NSWNMA Annual Report 2021-2022 by NSW Nurses and Midwives' Association

NSW Nurses & Midwives’ Association

ANNUAL REPORT

2021 2022

s t n e t n o C Message from the General Secretary BRETT HOLMES

2021 – 2022 Annual Report

Message from the Assistant General Secretary SHAYE CANDISH

Message from the President O’BRAY SMITH

Carbon Neutral 2035

Membership and Finance

Voluntary Assisted Dying (VAD) law reform 31

Communications

Medicinal Cannabis

Aged care roundtable

Winning Better Lives

CaLD

Affiliations

Major campaigns

Advocacy

PHS members vote for strike action

Work Health and Safety (WHS) 36

National Aged Care campaign

Safer hospitals, safer communities

Industrial

Workers’ Compensation for COVID-19

Building power Public Health System Bed closures at Springwood Hospital Nepean Mental Health Service COVID-19 response Westmead Intensive Care services Westmead Emergency Department

24 25 25 25 27

Private Health sector Sydney Adventist Hospital majority support Ramsay safe staffing petition Healthe Care Surgical

28 29 29

Enforcing rights Northern Beaches Hospital (NBH) proposed restructure Ramsay Lake Macquarie win right to wear scrubs

30 30

Predicted unfairness – disability restructure

Underpayment of overtime and allowances at Bupa

NSW Workers Compensation Act – rights for workers

Proposed changes for St George Hospital senior management

Single site employment in RACFs

Legal

Education

Students and new graduate education

Association Member Training (AMT)

Student recruitment

Professional Support and Research

Annexure 1

Summary of financial information for the year ended 31 December 2021

Annexure 2

New Agreements finalised by Association

Message from y r a t e r c e S l a r e the Gen BRETT HOLMES

It is with mixed feelings but, above all, gratitude that I write my final report as General Secretary. After two decades in the role, the time has come for me to hand over to the next generation of Association leaders. It has been an honour to have served the Association and its members for 32 years in my roles as Organiser, Organiser Team Manager, Assistant General Secretary and General Secretary. I was first elected by NSWNMA Council to the casual vacancy in 2002 and then contested the 2003 election to be elected General Secretary. To hold the position unopposed in four subsequent elections is a precious privilege. The confidence and support I received from members gave me the determination to work as hard as I could for them every day to improve their workplaces and the communities in which they live. Despite ongoing attacks from conservative antiunion governments, our membership has grown from 48,000 to almost 75,000 in my time as General Secretary. We certainly couldn’t have done it without our branch officials, committed members and staff working together as a strong collective. I must also thank Council for assisting my leadership team internally manage the business of the union. Their expert guidance in reflecting the views of the membership on all issues has been invaluable. Through Council, we are also able to provide support to countless members in need. Earlier this

2021 – 2022 Annual Report

It has been an honour to have served the Association and its members for 32 years in my roles as Organiser, Organiser Team Manager, Assistant General Secretary and General Secretary. year, after the devastating floods in Northern NSW, 137 members received over $704,000 in financial assistance and previously we assisted bushfire victims. We’re fortunate that we’re able to continue to offer this kind of support to members. In all my years leading the Association, I’ve never been more confident in our future as a powerful and influential union. We are building a highly successful organising model that develops and supports leaders by encouraging them to use their collective strength. It’s been incredible to see what we can achieve together, with strong numbers turning out for multiple strike actions over the past few months. We are a force to be reckoned with, our actions are

It is a significant time for workers’ rights in Australia as a whole: we are finally being heard. resulting in governments responding, not always how we want but they know when we speak up the community listens.

essential, nothing ever comes easily for nurses and midwives and we must keep the pressure on all political parties.

It is a significant time for workers’ rights in Australia as a whole: we are finally being heard. During its first month in power, the new federal Labor government delivered some historic wins for unions. It supported an increased minimum wage in line with inflation and committed to a plan to fix aged care.

Frontline workers have been dealt a bad hand over and over by the current NSW government. It’s about time we get the respect we deserve. I’m confident we can finally win ratios next year if we maintain our collective strength and stay the course.

It’s disappointing that despite several inquiries and a royal commission, it took a change in government to acknowledge the need for a substantial overhaul of our aged care system. We must not underestimate the power of political influence, which is why we must use political campaigns as a tool to improve the lives of our members. I pay tribute to my former Assistant Secretary Judith Kiejda for her advocacy to create NursePower, which allows us to fund those campaigns. With a state election in March next year, the result from the recent federal election gives us hope that a change in government may finally deliver nurseto-patient ratios to our public hospitals. I know that my successors will be doing everything they can to lead this union to that outcome. Member support for their campaign leadership will be

One of the most difficult things to witness in my career was the impact of COVID-19 on nurses and midwives. Around the world, we lost thousands of dedicated individuals to the virus. Here in NSW, we watched it decimate our already understaffed public health and aged care systems. Despite the adversity experienced by nurses and midwives and their demonstrated professional commitment to their communities, the state government showed a complete lack of compassion and respect towards nurses and midwives via multiple wage cuts and no consideration for transparent staffing improvements. There were some small wins along the way, including worker’s compensation for COVID-19 exposure, and for public sector nurses and midwives; fit testing, paid special leave, free accommodation and carparking.

In the regions, our health systems continue to be neglected. We heard many of these stories during the inquiry into health outcomes and access to health and hospital services in rural, regional and remote NSW. The government continues to ignore the pleas of highly-skilled clinical professionals. We have widespread staffing shortages that are not only impacting the delivery of safe patient care, they’re leading to workload fatigue and a mass exodus of nurses and midwives from the state and the profession altogether. Our healthcare system needs fundamental reform now. We welcome new initiatives, but until safe staffing levels are guaranteed then we will just see a cycle of hope and despair. The year before I was appointed to the General Secretary role, assisted dying laws were first debated in parliament. It seems fitting that as I depart the role, almost 20 years later, NSW has finally joined the majority of the country in passing this important legislation. Nurses and midwives have supported a thorough and compassionate voluntary assisted dying law for many years. The Association provided key evidence that was instrumental in passing this momentous legislation. It is a win for many of our members who tirelessly advocated on behalf of their patients over the years. More importantly, people in NSW suffering from terminal and incurable illnesses now have the right to die with dignity.

2021 – 2022 Annual Report

I congratulate Shaye Candish as the new General Secretary and Michael Whaites as Assistant General Secretary and look forward to providing them the support needed as they take over the roles. I believe a fundamental responsibility of leadership is to develop a suitable succession plan with people capable of being even better leaders than yourself and I am confident Shaye and Michael can be just that. Both will have my complete personal support. Ultimately they will present themselves for election by the membership and I hope the membership will recognise their enormous capacity to lead this great union.

m o r f e g a ss e M the Assistant y r a t e r c e S l a r e Gen

SHAYE CANDISH

Finally, we have a federal government willing to fix the systemic issues in aged care. It’s a victory for so many of our determined members that never once gave up on the campaign to win better lives for the elderly residents they care for.

All the hard work paid off. The newly elected federal Labor government has committed to legislating mandated staffing ratios, improving wages and ensuring taxpayer funds for providers are tied to direct care for residents.

For over a decade, the Association, alongside the Australian Nursing and Midwifery Federation (ANMF), and its members have campaigned to achieve better pay and conditions and improved staffing for our largely female aged care workforce.

In the end, it was women’s issues that saw the previous government come unstuck. The same issues that affect so many of our aged care members: rising prices, low wages and expensive childcare.

The solution to improve the rights of our elderly and fix a very dysfunctional system was established early on by the ANMF: fund mandated staffing ratios in private aged care facilities improve wages for the workforce; and make sure taxpayer funds for providers are tied to direct care for residents. Unfortunately, after several inquiries and a royal commission, no real action was taken by the Morrison Government to fix the root of the problem. It just kept being swept under the carpet until political pressure forced some minor improvements. Despite these constant setbacks, our aged care member activists remained determined, showing perseverance, resilience, patience and courage.

Many of these issues will no doubt feature in the upcoming March 2023 state election, and as the largest female workforce in NSW, these issues are central to our work, our families and our lives. The federal election demonstrated that women were fed up with being ignored, and they used their vote to send a strong message. We will once again have this opportunity in March to use our vote and send a message. Current politicians who continue to ignore our call for safer staffing do so at their own disadvantage. Our strategic plan as an Association focuses on these goals and ambitions to improve the lives of all our members in every sector. Better work – via ratios, a stronger voice and better living standards are all things we’ve been striving for as part of our three-year plan towards 2023. We’ve grown our membership to almost 75,000, an increase of 2.1% on last year. More importantly, we’ve identified hundreds of developing

member leaders, active in their networks, who will take our fight forward as a collective. A member leader takes on responsibility for developing the capacity of others in their workplace. To make real change, we can’t rely on one person to do all the work. We need the shared skills, knowledge and behaviors of a collective group: each person making their contribution to achieve the ambitions of the group. This model has seen us achieve significant improvements to working conditions and our professions, many of which are included in this report. In February, we witnessed the result of our public sector member leader development as thousands of members from over 150 hospitals participated in the first of three statewide actions. Our campaign for ratios translated to feet on the ground and widespread support for the cause, with 99 per cent of branches voting in favour of the strike. While we continue to experience the negative effect of understaffing, we still don’t fully understand what impact the COVID-19 pandemic has had on the mental health of nurses and midwives. Members have had to endure increased workloads on top of an already understaffed system. During times of extreme traumatic events, a lack of resources and support can leave individuals and teams vulnerable to burnout and potentially, depression, anxiety and post-traumatic stress. To explore the long-term impact of this highly challenging period on the health and well being of the membership and nursing and midwifery professions in NSW, we have partnered with the Rosemary Bryant AO Research Centre of the University of Adelaide. A survey to public sector members was launched on 1 July 2022, with consideration to distribute a modified version to private and aged care sectors after the report is published.

