and midwives (see clause 13 of the new agreement) and most private acute and aged care nurses are paid for the actual hours worked during the affected shift. For example: an employee is rostered to work a ten-hour night shift from 9pm through to 7:30am (including a 30 minute meal break). During the course of this shift, the clock is wound forward one hour due to the commencement of daylight saving. The employee therefore works nine hours. The reverse applies when daylight saving ceases on Sunday 6 April 2014. If your workplace does not have an enterprise bargaining agreement or your agreement does not include a daylight saving clause the award provisions state that you should be paid for the hours according to the clock, not the actual hours worked.
Always report violent and aggressive incidents through formal processes at your work and the ANMF online form: www.tiny.cc/ovareport 4
On The Record October 2013
www.anmfvic.asn.au
News PRIVATE AND NOT-FOR-PROFIT EBA CAMPAIGN
Aged care nurses and carers start industrial action over low pay Paul Gilbert, Assistant Secretary
Nurses and personal care workers employed at many nursing homes across Victoria began taking protected industrial action last month as part of their campaign to secure wage rises that reflect the value of this important work. Victorian aged care nurses and carers ANMF ‘Don’t turn your back on aged care’ billboards were visiting nursing homes working in private and not-for-profit around the country to support nurses and carers in their campaign for wages that reflect nursing homes are earning about $170 the value of their important work caring for vulnerable Victorians. less per week than public aged care need more nurses to care for the growing nurses and public and private hospital number of elderly residents but if they nurses. refuse to pay better wages they can’t Members embarked on the industrial Ĺ– +PXKVG [QWT EQNNGCIWGU VQ LQKP expect to attract or keep qualified and action campaign as a last resort after all ANMF experienced nurses and personal care avenues for negotiations between ANMF workers. and employers were exhausted. Ĺ– #VVGPF UEJGFWNGF #0/( The former Federal Labor Government OGGVKPIU VQ FKUEWUU VJG quarantined $1.2 billion to assist aged The wider beneďŹ ts of competitive wages RTQITGUU QH PGIQVKCVKQPU CPF DG care employers pay for wage increases The 2011 Productivity Commission Caring KPXQNXGF KP FGEKUKQPU VJCV CHHGEV above their usual or expected rise in this for Older Australians report on page 365 [QWT YCIGU CPF EQPFKVKQPU round of bargaining. explained the benefits of better pay for It is difficult to understand why Ĺ– 'PUWTG [QW JCXG CV NGCUV VYQ aged care workers stating “an increase in employers were still refusing fair and ,QD 4GRU the level of remuneration for aged care workers competitive wage rises when there was will have a flow-on effect to Ĺ– %JGEM [QWT GOCKNU HQT VJG NCVGUV additional wages other factors affecting the PGYU the image and reputation of the sector as workforce. For example, the money available. Disappointingly Ĺ– &KUVTKDWVG VJG 4GURGEV QWT 9QTM an area where caring work is valued would image and reputation of the incoming ECORCKIP DWORGT UVKEMGT %CNN sector as an area where Abbott Coalition be enhanced by better wages. In addition, the 4GETWKVOGPV QP KH [QWT caring work is valued would Government YQTMRNCEG PGGFU OQTG UVKEMGTU be enhanced by better wages. the quality and continuity of care may be announced it In addition, the quality Ĺ– $W[ C ĹŽ&QPĹ?V VWTP [QWT DCEM would remove the increased as workers are more content to and continuity of care may QP CIGF ECTGĹ? RQNQ UJKTV HTQO rules requiring the $1.2 billion to stay in the sector and turnover is reduced. be increased as workers are [QWT 1TICPKUGT more content to stay in be spent on aged Ĺ– 5WRRQTV [QWT EQNNGCIWGU CV 2011 Productivity Commission Caring for the sector and turnover is care wages and HCEGDQQM EQO TGURGEVQWTYQTM reduced. In turn, this may would instead Older Australians Report, page 365 allow more funding for CPF QP 6YKVVGT put it into the education and training to be "#0/(XKEDTCPEJ ‘general aged care targeted towards upskilling TGURGEVQWTYQTM funding pool’. the workforce, rather than basic training for new Australian Institute of Health and entrants who are unlikely to stay for long under Welfare data shows that the number of current conditions.â€? authorised in advance and in writing people living in nursing homes increased At the time of print nurses and carers ‡ distribution of campaign material by 16 per cent between 2005 and 2011. had started implementing protected and information. During this same period the number of industrial action which included: ANMF encourages all members to registered nurses decreased by five per ‡ administrative and paperwork support this campaign by writing letters cent and the number of unregistered bans including a ban on Aged Care to the newspapers, calling talkback radio carers increased by 15 per cent. Funding Instrument paperwork and posting messages of support on our Private nursing homes desperately ‡ a ban on overtime unless it was social media pages.
Support the aged care campaign
www.anmfvic.asn.au
On The Record August 2013
5
News QUALIFICATIONS ALLOWANCE
MENTAL HEALTH NURSES
Email your RVBMJæDBUJPOT
Mental Health catchment consultations commence
ANF has recently secured significant qualifications allowance back pay worth thousands of dollars for several members. The non-payment of the qualifications allowance for these nurses who had been recruited from overseas specifically for their specialty qualifications is a reminder to all members to provide copies of any relevant certificates at the time of employment. Many employers are now changing their systems to ensure that relevant postgraduate qualifications that attract the qualification allowance payments are noted at the time of employment. ANMF recommends that prior to starting a new nursing or midwifery position members email any relevant qualification to your new employer and or human resources department so that there is a record of when it was provided. This will ensure that you are paid the relevant allowance which can be between 4 to 7.5 per cent of your base rate. Providing the documentation electronically will ensure there is evidence to support your claim for a qualification allowance - ideally from the commencement of your employment.
NEW SIG
Safe Patient Handling Special Interest Group The Victorian No Lifting Co-ordinator Network has become the Safe Patient Handling ANMF (Vic Branch) Special Interest Group. The new SIG is a forum for anyone working in or interested in safe patient handing to exchange ideas and information, identify issues of concern and increase understanding of safe patient handling. The next meeting will be held on 15 November 2013 at ANMF House. To become a financial member download the form at www. tiny.cc/sphsig
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On The Record October 2013
%POOB )BOTFO "/.' .FOUBM )FBMUI /VSTJOH 0GæDFS ANMF (Vic Branch) has been notified that the Department of Health, Victoria has commenced consultations regarding Public Clinical Mental Health Services Catchments. These consultations are based on a department view that Victoria’s current system of catchments no longer deliver adequate specialist mental health services and requires reconfiguration. The department statement points out the aim of the changes is to deliver a more effective and efficient service and the ‘seamless, easy-to-navigate system that consumers and carers expect’.
