Shaye Candish and Michael Whaites
General Secretary RN, BN, Grad Cert Nursing (Emergency)
Assistant General Secretary RN DipAppSc(Nurs), GradDip(Mid), MAdEd
O’Bray Smith
President RN, Midwife, Masters in Midwifery
General Secretary Assistant General Secretary
Members, over the past year we have made considerable progress in our fight to secure lasting improvements to the pay and conditions of nurses and midwives, however, there is still plenty of work ahead.
In January, we introduced a new 2024-2026 Strategic Plan. This is the foundation of our actions and decisions for the next three years, and it builds upon our plan to remain
PAY PAY STANDARDS
Our goal is to win pay rises that reflect the value of the work of nurses and midwives across all sectors, and allows NSW to recruit and retain a sustainable workforce, to act on housing affordability, and superannuation reform.
a strong and influential union. The four strategic pillars we are prioritising include: pay, conditions, voice, and social justice
There is genuine optimism within the membership, and we know our members are ready to fight hard for the pay and conditions they rightly deserve, whether working in a public or private health service, aged care, or primary health sector.
JOB CONTROL
We will advocate for members to have access to enforceable job control clauses.
RATIOS/CARE MINUTES
We will ensure members in private hospitals, public hospitals and aged care are operating under functional, compliant ratios/care minutes.
MIDWIFERY
We will win policy changes to grow the number of midwives in NSW.
We will grow our power by achieving density targets in our key sectors and work to increase member participation and engagement at every level (leader to active member).
DIVERSITY / INCLUSION
We will ensure our structures (branches/ networks) are representative of our CALD membership.
UNIVERSAL HEALTH CARE
We are committed to closing the health gap between Aboriginal and Torres Strait Islander peoples and the wider Australian population. We will advocate for transparency in public funding for privatised healthcare, ensuring taxpayer dollars are used effectively and efficiently.
CLIMATE / ENVIRONMENT
We will advocate for strong government action on climate change, highlighting the health impacts and the need for sustainable healthcare practices.
The NSWNMA exists to be a strong and influential advocate for members’ rights at work. Our membership ensures we continue to have a loud voice in fighting for widespread improvements.
Over the past year, we’ve seen our membership grow by 3.53%.
We’ve also seen the highest growth in the primary health sector, where year-on-year membership has risen 9.09%. This includes medical centres and GP services, community care, IVF clinics, and more. Within the NSWNMA, we have recruited a Primary Care Sector Coordinator to directly oversee our strategies to support this growing section of our membership and we, with the ANMF, have filed a Work Value case that is focused on rectifying the significant wage disparity that our members in the sector are currently facing.
At the time of print, more than 79,000 nurses and midwives across the state have shown they are committed to winning better pay and conditions, and improvements to health and aged care.
Nurses and midwives are continuing to feel the strain of rising cost of living pressures. That is why the NSW government must act to ensure its pay offering recognises the contribution nurses and midwives make to our state’s health system.
In anticipation of the 2024 public sector Award negotiations, a committee of members combed through strong economic evidence from industrial relations and labour market experts to reach a one-year, 15% pay claim - which was resoundingly endorsed by public sector branches.
This claim is essential to repair the depleted nursing and midwifery workforce in the state’s public hospitals, and it is crucial to stemming the loss of nurses and midwives across the border.
The government’s insulting offer of 10.5% over three years will not amount to lasting change for the better. At the time of print, the union is deep into its campaign to send a message to Treasurer Daniel Mookhey – NSW nurses and midwives deserve more in 2024.
Ratios campaign makes progress, but there is more to do Our hard-fought, decade-long campaign to ease workloads and deliver safe patient care is slowly starting to pay off.
Since May 2023, the NSWNMA has been a part of the Safe Staffing Levels Taskforce, working with the state government to ensure ratios are implemented in public hospitals. This has been a long process, and we recognise that there’s still a long road ahead of us to achieve this widespread reform in full.
We are pleased to now see shift by shift ratios rolling out in the emergency departments at Royal North Shore, Liverpool, Lismore, and Port Macquarie hospitals. These ratios must expand into other EDs, and then Intensive Care Units, adult in-patient wards, maternity services, and our state’s multiple-purpose service sites.
There’s no doubt the pace of this rollout must increase, and a schedule should be published to provide greater certainty for the workforce.
The government has committed 2,480 fulltime equivalent nurses and midwives to help deliver this, but we know more must be done. The reality is the government’s funding will not cover all wards and units in every hospital, that is why we are campaigning for the government to do more.
Put simply, our public health system cannot afford to be short-changed.
The government must recognise the ratios build is at risk if we cannot recruit and retain the workforce needed to provide safe patient care. It must not be the case that nurses and midwives are asked to pay for the implementation of ratios through ongoing wage suppression.
In the past year, we have made major steps in our work to reform aged care. This is an ongoing campaign, and we still have a long road ahead.
In July 2023, it became a legal requirement for every NSW nursing home to have at least one registered nurse on duty and on-site, 24 hours a day, seven days a week. ‘RN 24/7’ is there to address the rise in the clinical needs of residents and help ease workloads in aged care facilities. Residents and aged care workers also benefit from the mandating of direct care minutes. Under these reforms, residents should be receiving 200 minutes of direct care, including 40 from RNs, however, we know some providers are failing to meet their obligations. Care minutes are scheduled to rise to 215 minutes, including 44 from RNs from this October and we are committed to fighting for accountability to ensure providers are held to account.
Both reforms were the result of strident campaigning from members, unions, and the broader community. Since these reforms were introduced, the NSWNMA has been working to enforce accountability and ensure aged care providers are meeting their legal and ethical obligations.
In late March, more than 40 NSWNMA aged care members joined their counterparts
from Queensland, the ACT, and Tasmania in a delegation to the nation’s capital. Together, they spoke with almost 20 senators and members of parliament, sharing their stories from the frontline, and called out providers who are failing to lift the standard of care for elderly Australians. The campaign was deeply personal, and the message of members resonated with our elected representatives.
Following these talks, Aged Care Minister Anika Wells signed a pledge to commit to key asks, including the delivery of fair pay and conditions, building a highly skilled workforce, and supporting a worker voice to keep employers accountable.
Historic gender-based under-valuation of nursing and midwifery work has contributed to low rates of pay seen in the Nurses Award 2020. To help address this, in February the Australian Nursing and Midwifery Federation filed a new Work Value case application for nurses and midwives employed under this Award. The latest application seeks a 35% wage increase for nurses, midwives, and assistants in nursing.
The NSWNMA is supporting the ANMF’s case as part of the fight to secure better pay and conditions for all nurses and midwives regardless of their workplace setting and particularly for members working in primary health where rates of pay have remained shamefully low.
This case follows further pay rises won by AiNs and PCWs working in Aged Care, in the Stage 3 decision of the Aged Care Work Value case, bringing the total pay rise won by workers in these classifications to 23%.
Further detail on both cases can be found in our Major Campaigns section of this report.
In June, Estia Health members voted on their NSW Enterprise Agreement, with 88% of those votes endorsing the offer put forward. This was the result of a driven, member-led campaign that saw significant improvements secured, and a notable uptick in membership, as workers felt empowered to campaign for the pay and conditions they rightly deserve.
Negotiations for a new Enterprise Agreement with Opal have continued since last November. Despite dogged indifference from management, members have shown an unwavering commitment to fight for improvements. In March, around 1,700 Opal workers signed a petition calling on the company’s CEO to address their concerns, and history was made when members voted down Opal’s latest pay offer.
Our fight for an appropriate offer continues. With more than 10 new branches being formed, and membership growing by 27% during this campaign, Opal members are holding the line to secure their own bargaining victory.
As Hawkesbury District Hospital was returning to public administration, after being under the management of St John of God Health Care since 2015, members took swift action when they noticed issues around annual leave and long service leave payouts.
An invigorated Hawkesbury District Health Service Branch swung into action. Branch leadership was strengthened, legal advice was sought, a community rally was organised, and more than 80 new members were recruited. As a result, members secured what they were owed, and we are now seeing the benefits of collective action play out in this once-privatised workplace. For more information, refer to the Pay and Conditions section of this report.
In the private sector, we have seen nurses and midwives standing up and campaigning for landmark outcomes.
Following extensive negotiations and waves of industrial action, last September the union secured an historic enterprise agreement with St Vincent’s that sees nurses and midwives at the organisation’s NSW private hospitals among the highest paid in the state. The deal also sees ratios introduced across multiple wards and clinical areas from July.
This agreement sends a strong message to private hospital operators – our members know nurse to patient ratios, and safe midwifery staffing, are essential to attracting and retaining staff, and ensuring patients receive the best care possible.
Last August, the federal government announced workforce reviews in nursing and midwifery, and scope of practice reviews for health care workers. This work explores approaches to workforce planning and also examines ways to enable health and social care practitioners to work to the full extent of their skills and training. The goal is to improve access to health care and boost equity across all communities irrespective of their geography.
The NSWNMA and ANMF have been supportive of this process as it will ensure all health professionals are fully utilised and the public will receive the best care possible.
In May, the federal government released its latest review paper, which identified four key challenges to the delivery of primary health care. The challenges included poor recognition of the skills of primary care health professions, inadequate preparation of health professionals for primary care, legislation that gets in the way of working to one’s full scope, and complexities around funding and payment arrangements.
The NSWNMA and ANMF continue to work with the relevant federal ministers to support ongoing reform of our health system.