2021 – 2022 Annual Report

We’ve grown our membership to almost 75,000 ... More importantly, we’ve identified hundreds of developing member leaders, active in their networks, who will take our fight forward as a collective. Our members lead incredible lives and I’m privileged to be able to hear some of these stories regularly on the Association podcast, The Shift. What a career our General Secretary has had. Over his two decades at the helm, Brett has been part of many significant workplace improvements, including the Your Rights at Work campaign to end the Howard Government’s WorkChoices legislation, the introduction of a universal Paid Parental Leave scheme and the increase in the superannuation guarantee to 12%, to name a few. We’ll be sad to see Brett move on but will continue to draw on his tenacity in our fight for workers’ rights. I’m honoured to have represented members over the past year as the Assistant General Secretary. I look forward to seeing what we will conquer together next as I take on the role of General Secretary.

Message from the President O’BRAY SMITH

As nurses and midwives navigate some of the toughest times of their careers, it’s been inspiring to see so many new active members step forward and an overall growth in membership. As the largest union in the country, we are powerful when we choose to take action and can achieve great things. This was especially evident during February and March this year, when members decided to take two statewide strikes after getting nowhere on staffing improvements with the current NSW government.

Without the support of the Association and our federal body, the ANMF, these campaigns wouldn’t have been possible. Council continues to support the advancement of the direction of the Association, with Councillors participating in staffing interviews, being part of scholarship panels and the awarding of scholarships, as members of the Log of Claims Committee, reviewing Association and Annual Conference policies and alterations to the Rules.

Council supported and endorsed these actions and I was honoured to be able to emcee both events as Council President.

Additionally, Council plays an important role in supporting social and moral issues. We enthusiastically supported the internal environmental audit and supported joining with Unions NSW and other unions in a High Court case to remove the provisions from the Electoral Funding Act that prevent third party campaigners from acting in concert for NSW state election campaigns.

At a federal level, we have finally secured what many believed was impossible: ratios in aged care. It took over a decade of persistence from passionate and dedicated members to get to this point. I must particularly congratulate Councillor Jocelyn Hofman, who led the charge on this campaign for a good portion of her career. Without her strong voice influencing inquiries, media interviews and other members, we may not have made it this far. In fact, many of our Councillors continue to play an active role in our campaigns, meeting with their local MPs and lobbying federal politicians in Canberra, doing media interviews and attending rallies and strike actions both at Parliament House and locally.

It’s the end of an era. I’m sad to have to say goodbye to our General Secretary, Brett Holmes. Of course, words cannot express the gratitude I have for Brett and the stable and considered leadership we have enjoyed under his care. Writing on behalf of Council, we wish Brett a safe and happy retirement, chasing fish up north. Brett has worked tirelessly and in the best interests for our members, a genuinely altruistic union leader and we are forever grateful for his work.

Association Council – meeting attendance Meetings held from July 2021 to June 2022 = 13

Brett Holmes

NSWNMA GENERAL SECRETARY & ANMF NSW BRANCH SECRETARY

Attendance: 11 meetings

Shaye Candish

NSWNMA ASSISTANT GENERAL SECRETARY & ANMF NSW ASSISTANT BRANCH SECRETARY

O’Bray Smith

NSWNMA PRESIDENT & ANMF NSW BRANCH PRESIDENT

Lorna Scott

NSWNMA VICE PRESIDENT & ANMF NSW BRANCH VICE PRESIDENT

Attendance: 12 meetings

Attendance: 13 meetings

Gary Clark

Edward Makepeace

Attendance: 12 meetings*

NSWNMA Executive Members & ANMF NSW Branch Executive Members

Michelle Cashman Attendance: 13 meetings

Liz McCall

Attendance: 12 meetings

NSWNMA Councillors & ANMF NSW Branch Councillors

Kate Goodman

Attendance: 11 meetings

Lauren Lye

Attendance: 8 meetings

Lisa Barry

Attendance: 11 meetings

Jocelyn Hofman

Attendance: 13 meetings

Richard Noort

Attendance: 13 meetings

Attendance: 10 meetings

Kerry Rodgers

Attendance: 13 meetings

Wing Besilos

Attendance: 11 meetings

Lyn Hopper

Attendance: 11 meetings

Meg Pendrick

Attendance: 13 meetings

Attendance: 12 meetings

Sue White

Attendance: 11 meetings

Robyne Brown

Attendance: 12 meetings

Diane Lang

Attendance: 10 meetings

Michelle Straub

Attendance: 13 meetings

Outgoing Councillor Judith Kiejda

Jill Telfer

Attendance: 10 meetings

2021 – 2022 Annual Report

Kristy Wilson

Attendance: 13 meetings

Attendance: 1 meeting^

*From: 7 August 2021 ^To: 6 August 2021

l a r t u e N n o b r a C 2035

The Association has adopted a goal of reaching carbon neutral in our internal operations by 2035. In response to our own environmental audit looking into the carbon footprint, the Association has implemented the following changes:

Offset all CO2 emissions related to natural gas use.

Offset all CO2 emissions related to electricity use.

Offset all CO2 emissions related to flights.

Installed 100kW solar system to reduce reliance on fossil fuels.

All new vehicles are now hybrid Petrol Electric Vehicles.

Piloting a Hyundai Kona Electric Vehicle to trial future conversion of the Association motor vehicle fleet to EV.

Installed Electric Vehicle charging infrastructure to facilitate conversion to electric vehicles within the fleet and encourage staff take-up of EVs.

p i h s r e b m Me e c n a n i F and MEMBERSHIP

74,494

Total members +2.0% Increase of 1,455

830

Justice Health -0.6% Increase of 1,455

49,999

10,238

7,785

System

Aged Care

Hospitals

Public Health +3.2%*

Public Service Incl. FACS -60.5%

Residential

Private

-2.4%

+1.3%*

5,546

1,549

Other Sectors +3.5%

New Graduates +1.3%*

* Variance for the period 30 June 2021 – 30 June 2022

FINANCIAL REPORT

The Association remains in a sound financial position. Total membership income in 2021 was $48,387,293 (2020: $45,577,152), an increase of $2,810,141 (+6.2%). Net Assets as at 31 December 2021 were $53,422,384 (2020: $48,596,464).

member communication and engagement. Contributing to the positive results for the year was also expenditure savings due to COVID including the cancelled in-person annual conference and minimal travel to face-to-face meetings with members.

The overall 2021 result for the year was a profit of $4,855,235 (2020: $2,935,917). This favourable result was due to a number of factors including a continued increase in membership (despite a spike in resignations in 2021 mostly linked to COVIDrelated reasons). We continue to reap the benefits of the new membership system launched in 2019 which better supports members with their fee payments and keeping them financial as well as supporting

The Audited Accounts for the year ended 31 December 2021 are summarised at the end of this report and the full financial statements are available to members online in Member Central.

2021 – 2022 Annual Report

The unaudited accounts for the five months to 31 May 2022, have a deficit of $1,210,367, an unfavourable variance to budget of $1,501,286 and Net Assets of $52,210,030.

s n o i t a c i n Commu Media

2020/21

increase

2021/22

172%

7,145

mentions

19,472 mentions

Social Media

FACEBOOK

Impressions

Reach (users)

Engagement

Followers

2020/21

36 M

25 M

773 K

117000

2021/22

57 M

23 M

909 K

145067

Increase

58%

-8%

17.59%

23.98%

INSTAGRAM

Impressions

Reach (users)

Engagement

Followers

2020/21

1.8M

1.1 M

25 K

6000

2021/22

2.8 M

1.4 M

49 K

9771

Increase

55.55%

27%

0.96%

63%

15,187

13,493

average visits per week to our NSWNMA website

average visits per week to our Lamp online website

videos produced

Winning s e v i L r Bette 271

Branches

1,472

New branches

566

Total number of members on branches

194

Branch Officials

Delegates

Member Leaders

5,106

173

16,791

Members recruited

new members

Public Hospital System 4,879

Member Leaders

Justice Health 66 Affiliated Health Organisation 150

53,913

2021 – 2022 Annual Report

recruited by

actions were taken by members

123

Members targeted for development

MAJOR CAMPAIGNS PHS members vote for strike action After growing sentiment to take action around shift by shift ratios and a pay increase, the Association conducted a snap survey of public sector members in January 2022. 99% of branches who voted, voted in favour of strike action through the following resolution:

Immediately implement our shift by shift nursing and midwifery staffing claims for safe patient care

Immediately commit to a fair pay rise above 2.5%, recognising the work we do, all that has been asked of us during the COVID-19 pandemic and compensates for the pay loss suffered in 2020. A COVID-19 allowance is additional recognition, it does not replace these other demands

Withdraw the amendment to the Workers’ Compensation Act that would force workers to prove they contracted COVID-19 at work.

STRIKE

1 st

Many branches resolved to take industrial action for eight hours, with some going up to 12 hours. On 15 February 2022, coinciding with NSW Parliament’s first sitting day, public sector nurses and midwives took statewide strike action. The strike was a culmination of ten years’ inaction by the government and its refusal to negotiate with nurses and midwives to secure safe staffing on each shift in every hospital.

ACTION Over 8,000 nurses and midwives rallied for ratios at Parliament House and at regional rallies in Albury, Armidale, Bathurst, Bega, Broken Hill, Canowindra, Coffs Harbour, Cooma, Corowa, Cowra, Dubbo, Dunedoo, Gilgandra, Griffith, Gunnedah, Inverell, Kempsey, Kyogle, Lismore, Narrandera, Newcastle, Orange, Port Macquarie, Shoalhaven, Tamworth, Taree, Trangie, Finley, Wagga Wagga, and Yass. For many members it was the first time participating in an action and first media appearance. Our members made news headlines and saturated the news cycle in all forms for well over 48 hours.