Over the coming months, stakeholders will have the opportunity to comment and raise issues through a range of meetings, along with the option of providing a written submission by 31 October 2013. Members who would like to contribute to the ANMF (Victorian Branch) written submission are requested to please contact the ANMF Mental Health Nursing Officer dhansen@anmfvic.asn.au For more information on the consultation process or to read the consultation paper visit www.tiny.cc/pcmhsc
IMPROVED WAGES AND CONDITIONS
1SJTPO OVSTFT BHSFFNFOU æOBMJTFE #BSSZ .FHFOOJT *OEVTUSJBM 0GæDFS Members employed in 11 privately-managed prisons across Victoria have voted to accept a new agreement ending a 20-month campaign for improved wages and conditions. As a result of members’ participation in protected industrial action the new agreement includes: a ten per cent wage rise over four years and a one-off $1000 payment for fulltime nurses and a pro rata Hopkins Correction Centre members in Ararat with ANMF payment for part-time nurses Organisers Nicole Smith and Allan Townsend at the stop in lieu of backdating the work rally in June. agreement to July 2012 when This agreement minimises the disparity the previous agreement expired between prison nurses’ and public and reinstated annual leave loading of private acute sector nurses’ terms and 17.5 per cent increased weekday on call allowances conditions. The improved outcome would not have introduced health industry-based been possible without the commitment overtime payment of Job Reps and members who were reinstated public holiday penalty prepared to take industrial action. rates. www.anmfvic.asn.au
News NAPTHINE GOVERNMENT’S HEALTH ASSISTANTS IN NURSING PILOT IN PUBLIC ACUTE HOSPITALS - BARWON, EASTERN AND MONASH HEALTH
Health assistant pilot must focus on improved patient outcomes ANMF has begun meeting with members at Barwon, Eastern and Monash Health which have started announcing the acute wards involved in the Napthine Government’s health assistants in nursing (HANs) pilot program. The Napthine Government is constantly telling the ANMF there is no spare money for the health system, so every health dollar Victoria invests must demonstrate that it improves patient outcomes. ANMF Job Reps have previously raised concerns these pilot programs will be part of an attempt by the Napthine Government to substitute qualified nurses with unregistered health workers in the next round of public sector enterprise bargaining in 2016. Disappointingly, speaking at the 2013 Annual Delegates Conference Health Minister David Davis was unwilling to rule out the inclusion of health assistant in nursing as part of ratios. National and international research has established that skill mix is an important determinant of quality patient care and adverse outcomes. Responding to this research, ANMF will continue to support its members in retaining and growing a qualified registered nursing and midwifery
The Napthine Government’s rationale for introducing health assistants in nursing is in part based on a report by PricewaterhouseCoopers (PwC) titled ‘Evaluation of three Better Skills Best Care pilot projects’ released in February 2012. This report evaluated the introduction of health assistants in nursing at Bendigo and Austin Health in 2009.
The health assistant trials involved: VL[ KHDOWK DVVLVWDQWV DFURVV WKUHH wards at the Austin HLJKW KHDOWK DVVLVWDQWV LQ QXUVLQJ across four wards at Bendigo Health KHDOWK DVVLVWDQWV LQ QXUVLQJ ZHUH staffed on top of nurse patient ratios.
The PricewaterhouseCoopers evaluation report found: GHFUHDVHG SDWLHQW FRPSODLQWV E\ per cent QR HYLGHQFH WR VKRZ KHDOWK DVVLVWDQWV improve patient outcomes QR HYLGHQFH WR VKRZ KHDOWK DVVLVWDQWV met the needs of nursing staff DQHFGRWDO HYLGHQFH RI LPSURYHPHQW to patient experiences, such as the delivery of warm meals.
INTERNATIONAL HUMANITARIAN AWARD
Outstanding HIV nursing work recognised Royal District Nursing Service Clinical Nurse Consultant Liz Crock (pictured right) has been recognised with an international award for her work caring for people living with HIV and work breaking down the stigma of having this infection. Ms Crock received the Human Rights and Nursing Award for her significant role in developing and evaluating the RDNS HIV program which brings together nursing roles with social and practice supports. She pioneered the role of the HIV Resource Nurse which is still a unique nursing position in Australia.
www.anmfvic.asn.au
The award was presented earlier this year in Melbourne at the International Centre for Nursing Ethics 14th Annual Conference, hosted in conjunction with Deakin University Centre for Quality and Patient Safety Research.
The evaluations in the report: ZHUH EDVHG RQ VPDOO SDUWLFLSDQW numbers - focus groups involved eight nurses across four wards at Bendigo and Austin focus groups involved 30 respondents across three busy metropolitan hospital wards. GLG QRW LQFOXGH DQ\ H[DPLQDWLRQ RI patient outcomes.
The report also highlighted problems including: D UHTXLUHPHQW IRU RQJRLQJ ‘supervision and investment’ FRQIXVLRQ DERXW UROHV DQG responsibilities LQDGHTXDWH WUDLQLQJ DQG SUHSDUDWLRQ of health assistants in nursing RQJRLQJ FRVW DVVRFLDWHG ZLWK WKH health assistant in nursing where they are in addition to nursing ratios. To date there has been no rigorous research of an academic standard on the introduction of health assistants to clinical wards in Australia that stands up to peer review. Information relating to the new pilots provides little detail about the veracity of the research process and methods or evaluation. Members are encouraged to read the PricewaterhouseCoopers health assistant in nursing report at www.tiny.cc/hanreport and to contact records@anmfvic.asn.au if you have inquiries or further pilot information.
DIARY DATE
ANMF (Vic Branch) AGM 10 December 2012, 5.30pm Carson Conference Centre, ANMF House, Melbourne Members are invited to attend the ANMF (Vic Branch) annual general meeting for an update on your union. Copies of the ANMF (Victorian Branch) annual report 2012-2013, including financial statements, will be available. Call Lindy Williams on 9275 9321 to register your attendance (for catering purposes).
On The Record October 2013
7
OHS: Workplace bullying
Preventing bullying and early intervention is the answer to in +PDFMZO 4BVOEFST 0)4 #VMMZJOH )BSBTTNFOU 0GæDFS positions such as micromanaging staff, not consulting staff on changes or workloads and not involving them in decisions that may affect them, not facilitating positive teamwork and co-operation and often being verbally aggressive and/or humiliating individuals in front of others. Also, many nurses and midwives often feel too intimidated to raise bullying complaints in case of reprisals or further bullying.
workplace bullying as persistent and repeated negative behaviour directed at an employee, which creates a risk to health and safety. This can involve a range of direct and indirect behaviours which may form an established pattern of bullying over a period of time. These include the following: abusive, insulting comments or offensive language (including faceto-face, phone, email, text messages, social media) humiliating or putting someone down in front of others spreading malicious rumours or misinformation about someone changing work rosters and leave, to deliberately inconvenience a particular employee(s) deliberately excluding someone from workplace activities excessive scrutiny at work, unjustified criticism or complaints setting unreasonable timelines or constantly changing deadlines setting tasks that are unreasonably above or beyond a person’s skill level withholding information that is vital for effective work performance.