In recent months, the NSWNMA, alongside the ANMF, has ramped up campaign efforts to tackle placement poverty. No nurse or midwife should be out of pocket or forced to drop out of their studies simply because they cannot afford to meet the financial pressures of completing mandatory clinical training. This has a flow-on effect, with countless potential nurses and midwives
In May, we welcomed news the federal government would make available a Commonwealth Prac Payment to eligible undergraduate nursing and midwifery students, and diploma of nursing students. This payment amounts to $319.50 per week during a mandatory clinical and professional training period. This is a start, but we recognise that much more needs to be done to address the financial stresses facing students.
With the possibility of lost income from their usual paid work, and other added costs such as travel, tolls, rents and childcare while undertaking practical placements, students are being stretched to the limit before they’ve even fully entered the workforce. It it not good enough, and the NSWNMA is committed to lobbying for greater support for student nurses and midwives.
We made history at our last Annual Conference after Delegates voted to endorse establishing a statewide Aboriginal and Torres Strait Islander Member Circle.
Officially formed in late January, the Member Circle now has more than 1,140 members (at time of print), and we are already seeing strong engagement with other peak bodies, cultural health forums, and potential members through roadshow visits across the state.
The Member Circle will be a lasting champion for improving Aboriginal and Torres Strait Islander members’ rights at work, and in influencing the NSWNMA’s approaches to improving health outcomes as a key element of our plan to strengthen universal health care for all.
The NSWNMA is an advocate for safe, affordable housing for nurses and midwives.
Many members are facing a crisis in accessing suitable housing. A member survey showed 69% of respondents were experiencing rental stress. We also found 47% of respondents were worried about losing their place to live, and almost onethird live 20 kilometres or more from work.
As a member of Housing Now! – an alliance of unions, academics, faith groups and businesses, we provide advice to the NSW government on the means for tackling housing affordability. Housing Now! members have met with state ministers and the Government Architect NSW to advance our members’ needs.
The NSWNMA will provide a submission to a state parliamentary inquiry on housing affordability, including further input from members. Our advocacy to address the housing crisis includes working with the Tenants’ Union and Unions NSW on ending no-fault evictions.
We continue to support the initiatives of property developer Third.i and joint venture partner, Phoenix Property Investors, as they work to develop affordable housing for healthcare workers. One such project includes the Hume Place development near Crows Nest Metro in Sydney’s north. The $130 million development is setting aside 15% of its housing availability to help ease the property stress of local nurses, midwives, health professionals and services staff. This will have positive impacts on the retention and recruitment of workers, and will go some way towards allaying concerns around proximity to work. This is just one development, and we know more needs to be done right across the state.
To read more about our work to address accessible housing, please see the Social Justice section of this report.
The NSWNMA is a proud supporter of the Gomeroi people in their fight against the Santos Narrabri Gas Project, located in the Pilliga, New England region of NSW, on Gomeroi land. As a union, we stand in support of efforts to reduce the impacts of climate change and the increasing burden it places on health care across the world.
In recognition of this ongoing campaign, the Unions NSW Pilliga Campaign Committee, of which we are a part, was recognised with the Jack Mundey Award at the 2024 NSW Environment Awards, hosted by the Nature Conservation Council. For further details, see the Social Justice section of this report.
Members, there is more to do to secure respectful wages which value the work of nurses and midwives in NSW. Our campaign to lift pay standards is ongoing, as is our work to ensure every member is offered the job control necessary to balance the commitments of work and life.
We are committed to influencing government and contributing to informed policies that reflect the realities facing members. Championing affordable housing is a key focus of this work.
We are grateful for the work you do. Together, we will continue to increase our collective power to ensure we deliver on these key issues and achieve greater improvements for all members.
Members, the past year has been a busy time for Council and the NSWNMA, and we have seen plenty of work done to set up a promising future for your union.
Your Council takes its custodianship of the NSWNMA very seriously, that is why we must always operate in an efficient and timely fashion. Over the last twelve months, we have strengthened our ways of working, through streamlined communication and increased efficiencies wherever possible. We are now more agile at making informed and timely decisions, and we are continuously reviewing further improvements.
Council has long served as a representative body of members, advising the leadership team on industrial matters and other critical issues.
This duty continues, however, Council’s responsibility to manage the union and ensure we are a sustainable operation is more important than ever – and it is something we are increasingly focused on. Achieving strong outcomes for our members and ensuring we continue to attract and retain staff who take up this fight every single day, is of the utmost importance.
Council continues to represent members at a federal level. Last October, Council represented you at the ANMF Biennial Conference, speaking on diversity and the importance of cultural inclusiveness.
In June, the NSWNMA Council attended the ACTU Triennial Congress. We spoke on the rights of our members in NSW, highlighting the housing crisis and how it impacts nurses and midwives across our state.
We have also been on hand for a raft of important events, including university presentations, May Day rallies, NSWNMA campaign events, education days, PHS Log of Claims negotiations with the Ministry of Health, meetings with elected officials in Canberra and Macquarie Street, we’ve taken part in rallies for International Women’s Day, participated in interview panels and met with members in their communities, to name just a few.
For most Councillors, these duties are in addition to their regular work and carer responsibilities, and for that I thank them greatly.
Following training from the Australian Institute of Company Directors, the Council identified a need to focus on governance, financial management, and risk, and what it means for our union. Risk is anything that can bring harm to the union and our ability to advocate for, and on behalf of, nurses and midwives. I am pleased to share that work has begun on improving our processes to ensure we are identifying, and mitigating risk, at all levels of the NSWNMA.
Last November, Joyce Low joined the union as our Chief Operating Officer. With Joyce’s expertise at hand, Council requested
a review of our business processes, with the goal of identifying areas for development, and improved efficiencies. One of our ongoing focuses includes our IT systems, and ensuring staff are spending more time on their key responsibilities, and less time handling manual calculations, for example, in areas of payroll, finance, human resources and membership data.
This is delivering the best possible outcomes in the most efficient way possible.
In last year’s Annual Report, I committed that Council would continue to ensure resolutions are not just on paper, but part of our everyday practice. I am proud to say this sentiment was at the heart of our work to develop the 2024-2026 Strategic Plan.
Unveiled last December, the plan was built on motions put forward at last year’s Annual Conference, and it was endorsed by your Committee of Delegates.
Members, our internal improvements, and strategic planning will only prove fruitful if we are united and focused on a shared goal – fighting for and delivering improvements for nurses and midwives across our state.
It is important to recognise that while we have plenty of work to do, we are already seeing some of our shared efforts paying off.
During the past year, members have claimed significant wins for members in the aged care and private sectors. Council applauds the
courage and determination of members who have taken multi-million dollar corporations to task. We must acknowledge the efforts of members who have voted down inadequate pay claims, and those who have stood strong in their fight for a justified pay rise and ratios. Their commitment is an inspiration for public sector members who are taking up their own fight for a 15% pay rise, 30% shift penalties on night shift, and other much-needed improvements.
While ratios are committed to be rolled out in five specialties across the public sector, Council is plotting a path for the delivery of a pay rise that fights back against the decade of wage suppression under the Liberal government’s grossly irresponsible wage cap. We recognise the damage done to public sector wages has an impact on the wages of nurses and midwives across NSW, and we cannot allow employers any room to take advantage.
This is a fight for essential improvements to the pay and conditions of all members. Right now, nurses and midwives across the state are taking part in a landmark fight, and your union is here every step of the way. We must keep our eyes on the prize and remember who the real opposition is. Raise awareness in the community to ensure it is on our side. Petition the politicians and let your voice be heard – we need them under pressure if we are to win.
We must continue to hold the government and employers to account. I call on all members to be creative in our upcoming campaigns. Stand up in whatever capacity possible, and know that together, we are stronger in this fight.
Meetings held from July 2023 to June 2024 = 14
Shaye Candish
NSWNMA General Secretary & ANMF NSW Branch Secretary Attendance: 14 meetings
NSWNMA Executive Members & ANMF
NSW Branch Executive Members
NSWNMA Councillors & ANMF
NSW Branch Councillors
Michael Whaites
NSWNMA Assistant General Secretary & ANMF NSW Assistant Branch Secretary Attendance: 12 meetings
Michelle Cashman Attendance: 10 meetings
Rodgers Attendance: 11 meetings
Wing Besilos Attendance: 10 meetings
Kate Goodman Attendance: 9 meetings
Lyn Hopper Attendance: 12 meetings
12 meetings
Diane Lang Attendance: 13 meetings
11 meetings
O’Bray Smith
NSWNMA President & ANMF NSW Branch President Attendance: 12 meetings
Edward Makepeace Attendance: 13 meetings
13 meetings
Robyne Brown Attendance: 13 meetings
Attendance: 11 meetings
Noort Attendance: 8 meetings
Lorna Scott
NSWNMA Vice President & ANMF NSW Branch Vice President Attendance: 12 meetings
Liz
Attendance: 12 meetings
Attendance: 10 meetings
Emma Gedge Attendance: 11 meetings
Attendance: 13 meetings
Attendance: 10 meetings
263* Branches / Circle
58,483*
Total number of members on Branches / Circle
1,467* Branch / Circle Officials
572* Branch / Circle Delegates
*Figures represent 1 July 2023 –30 June 2024.
I joined the NSWNMA last November and immediately began reviewing best practice governance. My initial focus has been on refining internal processes to ensure our operational services are well placed to deliver on our 2024-2026 Strategic Plan.
The operational services teams, structured under the guidance of three managers, include Finance, Employee Relations/ Payroll, Information Technology, Records Management, General Services/Facilities, and Membership Services.
These teams work diligently behind the scenes to deliver key events, including our Committee of Delegates meetings, Branch elections, and Annual Conference.