2021 – 2022 Annual Report

WIN This gained the attention of the NSW Premier and Minister for Health. A meeting was held with the General Secretary and other Association representatives. While there was no commitment to any improvements, there was no refusal of implementing improvements either.

STRIKE

By early March 2022, public sector branches were ready to go on strike again, maintaining their anger at the NSW government for not heeding their call in February.

ACTION Resolutions were passed by 171 branches to take some form of industrial action. The vast majority chose to do so for a 24-hour period. On 31 March, for the second time in six weeks, thousands of nurses and midwives marched along Macquarie Street in Sydney to voice their anger and frustration at the NSW government. Regional members recounted the horrific struggles they are forced to deal with regularly in regional and remote NSW, re-enforcing the widespread issues being felt across the entire state.

27 regional sites took action, rallying either outside their hospital, in their respective towns and/or outside their MP’s office. In addition to sites from February; Batemans Bay, Blayney, Broken Hill, Goulburn, Narrabri, Tomaree, Tweed Heads, Warren and Wollongong took their concerns to the streets.

OUTCOME The NSW government announced plans to issue a one-off $3,000 ‘thank you’ payment to public sector nurses and midwives for working through the pandemic. In addition, the current 2.5% wage cap was lifted to 3% in the first year and up to 3.5% in 2023-24.

MASS MEETING

NSWNMA Council met on 1 June and voted to call a Special General Meeting of membership to consider the next steps in the fight for ratios and a collective response to the NSW budget. In addition to the one-off ‘thank you’ payment and 3% wage cap, the NSW government’s budget included an increase of 10,148 healthcare workers over four years. The total nursing and midwifery positions within this announcement is estimated to be 2,756 nurses and 165 midwives in the first year. This workforce announcement will not resolve the extreme workloads nurses and midwives face every day, and the 3% public sector wage offer fails to match inflation, resulting in an effective wage cut in real terms.

ACTION Thousands of nurses and midwives came together for the historic Special General Meeting of membership broadcast from Sydney Town Hall on 28 June, condemning the NSW government for its failure to address the staffing crisis in the health system. Members from across the state shared their experiences and demonstrated a determination to keep up the fight until widespread workplace improvements are achieved.

WIN A majority of members at the meeting passed a resolution criticising the NSW government’s woefully inadequate nursing and midwifery staff increases in its health budget, called out the below inflation pay offer, and committed to ‘continue the fight for shift by shift ratios and fair pay through sustained and escalating industrial action’.

2021 – 2022 Annual Report

NEXT STEPS Member leader training is being rolled out statewide to ensure the success of the ratios campaign via member led actions. Members continue to visit local MPs from all political parties to ensure ratios are at front of mind. Concurrently, the General Secretary, Assistant General Secretary and the Director of Strategy have been meeting with the Minister for Health, Minister for Finance and Industrial Relations and the Minister for Regional Health, pressing the PHS claim. Active lobbying of government, NSW Labor, NSW Greens and Independent politicians continues. Prepare for further statewide action. Take local action now.

National Aged Care campaign

Total Aged Care Campaign actions

4,000 2020/21

2021/22 (23% increase)

Campaign sign ups

2,013

753

NSWNMA

4,920

ANMF

For decades, aged care members and supporters have fought to improve the neglected sector. Finally, the tireless advocacy paid off with a newly elected federal government committing to implement major reforms.

RN 24/7 IN PARLIAMENT After the Royal Commission into Aged Care Quality and Safety handed down its recommendations last year, the then Morrison Government only committed to fund registered nurses for 16 hours a day, leaving residents without a registered nurse for up to eight hours. Knowing the inadequacy of this measure, independent politicians, Helen Haines MP and Senator Rex Patrick, both lobbied within the federal parliament to ensure registered nurses would be onsite 24 hours.

ACTION The Association facilitated a digital action that allowed members to reach out to their local members and senators, urging them to support the measure. 1,114 emails sent to MPs asking to support Helen Haines’ bill. 472 emails sent to senators asking to support Rex Patrick’s bill.

WIN The senate supported Rex Patrick’s RN 24/7 amendment on 30 March, the final sitting day of the senate prior to the election.

CANBERRA RALLY In February this year, aged care members led a delegation to Canberra to demand the federal government stop delaying on real reform for aged care.

ACTION Dozens of Labor, Greens and Independent MPs and Senators joined the rally to lend their support and hear directly from members, sharing their experience at work and how change was urgently needed to fix aged care.

ROYAL COMMISSION

RECOMMENDATIONS

More than 50 Association members made the journey to the capital. Over 337 members, who could not join in person, sent messages of support.

LABOR PROMISES HISTORIC AGED CARE REFORM

ANNIVERSARY

To mark the one-year anniversary of the royal commission’s final report, members put pressure on the Opposition to follow through on their commitment to reform the sector.

ACTION Members organised meetings with Labor MPs on 1 March 2022. The Association invested over $1 million in a paid advertising campaign, which included television, radio and billboards around the state.

WIN Following discussions with aged care members, Labor MP for Gilmore, Fiona Phillips, and Labor MP for Macquarie, Susan Templeman, both signed our campaign pledge to reform aged care.

2021 – 2022 Annual Report

For several years, the ANMF and its members across the country have been lobbying Labor to reform the sector, increase wages and commit to fund registered nurses 24/7.

WIN In his budget reply speech on 31 March 2022, then Opposition Leader, Anthony Albanese pledged to address the crisis in aged care by introducing the mandated minimum care minutes recommended by the royal commission, RN 24/7 and a long overdue pay rise for aged care workers.

AGED CARE SOLIDARITY RALLIES ACTION

OUTCOME

Nurses and midwives from the public sector joined aged care members on 27 April in rallies at Yass, Wyong, Gosford, Shoalhaven and Springwood in a final push before the election.

Rainy weather didn’t stop members and community supporters calling for real change in the aged care sector. Communities were made aware of the two very different choices at the federal election.

PREPOLL AND ELECTION DAY The community listened to members and elected a federal government committed to reforming aged care and delivering ratios.

WINS A registered nurse in every nursing home 24 hours a day A mandated minimum 215 minutes of care per resident per day

This result would not have been achieved without members’ hard work, support and dedication. The campaign does not end here. We now have the task of holding the Albanese Labor government to all of their aged care commitments.

Funding real wage increases for aged care workers Ensuring funding accountability for providers

Safer hospitals, safer communities In September 2020, the NSW Legislative Council established an inquiry into the health outcomes and access to health and hospital services in rural, regional and remote NSW. The focus for Association members was the ongoing unsafe staffing in Multi-Purpose Services (MPSs). All sites experience large nursing workforce issues and a myriad of issues related to recruitment and retention of staff. MPSs and small community hospitals continue to see skeleton staffing of a registered nurse and one other nurse rostered on shift. Where short term sick leave is required, there is no solution except forced overtime and it is not uncommon for Health Service Managers or Nurse Mangers to routinely work as the clinical registered nurse. Churn of nursing staff into and out of rural and remote sites continues to be paramount; agency staff no longer want to work in NSW due to better contracts, pay and packages offered by all other Australian states. Nurses have the continued complexity of limited face to face medical assistance with many towns without a General Practitioner. Regional hospitals also continue to suffer post pandemic with massive increases in the general community seeking to access their public hospitals. Recruitment remains the number one problem with the complexity of little or no housing options available to new recruits.

2021 – 2022 Annual Report

ACTION The Association consulted widely on our submissions and were assisted by approximately 60 members, who provided their reflections. Association officers and several members gave evidence at the hearings in Sydney and at hearings in rural locations. Members in rural locations met virtually with the newly appointed Minister for Regional Health, Bronnie Taylor where the minister stated that health workforce was her number one priority. Members from rural and remote sites increased their presence and presented a number of resolutions to Committee of Delegates throughout the year, which were accepted in the 2022 Log of Claims.

Safer hospitals

The Report

WINS

This significant inquiry was conducted over 21 months with multiple hearings and over 700 submissions.

review of the systems, including increasing the nursing and midwifery workforce and a recruitment and retention strategy

After two years of public and community evidence, the report released in early May 2022, demonstrated our concerns were heard by the committee, recognising:

increase the number of Nurse Practitioners fund and renumerate on-call arrangements in line with the industrial Awards

•

unsustainable working hours

increase the opportunity and access to professional development

•

poorly coordinated recruitment and retention strategies

roster additional suitably trained nursing staff where virtual models of care operate

•

inadequate remuneration

•

lack of resources

•

threats to physical safety and a culture of fear

specifically review the maternity services looking at midwifery, GP obstetrics, specialist obstetrics and newborn services.

The report highlighted many deficiencies in how public health care is administered in all regional locations and showed an overall lowering of the average life expectancy for anyone not living in a metropolitan area of Sydney, Wollongong and Newcastle. There was recognition that the evidence shows a clear disconnect between the reality of the daily challenges faced by workers in rural, regional and remote areas, and NSW Health’s perception of the situation.

OUTCOME The document was a detailed 300+ page report with some 44 recommendations. Nine specifically relate to nursing and midwifery.

The committee is of the view that improving working conditions for nurses in rural and remote locations, particularly in after-hours emergency departments, must be made a top tier priority. In addition to staff shortages and the pressure and stress of having to work beyond their scope of practice without enough doctors on site, the committee believe the support currently provided to nurses working in rural and remote settings is inadequate. The state government has until November 2022 to respond.

Workers’ Compensation for COVID-19 In May 2020, emergency government legislation was introduced, which identified types of employment that could be presumed to have contracted COVID-19 at work or while working. This meant nurses and midwives infected with COVID-19 would not have to prove the source when making a workers’ compensation claim. In November 2021, the NSW government introduced an amendment into parliament to remove this protection from the Workers’ Compensation Act 1987. If this amendment passed, it would mean nurses and midwives who contract COVID-19 would have to thoroughly prove the transmission occurred at work or they would receive no workers’ compensation.