Health and aged care settings across the world are experiencing a workplace bullying epidemic affecting hundreds of thousands of nurses and midwives. Preventing bullying from occurring ANMF (Vic Branch) is really the key. Everyone has a The impact of bullying has developed a responsibility to ensure that bullying Workplace bullying destroys comprehensive guide to assist members to an individual’s self-confidence does not occur… identify the difference and self-image and threatens between workplace their well-being. This may lead bullying, reasonable managerial style and to psychological distress and increasing workplace conflict and to act early to stop job dissatisfaction and work absences. bullying and its devastating consequences Often, nurses and midwives are forced on the individual. The guide is available to either accept what is happening on our website at www.anmfvic.asn.au/ohs around them or to eventually resign from The reasons for workplace bullying their position and many will leave the are complex with studies indicating profession. that organisational characteristics can influence both the likelihood of these #VMMZJOH JT EJGGFSFOU UP DPOçJDU behaviours occurring and whether they There has been increasing community are challenged. Studies indicate that awareness over the last 10 to 15 years bullying in health care settings is strongly linked to increasing pressures of work and about workplace bullying, mainly because of the serious consequences for the What is not bullying organisational factors. These include: victims. However, this has also resulted traditional organisational and A single incident of negative behaviour is in the term ‘bullying’ sometimes being management hierarchies not considered to be workplace bullying used as the “default label for preventable an embedded negative culture which however, it may have the potential to workplace conflict”, according to an may encourage acts of bullying and escalate and so it should not be ignored. article in the HR Daily online newsletter the existence of informal alliances so Low level workplace conflict is also not (July 2013). that it remains hidden considered to be workplace bullying It is important to distinguish between negative leadership styles because not all conflicts or disagreements workplace bullying and conflict. Conflict lack of management support have negative health effects or involves a clash particularly dealing with bullying pose a risk to health and safety. There has been increasing community between people complaints However, if low-level conflict isn’t awareness over the last ten to 15 with incompatible poor people management skills and managed well, it can escalate to ideas or interests poor communication skills. years about workplace bullying, the point where it does meet the and is considered a Workplace bullying often arises from definition of workplace bullying. mainly because of the serious normal occurrence a power imbalance between people. It Furthermore, reasonable consequences for the victims. within working is common with individuals in people management actions are not relationships. management roles, having organisational However, this has also resulted in the considered to be bullying. As WorkSafe authority to direct or exert influence over term bullying sometimes being used part of their roles, managers Victoria’s Your their staff. and supervisors will sometimes as the “default label for preventable be required to undertake guide to workplace In health and aged care settings, bullying – prevention workplace conflict” there are typical scenarios of autocratic, management actions in order and response overbearing managers and supervisors to effectively direct and control characterises who use negative behaviours in their
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On The Record October 2013
www.anmfvic.asn.au
nsidious workplace epidemic the way that work is carried out and to provide feedback on an employee’s performance. However, these actions should be conducted in a fair and reasonable manner. Some examples of reasonable management actions include: setting reasonable performance goals, standards and deadlines rostering and allocating working hours, where the requirements are reasonable informing a worker about unsatisfactory work performance when undertaken in accordance with workplace policies or agreements, such as performance management guidelines informing a worker about inappropriate behaviour in an objective and confidential way deciding not to select a worker for promotion where a reasonable process is followed and documented implementing organisational changes or restructuring. Quite simply, there are no easy answers to workplace bullying. However, one thing is sure: if it does occur, it needs to be responded to quickly. Most importantly, the affected individual needs to challenge the bullying behaviour rather than be completely disempowered by it. It may not just be about them but also the people that follow them. By standing up, it can create a better work environment for everyone and, of course, managers need to respond and act upon all bullying reports. Preventing bullying from occurring is really the key. Everyone has a responsibility to ensure that bullying does not occur and should make all efforts to create a workplace environment where there are good management practices, effective communication and where everyone is expected to work and behave professionally and treat each other with tolerance, dignity and respect.
The new ANMF guide to assist members prevent, identify and respond to workplace bullying is available at www.anmfvic.asn.au/ohs www.anmfvic.asn.au
Workplace bullying: a case study The following hypothetical bullying scenario is drawn from common bullying incidents that have been reported to the ANMF (Vic Branch). This case study demonstrates the complex issues associated with workplace bullying and provides some insight into why it is important for affected individuals and managers to take action to address it. Names and workplace setting have been changed to protect identities. Mary is a registered nurse and has worked in a busy PACU area in a metropolitan public health service for about three years. Felicity has recently been promoted to an ANUM position and is good friends with the NUM Jane. Over the last few months Mary and other staff have experienced bullying behaviour from ANUM Felicity. It is more evident when NUM Jane is not around. Felicity has a very strong personality and likes to make decisions and get things done without consultation. Her people management skills and communication skills are poor and she often speaks to the staff in a very inappropriate and unprofessional manner. NUM Jane lets Felicity make a lot of the decisions and initiatives because she gets things done and takes the load off Jane. Felicity’s alleged bullying behaviours include: )HOLFLW\ RIWHQ \HOOV ORXGO\ DW 0DU\ and other staff across the room or down the corridor, using abusive and offensive language, questioning and criticising what they are doing. She then tries to take over the task. Mary and the others feel humiliated. )HOLFLW\ VWDUWHG WR VSUHDG PDOLFLRXV rumours about Mary and has tried to turn the NUM and staff against her. )HOLFLW\ DUUDQJHG VWDII PHHWLQJV DQG in-service sessions on days when Mary wasn’t rostered to work. Mary felt she was being excluded and not being kept adequately informed. 0DU\ PHQWRUHG DQG WUDLQHG QHZ DQG
graduate nurses, but Felicity took over saying she was more experienced. Mary obtained a copy of the workplace bullying policy and reporting procedure and requested a meeting with her manager Jane, the NUM, to discuss Felicity’s behaviour. The NUM acknowledged the way Felicity spoke to Mary, other staff and even to herself was inappropriate and unprofessional. She told Mary “that’s just the way Felicity is… she doesn’t mean it. Don’t worry about it and try not to take it personally…. just ignore it and try to stay out of her way.” The NUM acknowledged the bullying policy but advised Mary not to make a formal complaint. Mary was very disappointed her complaint was not taken seriously. She doesn’t think it is fair that Felicity’s bullying behaviours are condoned whilst the health and safety of others are affected, especially when the workplace policy states bullying will not be tolerated. Mary is experiencing loss of selfesteem, stress symptoms and is getting panic attacks before going to work and during the shift. She loves working in PACU but doesn’t want to work with Felicity anymore because it is affecting her health. She wants to lodge a formal complaint because otherwise Felicity will just continue bullying other staff. Mary called the ANMF (Vic Branch) for advice and information. Using her diary notes she compiled and lodged a bullying allegation through the human resources department. This prompted an independent third party investigation into her bullying issues and these were subsequently substantiated. Following the organisation’s bullying policy and procedures Felicity was required to apologise to Mary and give a commitment she would stop her bullying behaviours and undertake training. She remained working on the ward. She was advised that any further substantiated incidents would result in disciplinary action.