Some of the key areas involved in the review of processes includes:
• Leveraging technology to reduce manual effort for efficiency and effectiveness
• A fit-for-purpose membership system that continues to meet the needs of our members
• Refresh of position descriptions to provide role clarity and remove duplication
The recommendations were fully endorsed by Council and, at the time of writing, an implementation plan is being prepared.
Across the coming six months, I will be reviewing the membership journey to thoroughly map where and when members interact with the union. The purpose of the review is twofold:
• To improve members’ experience; and
• To ensure our services are timely and relevant
With an ambitious Strategic Plan, and an evolving environment for nurses and midwives across all sectors, we must continue to ensure our systems and processes are best equipped to support members well into the future. This is key to providing you the best value for your membership.
The NSWNMA is maximising every opportunity to improve the lives of nurses and midwives, and your engagement with us is paramount to ensuring we can make this happen.
Members, I look forward to updating you on this important work in our next report.
79,067
Total financial members
+3.53%
Increase of 2,700
53,374
Public Health System +4.19%
Justice Health: 880 • AHO: 2,065
11,230
Aged Care +1.50%
Residential Aged Care: 10,564
Non-residential: 666
8,531
Private Hospitals +4.04%
4,726
Primary Health and others +9.07%^
#Variance is for the period 30 June 2023 – 30 June 2024. Undesignated membership: 1,206.
^Previously, members at a facility without a sector were recorded in our ‘Other Sectors’ reporting. In August 2023, a change in reporting determined that members without a sector will now be captured as an undesignated member. Members working in medical centres, GP services, private sector specialist services, day to day employment, community care, private sector day procedure centres, education, occupational, assisted living, public service, private justice/maternity/mental health services, telehealth, disability services, IVF clinics, etc are captured under the Primary Health and Other sector.
The NSWNMA remains in a sound financial position. The overall 2023 result for the year was a surplus of $3.92 million. Net Assets as at 31 December 2023 were $55.58 million. Total membership income in 2023 was $52.53 million, an increase of $2.46 million (+4.9%).
The 2023 financial surplus was due to a number of factors including a higher than expected increase in membership and a return to more favourable financial markets generating a positive return for the Association’s investment portfolio.
Expenditure in 2023 compared to 2022 was higher in areas such as:
• meetings and travel (reflecting greater face-to-face work, following COVID-19 limitations); and
• legal fees (for individual member support as well as joint union legal challenges),
but offset by:
• significantly lower campaigns costs (2022 included third-party campaigning in the federal election in addition to the ongoing ratios campaign); and
• lower donations (2022 saw substantial donations to members affected by bushfires and floods).
The audited accounts for the year ended 31 December 2023 are summarised at the end of this report and the full financial statements are available to members online in Member Central (under Governance tab).
The unaudited accounts for the six months to 30 June 2024 have a surplus of $1.71 million and Net Assets of $57.45 million.
Scan here to read full reports.
Our ‘stewards of change’ make indelible mark
In late March, more than 40 NSWNMA aged care members joined their counterparts from Queensland, the ACT, and Tasmania in a delegation to the nation’s capital.
Together they met with 19 senators and members of parliament, including key crossbenchers, to share their experiences and provided firsthand accounts of the workload pressures facing aged care nurses and carers. Talks were also held with the First Assistant Secretary for Aged Care Quality and Assurance, and the First Assistant Secretary for the Aged Care Workforce, both from the Department of Health and Aged Care.
The delegation made its case for how aged care nurses and carers can support reform measures, and make aged care safer for residents. They emphasised the importance of implementing a ‘worker voice’ – a measure that sees trained nurses and carers providing monitoring and oversight of compliance with quality standards.
Their efforts had an immediate impact, with Aged Care Minister Anika Wells signing a pledge to support the worker voice.
The Minister also committed to other key asks, including:
Making sure care staffing requirements are accountable, complied with, and enforced
Building a highly-skilled workforce that includes Assistants in Nursing, Personal Care Workers, Enrolled Nurses and Registered Nurses
Delivering fair pay and conditions
During parliament on 27 March, Minister Wells spoke highly of the delegation, naming members she met with, including NSWNMA Councillor and Aged Care Registered Nurse, Jocelyn Hofman. The Minister described the delegation as “stewards of change.”
Since these talks, senior Department of Health and Aged Care officials have met with representatives from the Australian Nursing and Midwifery Federation’s (ANMF) Federal and NSW branches, the United Workers Union, and Health Services Union. Together, work continues on the drafting of new aged care legislation, including the co-design of the worker voice, and other compliance matters.
Members have reported feeling a sense of empowerment upon returning to their workplace, with many new members signed up following these fruitful meetings. The delegation to Canberra has since reconvened online, and is transitioning into a statewide network to continue meeting with local MPs, holding providers to account, and further build union power across NSW.
On 15 March, the Full Bench of the Fair Work Commission (FWC) delivered its stage 3 decision in the Aged Care Work Value case.
The FWC found, because of assumptions based on gender, the work of aged care employees has been historically undervalued. The FWC’s stage 1 decision, delivered in November 2022, made 16 findings in relation to changes in the work of direct care employees in aged care, with a Stage 2 pay rise of 15% handed down and funded by the government in June 2023.
The stage 3 decision found that enhanced infection prevention and control measures have become embedded in aged care since the COVID-19 pandemic. This has led to the exercising of additional skills and responsibilities, additional training, and changes to the work environment in aged care.
Ultimately, this constituted an increase in the work value of direct care employees in aged care.
As a result, the FWC awarded a pay increase of 23% (inclusive of the 15% already implemented in June 2023) to Assistants in Nursing and Personal Care Workers.
In reaching its conclusions, the FWC did not agree with the ANMF’s submissions that proposed a separate classification structure for AiNs in the Nurses Award, and for PCWs in the Aged Care Award.
*There are some exceptions where more than 50% will be paid in the first phase.
Instead, the FWC found the roles were ‘functionally indistinguishable’ and both are supervised by a Registered Nurse. The FWC set a benchmark rate for both AiNs and PCWs holding a Certificate III, and proposed a new six-level classification structure around that benchmark, which will only be in the Aged Care Award.
This means coverage of AiNs in aged care would be excised from the Nurses Award. The additional week of annual leave currently received by AiNs under the Nurses Award will be grandfathered for existing employees upon transfer to the Aged Care Award.
The classification structure in the Aged Care Award will include a supervisory level, with the Full Bench noting the evidence of PCWs undertaking supervisory functions equivalent to those of an Enrolled Nurse.
A further decision is scheduled for September 2024 to consider the ANMF further wage claim for ENs and RNs. This is of particular importance since the full bench decision to align PCW and EN rates, taking into account the increase supervision requirements from some PCWs, but yet to consider the clinical expertise of ENs and relativities to RN rates of pay.
The Commonwealth has committed to fully funding the Stage 3 increase. This funding will be delivered over two portions, with 50%* delivered on 1 January 2025, and the remaining amount on 1 October 2025. This is a fantastic and well-deserved win for aged care AiNs and PCWs.
The ANMF, in collaboration with other unions, fought hard to ensure this pay increase is delivered within a year, rather than over an extended period as initially proposed by the government.
This means in 2025, AiNs and PCWs on the Award are set to receive three pay increases, in January, July (with the minimum wage increase), and October.
The FWC decided against transferring coverage of RNs and ENs in aged care from the Nurses Award to the Aged Care Award. They found that, unlike AiNs in aged care, RNs and ENs in aged care retain a distinct occupational identity which makes it appropriate for them to remain within the coverage of the occupational award covering nurses.
In February 2024, the ANMF filed a Work Value case application for nurses and midwives employed under the Nurses Award 2020.
This new case follows on from the Aged Care Work Value case that has already secured 15% wage increase for ENs and RNs working in aged care. The new application with the FWC seeks a 35% wage increase for nurses, midwives and AiNs whatever the setting, and will argue that the low rates in the Award stem from the historical genderbased under-valuation of nursing and midwifery work.
The NSWNMA is supporting the ANMF’s case as part of the fight to secure better pay and conditions for all nurses and midwives regardless of their work setting. The majority of NSWNMA members under the federal Award work in primary health settings, such as general practice and community health clinics, or in the private sector, and can currently be paid as low as $24.50/hr as an AiN, $26.50 as an EN, or $28.50 as a RN.
As with the Aged Care Award Work Value case, testimony by ANMF members will be crucial to demonstrating the real value of nurses’ work. It is expected the preparation of the case will take up to six months.
In May, a major milestone was reached in our campaign to reform public health.
The NSWNMA, in cooperation with the Ministry of Health, completed work to develop a model for calculating generally occupied treatment spaces in Emergency Departments (EDs) through the Safe Staffing Levels Taskforce.
The agreed model considers patient numbers, occupancy data, and treatment spaces of EDs, at three key times: 08:00, 14:00 and 22:00.
On 16 May, the NSWNMA held a joint press conference with the NSW Health Minister to confirm recruitment for the start of the ratio rollout was underway. To date, in the EDs of Royal North Shore, Liverpool, Lismore and Port Macquarie Hospitals, shift by shift ratios will be implemented, with around 113 additional full time equivalent nurses being recruited across the four sites to meet the minimum ratio of 1:1 in resuscitation bays, and 1:3 generally occupied treatment spaces in the ED. This will have a marked impact on improving timely emergency care for patients.
The Safe Staffing Levels Taskforce meet regularly to monitor the rollout and establish a schedule for the ongoing implementation of ratios. The policy commitment to deliver 2,480 FTE across the five key areas must be met, and any additional funding required to achieve the full implementation will be escalated to the Economic Review Committee.