ACTION In a digital lobbying campaign, Association members sent 44,646 emails to NSW lower house and upper house MPs, urging them to block the amendment.

WIN Member action in contacting politicians won over many supportive MPs and ensured the amendment did not pass.

BUILDING POWER Public Health System

BED CLOSURES AT SPRINGWOOD HOSPITAL Due to chronic understaffing issues at Springwood Hospital (25 bed facility, mix of rehabilitation, geriatrics and palliative care), the local branch held a meeting on 2 June, 2021 to discuss concerns of staffing and skill mix. Earlier in the year, the branch worked through the workloads process and recommended an

After much discussion at a branch meeting, the branch held a ballot. This ballot passed unanimously in favour of closing beds with a 92% branch turnout to the meeting and vote.

2 JUNE

Started closing beds behind discharges with two beds closed by the following day.

8 JUNE

Extra staff provided.

4 JUNE

Four beds closed.

+ONE WEEK

One week later: 10 hr nights implemented.

7 JUNE

Afternoon: the Branch executive were called to a meeting between the deputy head of Nepean Blue Mountains Local Health District (NBMLHD) Director of Nursing and Midwifery (DONM). The Branch put forward the required staff to reopen the beds to maintain patient safety.

Six beds closed. WINS LHD executive visited the branch executive at the hospital and offered to increase the staffing and implement 10-hour night shifts, seven days a week. Later that day: The branch voted to accept the offer, with a built in review of afternoon staffing.

increase in nursing staff across all shifts, along with the introduction of 10-hour nights, only for the recommendation to be declined.

2021 – 2022 Annual Report

NEPEAN MENTAL HEALTH SERVICE COVID-19 RESPONSE In August 2021, the Nepean Mental Health Branch notified the Association of a potential WHS and patient safety concern as a known COVID-19 positive case was admitted into the High Dependency Unit (HDU). This led to further positive COVID-19 cases, exposing multiple staff, leading to over 30 staff off in isolation at the one time.

Fit Testing to N95 prior to entering the units that exposed staff who were meant to be isolating were not forced to work Along with this, Association officers worked with the LHD to ensure: access to accommodation was set up and available the appropriate form of leave was being granted

WINS The Association escalated concerns directly to the Ministry of Health and called for a WHS disputes meeting with the LHD executive. At this meeting it was agreed the following would occur immediately:

single point contact within the LHD for staff with COVID-19 related concerns or questions ongoing and regular communications from the LHD to staff Organisers worked with the branch to ensure members were aware of their rights within the WHS Act, specifically to be able to refuse unsafe work

clear and concise communication to affected staff PPE training and education access to suitable PPE

WESTMEAD INTENSIVE CARE SERVICES Over the past year, Westmead Intensive Care Services (ICS) has seen a significant increase in membership density.

BUILDING POWER Members: • implemented weekly meetings with ICS members and potential members, with 40-65 nurses in attendance each week. •

66% to 75% member leaders two new member leaders nominating to be delegates

stronger voice

organising their units

speaking to media

high turn out to multiple actions, including industrial action.

ran an open letter to the Director of Nursing and Midwifery (DONM) highlighting unsafe staffing conditions in the ICS. 180 staff from Intensive Care signed.

OUTCOME •

the letter resulted in a meeting with the DONM, Executive Management, and Intensive Care staff on 31 August, 2021.

•

these continued into regular meetings in the form of an ICS specific Reasonable Workloads Committee.

WINS Second supernumerary Advanced Life Support (ALS) nurse 24/7 assigned to take pressure off the ICS department. All existing part-time Clinical Nurse Educators (CNEs) made full time.

Stop telling us to cope. We are not coping.

ACTION All television news channels attended Many new member leaders stepped up to speak to the media for the first time, building courage and momentum.

On 19 January 2022, approximately 40 ICS members rallied outside Westmead Hospital to protest ongoing chronic unsafe staffing levels. During this time Westmead Hospital had not provided a copy of their Pandemic STEP, nor information on which STEP level they were operating on and there was consistently no ACCESS nurse and no Team Leader across shifts.

For a number of members, it was their first rally. Several members dressed in full Personal Protective Equipment (PPE) to demonstrate to the public the day to day working conditions. New member leaders became more involved in the branch, including nominating for delegate positions. Member leaders walked around the hospital with organisers telling their stories about what it’s like to participate in collective action. A member re-joined to participate in the ICS action.

WIN The rally resulted in Local Health District Chief Executive (CE) and the executive team acknowledging they were at a higher level in the STEP plan than previously indicated and that measures needed to be put in place to ensure staff and patient wellbeing.

Strike Action 15 FEB

31 MARCH

80 members from ICU attended the statewide strike (see page 16).

Only emergency theatres ran on the day with all elective needing an ICU bed being cancelled.

Elective surgeries were cancelled two days prior to the strike, limiting admissions to ICU, allowing for discharges to be fast tracked.

Nursing Unit Managers, Clinical Nurse Educators and the Equipment Coordinator all took patient loads. Eight patients were transferred out due to shortages on night shift.

2021 – 2022 Annual Report

800 members from Western Sydney participated in the second statewide strike (see page 17). After the strike, members were keen to initiate union training at Westmead to further build member power.

WESTMEAD EMERGENCY DEPARTMENT MAY 2019 LATE 2019

NOV 2021

Issues of chronic understaffing and access block first brought to the attention of Western Sydney Local Health District (WSLHD) Executive. A subsequent review and its recommendations brought to the attention of the Minister for Health, Brad Hazzard, via correspondence from Mark Taylor MP. Westmead staff wrote an open letter to the CE and over the past two years have been in numerous meetings with little tangible improvements in conditions. 22 November 2021 – staff initiated a letter to the Premier and the Health Minister with demands including: • extra funding • a list of staffing demands based on the Ratios claim for emergency departments. 137 nurses/midwives signed the open letter (out of approximately 150)

200 signatures were received including consultants, Junior Medical Officers (JMOs) admin staff, security staff and allied health.

The Premier and Minister declined the meeting and referred the matter back to the LHD. 29 November 2021 – ED emergency staff met with the executive team in conjunction with doctors and allied health staff. 30 November 2021 – a group of ED nurses stood outside Westmead hospital to bring attention to the rampant understaffing and unsafe conditions in conjunction to sending the open letter to Brad Hazzard.

JAN 2022

14 January 2022 – members, with the Trauma Clinical Nurse Consultant (CNC) from Westmead, spoke to the media about the continued fight for safer working conditions and the lack of response from Brad Hazzard.

ACTION A joint Union Staff Consultative Committee (USCC) with ASMOF started.

WINS AINs swabbing for COVID-19 in the waiting room rather than registered nurses

The ED USCC meetings are ongoing and we are also in the process of utilising WHS processes to ensure a safe workplace after an increase in the number of assaults on nursing staff. From this process, members are networked and engaged with members who are keen to continue building union power.

Member Leaders from ED are now on the ACCESS to care committee permanent roles added to the staffing profile, including equipment officer and ambulance bay officer an additional CNE 27

Private Health sector THE SYDNEY ADVENTIST HOSPITAL MAJORITY SUPPORT

The Sydney Adventist Hospital (San) Branch commenced the enterprise bargaining process with Adventist HealthCare by surveying members on their priorities for a new agreement. Despite staffing improvements achieved in the last round of bargaining, members still felt fixing unsafe staffing levels were the top priority. Inspired by their colleagues in the public sector, the Branch took up the fight for shift by shift nurse-to-patient ratios.

Over 400 nurses and midwives from across the hospital contributed data on what safe staffing would look like on their own ward or unit. This ensured the ratios claim presented to management was based on the best available evidence. Management initially refused to discuss the Ratios claim. In response, the branch organised a hospital-wide claim.

ACTION

ward and unit

representatives took responsibility for collecting signatures in their own areas.

750

nurses and

110

doctors and

960-STRONG

the petition,

100

was delivered to management on an 18-metre piece of paper.

midwives signed representing a majority of total staff. Within the maternity services, almost 100% of staff signed the petition.

other hospital

signature petition

staff

signed in support and solidarity.

WINS The delivery of the petition to management had a powerful impact on negotiations; the CEO of the San issued a memo to all staff recognising the petition and promising to model the Association’s ratios claim. The election of 25 new Stewards and a complete Branch Executive to continue leading the Branch.

2021 – 2022 Annual Report

Newly elected Branch Delegates brought a motion to the Committee of Delegates to put more pressure on management to accept the ratios claim. Whatever claims management make in its ‘modelling’ of the ratios proposal, the branch is ready to continue the fight and escalate action if necessary.

RAMSAY SAFE STAFFING PETITION

In response to an intractable position to our staffing claims in enterprise agreement negotiations, a petition was launched calling on Ramsay to include in the agreement: •

Guaranteed ratios and safe skill mix

•

ACORN standards

•

Ability to take meal breaks; and

•

Fair rostering

Member leaders and branch officials collected signatures from nurse and midwife colleagues before the re-emergence of COVID-19.

ACTION

HEALTHE CARE SURGICAL Following the partial sale and business restructuring, private equity firm Pacific Equity Partners purchased 12 Healthe Care acute services facilities in NSW, forming Healthe Care Surgical Pty Ltd. Bargaining commenced for a new enterprise agreement in late 2021. The work continues but organising efforts include:

4 Forming an additional

four branches

Distributive

Leadership Groups (DLG)

2,210 nurses and midwives signed the petition Member leaders took 200 photos with groups of members holding signs supporting their bargaining claims

WINS Attempts to cut conditions were successfully blocked. • • •

Improvements to: Family and domestic violence leave Minimum notice for rosters Parental leave for non-primary carers Increase in membership density.