On The Record October 2013
9
News SMALL RURAL HEALTH SERVICES
Guidelines for a limited X-ray service in regional Victoria $BUIFSJOF )VUDIJOHT 1SPGFTTJPOBM 0GæDFS
ANMF (Vic Branch) has recently participated in the expert reference group assisting in the development of the new guidelines for limited X-ray services in small rural health services. The Victorian Department of Health’s guidelines were designed for health services that have low demand for radiographic services. The ANMF does not in any way support replacing registered expert radiographers and will work with members to ensure that health services take all steps necessary to engage qualified radiographers where there is demand. The ANMF believes that if these X-ray services are implemented utilising registered nurses in those health services that do not have access to registered radiographers, and if the education, licensing and competency of nurses to conduct these examinations are maintained, then there is a clear benefit to the community.
These examinations will be limited to plain radiography of the limbs distal to but not including the shoulder girdle and pelvis, except in a medical emergency and only if the examination is likely to influence the management of the patient and if it is within the capacity of the small rural health service to manage the patient’s condition. The guidelines identify the potential benefits as: providing access to minor radiographic examinations at locations where, or when, a radiographer is not available enhancing the comprehensive assessment undertaken by clinical staff, ensuring appropriate patient management decisions can be undertaken at the local level meeting a service gap for the local community who might otherwise need to travel time-consuming distances to get to a major medical imaging centre reducing the pressure on emergency department services at larger centres providing potential cost offsets such as a reduction in ambulance
transfers to larger centres providing a risk mitigation strategy in areas with limited ambulance services. There must be a needs analysis undertaken including analysis and consultation prior to the implementation of such a program and this must include determining if there is access to sessional radiographer services, volume of presentations (ensuring competency can be maintained), impact on health service workforce and their workload (this is imperative if a registered nurse takes on this role as it cannot lead to a situation of other nurses being required to take on additional work). There are mandatory requirements for the selection, training, supervision and ongoing demonstration of competency for the limited use X-ray operator. The public must be made aware of the limited (nonradiographer) use X-ray service prior to the X-ray examination being performed. Further inquiries contact Catherine Hutchings Professional Officer on 9275 9333.
FIND OUT MORE
Download the guidelines at www.health. vic.gov.au/ruralhealth/
NMBA AND THE NATIONAL LAW
NMBA AND THE NATIONAL LAW
The importance of nursing and midwifery titles
Dual registration
The Nursing and Midwifery Board of Australia (NMBA) has released an explanatory note regarding ‘Title Protection’. The Board’s document specifies the protected titles are: QXUVH UHJLVWHUHG QXUVH HQUROOHG QXUVH QXUVH SUDFWLWLRQHU PLGZLIH PLGZLIH SUDFWLWLRQHU It is an offence for anyone, including employers, to knowingly or recklessly use any of the above titles to make another person believe any person/employee is registered under the Health Practitioner Regulation National Law Act unless they
10
On The Record October 2013
are actually registered in the profession. The same applies even if the titles are used with other words or another language. ANMF members should take care not to refer to other care workers who are not registered in the profession as nurses, for example, personal care workers or assistants in nursing working in residential aged care facilities, as this would be an offence under the National Law. In addition, if an enrolled nurse has also completed a Bachelor of Nursing and is registered as a registered nurse but not as an enrolled nurse then they cannot hold themselves out to be, or be called, an enrolled nurse.
The ability to hold dual registration as an enrolled nurse and a registered nurse will cease in 2014, unless the Nursing and Midwifery Board of Australia alters its position. Nurses with this type of dual registration will have to decide which registration they elect to maintain, probably at the next renewal period. The ANMF (Vic Branch) is concerned about removing the ability to have dual registration because it provides greater employment opportunity, particularly for enrolled nurses who have completed their Bachelor of Nursing and are waiting on confirmation of successful registration as a registered nurse and/or waiting for the commencement of a graduate year or the ability to work as a registered nurse. www.anmfvic.asn.au
News MIDWIFERY PRACTICE
Victorian Coroner’s cases contribute to midwifery debate +VMJBOOF #BSDMBZ .BUFSOJUZ 4FSWJDFT 0GæDFS A recent Victorian Coroner’s case in relation to the death of an infant resulted in recommendations relevant to midwifery practice. Coroner Kim Parkinson, in findings into the death of baby Joseph Thurgood-Gates, released in May 2013, recommended the following: That the Minister for Health give consideration to the appropriateness of regulating the practice of providing home birth services. That the Minister for Health give consideration to developing, in discussion with the respective professional health colleges and other obstetric and midwifery experts, an information resource to enable prospective parents to be fully informed of the issues associated with the various birthing options. That where it is apparent that a baby
is born in a poor condition and unlikely to survive that the hospital maternity units adopt a protocol of retaining the placenta for pathologist examination if required. The inquest findings and recommendations can be found on the Victorian Coroners Court website via www. tiny.cc/ccase1 Midwives should also be aware of Coroner John Olle’s determination in June 2013 which related to the jurisdiction of the Coroner in the case of a stillbirth. Coroner Olle noted: “Victorian Coroners have consistently taken the view that the coronial system does not have the jurisdiction to investigate a stillbirth because there is no death to investigate. This is because the death of a foetus occurs in utero, thus precluding it from being born as a living person.” However, in the case at hand, Coroner
Olle found that the death of baby Thomas Freemantle, which had occurred in an intensive care unit two days after birth, was in fact a death which warranted investigation by the Coroner. The inquest proceeded in July 2013 and at the time of print the Coroner’s findings were yet to be released. Further details can be accessed on the Victorian Coroners Court website via www.tiny.cc/ccase2 Midwives working in birthing and neonatal services are advised to familiarise themselves with the above cases and ensure that comprehensive documentation is maintained around the time of birth and during resuscitation. ANMF members who are requested by their employer or the police to provide a statement relating to such events should contact the ANMF on 03 9275 9333 to access free independent assistance and advice in preparing their statement.