On 10 May, the NSWNMA served public sector members’ 2024 Award claim on the Ministry of Health. At the heart of this claim is an ask for a 15% pay increase over one year, improvements to conditions, and further funding for nurse-to-patient ratios.
To help inform this pay position, the NSWNMA sought expert industrial relations and labour market advice from the University of Sydney’s Professor John Buchanan, alongside Dr Troy Henderson, and Associate Professor Jo-An Occhipinti. Together they produced a report for the union that takes a closer look at the financial circumstances faced by nurses and midwives.
In weighing up several factors, including the devastating impact of the former government’s public sector wages cap, Professor Buchanan found that an ask of 15% is entirely reasonable and justifiable in the contemporary financial climate.
Armed with this strong economic evidence, members of the elected Log of Claims
Scan here to read Escaping NSW Treasury’s Curse nswnma.info/ EscapingNSWTreasurysCurse
Committee, alongside NSWNMA officers, held weekly meetings with the Ministry to progress the asks. Committee members provided detailed, firsthand examples to justify why nurses and midwives deserve more in 2024.
Following several weeks of talks, the Log of Claims Committee members put forward another compelling evidence-based report. The Ministry was presented with a Rapid Business Case, developed in conjunction with Deloitte Financial Advisory, detailing how the government can afford to invest in public sector nurses and midwives.
Running parallel to these talks, a campaign was launched to empower nurses and midwives across the state. The NSWNMA used key public events to highlight the collective fight and successfully amplified campaign messages into the media cycle. Both elements have proven key to setting a solid foundation for escalating industrial action.
The outcomes seen to date underscore the commitment and solidarity of NSWNMA members in advocating for fair pay and conditions.
Scan here to read the Rapid Business Case
The NSWNMA identified an opportunity to draw attention to the pay disparities between New South Wales and Queensland at the Women’s State of Origin Game 2 in Newcastle, held on 6 June.
Almost 70 members from the Central Coast Local Health District and Hunter New England Local Health Districts braved torrential rain to participate. Rallying in iconic blue ponchos at Hunter Stadium, members carried campaign signs and raised their voices, sending a clear message that our neighbours to the north have already “won the state of origin” when it comes to pay and conditions. The response to members was positive, with locals signalling their support on the ground.
These efforts were recognised in local media with members photographed holding ‘Try Harder Treasurer’ signs published across the Newcastle Herald and seen on television including NBN News.
More than 600 kilometres away, Wagga Wagga Base Hospital Branch showed solidarity with those campaigning in Newcastle. An Origin ‘watch party’ was convened at a local hotel, with members from Murrumbidgee Local Health District and Albury Wodonga Health coming together. The campaign watch party was covered by Seven News in Wagga Wagga and syndicated in other regions, including Tamworth.
Attendance in Newcastle was driven by passionate members and one-to-one organising conversations. With assistance from branch officials, the event preparation and execution marked positive early signs in this campaign. In addition, more than 20 new members were recruited in the Hunter New England region.
The Public Health System Award campaign officially launched on 12 June. Approximately 60 nurses and midwives from 16 Local Health Districts gathered in Sydney for twodays of education and training at the NSWNMA head office. Members engaged in workshops covering political strategy, tactical planning, and cross-hospital networking, to lay the groundwork for one of the most significant campaigns public sector members have ever undertaken.
With wages comparatively lower than those in Queensland and Victoria, members have shown they are determined to influence the NSW government to ensure Labor recognises and values them.
On 13 June, members turned their learnings into practical action at the steps of the Ministry of Health in North Sydney.
Coinciding with the Award claim negotiations with the Ministry, members made campaign posters and chanted from the streets below. The efforts of members were captured by the media, with coverage of the rally seen across Seven News, Nine News, Ten News First and the Daily Telegraph. Three members spoke directly to journalists, and their impassioned calls for greater recognition were heard loud and clear.
Members described feeling energised and inspired by the day’s rally. This solidarity action reinforced the value of our educational programs, and it sent a clear message to the Ministry of Health, Treasurer Daniel Mookhey, and the Labor government: our fight for fair wage increases is unwavering. The campaign continues.
Historically, Blue Mountains District ANZAC Hospital (East Wing) has struggled to maintain compliance with its 6.0 Nursing Hours per Patient Day, with levels dipping as low as 4.9 noted by the Reasonable Workload Committee.
Ongoing vacancies on nursing staff rosters, coupled with NHPPD non-compliance, exacerbated the challenge, with bed numbers exceeding funded levels by as much as 10.
Branch members raised their voices by documenting and reporting recurring noncompliance. Local efforts to address the issues, including through bed closures, weren’t enough to secure lasting change. The matter was subsequently escalated and brought to the attention of the NSWNMA. The union notified the Local Health District, and the issue was taken to dispute at the NSW Industrial Relations Commission.
Site visits were conducted regularly, and all stakeholders were kept informed during this time, including the Nurse Unit Manager.
Pressure mounted on management following increased oversight and accountability measures, all enforced by the Industrial Relations Commission. Members showed unwavering advocacy during this time, and ultimately, we were able to see the power of a unified voice in action.
Despite initial concerns, by November 2023, the East Wing achieved compliance with 6.0 Nursing Hours per Patient Day, and regularly surpassed this target. Monitoring work continued through the Industrial Relations Commission, and after three months of consecutive compliance – a record for the East Wing – the dispute was resolved. This was referred to the Reasonable Workload Committee and its members for ongoing monitoring.
These accountability measures were only possible thanks to the brave work of members who spoke up and advocated for the enforcement of bed closures, and sustained compliance.
In recent times, Broken Hill Base Hospital has seen an increase in reported violent incidents. These reports centre around a patient with a history of violence, with more than 100 reported incidents within a three-month period. Staff have reported several injuries, including an incident that resulted in a fractured hand.
After members raised concerns over inadequate security at the hospital, management said it was hamstrung due to resourcing constraints. Management did however concede that the patient was cooperative whenever security measures were in place.
Members subsequently convened a branch meeting to discuss all the options available to them. During these talks, members were informed about their rights and obligations under Work Health and Safety legislation, including the duty to ensure their own health and safety. The right to cease unsafe work in the presence of serious risks was also discussed.
Following this, members passed a resolution confirming their intent to cease unsafe work action within 48 hours if 24/7 security measures were not implemented for this patient.
Hospital management heeded members’ concerns and appropriate safety processes were swiftly enacted. The hospital also met a request for deploying mobile duress alarms to all members in the surgical unit.
This collective action ensured enhanced health and safety measures for members, and exemplifies what can be achieved when members stand united to fight for safety in the workplace.
Fighting privatisation, securing the entitlements of members
Members displayed the power of an active voice during Hawkesbury District Hospital’s welcome transition back to public administration. Under the management of St John of God Health Care since 2015, members identified critical issues surrounding the handling of employee benefits, namely annual leave and long service leave payouts.
In response, the Hawkesbury District Health Service Branch, which had been inactive for several years, swiftly organised to ensure transparency and accountability during this transition.
The Branch established a full Branch Officials complement and recruited 85 new members within four months.
A steward network was established, and regular communication channels with management were set up. This work solidified the Branch’s influence and showed members the early value of collective action.
As negotiations began between union representatives and management, small improvements were seen, however, concerns around leave entitlements remained unresolved.
Despite proposals being put forward to secure a resolution, including a proposal from our Member Rights Centre for a Deed of Release, the impasse persisted, and both sides sought legal consultation.
85
new members recruited within four months
Amidst stalled negotiations and mounting deadlines, the Branch convened a community rally to inspire members, and garner significant support from local MPs and the community. Pressure on the Ministry of Health was amplified, and breakthrough negotiations were reached.
Ultimately, an agreement was secured between NSWNMA representatives and the Ministry of Health. This outcome ensured leave entitlement issues were rectified, and assurances that transition offers would proceed as planned.
Through this collective action, the Branch has strengthened its place in negotiations and members are reenergised to fight for their rights and entitlements.
Members in the Birthing Unit of Westmead Hospital united to show their collective strength after the Western Sydney Local Health District attempted to eliminate 12-hour shifts.
In response, members engaged with the LHD through several meetings, all spurred by urgent conciliation proceedings before the NSW Industrial Relations Commission.
Members within the Birthing Unit advocated for their colleagues and patients by emphasising the benefits of 12-hour shifts, including improved patient care continuity, and better work-life balance for midwives.
Though these arguments were initially met with scepticism, the LHD eventually agreed to allow 12-hour shifts to continue, on the condition that at least 50% of eligible staff members opted for them.
Estia Agreement roundly endorsed following grassroots fight
In June, members at Estia Health voted on their NSW Enterprise Agreement, with 88% endorsing the offer. This followed a strong, member-led campaign that saw significant improvements made on the original offer.
Once ratified by the Fair Work Commission, benefits to members will include:
3% increase to pay and allowancesbackpaid to July 2023 (all staff)
5% increase to pay and allowances –backpaid to July 2023 (Senior AiNs)
3% increase to pay and allowances –from July 2024
3% increase to pay and allowances –from July 2025
Additional 3rd increment for AiN (Qualified)
6 weeks paid parental leave
1 week paid supporting partner leave (when you are not the primary carer)
Additional 1 week of annual leave for Enrolled and Registered Nurses
Ultimately, the LHD conceded there was no substantial evidence to suggest there were adverse effects resulting from 12-hour shifts in the Birthing Unit. As a result of collaboration between the Birthing Unit members and the Westmead Branch, more than 50% of eligible staff signalled their support and intent to take part in the 12-hour shift offering. This led to the LHD backtracking on its plan to cull the shift arrangement.