20 members across eight facilities were connected for a Bargaining

member leaders Identified and developed

Organising

Committee (BOC)

600

responses

branch meetings

to a bargaining survey

14 face to face facility visits

134

new members recruited

ENFORCING RIGHTS Northern Beaches Hospital (NBH) proposed restructure

Ramsay Lake Macquarie win right to wear scrubs

In late October 2021, Northern Beaches Hospital (NBH) management advised the Association of a proposed restructure, which would lead to the deletion of several management and senior clinical positions. The NBH branch acted quickly with a branch meeting attended by approximately 100 members passing a resolution opposing the proposal.

Nurses on some wards at Lake Macquarie Hospital considered the corporate uniform they were required to wear restrictive and contrary to WHS requirements. The branch wrote to management, requesting the right to wear scrubs. When this request wasn’t adequately addressed, a petition was circulated.

WINS

ACTION 2/3 of affected nurses signed the petition.

Members circulated a petition across the hospital and collected 500 signatures. The petition, along with continued pressure from the branch, caused management to back away from some of their most offensive proposals, including the deletion of an ICU NUM and collapsing the ED management structure. Members remain concerned about the changes made to Mental Health, including the deletion of after-hours managers.

2021 – 2022 Annual Report

The issue was escalated to Ramsay’s Chief Nurse & Clinical Services Director.

WIN On 28 April, Ramsay gave a clear commitment to implement scrubs.

y c a c o v d A

Voluntary Assisted Dying (VAD) law reform On 19 May, 2022 NSW became the last remaining state in Australia to support VAD law reform. The Voluntary Assisted Dying Bill passed the third reading in the Upper House: 23 to 16 votes and passed in the Lower House later on the same day to become law.

In a survey sent to members in October 2021:

86%

OVER 50%

members responded

had been asked by a terminally ill patient for assistance

Almost 4,000

A handful of amendments were passed, but the VAD Bill stands as a robust and conservative law, which gives dying people in NSW the same rights as those in all other Australian states.

with overwhelming support for VAD in NSW

The Association was part of the VAD Alliance along with Dying with Dignity, Go Gently, COTA NSW, Health Services Union and others.

This illustrated the impact on our members and the urgency in meeting the needs of members in the drafting of the bill.

to end their life

The Association’s legal officers had input into the draft legislation and made a submission to the Upper House inquiry. Officers and a member were called to give evidence at the hearing. The Association wrote to all the Legislative Council members asking for their support. Brett Holmes met with a number of undecided MPs to talk about the results of the survey, and why our members felt so strongly that patients and their families who faced unrelieved suffering, should be allowed to decide if they chose to end their lives with dignity.

We are aware this is a polarising issue for our members, and those who are opposed to VAD feel very strongly on this issue. This was also an important consideration for the Association, to ensure there were sufficient protections for health professionals so that they could not be coerced against their will to participate in VAD. We believe the legislation is balanced and fair and allows access to a small group of well-defined terminally ill patients, who must have capacity to give informed consent and be assessed medically to that end, while ensuring those healthcare workers who have a conscientious objection will not be forced to participate. The legislation has an 18-month implementation period.

Medicinal Cannabis Following conference resolutions, the Association, Queensland Nurses and Midwives Union and the ANMF federal office joined United in Compassion in holding a major nursing conference on Queensland’s Sunshine Coast on 20 – 22 May this year.

ACTION Over 450 nurses and midwives attended the first ever national conference for nurses and midwives on medicinal cannabis. The NSWNMA council approved 20 scholarships of $1000 for members.

Work towards having the Endocannabinoid system and medicinal cannabis included in the curriculum for all schools of nursing and midwifery in Australia.

Hundreds of applications for the scholarships were received from every part of the state, and every clinical area of practice.

Campaign for safe, affordable and accessible medicinal cannabis for anyone who may benefit from it.

This diversity was reflected when the successful 20 grants were awarded.

Support an evidence-based best practice model for the use of medicinal cannabis.

Program included a keynote address from leading Canadian nursing academics with expertise in this field, and Australian Nursing Practitioners who are already prescribing medicinal cannabis for a wide range of clinical conditions.

The ANMF and its branches to develop and promote education for nurses and midwives on the role of medicinal cannabis, its uses and side effects, and the scope of practice for nurses and midwives.

A live video link to the USA heard from cancer survivor and MC advocate, Olivia Newton John and her medicinal cannabis producer husband, John Easterling. Following the nurses conference, there were two conference days for the general public, as well as a prescribing course for healthcare professionals and industry program for producers, cultivators, regulators and suppliers.

The the final wrap up was delivered by ANMF Federal President, Sally-Anne Jones who declared the next steps:

2021 – 2022 Annual Report

The ANMF and its branches to actively participate in changing government policy to reflect the needs of patients and the role of nurses as advocates trusted by their patients. Use the networks and power of the ANMF to educate nurses and midwives and other clinical groups on medicinal cannabis and dispel the stigma attached to its use in many circles. This may include forming networks with other clinical stakeholder organisations, e.g. RACGP, AMA etc.

NSW Aged Care Roundtable Monthly online meetings with key aged care stakeholders through the NSW Aged Care Roundtable established in 2016 have continued throughout this reporting period.

KEY ACHIEVEMENTS Commissioner Janet Anderson, Aged Care Quality and Safety Commissioner attended the August 2021 meeting to hear ongoing concerns from members regarding: The management of Covid-19 in residential aged care facilities; staffing and skills mix shortfalls; the rollout of the serious incident reporting scheme and the ongoing lack of engagement by the Commission with key stakeholder groups including the Association. The Commissioner subsequently established a direct communication system for roundtable stakeholders to raise their collective concerns. Professor Vasi Naganathan, President, Australia and New Zealand Society for Geriatric Medicine attended the January 2022 meeting to outline the impact of possible privatisation of aged care assessment services on outcomes for older people.

Three new ‘10 questions to ask when seeking residential aged care and home care’ leaflets were developed. A leaflet for Care Leavers developed by Helping Hands SA, a Veterans leaflet and Home Care leaflet were added to the series. The GP services and Palliative Care leaflets were reviewed, and content enhanced using expertise from external stakeholders. Collectively signed letters raising concerns about the management of COVID-19 in residential aged care facilities and the need to ensure registered nurses and safe staffing ratios in every residential aged care facility in NSW were sent to the NSW Health Minister. This resulted in a commitment to maintain current legislation securing a registered nurse on site at all times in some residential aged care facilities, and to pursue advocacy opportunities at federal level through the Health Chief Executives Forum. Stakeholders engaged the NSW Minister for Seniors around changes to MBS Telehealth items which adversely impacted older people and those requiring online mental health support.

Culturally and Linguistically Diverse (CaLD) Nurses and Midwives’ Professional Reference Group The group remains highly active in tackling workplace bullying, harassment and racism and now has over 60 members. Resources for the workplace have been developed and an online education series produced with member support. Workplace resources developed by members have been linked on the Australian Human Rights Commission Racism – it stops with me campaign website.

The Association ran Culturally and Linguistically Diverse Members Branch Essentials training in May, which resulted in four new members joining the reference group. This training empowers and skills members to be advocates and change agents in their workplaces and will continue to run periodically as part of the Association education program.

AFFILIATIONS

ACTU Women’s Committee The ACTU has been involved in various campaigns and collaborations with allies to achieve core objectives such as: •

implementation of Respect@Work recommendations

RESPECT@WORK REPORT RECOMMENDATIONS

Regular updates were given to the Women’s Committee on progress in implementing the Respect@Work recommendations, including work done in parliament and work done in conjunction with the Power2Prevent Coalition.

ACTION

•

equal pay

•

free universal childcare

•

better paid parental leave

•

10 days paid family and domestic violence leave (FDV leave)

10 DAYS PAID FDV LEAVE Materials were made available to affiliates to participate in the We Won’t Wait campaign and to have conversations with employers/get them on board to publicly back 10 days paid family and domestic violence (FDV) leave.

ACTION This was pursued through: active involvement in the campaign by affiliates

Affiliates were briefed on how to take part in campaign to support lobbying around proposed bill to Parliament.

bargaining and development of a model clause proposed legislation

Campaigned and lobbied crossbenchers – with great results – changed the mind of multiple crossbenchers who were sitting on the fence to active support.

WINS Came within one vote of winning the campaign for 10 days paid FDV leave in National Employment Standards (NES) for all workers with the Respect@Work Bill.

lobbying parliament a case in the Fair Work Commission (FWC) to insert FDV leave into modern awards (national decision). The Women’s Committee had regular reports on the progress and input into how the case should be run, how the leave should work, priorities in terms of who gets access to the leave and provided examples and case studies where needed.

Assisted affiliates in participating in the consultation undertaken by the Morrison Government on the remaining recommendations that were not included in their legislation.

WIN

The Women’s Committee asked for feedback on the draft benchbook and draft forms for the new FWC jurisdiction in relation to stop sexual harassment orders. Detailed feedback was given to the FWC through the committee, much of which was adopted and taken on board.

NEXT STEPS

2021 – 2022 Annual Report

The case was successful in achieving 10 days paid FDV leave in modern awards.

The ACTU planned to work with employers in drafting a model clause. However, now the government has written to the Fair Work Commission (FWC) indicating it intends to include FDV leave in the National Employment Standards (NES), the ACTU is considering approaching the Commission and asking that it adjourn the current proceedings indefinitely. This will allow time for the government to finalise its proposed legislation and to obviate the need for further action by the Commission.