MIDWIVES’ LEGAL OBLIGATIONS
When pregnant women seek care outside of professional advice +VMJBOOF #BSDMBZ .BUFSOJUZ 4FSWJDFT 0GæDFS It is important when working with without her informed consent. Women pregnant women who seek care outside of must be informed of their right to refuse professional advice that midwives ensure treatment and be provided with objective unbiased advice on an ongoing basis. appropriate supportive frameworks are in place for both the woman and the In private practice it is essential that professional. midwives develop For example, in a hospital If the woman requests treatment which is the necessary situation the midwife must relationships with outside the midwife’s scope of practice, peers and other notify senior midwifery and medical staff of the the midwife is obliged to withdraw from service providers situation and follow hospital to enable the the provision of that service. policies relating to refusal of appropriate framework to be treatment. Comprehensive documentation, put in place in a timely fashion. If the woman requests treatment which preferably by more than one professional, should be maintained at all times. is outside the midwife’s scope of practice, No competent woman can be forced the midwife is obliged to withdraw from the provision of that service. The Nursing and to undergo any treatment or procedure
www.anmfvic.asn.au
Midwifery Board of Australia’s Decision Making Framework for midwives and the Safety and Quality Framework for midwives provide guidance in such situations. It is true that women have a right to choose where they wish to birth and who attends that birth. At the same time, the midwife must be clear about the professional obligations which arise from registration as a midwife. ANMF is involved in NMBA consultations on these matters and is working towards developing a position statement. Members wishing to have input regarding the development of a position statement should contact ANMF Maternity Services Officer Julianne Barclay jbarclay@anmfvic.asn.au
On The Record October 2013
11
Professional news
All Nurses, Midwives, AINS & PCAs
a positive contribution to the prevention and management of urinary LQFRQWLQHQFH 8ULQDU\ FDWKHWHU LQVHUWLRQ DQG PDQDJHPHQW ZLOO EH SDUW RI WKLV seminar. Member $300, Non-member $370, Job Rep/SIG member $280
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A palliative approach for aged care CPD: 6 hours 14 October, 9.30am-4.30pm, presenter Dr. Rosalie Hudson This seminar focuses on skill development for palliative and aged care QXUVHV ZLVKLQJ WR SURYLGH EHVW SUDFWLFH HQG RI OLIH FDUH IRU ROGHU SHRSOH LQ any setting. Member $150, Non-member $185, Job Rep/SIG member $140
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CPD: 6 hours 15 October, 9.30am-4.30pm, presenter Lynn Murray 7KLV ZRUNVKRS LV GHVLJQHG WR DVVLVW QXUVHV WR UHYLVLW WKH SULQFLSOHV RI GRFXPHQWLQJ FDUH DQG RWKHU DFWLYLWLHV LQ DQ REMHFWLYH DQG FRQFLVH PDQQHU ZLWKLQ WKH FRQWH[W RI D GLYHUVH UDQJH RI UHDGHUV ,W FRYHUV WKH QHHG IRU transparency, clarity and positive patient/client/family and health care outcomes in an increasingly litigious health care environment. Member $150, Non-member $185, Job Rep/SIG member $140
7KH $1) 9LF %UDQFK 572 LV GHOLJKWHG WR RIIHU WKLV QHZ TXDOLÂżFDWLRQ LQ 7UDLQLQJ $VVHVVPHQW 7KH 7$( &HUWLÂżFDWH ,9 LQ 7UDLQLQJ Assessment comprises 10 units of competence and focuses on the skills UHTXLUHG WR GHOLYHU WUDLQLQJ DQG DVVHVV FRPSHWHQFH LQ SDUWLFLSDQWVÂś RZQ LQGXVWU\ DUHDV ,W LV WKH EHQFKPDUN TXDOLÂżFDWLRQ WRJHWKHU ZLWK VXEMHFW PDWWHU expertise) for educators and assessors in the VET Sector. 7KH FRXUVH LV GHOLYHUHG RYHU VWXG\ GD\V RQ WKH IROORZLQJ GDWHV Course 1 October 3, 10, 17, 24, 31, & November 7, 14, 21, 28 Course 2 October 18, 25, November 1,8,15, 22, 29 & December 6 & 12 (last one for the year) Member $1570, non-member $1770, Job Rep/SIG member $1470
Upgrades 5"" UP 5"& r $FSUJĂŚDBUF *7 JO 5SBJOJOH "TTFTTNFOU 1 October 9.30am-1pm 28 November (last one for the year) 9.30am-1pm 2IIHUHG WR SHRSOH ZLWK D FXUUHQW 7$$ &HUWLÂżFDWH ,9 LQ 7UDLQLQJ DQG $VVHVVPHQW ZKR ZLVK WR XSJUDGH WR WKH ODWHVW TXDOLÂżFDWLRQ 7$( Member $250, non-member $330, Job Rep/SIG member $220
Law & ethics for registered & enrolled nurses CPD: 12 hours 18 & 25 October, 9.30am-4.30pm, presenter Jenny Poulter 7KLV FRXUVH LV GHVLJQHG WR UHDFTXDLQW QXUVHV ZLWK WKH IXQGDPHQWDOV RI ODZ DQG WKH OHJLVODWLRQ WKDW LPSDFWV RQ QXUVLQJ SUDFWLFH ,W ZLOO RXWOLQH WKH OHJDO precepts, documents, scope of practice of registered & enrolled nurses in OLJKW RI WKH UHFHQW UHJXODWRU\ FKDQJHV 7KHUH ZLOO EH D WDNH KRPH SURMHFW WR complete at the end of the course.) Member $300, non-member $370, Job Rep/SIG member $280
CPD: 6 hours 21 October, 9.30am-4.30pm, presenter Margaret Lang 7KLV VHPLQDU H[SORUHV DOO $&), EXVLQHVV UXOHV D FRPSUHKHQVLYH EUHDNGRZQ RI WKH $&), TXHVWLRQV DQG D SUDFWLFDO UHYLHZ RI FRPSLOLQJ DQG FRPSOHWLQJ WKH $&), DQVZHU DSSUDLVDO SDFN Member $150, Non-member $185, Job Rep/SIG member $140
.BOBHJOH EJGĂŚDVMU QFPQMF CPD: 6 hours 18 November, 9.30am-4.30pm, presenter Brendan Scully 7KLV QHZ VHPLQDU DGGUHVVHV D YDULHW\ RI WHFKQLTXHV WKDW QXUVHV DQG RWKHU KHDOWKFDUH SURIHVVLRQDOV PD\ XWLOL]H WR PDQDJH GLIÂżFXOW SHRSOH DQG WHQVH situations. Member $150, Non-member $185, Job Rep/SIG member $140
Urinary incontinence: strategies to prevent and manage incontinence effectively CPD: 12 hours 21 & 28 November, 9.30am-4.30pm, presenter Susan McCarthy Urinary incontinence is a common health issue that is under reported and WUHDWHG UHVXOWLQJ LQ GHFUHDVHG TXDOLW\ RI OLIH IRU LQGLYLGXDOV DQG VLJQLÂżFDQW FRVWV WR WKH KHDOWK EXGJHW 7KLV VHPLQDU H[SORUHV KRZ QXUVHV FDQ PDNH
ANMF Education Centre phone: 9275 9363 email: education@anfvic.asn.au