Further positives were seen following this campaign. Key members of the discussions assumed roles as Branch Stewards, and committed to participating in the Birthrate Plus® review and the 2024 PHS Award campaign for a 15% pay increase.
Additionally, the LHD sought the NSWNMA’s input on a statewide fatigue management policy. This has helped to establish transparency and a decision-making framework regarding the retention or removal of 12-hour shifts.
Consultation rights about care minutes
5 days Union Representative Leave
10 days Family and Domestic Violence Leave
Medical certificate may be required after 5 instances of sick leave without a medical certificate (up from 3 instances)
Employees suspected of misusing sick leave now must be notified in writing, with a right of reply and a review after 3 months
New transition to retirement clause which offers increased flexibility
Agreement to pass on all fully funded government aged care work value wages.
Members are already organising locally to enforce their hard-won conditions, and education sessions are being held to reaffirm their rights under the new agreement. This will help promote transparency and continued accountability in the workplace.
Successes are evident, with Estia Bexley reporting membership growth, and a number of members winning back incorrectly deducted sick leave, which will now be rolled out across the Estia network.
Opal negotiations lead to history-making campaign
Last November, members began negotiating a new NSW Enterprise Agreement with Opal, the largest for-profit aged care provider in Australia. The NSWNMA/ANMF NSW bargaining team, comprised of members from multiple Opal facilities and supported by union officers, met on multiple occasions to pursue members’ claims.
For months Opal refused to budge on key asks around staffing, pay, and improved sick leave. Excluding the federally funded pay boost in the Stage 2 decision of the ANMF’s successful Work Value case, Opal failed to directly pass on a pay rise to its undervalued workforce.
In response, members demonstrated a clear appetite to organise and increase their strength in the workplace. Since the start of this campaign, ten new branches were formed and membership increased 27%.
In March, around 1,700 Opal workers signed a petition calling on the company’s Chief Executive, Rachel Argaman, to better value workers and address their concerns around staffing. The boss subsequently ignored requests to meet with bargaining representatives to receive the petition.
Opal’s answer to this campaigning was to put the proposed agreement, which contained a sub-standard offer, to a vote of staff without striking common ground with the unions. Members who had recently stepped up at sites across the state led a campaign to vote no to this offer. Meanwhile, Opal management used a combination of both ‘carrot’ and ‘stick’ to try to persuade staff to vote yes.
This included deploying donuts and pizza across tea rooms during information sessions. Where Opal felt it necessary, local managers were reported to have used intimidation tactics to coerce workers into backing a yes vote.
32% membership growth in 8 months*
75% new members recruited directly by other members
10 new branches
*Period 1 November 2023 – 30 June 2024
In recognition of the disrespect shown to Opal’s workforce, 55% of the 4,000 members who voted endorsed a ‘No’ outcome. This was a historic moment, marking the first time Opal aged care nurses had successfully voted down an agreement.
Members reconvened on 9 May to decide what next steps would be necessary to see Opal return to the bargaining table with a fair offer. A ballot for protected industrial action was considered, and members voted to carry out a pledge drive. This would see union members commit to taking protected industrial action in support of consistent claims for fair pay, safe staffing, and improvements to sick leave.
During this time, members were trained in peer-to-peer recruitment. They used these skills to encourage all prospective members to join the union to ensure they could participate in the pledge. Approximately 75% of new members who joined during the pledge action were recruited directly by our most active and vocal members.
Following the pledge action, Opal came back to the table with a minimally revised offer, featuring an additional increase of .75% in the first year, lifting the total pay offer to 3% each year of the agreement, with AiNs receiving up to 3.45% in 2023.
Opal also proposed a new care minutes clause which lacked any reference to an enforcement mechanism. At the time of print, there have been no substantive increases in sick leave offered by Opal. Approximately 85% of members surveyed on the new offer indicated they would vote ‘No’ once again if the offer failed to receive further improvements. The campaign fight continues.
In May, nurses and midwives at Ramsay Health Care emphatically rejected their employer’s unfair proposed NSW Enterprise Agreement.
Overall, 81% of votes cast were against the proposal, with 82% of all Ramsay nurses and midwives voting. This outcome also marked the first time in NSW a ‘No’ vote was successful at Ramsay.
Following the vote, Ramsay met with the NSWNMA/ANMF NSW bargaining team. The employer announced it would process the first two pay increases that were previously offered (3.25% from 1 July 2023, and 3.25% from 1 July 2024) as an administrative increase of 6.5% (crucially, without backpay) from the first pay period on or after 1 July 2024.
386 new joins/ rejoins
32% new members recruited directly by other members
66 new branch officials
The NSWNMA/ANMF NSW bargaining team served an amended Log of Claims to Ramsay on 7 June, narrowing the list of improvements members were fighting for in a demonstration of willingness to continue negotiating in good faith.
Since May’s ‘No’ vote, subsequent bargaining meetings have occurred. In response, Ramsay improved its offer, however the negotiations continue.
At the time of print, members voted overwhelmingly in favour of taking protected action, the first of its kind for Ramsay members in NSW. Approximately 67% of members voted in a ballot, with at least 86% of those voting in favour of different forms of action, including potential media events, stoppages, and work bans.
Through this period of organising and campaigning, more than 30 members have stepped up to become branch officials. This signals the power of a united workforce in ongoing campaigns for better pay and conditions.
Delivering accountability on more than $100,000 in underpayments
Throughout 2022 and 2023, members at The Mater Hospital identified systemic administrative errors that had led to the ongoing underpayment of nurses and midwives. The issue was flagged with the NSWNMA, and the union began utilising branch structures to source and collate evidence around the pay issue.
With the assistance of branch members who were familiar with the issue, the NSWNMA was able to identify patterns in the underpayments. This was essential to gauge the depth and scope of St Vincent’s Health Australia’s administrative errors.
As the matter was raised during ongoing bargaining for ratios and fair pay, the union utilised the Enterprise Agreement resolution process, which saw the involvement of the Fair Work Commission.
Amidst mounting pressure from a persistent and sure-footed group of members, SVHA was forced to engage with the union and address the issue. Initially, management made efforts to isolate its rectification work to just those members we had identified as being underpaid, rather than acknowledge any major structural issues in its reporting.
The union and members continued to push for greater transparency, with management eventually making further concessions. SVHA acknowledged it must do better to
72 new joins/ rejoins
52% new members recruited directly by other members
6 new branch officials
reform parts of its payroll system and hired an additional project officer to work with members to rectify the underpayments.
At the time of print, these efforts have seen SVHA pay back $104,000 in underpayments.
Work is ongoing to ensure all payment issues are rectified and regular meetings with management are sought to ensure accountability continues. A branch resolution has also been put forward requesting an audit of the remaining areas of concern.
Throughout this fight, members have seen firsthand what can be achieved when workers and the union come together as a collective to hold employers to account. By raising their concerns through the appropriate legal channels, members sent a strong message to management - you cannot take your workers or their entitlements for granted.
Top five types of leave queries requiring our assistance:
2 Employer investigations issues
3 Pay and payslips
4
69 new contact/responses each day
Responded to an average of 69 new contacts each day from individual members looking for advice and support.
1.1K members supported
Supported 1,198 members during workplace fact finding/disciplinary processes
652 advice + input to workplace changes
Provided expert advice and input to some 652 restructures or workplace changes initiated by employers across public and private health, aged care, and disability services. This includes closures, transmission of business, significant change in services/hours and rosters.
workers’ compensation issues
Assisted 603 members with workers’ compensation issues, including help to obtain return to work/suitable duties.
2.2K issues resolved
Providing the necessary information, guidance, or active support and representation to resolve issues for members and workplaces.
391 employment termination issues
Provided advice or assistance to 391 members with actual or threatened termination of their employment.
967 members assisted with payroll queries
Assisted 967 individual members with separate and individual payroll queries, most involving under or overpayments of salaries and allowances, non-payment of hours worked, and issues with incremental progression.
302 member referrals
Provided 302 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).
The NSWNMA is committed to ensuring members’ pay and conditions are rightfully afforded to them. In times of uncertainty, a dedicated team of Information Officers, Industrial Officers, Member Support Officers, and Nurse-Midwife Advocates are on hand to assist. Here is just a snapshot of this work.
A member who was working for Northern Sydney Local Health District and had been employed in various casual, part-time, and full-time positions continuously since 2016, applied for Paid Parental Leave.
The member’s request was declined and the employer stated the member was only entitled to unpaid Parental Leave because, despite being continuously employed for many years, the member had not been employed in a full-time role for 40 weeks.
The MRC contacted the LHD to no avail, which resulted in a dispute being lodged in the NSW Industrial Relations Commission.
After being notified of the dispute listing at the IRC, the LHD contacted the NSWNMA and expressed concern about having to explain its decision before the independent umpire.
The LHD backflipped on its position and instructed HealthShare to grant the paid leave, and pay backpay in a priority payment, to the member.
The Australian Nursing and Midwifery Federation NSW Branch was contacted by a member who alleged they were sexually harassed in the workplace. The employer’s investigation was inadequate and failed to substantiate the allegations or take action to address the issue and prevent the risk of further occurrences.
it is needed most
The ANMF NSW lodged a complaint at the Australian Human Rights Commission, requesting financial compensation for the member and for onsite sexual harassment training to be provided to all staff and Management.