Unions NSW Women’s Committee Established a young Women’s Mentoring Network Group during COVID-19 lockdown. This group ended up forming the Young Women’s Organising Committee for the International Women’s Day event for 2022. Collaborated with Victorian Trades Hall Council (VTHC) around their campaign Organise for Equality. The VTHC have been conducting consultative forums of a diverse range of women in geographical locations to establish remarkably successful Women Action Groups throughout Victoria. Unions NSW is now part of the campaign Safe, Respected & Equal, utilising the resources already developed by VTHC. The Women’s Committee and Sydney International Women’s Day Committee worked closely with the organisers for the March 4 Justice. Unions joined the 20000+ strong March 4 Justice on 15 March 2021. Following the success of the March 4 Justice and union campaigns Safe, Respected & Equal and We Won’t Wait, the Respect@Work Legislation was introduced into Federal Parliament.

Unions NSW Women’s Committee, in conjunction with the ACTU, ran the campaign No More Lip Service to lobby Federal MPs to introduce all the Respect@ Work report recommendations during August 2021. On International Women’s Day, during an online event organised by the Women’s Committee, Tanya Plibersek gave the commitment that if elected, Labor would implement all 55 recommendations of the Respect@Work report and legislate to prevent sexual harassment laws. Labor says it will work with Unions NSW and the ACTU to finalise and implement stronger laws as a matter of priority. Established the Lina Cabaero Inspiration Award. Lina was Coordinator of Asian Women at Work and Lina spent most her lifetime campaigning for the rights of workers, and especially migrant women workers in Australia and Asia with Migrante International and Asian Women at Work.

h t l a e H k Wor y t e f a S and

(WHS)

639

WHS issues year to date

WHS issues – violence

218

WHS issues – bullying and harassment

Inspections and assistance The Association performed inspections and provided assistance, including attendance at branch meetings at multiple sites (including but not limited to): • • • • • • • • • • • • • • • • • • • • • • •

Bathurst Blacktown Hospital Bourke Bowral Campbelltown Coffs Harbour Concord Hospital Concord mental health Cowra Cumberland Grafton Base Hospital Kempsey Lismore Base Hospital Macquarie Hospital Maitland Manning Hospital (Taree) Nepean Port Macquarie Shoalhaven Hospital (Nowra) South East Regional Hospital (Bega) The Tweed Hospital Wyong Hospital Yass District Hospital

2021 – 2022 Annual Report

284

WHS issues – COVID/PPE

Review of site plans and/or new facilities: • • • • • • • • • • • •

Blacktown B22 Bowral Campbelltown Coffs Harbour Cooma Cumberland MH Liverpool Maitland Nepean Westmead Westmead Children’s Wyong

Support on other WHS concerns including such matters as: • • • • • • • • • •

Occupational violence Working in isolation Mould Car parking Covid screening and testing in varied environments Heat stress Patient handling Skin sensitivity PPE & fit testing Occupational violence

WINS Made a significant contribution to the review of Protecting People and Property, with most recommendations being adopted. Participation in SafeWork NSW funded research project Understanding and preventing work-related violence in hospital settings: a systems thinking approach: final report. Participation in multiagency – Action Against Violence in NSW Hospitals Working group – now at the stage of identifying and developing relevant systems thinking tools for the workplace.

Two matters investigated by the Association and notified to SafeWork NSW are currently before the District court. These are the first matters relating to Occupational Violence in hospitals to be prosecuted by SafeWork in almost 20 years. Participated in development of the NSW Code of Practice Managing Psychosocial Hazards at Work. Contribution to Australian and ISO Standards.

l a i r t s u d In

+70

new contact

responses / day

Responded to an average of 70 new contacts each day from individual members looking for advice and support.

4700

new contact responses

In the period July 2021 to June 2022, responded to 4,700 new contacts from individual members on COVID-19 matters alone, including: •

questions and concerns regarding various public health orders and local government area shutdowns

•

surveillance testing

•

vaccination requirements

open issues / day

On any given day, 2,000 open issues for members or workplaces receiving active assistance and support.

21K

issues resolved

Resolved 21,000 issues for members and workplaces by providing the necessary information, guidance, or active support/representation.

1.5K

members supported

Supported 1,500 members during workplace fact finding/disciplinary processes initiated by management.

2021 – 2022 Annual Report

500

members’

advice + assistance

Provided advice or assistance to 500 members with actual or threatened termination of their employment.

300

advice + input to

workplace changes

Provided expert advice and input to 300 restructures or workplace changes initiated by employers across public and private health, aged care, and disability services.

400

member assistance

with payroll queries

Assisted nearly 400 individual members with separate and individual payroll queries, most involving under/overpayments of salaries and allowances.

600

workers’ comp

issues assistance

Assisted 600 members with workers’ compensation issues, including help to obtain return to work/suitable duties.

300

members’ referrals

Provided 300 members with referrals for specialist assistance from NEW Law for various workplace matters, including representation with declined workers’ compensation claims. (This excludes assistance provided to members at Coroner’s Court/inquests.)

TOP ISSUES

What you asked about The below four areas alone constituted over half (55%) of all initial contacts made to the Association in the past 12 months. PHS Award

The Public Health System Nurses’ and Midwives’ (State) Award remained the top issue (21% of all initial contacts to the Association)

19%

COVID-19

Questions regarding COVID-19 (19% ^ 500% on 2020-21). Your questions about COVID-19 were as follows (all sectors):

3 4

32%

Management intervention, specifically relating to communication issues (or lack thereof); recruitment; restructures; and suspension or terminations (9%).

Fact finding

Fact finding, performance issues and disciplinary meetings (6%).

WHAT YOU ASKED ABOUT

Scope of Practice

Travel

Relocations

Isolation

Health & Safety + PPE

Vaccinations

Other

15% 14%

Termination

COVID-19

23%

Leave issues

Management

Workloads

1 2

21%

1.5% 1.5% 1% <1%

NOTE: Other includes a variety of issues related to COVID-19 that did not fall within the other issue types identified, for example single site employment arrangements or issues peculiar to a specific member or residential aged care facilities (RACF). Vaccinations would also include consequences of not being vaccinated and in compliance with Public Health Orders, including possible/actual termination.

Predicted unfairness – disability restructure In the period 2016-18, the then NSW Department of Family and Community Services (FACS) completely divested itself from any role in providing residential disability care. Done under the shadow of the NDIS rollout, the Association argued in every forum and tribunal that despite guarantees and promises made by the NSW government regarding protections for staff and residents, this would end badly.

RESTRUCTURE Achieve Australia (Achieve) late last year implemented a restructure of its nursing workforce, transferring FACS registered nurses from the Nurses’ (Department of Family and Community Services – Ageing, Disability and Home Care) (State) Award 2017 to the Nurses Award 2010 – under the guise of a change to their position description. As a result, registered nurses suffered drastic changes to their pay and conditions, in some instances resulting in an approximate 20% pay cut.

DISPUTE FILED After exhausting opportunities to resolve the issue directly with Achieve, the Association filed a dispute with the Fair Work Commission (FWC). Achieve objected on jurisdictional grounds, arguing the FWC was not empowered to hear the dispute on the basis there was no agreement for the parties to arbitrate. Unfortunately for our members, Achieve was successful. The fight is not over to confront and attempt some remedy to this injustice.

ALL THE WAY TO THE FEDERAL COURT The Association has now sought a declaration by the Federal Court of Australia that former FACS members are covered by the Crown State Award and should be returned to those wages and conditions of employment. The Association still hopes to be able to overturn it. The legal manoeuvring allowed by Achieve is the direct result of the NSW government’s original decision to privatise residential disability care and vacate the sector completely.

Underpayment of overtime and allowances at Bupa Since December 2020, the Association has made representations on behalf of members from a Bupa facility in relation to the incorrect payment of overtime.

Several letters were exchanged, and meetings held with Bupa.

The Association pressed for an audit of their records, which Bupa refused.

The Association advised Bupa the continued failure to pay its members in accordance with the Enterprise Agreement could amount to wage theft.

In December 2021, Bupa wrote to the Association and advised that a “proactive” pay compliance review had identified underpayments of entitlements across all Australian Bupa businesses, including aged care, health insurance and health provisioning businesses.

Prior to the Association filing proceedings to formalise the need to remedy the now agreed underpayments, we became aware that Bupa had ‘self-reported’ to the Fair Work Ombudsman.

In response, via a startling turnaround, Bupa wrote to the Association accepting our interpretation of the overtime provisions in the Enterprise Agreement.

2021 – 2022 Annual Report

The value of the underpayment was thought to be between $65m and $75m, impacting 18,000 current and former employees. Astonishing!

WINS The Association engaged in further dialogue and correspondence with Bupa, who in March 2022 advised that a ‘Pay Compliance Review’ had revealed the main cause of the underpayments was the incorrect application of overtime and allowances. Bupa sent notifications to current and former employees entitled to payment, including compensatory interest for not paying their entitlements on time.

In many instances, workers are yet to be provided with any real detail as to how the amounts had been calculated. The Association continues to make ongoing representations. It’s extraordinary underpayments of such magnitude could have occurred for so many years. Great credit to our members who first identified that a problem existed and their persistence to rectify the issue.

Members have started to receive letters outlining their underpayments.

NSW Workers’ Compensation Act – rights for workers In late 2021 and early 2022, a public health policy shift from PCRs to Rapid Antigen Tests (RAT) impacted the legislative framework to demonstrate proof that a worker had a COVID-19 positive “medical test”. Under this legislative framework, a RAT would NOT meet the legislative requirements of confirming a positive COVID-19 diagnosis, despite public health advice and policy shifting that removed the requirement for a PCR to validate a positive RAT.

ACTION The Association undertook immediate lobbying with the Ministry of Health and icare NSW (the workers’ compensation insurer regulator).