*Stress vulnerability & management for health professionals CPD: 6 hours 22 October, 9.30am-4.30pm, presenter Helen Reeves 7KLV QHZ VHPLQDU IRFXVHV RQ LGHQWLI\LQJ DQG LPSOHPHQWLQJ DSSURSULDWH VWUDWHJLHV WR PDQDJH ZRUN UHODWHG VWUHVV Member $150, Non-member $185, Job Rep/SIG member $140
Principles & practice of aseptic technique & infection control CPD: 6 hours 28 October, 9.30am-4.30pm, presenter Jennifer Poulter 7KLV ZRUNVKRS ZLOO UHYLHZ KHDOWK FDUH UHODWHG LQIHFWLRQV DQG WKH LQIHFWLRQ FRQWURO SUDFWLFHV UHTXLUHG WR PLQLPLVH WKH VSUHDG RI LQIHFWLRQ 5LVN
The ANMF (Vic Branch) Education Visit w Centre, ANMF (Vic Branch) Registered for info Training Organisation (RTO 3601), upcom nursing laboratory and library are located near the Melbourne CBD at ANMF House, 540 Elizabeth Street, Melbourne. www.anmfvic.asn.au
upcoming course upcoming course program program
All Registered & Enrolled Nurses
On The Record October 2013
The principles of documentation in the current nursing environment
ACFI for registered and enrolled nurses
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CPD: 4 hours 25 October, 9:00am-1pm 9 December, 9:00am-1pm, presenter Sandy Willis This course is a refresher in Basic CPR, and includes Australian Resuscitation Council updates. Participants receive training in management of an unconscious patient and CPR. The course is suitable for maintaining ÂżUVW DLG &35 ZKLFK VKRXOG EH XSGDWHG DQQXDOO\ Member $70, non-member $95, Job Rep/SIG member $65
inquiries - brochures applications
ANMF education centre
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Innovation in wound management CPD: 12 hours 13 & 20 November, 9.30am-4.30pm, presenters Rhea Martin, Julie Baulch & Sandra Dean 7KLV ZRXQG PDQDJHPHQW FRXUVH IRFXVHV RQ ZRXQG SUHYHQWLRQ DQG DVVHVVPHQW XVH RI WKH ODWHVW SURGXFWV DQG DSSURSULDWH DQG FRVW HIIHFWLYH ZRXQG PDQDJHPHQW WHFKQLTXHV Member $300, non-member $370, Job Rep/SIG member $280
Venepuncture, conducting a 12-lead ECG & contemporary pathology collection CPD: 6 hours 14 November, 9.30am-4.30pm, presenter Kate Potter 7KLV QHZ ZRUNVKRS GHOLYHUV D FRPSUHKHQVLYH RQH GD\ SURJUDP UHODWLQJ WR YHQHSXQFWXUH WHFKQLTXHV DQG FRQGXFWLQJ D OHDG HOHFWURFDUGLRJUDP $ ZLGH UDQJH RI SUDFWLFDO WUDLQLQJ DLGV IRU EORRG FROOHFWLRQ LV SURYLGHG DQG WKH SURJUDP DOORZV participants to undertake practice under guided supervision in a simulated clinical HQYLURQPHQW ,W LV D PXVW IRU QXUVHV ZKR SHUIRUP SKOHERWRP\ DQG OHDG (&* recording as part of their role. Member $150, Non-member $185, Job Rep/SIG member $140
*Depression & anxiety – recognising the symptoms CPD: 6 hours 19 November, 9.30am-4.30pm, presenter Helen Reeves 7KLV ZRUNVKRS ZLOO FRYHU FRUH NQRZOHGJH DQG VNLOOV IRU VWDII HPSOR\HG ZLWKLQ KHDOWK services including the exploration of depression and anxiety, regarding the aetiology DQG ELR SV\FKRVRFLDO SULQFLSOHV RI LQWHUYHQWLRQ 3UDFWLFDO VNLOOV DQG NQRZOHGJH ZLOO EH WUDQVIHUDEOH WR WKH ZRUNSODFH Member $150, Non-member $185, Job Rep/SIG member $140
Registered Nurses Medication administration – principles & practice revisited CPD: 12 hours 22 & 29 November, 9.30am-4.30pm, presenter Sue Pleunik 7KLV WZR GD\ ZRUNVKRS LV GHVLJQHG WR UHIUHVK DQG XSGDWH 51V ZLWK WKHLU NQRZOHGJH DQG VNLOOV LQ PHGLFDWLRQ DGPLQLVWUDWLRQ $GPLQLVWUDWLRQ YLD DOO ¿YH URXWHV LV UHYLVLWHG ZKLFK LQFOXGHV SULQFLSOHV RI GUXJ FDOFXODWLRQV DQG PDQDJLQJ ,9 SXPSV V\ULQJH drivers and PCA systems. Member $300, Non-member $370, Job Rep/SIG member $280
*IV cannulation for registered nurses & midwives
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www.anmfvic.asn.au
continuing professional development (cpd)
CPD: 6 hours 26 November, 9.30am-4.30pm, presenter Lynn Murray This seminar focuses on the process and procedure for inserting peripheral cannulae in the adult patient. It includes anatomy, insertion sites and cannula selection and WHFKQLTXHV LQIHFWLRQ FRQWURO FRPPRQ SUREOHPV DQG FRUUHFWLYH DFWLRQ Member $150, Non-member $185, Job Rep/SIG member $140
%ZOBNJD çVJET FMFDUSPMZUFT USBOTGVTJPO PG CMPPE blood products CPD: 6 hours 23 October 9.30am-4.30pm, presenter Lynn Murray 7KLV LQ GHSWK VHPLQDU GLVFXVVHV WKH WKHRULHV DQG DVVHVVPHQWV EHKLQG YDULRXV ÀXLG WKHUDSLHV ZLWK D IRFXV RQ DGYDQFHG XQGHUVWDQGLQJ DQG VNLOO GHYHORSPHQW IRU QXUVHV PDQDJLQJ ÀXLGV LQ WKH DFXWH SDWLHQW Member $150, Non-member $185, Job Rep/SIG member $140
Managing the deteriorating patient CPD: 6 hours 29 October, 9.30am-4.30pm 9 December, 9.30am-4.30pm, presenter Lynn Murray With the national focus on the deteriorating patient as one of ten hospital standards, WKHUH LV D QHHG IRU UHJLVWHUHG QXUVHV LQ WKH DFXWH VHWWLQJ WR EH VNLOOHG DQG FRQ¿GHQW LQ WKH PDQDJHPHQW RI VXFK SDWLHQWV 7KLV QHZ RQH GD\ ZRUNVKRS ZLOO UHYLHZ DQG H[SORUH WKH FKDOOHQJHV RI WKHVH SDWLHQW VLWXDWLRQV DQG IRFXV RQ WKH NQRZOHGJH DQG VNLOOV UHTXLUHG IRU VDIH GD\ WR GD\ SUDFWLFH Member $150, Non-member $185, Job Rep/SIG member $140
Resilience in the workplace – keeping the grass greener CPD: 12 hours 18 & 25 November 9.30am-4.30pm, presenter Dr. Lisa Engel 7KLV G\QDPLF DQG HQJDJLQJ ZRUNVKRS IRFXVHV RQ WKH SUDFWLFDO DSSOLFDWLRQ RI VNLOOV DQG VWUDWHJLHV WR HQDEOH UHFRYHU\ IURP VHWEDFNV DQG DGYHUVLW\ DQG WR IDFH QHZ FKDOOHQJHV ZLWK RSWLPLVP DQG LQWHQWLRQDO RSHQ PLQGHGQHVV 2YHU WKH WZR GD\V OHDUQ KRZ WR SXW LQWR DFWLRQ WKHVH UHDO ZRUOG WHFKQLTXHV Member $300, Non-member $370, Job Rep/SIG member $280
Midwives Antenatal education – prioritising and delivering education to women CPD: 6 hours 22 October, 9.30am-4.30pm, presenter Jen Hocking 3ULPDULO\ GHVLJQHG IRU PLGZLYHV ZRUNLQJ ZLWKLQ WKH DQWHQDWDO HGXFDWLRQ VHWWLQJ WKLV VHPLQDU DLPV WR ORRN VSHFL¿FDOO\ DW WKH HGXFDWLRQ SURYLGHG WR ZRPHQ DQG WKHLU IDPLOLHV ZLWKLQ WKH DQWHQDWDO SHULRG RI FDUH 3DUWLFXODU DWWHQWLRQ ZLOO EH JLYHQ WR WKH assessment of risk factors and the delivery of targeted education intended to mitigate these during pregnancy. Member $150, Non-member $185, Job Rep/SIG member $140