A settlement was reached with the member, and the employer made an undertaking to provide training on sexual harassment to all staff, beginning with management.
Six figure sum
delivered
The Aged Care Registered Nurses Payment is an initiative of the Federal Government to recognise the integral role of registered nurses in delivering high-quality care for older Australians.
The payment requires employers to make an application for the grant by a deadline in order to be considered.
Members at Provectus Care Pty Ltd contacted the Australian Nursing and Midwifery Federation NSW Branch with concerns their employer had not applied in time, leaving them at a financial disadvantage.
The ANMF NSW wrote to the Grants Health Team making representations on behalf of members, requesting reconsideration of the decision. Arguments were made that the rejection was not in line with the objective and intention of the grant, and the circumstances would have a negative impact on members.
Win
The ANMF NSW received correspondence that the Department of Health and Aged Care had considered the correspondence, and they would accept a late application from the employer. This subsequent application was then accepted. By standing up with the union and fighting for their entitlements, eligible registered nurses across Provectus Care received a total of $187,761.00.
Making workplaces safer
Participated in the development of the Safe Work Australia model Code of Practice for Managing Sexual and Gender Based Harassment
Contributing to the development of an International Labour Organization convention on the Management of Biological Hazards
Involvement with SafeWork Australia, participating in the development of new Work Health and Safety legislation, codes of practice, and guidance materials
Supported the establishment of NSW Industrial Manslaughter laws
Participated in the SafeWork NSW Action Against Hospital Violence Working group
When safety systems failed to prevent assaults on nurses at Shoalhaven Hospital, union Health & Safety Representatives (HSRs) acted decisively to protect members. Supported by the NSWNMA’s Work Health and Safety team, three HSRs used strong enforcement powers and issued nine Provisional Improvement Notices requiring management to implement significant improvements to safety and security. These improvements have led to a sharp downturn in violence at the hospital.
Without the intervention of NSWNMAtrained Health and Safety Representatives, the escalating cycle of assaults on nurses would have continued.
Win
• All nurse requests for security and/or nurse specials must be actioned
• 100 new personal duress alarms purchased and now in use
• All violence or threats of violence are reported to police for action
• Regular Code Black and security drills for staff
• Increase in Security Officer Level 4-trained staff for emergency response
• Patient risk management plans electronic loaded and accessible across the Local Health District
• LHD-wide electronic alert and flagging of high-risk patients
• The convening of a LHD Safety and Security conference
• Development of a strategic plan aimed at ending violence within the workplace, implementation work conducted with HSRs and NSWNMA representatives
A small group of branch representatives from Whiddon aged care secured a breakthrough in the pursuit of safe staffing and workload improvements across the provider’s facilities.
For the first time, WHS laws were used with an aged care provider to ensure NSWNMA members and HSRs were consulted on the implementation of a safety system – one that requires NSWNMA input on staffing levels and skill mix. This is a significant step forward in ensuring long-term safe workloads, staffing levels, and quality of care requirements for residents at Whiddon operated facilities.
Win
• Rostering and resource allocations decided, and revised if needed, with members at each site
• Full transparency for members on how each workplace meets the requirements of Care Minutes and RN 24/7
• ‘Work demands’ committees at each workplace to review staffing levels and workloads, including NSWNMA branch representatives and HSRs
The NSWNMA has been escalating the use of WHS laws to address an increase in violence and aggression in hospitals arising from the ‘social admission’ of NDIS participants with complex behavioural and support needs.
A social admission occurs when a NDIS provider delivers a patient to hospital, and relinquishes care, commonly without notice or a pathway for discharge. This results in extended stays, commonly across several months, without access to NDIS services and facilities. It is increasingly common for patient and nurse health to suffer because of escalating violence and aggression.
• Applying pressure to the National Disability Insurance Agency to speed up approval of services and capital works to enable discharge
• Helped secure NDIA-funded specialist disability support staff to assist with provision of care to NDIS participants in hospital
• Supporting NSW Trustee and Guardian to secure funding for services and facilities of last resort to avoid hospital admission
• Use WHS law to require NDIA, LHD, and NSW Guardian implement a safety system for early notification of people at risk of social admission, and require all parties coordinate actions to prevent these admissions where possible
The NSWNMA has been increasing the support available to HSRs, including:
• Establishing a new HSR section and
The NSWNMA has run a range of WHS education sessions throughout the last 12 months, including:
Five-day HSR training in November 2023 and March 2024
A series of WHS webinars, with a total of 626 registrations:
National Safe Work Month October 2023
• Oct 23 - WHS Rights – HSR’s & Consultation
• Oct 23 - Violence in Healthcare
• Oct 23 - Safe Staffing and Role Overload
• Dec 23 - Hazardous Manual Tasks
• Feb 24 - Occupational Violence
• Apr 24 – Consultation
Managing with Confidence series for nursing and midwifery managers, including:
• May 24 - Risk Management for Managers
• Jun 24 - Psychosocial Hazards
138 current members, with five meetings held in past year
Member actions:
• 25 members attended Annual Conference 2023 to network and observe proceedings
• Members helped to inform the NSWNMA’s submission to the review of the NSW AntiDiscrimination Act 1977
• Members designed an all-member survey on workplace incivility and racism, this is planned for July 2024 and will inform future advocacy work
• Two members participated in an NSWNMA education seminar on 22 March to mark International Day for the Elimination of Racial Discrimination, which occurs annually on 21 March
• Three members attended a photoshoot for the new Nurse and Midwife Health Program Australia service
• A member penned a ‘featured letter’ for The Lamp magazine
• Members trialled and provided feedback on a Vicarious Trauma education program, which is now available to all members on the NSWNMA’s iLearn platform
In 2024, the Midwifery Professional Reference Group merged with the Midwifery Specialty Network, forming the Statewide Midwifery Network. Facilitated by a Professional Officer and a Lead Organiser, this group aims to unify active midwifery members to share essential information, collaborate on necessary actions within midwifery, and provide member voices for submissions.
The group convened for the first time in April and received a presentation on the Birthrate Plus® review currently underway in the Public Health System. Insights from
a recent Maternity Workforce Survey were also discussed at the meeting.
Moving forward, more midwifery members will be engaged and mobilised in support of the public health Log of Claims that was submitted to the NSW government in May.
The group meets bi-monthly and consists of 30 nurses and Assistants in Nursing/ Personal Care Workers actively employed in all aspects of aged care.
The group continues to consider contemporary issues impacting the sector. Participants can provide valuable insights into how the ongoing aged care reforms are impacting those working on the ground. This group continues to work collectively to discuss and escalate concerns in the aged care sector and have them addressed through political and regulatory channels.
Member actions:
• Five meetings in the past year with an average attendance of 12 members
• In late March, members attended aged care activist training in Canberra alongside counterparts from across the country. They also took part in meetings with politicians as part of a campaign to advocate for aged care reforms.
• Members have actively participated in efforts to clarify information around the provision of medications in aged care. Due to unclear guidance and legislation, members have held professional concerns when delegating tasks related to medication administration.
• Members will be requesting to meet with the NSW Minister for Health to discuss the impacts of current legislation on their practise, and to reiterate the provisions aged care workers need in the NSW Poisons and Therapeutic Goods Regulations.
The group has more than 40 members
Member actions:
• Lobbying for Nurse Practitioners to be able to sign Death Certificates and write WorkCover certificates that cover more than three days
• Working to develop a more adaptable and resilient workforce, namely by examining the lack of consistency in university courses
• Funding Continuing Professional Development similar to doctors’ incentives
• Working more closely with consumer groups to broaden advocacy
The Climate Change Activist Reference Group currently has 45 members
The group has met five times over the past year. An average of 6-8 members in attendance at each meeting
Member actions:
• The group has focussed on supporting the Gomeroi campaign against the Santos Narrabri Gas Project. Refer to the Social Justice section of this report for further details.
• CCARG representatives met with Trish Doyle, NSW Parliamentary Secretary Climate Change & the Environment, and Penny Sharpe, NSW Minister for Climate Change, Minister for Energy, and Minister for the Environment. Letters were also sent to David Harris, NSW Minister for Aboriginal Affairs and Treaty, and Ryan Park, NSW Minister for Health.
• Members contributed to the development of the new Position Statement on the Climate Emergency, that was endorsed at the 2023 NSWNMA Annual Conference.
The group consists of 30 members. There have been two meetings over the past year. Those who attended identified key professional issues they intend to advocate for in 2024, including ratios and managing vicarious trauma.
Members were consulted for input on a letter to the NSW Minister for Mental Health, Rose Jackson, regarding concerns in mental health service availability, following a critical incident at Westfield Bondi Junction in April.
Two meetings have occurred with an average of 19 attendees
Actions have been formulated and advocacy work will continue to gather momentum during the remainder of 2024
Members were consulted for input into the National Mental Health Commission’s public consultation on the draft National Guidelines for including Mental Health and Wellbeing in Early Childhood Health Checks
The NSW Maternity Services Alliance continues to meet monthly, maintaining its unique position as the only maternity group with such diverse input, including a strong consumer voice.
Alliance participants include the Chief Midwife of the Australian College of Midwives, representatives from the Country Women’s Association NSW, academics, consumers from Better Births Illawarra and the Maternity Consumer Network, and Mel Briggs, an Aboriginal midwife representing Waminda and Birthing on Country.
Eight meetings have been held over the past year, with a minimum of five attendees. In May, the Alliance convened to determine the following aims for the next twelve months:
• The primary project will be exploring continuity of care and how it can be made attractive for midwives
• Improving paid placements has been identified as a short-term objective
• At time of print, the Alliance was considering recommendations from the NSW government’s Birth Trauma Inquiry and how best to address these, given they will remain a central focus for the group.