WIN In a significant victory for workers, icare provided the following assurance as to how the legislative framework would be applied: “Whilst noting the regulations, icare is adopting a common sense and practical approach that is consistent with the SIRA Standards of Practice. To that end, the guidance is that a positive RAT is sufficient to lodge a workers’ compensation claim. Once as worker submits a claim with the RAT, the claim might still require additional medical information down the line, but the RAT is sufficient.”

Legal advice was sought. Initial communications began with Unions NSW.

Proposed changes for St George Hospital senior management South Eastern Sydney Local Health District (SESLHD) contacted the Association about a proposed restructure to the executive and senior management structure at St George Hospital. Unfortunately, the proposal included deleting/ changing Nurse Manager positions. For example, creating a combined directorate for aged care and midwifery services (women’s health) at the expense of a Nurse Manager position, while also removing any reference to nursing or midwifery in the directorate titles. Association Officers worked closely with the Nurse Manager Branch and a midwifery member leader to resist the proposal and give an opportunity for the voice of members to be heard.

WINS The result of the consultation process and comprehensive responses from the Association/Branch/members led the SESLHD to withdraw its proposal to combine the Aged Care and Midwifery Services. Further, there would be no loss of Nurse Manager positions. The collective effort ensured the diminishment of nursing and midwifery management roles (and by extension, the professions themselves) did not eventuate.

Single site employment in RACFs The Commonwealth Chief Medical Officer declared four Sydney Local Government Areas as ‘hot spots’ on 23 June, 2021, which quickly expanded to Greater Sydney (including Blue Mountains, Central Coast, Wollongong, and Shellharbour) and subsequently to rural and regional NSW in July and August 2021.

Moving to single site employment generated significant contact from members, and by years end, the Association agitated on their behalf for an orderly transition of the aged care sector out of these arrangements.

This declaration resulted in Commonwealth funded single site workforce arrangements in residential aged care facilities (RACFs). Workers at RACFs in these areas were to limit their work (all their hours that may have previously been worked across multiple sites) to a single facility to reduce the risk of transmission and protect workers and residents.

The magnitude of changes were managed (on the whole) successfully, which spoke volumes for the resources and energies devoted by the Association in discussions and partnerships with the Commonwealth Department of Health and Ageing, RACF providers, employer representatives and other unions.

Nothing on this scale, involving the staffing and care to be provided at several hundred RACFs, has ever been seen in NSW. The Association was involved in ensuring the funding made available enabled providers in these areas to:

•

adjust their rosters and ensure staff were only working at one residential aged care facility.

•

match any hours no longer being worked with a secondary employer (to the greatest extent possible) to ensure the worker was not financially disadvantaged. This was a driving industrial imperative of these arrangements.

2021 – 2022 Annual Report

WIN

Legal

ISSUES HANDLED

176

Medication errors

Failure to escalate

•

Inappropriate use of social media including members being reported for antivaccination or anti-Public Health Order comments

•

Breaching of Public Health Orders during lockdown

•

Inappropriate relationships with patients and professional boundaries •

Increased level of notifications arising from low-level criminal charges due to recent changes in the National Law Notifications due to substance use disorders

NCAT

Joined in Knowledge

Ahpra registration audit issues

Requests for Statements (Police & Other)

Health Care Complaints Commission (HCCC)

Additional issues where we have seen an increase in notifications:

Misuse of prescription medications, alcohol as well as illicit drugs Failure to appropriately document clinical care

(entitled to verbal advice only)

Total issues

103

MANAGEMENT OF ISSUES

Inappropriate access of medical records

662

132

Requests for General Legal Advice*

Complaints/ notifications to the Nursing and Midwifery Council (NMC)

Coronial Inquiries

142

BY THE LEGAL TEAM

Many of these members were represented by our Legal Team at the NMC and the less serious matters resulted in the imposition of conditions on registration or diversion into a non-disciplinary performance and/or impairment pathway. Many issues have come from members working in underresourced and understaffed MPSs. * General Legal Advice may refer to issues such as when required to self-report, what to do when a criminal conviction is brought against a member and other general legal issues.

n o i t a c u Ed registered across all

19,500+ education sessions

The Association delivered education via webinars and video to ensure continual professional development opportunities for members, despite ongoing COVID-19 restrictions. Online education was well received, with strong registration and attendance. With the easing of restrictions, face-toface education recommenced in limited areas. To strengthen and grow our profession, the professional education team focused on supporting

Students and New Graduate Education FLYING START- SECURING A NEW GRADUATE POSITION 1,888 potential new graduates 100% felt supported by the Association during the new graduate application process Topics covered: • Applying for Gradstart • Interviewing: Expectations and presentation • Applying for registration with the NMBA

TRANSITION TO PRACTICE FOR NEW GRADUATES 280 registered This series follows on from the Flying Start series and was run over two days to assist new graduates transition into their new workplaces.

2,725

registrations for

each webinar series

and preparing early-career nurses and midwives by visiting universities and providing various online education for students, new graduate and earlycareer nurses and midwives. The Association continues to partner with local health districts, universities, and TAFEs to provide education on various speciality topics, presenting to the University of Sydney Master of Nursing students, Newcastle TAFE and Fairfield Hospital New Graduate Orientation days.

KICK START YOUR CAREER 557 registered This series has been developed in consultation with the public sector GradStart Coordinators to focus on assisting Early Career nurses and midwives. Five online sessions are offered between April 2022 and December 2022.

OTHER WEBINARS The Association presents a range of webinars throughout the year to address topics of interest, using both internal and external presenters. COVID-19 – 9,371 registered Communication and Documentation – 522 registered Medication Administration – 536 registered Professional Obligations – 3,257 registered Aged Care – 1,719 registered Aseptic Non-Touch Technique – 295 registered Wellbeing and Stress Management – 435 registered Deteriorating Patient – 950 registered Leadership and Management Series – 43 registered

2021 – 2022 Annual Report

Student recruitment

2,141 New graduates recruited From 1 July 2021

2,737 New student members have joined Student Representative Program From 1 July 2021

1,949 joined the Association as a financial member with approximately 192 members updating their membership. Altogether, 2,141 New Graduates were identified as members of the Association. The Association attended university open days and careers expos in 2022, however, the pandemic continued to challenge with several O’ Weeks being cancelled, leading to reduced face to face engagements in early 2022.

Our Student Representative Program continued in 2022. The purpose of the program is to improve visibility and awareness of the union on campus, educate students to become more politically literate and more effectively recruit students. In the past twelve months, 2,737 new student members have joined the program.

Association Member Training (AMT)

184 members attended The Association ran reduced AMT sessions over 2021-2022 due to ongoing restrictions on face to face training. Five main workshops were delivered:

In addition, AMT offered the following campaign related course: Winning shift by shift Ratios in NSW This two day course helps active members in the public health sector ratios campaign gain the knowledge and develop the skills to fight for better staffing and a fair pay deal.

Delegate Skills Branch Essentials Winning at Work CALD Branch Essentials Youth Network Training

t r o p p u S l a n Professio and Research 38

Policy and Guideline Review

Management issues

Other

Education

Clinical Practice

130 126 Registration

155

COVID-19

General issues

172

Codes & Standards

The Professional Services Team receives many requests for assistance from members and other external parties. Over the past 12 months, the team responded to the following formal issues raised*:

Note: Many requests come to the team informally or direct to Officers. Data is not available for these matters.

Collaboration •

Providing NSW input to inform the ANMF responses to the Royal Commission into Aged Care Quality and Safety

•

Disability royal commission

•

Contributed to development of SafeWork NSW draft Code of Practice managing psychosocial risks

•

Participation in SafeWork funded research project – Violence in NSW Hospitals – systems thinking program

•

Participation in SafeWork NSW stakeholder forums

•

Consultation with Ministry of Health in regards to security risk assessment

2021 – 2022 Annual Report

•

Participation in development/review of Australian Standards/International Standards

•

Rural and remote inquiry

•

Inquiry into healthcare facilities for South West Sydney

•

Support for Advancing Implementation of Nurse Prescribing in Australia AIMS-Aus Study

•

Provided NSW input to inform the ANMF response to NMBA, Aphra and ANMAC consultations

Submissions The Professional Team has completed or contributed to 29 submissions and consultations / inquiries in the period June 21 to May 22.

ANNEXURE 1

Summary of financial information for the year ended 31 December 2021 The financial statements of the New South Wales Nurses and Midwives’ Association have been audited in accordance with the provisions of the Industrial Relations Act 1991, and the following summary is provided for members in accordance with Section 517(2) of the Act, as applied by section 282(3) of the Industrial Relations Act, 1996. A copy of the Financial Statements, including the independent Audit Report, will be supplied free of charge to members upon request. Certificates required to be given under the Act by the Accounting Officer and the Committee of Management have been completed in accordance with the provisions of the Act and contain no qualifications.

Summary Statement of Profit or Loss and Other Comprehensive Income for the Year Ended 31 December 2021

2021 ($) 47,419,540

2020 ($) 44,654,489

967,753

922,663

Other income

3,262,791

2,659,577

Total income

51,650,084

48,236,729

(46,794,849)

(45,300,812)

4,855,235

2,935,917

29,315

(45,662)

4,884,550

2,890,255

Membership revenue NursePower fund subscriptions

Less total expenditure Result for the year Remeasurement of retirement benefit obligations Total comprehensive income attributable to members

Summary Balance Sheet as at 31 December 2021 Total equity

53,422,384

48,596,464

Represented by: 15,920,466

19,714,935

Non-current assets

45,450,997

36,446,990

Total assets

61,371,463

56,161,925

Current liabilities Non-current liabilities Total liabilities

7,659,497 289,582 7,949,079

7,255,919 309,542 7,565,461

Net assets

53,422,384

48,596,464

Current assets

INFORMATION TO BE PROVIDED

REPORT OF THE INDEPENDENT

TO MEMBERS OR REGISTRAR

AUDITOR ON THE SUMMARY FINANCIAL

In accordance with the requirements of the Industrial Relations Act, 1991 [NSW] the attention of members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as follows:

STATEMENTS TO THE MEMBERS

(1)

The summary financial statements, which comprise the summary balance sheet as at 31 December 2021 and the summary statement of profit or loss and other comprehensive income for the year then ended are derived from the audited financial report of New South Wales Nurses and Midwives’ Association for the year ended 31 December 2021. In our opinion, the accompanying summary financial statements are a fair summary of the audited financial report.