Gestational diabetes – the ‘new’ common problem CPD: 6 hours 31 October, 9.30am-4.30pm, presenter Cheryl Steele 7KLV VHPLQDU LV GHVLJQHG WR JLYH PLGZLYHV D JUHDWHU XQGHUVWDQGLQJ DQG NQRZOHGJH EDVH RI JHVWDWLRQDO GLDEHWHV 7KH VHPLQDU ZLOO KDYH D SUDFWLFDO DQG FRQWHPSRUDU\ IRFXV WR DVVLVW PLGZLYHV LQ PDQDJLQJ WKH UHDOLWLHV RI WKLV FRQGLWLRQ Member $150, Non-member $185, Job Rep/SIG member $140
Perineal suturing – the when, the how and the sequelae CPD: 6 hours 31 October, 9.30am-4.30pm, presenter Tracey Grainger 7KLV VHPLQDU LV GHVLJQHG WR HGXFDWH DOO PLGZLYHV ZRUNLQJ ZLWKLQ WKH ELUWK VXLWH DUHD DQG LQFUHDVLQJ WKHLU NQRZOHGJH EDVH RI SHULQHDO VXWXULQJ 3DUWLFXODU DWWHQWLRQ ZLOO EH given to the anatomy of the structures, the skilled assessment of the perineal incision UHSDLU DQG WKH LPSRUWDQFH RI ORQJ WHUP IROORZ XS FDUH Member $150, Non-member $185, Job Rep/SIG member $140
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
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4JHOJæDBOU EJTDPVOUT PO NBOZ courses (excluding governmentfunded courses) are available to ANMF members, Job Reps and ANMF Special Interest Group members. Courses may be tax deductible. Ask your tax consultant for advice. On The Record October 2013
13
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Enrolled nurses Medication administration UPDATE course for enrolled nurses (4 routes) CPD: 12 hours 9 & 16 October, 9.30am-4.30pm, presenter Lissa Ryan This 12-hour professional development opportunity for Endorsed (4 routes) Enrolled Nurses is to refresh and update their medication administration NQRZOHGJH 7KLV WZR GD\ ZRUNVKRS UHYLVHV WKH IRXQGDWLRQ NQRZOHGJH RI SKDUPDFRORJ\ PHGLFDWLRQ DGPLQLVWUDWLRQ OHJDO UHTXLUHPHQWV 1XUVLQJ DQG 0LGZLIHU\ %RDUG RI $XVWUDOLD UHJXODWRU\ VWDQGDUGV FDOFXODWLRQV DQG DYHUWLQJ errors and includes a nursing laboratory practice. Member $300, Non-member $370, Job Rep/SIG member $280
New Entrants HLT51612 Diploma of Nursing (Enrolled/Division 2 Nursing) (Subject to Skills Vic funding) Course commences Monday 3 March, 2014 Applications close Friday 7 February, 2014 Interested in a career in nursing? Applications are invited from people LQWHUHVWHG LQ XQGHUWDNLQJ WKH $10) 9LF %UDQFK (GXFDWLRQ &HQWUHÂśV QH[W Diploma of Nursing on a full-time basis. Find out more by registering for an upcoming information session. 7KLV TXDOLÂżFDWLRQ ZLOO SURYLGH WKH QXUVLQJ VNLOOV DQG NQRZOHGJH WR EH HOLJLEOH
The course includes medication administration units (4 routes) and intravenous medication (5th route) and leads to exciting enrolled nursing opportunities across the health care sector including acute, palliative care, rehabilitation, aged care, operating theatres and oncology. $SSOLFDWLRQ IRUPV DUH DYDLODEOH RQ UHTXHVW E\ FDOOLQJ RU HPDLOLQJ HGXFDWLRQ#DQIYLF DVQ DX RU RQLQH ZZZ DQPIYLF DVQ DX HGXFDWLRQ Information sessions The ANMF Education Centre recommends all interested students attend an information session at ANMF House, 540 Elizabeth Street, Carson Conference Centre, /HYHO 0HOERXUQH 5HJLVWHU RQOLQH DW ZZZ WLQ\ FF GLS Friday 1 November, 2013, 2 pm – 4 pm Friday 6 December, 2013, 2 pm – 4 pm Wednesday 22 January, 2014, 2 pm – 4 pm Entry level criteria applies This course has been approved by the former Nurses Board of Victoria and is WKHUHIRUH UHFRJQLVHG DQG DSSURYHG E\ WKH 1XUVLQJ DQG 0LGZLIHU\ %RDUG RI $XVWUDOLD (NMBA). 6DWLVIDFWRU\ FRPSOHWLRQ RI WKLV FRXUVH ZLOO DOORZ DSSOLFDWLRQ WR WKH 1XUVLQJ DQG 0LGZLIHU\ %RDUG RI $XVWUDOLD 10%$ IRU UHJLVWUDWLRQ DV DQ HQUROOHG QXUVH IRUPHUO\ NQRZQ DV 'LYLVLRQ 51 +RZHYHU LQWHUHVWHG DSSOLFDQWV PXVW QRWH WKDW WKH 1XUVLQJ DQG 0LGZLIHU\ %RDUG RI $XVWUDOLD KDV LPSOHPHQWHG D QHZ (QJOLVK /DQJXDJH 6WDQGDUG More information regarding the English Language Standard for Registration can be REWDLQHG IURP WKH 10%$ E\ YLVLWLQJ WKH $+35$ ZHEVLWH ZZZ DKSUD JRY DX
New enrolled nurses graduate Fifty-four enrolled nursing students recently graduated from the ANMF Education Centre’s Diploma of Nursing course ready to enter the profession. The ANMF Education Centre course is designed to ensure new enrolled nurses are work ready and given the support and encouragement they need to succeed in this demanding and highly rewarding career. Congratulations to the class of 2013: Kirby Adams, Courtney Ash,
Keegan Baillie, Felicity Benedyka, Jessica Cadman, Nicole Canal, Liza Ma De Leon, Jacob Every, Tracy Firth, Rebecca Hehir, Samantha Hobbs, Karina Hodge, Ann-Christine Isidro, Elly Jones, Justin Joy, Joanne Kerwin, Maria Lay, Alice McKinnon, Troy Towers, Nicole White, Sharareh Bandiera, Elizabeth Chazunguza, Taneka Edwards, Patricia Glennen, Rajbir Hicks, Sandra Innes, Thejini Karunaratne, Chelsea Lucas, Banca McMullen, Rachelle Mifsud, Linda Palmieri, Sharon Potter, Ranjan Ratnasinghe, Michelle Sanders, Quencie Albarracin, Sandra Chumley, Joanne Watson, Kerri-Ann Gillies, Louise Gorecki, Denise Hippisley, Audrey Jacob-Bernard, Carol Kaiwai, Vivian Garzon Munoz, Vicki O’Meara, Mary O’Neill, Kiera Russell, Kay Shepherd, Natalie Dewar, Elizabeth Thompson, Kim Ryan, Shuyuan Tang, Maribel Williamson, Lynette Wilson and Stefanie Watson. The next Diploma of Nursing course starts in March 2014. To register for an information session visit www.tiny.cc/endip14
14
On The Record October 2013
www.anmfvic.asn.au
2013 Job Representatives Training Program: www.anmfvic.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 ANMF 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.anmfvic.asn.au/jobreps/ or call Bree Taplin on 9275 9333 for a registration brochure.