The Midwifery Officer Network is an advisory group within the Australian Nursing and Midwifery Federation federal office and is now in its second year of operation.
Over the past 12 months, the NSWNMA has contributed to two major national midwifery projects: Midwifery Futures and Scope of Practice Review. Additionally, the union is collaborating with the Australian College of Midwives on an ongoing project concerning the scope of practice for single qualified midwives.
The work has also encompassed digital health, where specific advice has been provided to enhance midwives’ access to national health data for women.
854 members attended face-to-face professional education
11,000 members utilising iLearn platform
The Professional education team deliver education face-to-face, speciality forums, and online education via webinars and iLearn.
Members have embraced the re-introduction of more face-to-face education, with the aim of visiting more locations. Face-to-face offerings have targeted areas of interest as requested by the membership. This includes mental health nursing refresher courses, mental health first aid, speciality wound care, aged care quality standards, foot care, medicinal cannabis, drugs and alcohol, and responding to elderly deterioration.
Face-to-face education has occurred across the state, including at:
• Waterloo
• Ballina
• Batemans Bay
• Bega
• Blacktown
• Dubbo
• Newcastle
• Nowra
• Orange
• Penrith
• Ryde
• Wagga Wagga
• Wollongong
The NSWNMA is recognised as a professional educational provider and has received numerous requests to provide education at both universities and health care facilities. Building relationships between the union and these external groups has been a priority for the Professional education team. To date, education has been provided on topics such as professional obligations, ethics, documentation and professional boundaries at universities, health services and hospitals, and more.
93,600 hours of Continuing Professional Development completed
The NSWNMA continues to promote iLearn, a free education platform for the membership.
More than 11,000 members currently utilise the iLearn platform
More than 93,000 hours of CPD completed since iLearn’s launch in 2022
The introduction of iLearn has allowed access to targeted learning statewide. The platform has more than 280 e-learnings available which is provided in conjunction with an integrated CPD-portfolio. This has made it even easier for members to meet their CPD obligations.
Performance Assessment
The Professional education team continue to advocate and provide support for practitioners who have been referred for a performance assessment by the New South Wales Nursing and Midwifery Council.
At time of print, 40 practitioners have been referred for education assistance. Ten of these have successfully completed the NMC-directed requirements and have been deemed safe to return to practice. The remainder continue to receive professional support. Assistance for these members includes education planning, face-to-face counselling and assistance, summative assessments, webinar preparation, and assistance with meeting education conditions.
In the past 12 months, eight seminar days have been held, with 410 attendees
The seminar topics include:
• Aged Care
• Medicinal Cannabis
• Child and Family
• Disarming
• Mental Health
• Environmental
• Midwifery
• Wagga Wagga
Unacceptable Professional Workplace Behaviours Road Show
The Midwifery Professional Officers organised a seminar day on the topic of Birth Trauma, attracting the attendance of 100 members. The event was well-received as confirmed by positive member feedback. It was also timely given the expected work around the NSW government’s Birth Trauma Inquiry recommendations. In recognising the strong demand for more midwifery education, we are committed to offering additional educational opportunities in the future.
The student to new graduate series continues to prove popular for nursing and midwifery students who are transitioning into their workplace post studies.
This education was delivered through a series of webinars:
• The Award, rostering and how to read a payslip
• Professional obligations practice
• Annual CPD obligation and reflective practice
Overall, 168 students attended this series.
The Flying Start webinar series has been launched. This education is targeted at nursing and midwifery students who are graduating university and applying for GradStart employment.
This series focuses on applying and interviewing for new graduate positions, and finally registering with the Nursing and Midwifery Board of Australia. The first webinar in the series had 312 students registered.
The Association continues to present a wide range of webinars throughout the year to assist members professionally.
Total attended:
Professional Practice: 383
Lead with Confidence
Student members recruited July 2023June 2024: 2,257
In acknowledging the next generation of nurses and midwives, the NSWNMA values the contribution students make to union campaigns, and their role in raising awareness of our advocacy work for both the nursing and midwifery professions.
• Member Development Officers, with assistance from the Professional Services Team and other NSWNMA staff, have attended university orientations, employment expos, and university information days to promote our student membership offerings.
• There have been 27 student representatives recruited across several universities to liaise with the Member Development Officers, and they are an important aspect of student recruitment efforts.
• Total student memberships at time of print: 5,385
We believe in a universal health care system that provides equitable access to quality care for all Australians without exception.
Key to this is closing the health gap between Aboriginal and Torres Strait Islander people and the wider Australian population.
The NSWNMA is supporting this push for change by ensuring Aboriginal and Torres Strait Islander representatives are a key part of our participation in health-specific initiatives.
History was made at last year’s Annual Conference after Delegates voted to endorse the establishment of a statewide Aboriginal and Torres Strait Islander Member Circle.
Officially formed on 29 January 2024
1,149 members (at time of print)
37 new Aboriginal and Torres Strait Islander members signed up since 2023 Annual Conference
In late 2023, training was held to prepare potential members for official roles within the Member Circle. 17 members attended the formation meeting, which was held in a hybrid format.
The Member Circle has met monthly since its inception, averaging eight members at each meeting.
Community engagement
Since its formation, the Member Circle has moved three motions. These motions have been proposed to support all members with formalising cultural protocols around welcome to, and acknowledgement of, country.
Stakeholder engagement has broadened advocacy opportunities on behalf of members. Some of these activities include:
• November 2023: Attendance at the Western NSW Aboriginal Nurses and Midwives Forum
• November 2023: Aboriginal and Torres Strait Islander Engagement Officer attended an Indigenous Leadership Summit
• November 2023: Attendance at the Congress of Aboriginal and Torres Strait Islander Nurses and Midwives’ Regional Congress in Kingscliff. The NSWNMA’s Aboriginal and Torres Strait Islander Engagement Officer presented on NSWNMA activities being undertaking to support Aboriginal and Torres Strait Islander nurses and midwives.
• January 2024: The NSWNMA held a stall at the Yabun Festival, Australia’s largest one-day celebration of Aboriginal and Torres Strait Islander cultures.
• Numerous roadshows and site visits have occurred in various Local Health Districts including Central Coast, Hunter and New England (lower region) and Mid-North Coast. Meetings took place to promote the Member Circle and engage with members and potential members.
• Ongoing engagement with other peak bodies includes: Aboriginal Community Controlled (Health) Organisations, Aboriginal Health and Medical Research Council, and National Aboriginal and Torres Strait Islander Aging and Aged Care Council.
Collective advocacy actions: 10 Questions to ’ resources for people seeking aged care, each containing safe staffing messaging. This also included First Nations translated resources, as well as
Letter to NSW Minister for Health, Ryan Park, outlining collective concerns regarding the
Submission to the Exposure Draft of the NSW Poisons and Therapeutic Goods , co-signed by 11 key stakeholders
In-home aged care reforms are in early consultation stage at time of publication.
There has been a delay to aged care inhome reforms with the Commonwealth Government releasing information regarding operationalisation and expectations of providers. The NSWNMA, through the ANMF Federal Office, is working with members in the aged care sector to determine what is required for workers to have the requisite resources to work safely
A new federal Aged Care Act has been drafted as recommended by the Royal Commission into Aged Care Quality and Safety. The NSWNMA and its aged care members have been working closely with the ANMF and other states and territories to ensure this, and associated guidance, identifies support systems required for the safety of aged care workers, as well as those receiving care.
Direct Care Minutes have been implemented in residential aged care settings but there is ongoing work required to address a lack of transparency. The NSWNMA has been assisting aged care members to know what the expectations are around staffing level and skill mix, and to have appropriate pathways to raise concerns about staffing shortfalls, and other quality of care issues.
The NSWNMA continues to highlight the importance of Enrolled Nurses as part of the skill mix in residential aged care settings, including establishing ring-fenced Direct Care Minutes for ENs, in addition to, rather than included in existing Registered Nurse minutes.
Medications management in aged care remains a top concern for members and the NSWNMA has lobbied both the federal and state governments for legislative change and better definitions of the differences between administration and assistance with medication.
A grassroots community group, QACAG advocates for quality aged care, including safe staffing. QACAG comprises of current and former nurses, who are current or retired NSWNMA members.
Advocacy actions:
• Attended an aged care forum in Canberra facilitated by Senator Janet Rice, alongside other key stakeholders. This resulted in a co-signed letter to Minister for Aged Care, Anika Wells, and QACAG joining a Community of Aged Rights Activists network to further its advocacy work
• Wrote to Aged Care Quality and Safety Commissioner, Janet Anderson, regarding lack of opportunity to engage in the Consumers and Families Panel, and highlighted concerns regarding ongoing shortfalls in care minutes being delivered, gaps in RN 24/7 coverage in facilities not subject to an exemption, and mass downgrading or removal entirely of Enrolled Nurses from the skill mix
• Wrote to Minister for Health and Aged Care, Mark Butler, expressing concern about the potential privatisation of Aged Care Assessment Team services transitioning to Single Assessment Services, and calling for enhanced funding of these services
Submissions:
• Foundations of the new Aged Care Act, September 2023
• NSW Poisons and Therapeutic Goods
Regulation Exposure Draft, December 2023
Draft new Aged Care Act, February 2024
Strengthened Quality Standards for Aged Care and Associated Framework, April 2024
Aged Care Quality and Safety
Commission draft complaints report
The NSWNMA, alongside two nursing students, met with Federal Education Minister, Jason Clare. During these talks, the barriers and challenges facing nursing and midwifery students who are required to undertake clinical placements as part of their studies were outlined.