A member of an organisation, or the Industrial Registrar, may apply to the organisation for specified information prescribed by the regulations in relation to the organisation.

(2) An organisation must, on the making of such an application, make the specified information available to the member or the Industrial Registrar in the manner, and within the time, prescribed by the regulations.

Summary Financial Statements

The summary financial statements do not contain all the disclosures required by section 510 of the Industrial Relations Act 1991 [NSW] or Australian Accounting Standards. Reading the summary financial statements and the auditor’s report thereon, therefore, is not a substitute for reading the audited financial report and the auditor’s report thereon.

The Audited Financial Report and Our Report Thereon

We expressed an unmodified audit opinion on the audited financial report in our report dated 5 April 2022. Our Independent Auditor’s Report to the members on the Financial Report did not contain any particulars of any deficiency, failure or shortcoming as referred to in the Industrial Relations Act, 1991 [NSW], as applied by section 282(3) of the Industrial Relations Act, 1996.

Committee of Management’s Responsibility for the Summary Financial Statements The Committee of Management is responsible for the preparation of the summary financial statements.

Auditor’s Responsibility

Our responsibility is to express an opinion on whether the summary financial statements are a fair summary of the audited financial report based on our procedures, which were conducted in accordance with Auditing Standard ASA 810 Engagements to Report on Summary Financial Statements.

OF THE NEW SOUTH WALES NURSES AND MIDWIVES’ ASSOCIATION Opinion

Daley Audit

Michael Mundt 5 April 2022, Wollongong

Partner

Liability limited by a Scheme approved under Professional Standards Legislation A copy of the Financial Report, including the Independent Audit Report, is available to members on the Member Central portal accessed via www.nswnma.asn.au. Members can obtain a hard copy by emailing the General Secretary, NSWNMA at gensec@nswnma.asn.au or calling 1300 367 962. 47

ANNEXURE 2

New Agreements finalised by Association Name of Employer Abel Tasman Village Association Ltd Anglican Care - Diocese of Newcastle Apollo Care Operations Pty Ltd Armenian Rest Home Association Ashfield Baptist Homes Ltd Ashford Ageing Care Facility Inc Australian Croatian Cardinal Stepinac Association Limited Australian Nursing Home Foundation Limited Autumn Lodge Village Inc Banksia Villages Ltd Bankstown City Aged Care Limited Baptist Care NSW & ACT Barraba and District Retirement Homes Association Incorporate Berrigan and District Aged Care Association Ltd Booroongen Djugun Aboriginal Corporation Buckland Convalescent Hospital Bushland Health Group Limited Catholic Healthcare Limited Christian Brethren Community Services Christophorus House Retirement Village Clarence Village Ltd Coffs Harbour Legacy Welfare Fund Cooinda Coonabarabran Limited Cootamundra Health Care Co-operative Limited Cowra Retirement Village Ltd Cranbrook Care Group Crookwell/Taralga Aged Care Ltd Cypress View Lodge Limited Deniliquin Nursing Home Foundation Ltd Dougherty Apartments Retirement Housing Project Dubbo RSL Aged Care Association Evergreen Life Care Limited Evergreen Life Care Limited Fairlea Aged Care Feros Care Limited Finley Regional Care Limited Fresh Hope Great Lakes Aged & Invalid Care Association Ltd Gulgong Hostel Association Inc Gundagai and District Hostel Accommodation Inc Hakea Holdings Pty Ltd Halenvy Pty Ltd Hall & Prior Hay Senior Citizens Association Homewood Care Pty Limited Illaroo Co-operative Aboriginal Corporation Illawarra Retirement Trust Indochinese Aged Care Limited Jesmond Aged Care Pty Ltd Juliana Village Association Ltd Kanandah Retirement Ltd Koonambil Aged Care Ltd KOPWA Limited

2021 – 2022 Annual Report

No. of Sites 1 14 2 1 1 1 1 4 2 1 4 25 1 1 1 1 3 44 3 1 1 1 1 1 1 5 2 1 1 1 2 2 2 3 4 1 11 1 1 1 1 3 13 1 1 1 23 1 1 1 1 1 1

Sector

Aged Care

Admin. increase 3 3 3 New Agreement 3 3 3 3 3 3 3 3 3 3 3 New Agreement 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 New Agreement* 3 New Agreement 3 3 3 3 3 3 3 New Agreement New Agreement 3 New Agreement 3 3 3 New Agreement 3 3 3 3

Name of Employer Korlim Pty Limited Kurrajong & District Hospital Society Inc Lee Hostel Committee Inc Lutheran Aged Care Albury Maroba Limited McLean Care Mackellar Ltd Merton Living Limited Moran Australia (Residential Aged Care) Pty Ltd Moss Care Group Multicultural Aged Care Illawarra Ltd Murrurundi Retirement Home Ltd North Sydney Retirement Trust NVC Group Opal Specialist Aged Care Our Lady of Consolation Aged Care Services Ltd Palms Aged Living Management Services Pty Ltd Pathways Aged Care Pty Ltd Port Stephens Veterans and Citizens Aged Care Ltd Presbyterian Aged Care NSW and ACT Quirindi Retirement Homes Ltd Residential Gardens for Spanish Speaking Frail Aged Limited Roseneath Aged Care Centre Pty Ltd S'Antonio de Padova Protettore di Poggioreale Syd N/H Sapphire Coast Community Aged Care Ltd Seventh-day Adventist Aged Care (North New South Wales) Ltd Sir William Hudson Memorial Centre Sisters of Our Lady of China Southern Cross Care (Broken Hill) Ltd St Agnes' Care & Lifestyle St Andrews Village Ballina Ltd St Elizabeth Home Limted St Ezekiel Moreno Limited St Joseph's Aged Care Facility for Religious Limited Stroud Community Lodge Inc Tenterfield Care Centre Limited The Pioneers Lodge Ltd The Salvation Army (NSW) Property Trust The Whiddon Group The Willows Private Nursing Home Pty Ltd Thompson Health Care Pty Ltd Timbrebongie House Inc Tocumwal Lions Community Hostel Limited Touriandi Inc Trustees of the Roman Catholic Church Diocese of Lismore Trustrees of the Maronite Sisters of the Holy Family United Protestant Association of New South Wales Limited Uniting NSW.ACT Uralba (Carcoar) Incorporated Waratah Respite Centre (Mid North Coast) Inc Warrigal Care Wesley Mission Woolgoolga and District Retirement Village Ltd Yass Valley Aged Care Ltd

No. of Sites 1 1 1 3 2 4 1 3 2 1 1 4 3 42 1 1 6 2 9 1 1 1 1 2 3 1 5 5 2 1 1 1 1 1 2 1 19 21 1 17 1 1 1 8 2 21 88 1 1 11 7 1 1

Sector

Aged Care

Admin. increase New Agreement 3 3 3 3 3 3 New Agreement New Agreement 3 3 New Agreement 3 3 3 New Agreement New Agreement 3 3 3 3 New Agreement New Agreement 3 3 New Agreement New Agreement New Agreement 3 3 3 New Agreement 3 3 3 3 3 3 New Agreement New Agreement 3 3 3 3 3 3 3 3 3 3 3 3 3

Name of Employer Multiple Schools Fullerton Healthcare Corporation Ltd

Anglican Care – Diocese of Newcastle Aurora Healthcare Pty Ltd Northcott Royal Doctors Flying Service (RFDS) Serco Asia Pacific Day Procedures Australia (DPA) Eastern Heart Clinic Pty Limited Healthscope Limited MQ Health Pty Ltd MQ Health Pty Ltd Ramsay Health Care Australia Pty Limited St Vincent's Health Australia Trustees of the Roman Catholic Church Diocese of Lismore Trustees of the Roman Catholic Church Diocese of Lismore Woodose Pty Ltd Eastern Heart Clinic Pty Limited Healthscope Limited Ramsay Health Care Australia Pty Limited Trustees of the Roman Catholic Church Diocese of Lismore Trustees of the Roman Catholic Church Diocese of Lismore Aboriginal Health & Medical Research Council of NSW Clever Care Now Silver Chain New South Wales Virtus Health

1 4 12 3 19 1 1 12 1 1 28 3 1 1 1 1 2 4 1 1 1 1 1 12

*New agreement negotiated before the end of financial year.

No. of Sites 32

2021 – 2022 Annual Report

Sector Education Medical Centres & GP Services

Other

Private Hospitals

Private Sector Day Procedure Centres

Private Sector Specialist Services

Admin. increase New Agreement New Agreement 3 3 New Agreement 3 New Agreement 3 3 New Agreement 3 New Agreement* New Agreement 3 3 New Agreement* 3 3 New Agreement New Agreement 3 New Agreement* 3 New Agreement New Agreement New Agreement

The NSW Nurses and Midwives’ Association acknowledges the Gadigal of the Eora Nation, the traditional custodians of this land and we pay our respects to the Elders both past and present.

This Annual Conference Report is printed on Carbon Neutral Paper

NSW NURSES & MIDWIVES’ ASSOCIATION 50 O’Dea Avenue, Waterloo NSW 2017 PHONE FAX

8595 1234 (METRO)

1300 367 962 (NON-METRO) 9662 1414

gensec@nswnma.asn.au

www.nswnma.asn.au

Authorised by B.Holmes, General Secretary, NSWNMA