performance or professional misconduct allegations to ensure procedural fairness 9.15am-4.30pm daily. What will I learn in the Introductory Job Rep program? ‡ the role of the Fair Work Commission, EBA This program is held over three consecutive M09/13 12, 13 & 14 November dispute settling procedures and legislation days and will focus on: M10/13 3, 4 & 5 December when dealing with the above. ‡ the role of ANMF and unions Job Rep training programs, provided free to Job Regional courses: RTS09/13 October 16 ‡ your role, rights and responsibilities as 5HSV DUH GHVLJQHG WR EXLOG \RXU NQRZOHGJH DQG 9.15am-4.30pm daily. an ANMF Job Rep FRQ¿GHQFH LQ \RXU LPSRUWDQW UROH LQ WKH XQLRQ This program is provided with assistance from the R06/13 29, 30 & 31 October ‡ the Fair Work Act Program – learn 1: about your to industrial Introduction relationsWangaratta and the Full detailsTrade regarding leave entitlements and provision Union Education Foundation. R07/13 Warrnambool 19, 20 & 21 Nov rights at work of accommodation and meals are included in the role of the Job Representative (3 days) ‡ what to do when you don’t know what registration brochure. All Job Reps who have not attended training Metropolitan Advanced Job Rep Training to do Contact Bree Taplin are for held further information: All Melbourne-based programs at ANF or attended training three years Time: 9.15am-4pm ‡ finding out who, what, where and howmore than House, 540 Elizabeth Street, Melbourne. Regional 9275 9333 or jrt@anmfvic.asn.au ago are strongly encouragedVenue: to attend thisHouse, Melbourne ANMF to access ANMF resources to assist SURJUDP YHQXHV DUH QRWL¿HG ZLWK \RXU UHJLVWUDWLRQ You’ll gain The new advanced level training program, FRQ¿UPDWLRQ you in your role - three-day identifyingintroductory the roles program. confidence your role, learn when toDispute ask for Resolution in the Workplace, Effective and responsibilities of ANMFin staff and 787$ OHDYH DSSOLHV ZKHUH HOLJLEOH help and find out what resources are information available on your rights at work. includes officials you from ANF to assist in the Jobyou Reps whorole. undertake the advanced training ‡ a problem solvingtoprocess to the address Course and registration information is available at will develop dispute resolution knowledge and workplace issues Melbourne programs (9.15am - 4.30pm ZZZ DQIYLF DVQ DX MREUHSV WRSLFV KWPO RU daily) To achieve wages and conditions that value the skills about: ‡ the principles of natural justice, call Elainework Tomaofonnurses, 9275 9333 for a registration midwives and private aged care M08/11 December 6, 7 & ‡ 8 parents’ rights to request flexible working procedural fairness and the disciplinary brochure.personal care workers, ANMF recommends all arrangements procedure wards, units and facilities elect at least two Job ‡ your role in representing 2011 EBA:members RESPECT and OUR WORK‡ the difference between poor performance Reps. Download a nomination form at and professional misconduct in the helping members to help themselves www.anmfvic.asn.au/jobreps or call your Organiser context of the disciplinary procedure ‡ building and unifying workplace on 9275 9333 or 1800 133 353 (regional toll free). ‡ workers’ rights when dealing with poor membership.
Introduction to Industrial Relations and Job Rep role
Melbourne courses:
Do you have Job Reps at your workplace?
Do you have Job Reps at your workplace?
Every ward/unit should have at least two Job
2013 Occupational Health & Safety Training - www.anmfvic.asn.au/ohs/ ANMF OHS courses cater for the health sector, with a strong focus on issues and hazards relevant to nursing. ANMF 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)
Metro One-day HSR OHS Refresher Course (WorkSafe approved)
Health and Safety Rep elections
Course 3: 23 October
Did you know that you can have a say in who represents you on health and safety issues?
Time: CPD: Cost:
9am – 5pm each day 35 hours $750 per participant (payable by employer)
OHS Seminars and Conferences Prevention of Workplace Bullying Seminar
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 6: Geelong 20 November ** Regional courses are subject to a minimum number of 10 participants per course
17 October (fully booked)
Contact the OHS Unit for further information: 9275 9333 or ohs@anmfvic.asn.au
The Occupational Health and Safety Act 2004 states that all members of a designated work group have a right to vote on who represents them on their health and safety issues at work. It is also up to you to decide on how the election of your Health and Safety Representatives (HSR) takes place. HSRs are usually elected for a period of three years. When this term expires, a new election must be held and previous HSRs are eligible to renominate for a new term.
If you do not have a HSR and are interested in becoming one, or need to have an election for a new HSR, contact your Organiser or Graduate OHS Officer Yiota Paraskevopoulos on 9275 9333. ZZZ DQIYLF DVQ DX ZZZ DQIYLF DVQ DX www.anmfvic.asn.au
On The Record October 2013
15
Our look has changed but our commitment to nurses and midwives hasn’t
First State Super is committed to the ongoing support of nurses and midwives. What makes us different is that we exist to grow our members’ wealth, not our own. We work with our members to help them build and secure their financial future.
If you would like to be a member of the super fund that puts its members first, call 1300 650 873 today.
This is general information only. Consider our product disclosure statement before making a decision about First State Super. "@KK TR NQ UHRHS VVV ƥQRSRS@SDRTODQ BNL @T ENQ BNOHDR. FSS Trustee Corporation ABN 11 118 202 672 ASFL 293340 is the trustee of the First State Superannuation Scheme ABN 53 226 460 365