The minister was told of the increased stress and higher attrition rates resulting from students being unable to support themselves through casual or part-time work, while undergoing placements. The impacts of increasing cost of living pressures, costs of travel, and the link to placement poverty, were made clear.
In April, the NSWNMA participated in a student forum on paid placements at the University of Newcastle, which was also attended by federal members of parliament.
As a result of our continued advocacy, the Treasurer, in his 2024 Federal Budget, announced nursing and midwifery students would be eligible for a means-tested weekly payment of around $320 while undertaking clinical placements.
There is still more work to be done to address the impacts of placement poverty however, recent announcements show our campaign efforts are leading to steps in the right direction.
Nurses and midwives should be afforded access to decent quality, affordable housing that is suitable for their needs, including within reasonable proximity to work. This is particularly relevant to nurses and midwives because of the nature of their working patterns, including shift work, and the need to cover overtime and emergencies.
The NSWNMA conducted the third of a series of housing affordability surveys, which provided strong evidence of a worsening crisis amongst the 3,000 participating members.
Housing affordability continues to be a major concern for members, and while this stress is more acute in metropolitan areas, it remains a statewide issue.
Key survey findings:
37% respondents were owners and/or paying a mortgage, and 50% renters
13 respondents were currently homeless and 47% were worried about losing their place to live in the future, meaning more than half the respondents were experiencing housing insecurity
More than 80% drive to work, with 47% of respondents spending an hour or more travelling for each shift (i.e. there and back)
69% of respondents indicated they are currently experiencing rental stress (i.e. more than 30% of income is spent on rent and there is difficulty paying other expenses)
76% of respondents indicated a lack of affordable secure housing is a problem for them
90% of respondents want to live near their workplace and the access to affordable housing influences their employment decisions
30% of respondents had previously left employment to access more affordable housing
The NSWNMA is a member of Housing Now! an alliance of unions, academics, faith groups, and businesses united to magnify the voice of community and industry. The group offers the NSW government advice on how to tackle housing affordability by eliminating obstacles to increasing housing supply.
Housing Now! has met with a range of ministers and the Government Architect NSW to advance our members’ agenda. Planning is also underway for a campaign to highlight the cost of not acting on housing affordability. At the time of print, a NSW parliamentary inquiry is being established and the NSWNMA intends to make a submission and seek input from members.
Climate change poses a significant threat to public health. The NSWNMA advocates for strong government action on climate change, supporting campaigns that highlight the health impacts, as well as advocating for sustainable healthcare practices.
The NSWNMA has contributed to several submissions:
• The consultation on the National Health and Climate Strategy (via the ANMF)
• NSW Consumer Energy Strategy: Households
The NSWNMA supports the Gomeroi people in their fight against the Santos Narrabri Gas Project, located in the Pilliga, New England region of NSW, on Gomeroi land. After the National Native Title Tribunal determined that the Santos Narrabri Gas Project could proceed, in direct contradiction of the wishes of the Gomeroi, union members and environmentalists sprang into action.
NSWNMA members have been actively involved in this campaign, attending community rallies in the region and outside NSW Parliament in Sydney. The NSWNMA is also a part of the Unions NSW Pilliga Campaign Committee, formed after Unions NSW affiliates resolved to stand alongside the Gomeroi people.
Gomeroi prevail in their appeal against the Native Title Tribunal judgement
In March, the Federal Court overturned a Native Title Tribunal judgement that had authorised Santos to proceed with the project. The Federal Court’s decision marked a significant milestone in the Gomeroi’s fight against the mining giant. The decision was the first time in the state’s history that a Native Title Tribunal judgement had been overturned on appeal. It also established climate change as a legitimate factor for courts to consider when evaluating the “public interest” in native title cases. While the decision is a major cause for celebration for the Gomeroi people and environmental activists, the fight to have the project cancelled completely remains ongoing.
In June, NSWNMA members were formally recognised for their contributions to the fight to stop Santos’ Narrabri Gas Project. The ‘Standing With Gomeroi’ campaign, co-ordinated by Unions NSW, received the Jack Mundey Award at this year’s NSW Environment Awards, hosted by the Nature Conservation Council of NSW.
The award is presented to a person or group who has contributed ‘the most to cooperation between the conservation movement and the trade union movement’.
This honour is named after Jack Mundey, ‘a visionary who understood the struggles for social justice and environmental justice are part of the same broader project –to preserve human dignity in the face of
COVID-19 demonstrated the work of nurses and midwives is impacted by events at a global level, both directly through the health impacts of a pandemic, but also economically.
How we respond to these challenges is informed and assisted by our affiliations to state, national, and international bodies. Through these entities we have been advocating and acting on behalf of our members, and in solidarity with others.
Through Unions NSW we have been progressing work at a state level. This includes work on NSW government inquiries, such as the review of the Roads and Crimes Acts, which aims to combat the restrictive ‘protest laws’ brought in by the previous government with the support of Labor in opposition.
Repealing the protest laws is crucial to ensuring we maintain our right to hold government and corporations to account without fear of imprisonment and fines. The NSWNMA previously contributed to the Supreme Court challenge that saw components of the laws deemed unconstitutional. We will continue to work with Unions NSW in removing the final aspects of the protest laws.
A key piece of work this year has centred around amending the NSW Industrial Relations Act, alongside Unions NSW and the Industrial Relations Minister. This included the repeal of the wages cap, and the recreation of the Industrial Court which is effective from 1 July. Positive changes within the Act include the return of arbitration on Award negotiations, rather than the Commission being contained to the wages policy and cap. A new object of the Act, which must be considered when deciding wage outcomes, is strategies that enable recruitment and retention of skilled workers where shortages exist. However, disappointingly they will also have to consider the fiscal position and outlook.
Significant reform has also been won as a direct result of our advocacy in partnership with the Teachers’ Federation; we have won a commitment from the government to further amend the Act to include the elimination of the gender-based undervaluation of work as an object of the Act. We will need to continue our advocacy to ensure this becomes a reality when the legislation is tabled later this year.
We continue to support the Gomeroi in their campaign to stop fracking in the Pilliga. This includes contributing to the funding of an Organiser position for the campaign. We are proud the NSWNMA’s very own Peggy Smith, a delegate from Muswellbrook, was successful in being appointed to that position. The campaign to stop this fracking was recognised with the NSW Nature Conservation Council’s 2024 Jack Mundy Award - refer to the Social Justice section of this report for further details.
The elections for Unions NSW executive positions were held this year with Mark Morey returned as Secretary. The NSWNMA’s General Secretary was elected as one of the Vice Presidents, and the Assistant General Secretary elected to the Finance and Governance Committee.
Our campaigning to support the introduction of industrial manslaughter legislation, finally bringing NSW in line with other states, is an example of the ongoing and vitally important work we do through Unions NSW.
The ACTU has been instrumental in securing more than 48 changes to the federal industrial and related Acts over the last two years. These changes have seen improvements such as a positive duty for employers to prevent workplace sexual assault and harassment, improved bargaining a, and more secure work for casuals and gig workers. Importantly for our Aged Care and private sector members, improved rights for workplace delegates mean greater access to the NSWNMA within your workplace and greater protections for delegates carrying out that important work.
The triennial ACTU Congress was held in Adelaide this year. The NSWNMA contributed to policy reviews in areas such as aged care, workers’ capital (superannuation), housing, internationalism, migration, artificial intelligence and data security, tax, trade, and union growth. The NSWNMA was represented by Councillors, members, and staff, many of whom presented in workshops and side events, and a motion on housing during Congress.
The Assistant General Secretary represents the NSWNMA as an Executive Member of the ACTU. This allows advocacy for our members at a national level amongst unions, and to the federal government. This includes participation in the Australian Labor Advisory Committee on Trade, and the Workers’ Capital Advisory Committee.
The General Secretary represents the NSWNMA on the ANMF’s Federal Executive and the ANMF’s Finance and Risk Management Committee. Key work of the ANMF Federal Executive includes the coordination of the national aged care campaign, managing approaches to the nursing and midwifery workforce and scope of practice reviews, and lobbying at the federal level on timely matters such as student poverty.
The ANMF Biennial Conference was held in Sydney on 12-13 October 2023. The meeting set the direction for the ANMF for the next two years.
The NSWNMA Assistant General Secretary chairs the ANMF Midwifery Officers’ Network, which is comprised of professional midwifery officers from each ANMF branch. Meeting monthly, it discusses and progresses issues affecting midwives at a national level. A key focus has been coordinating the advocacy needed within the Midwifery Futures Workforce, and Scope of Practice reviews. Improvements in workloads, work/life balance, pay, and the ability to work to their full scope of practice in varying models of care are all key to rebuilding the workforce, as is ensuring midwifery leadership at all levels.
The ANMF is a member of the National Women’s Health Advisory Council, an advisory body that provides strategic advice and recommendations to government. NSWNMA Vice President, Lorna Scott, provides her insights and expertise to the Council, which is chaired by the Assistant Minister for Health and Aged Care, Ged Kearney.
The Council’s chief ambition is to improve health outcomes for Australian women and girls. It also provides guidance on the implementation of the National Women’s Health Strategy 2020-2030.
In 2023, the Council conducted its #EndGenderBias survey, attracting input from women across the country, healthcare professionals, consumer representatives, and peak stakeholders. This survey is now helping inform policy around gender bias and the barriers women face in our healthcare system.
The WHPWG is an advisory forum on women’s health and the regulation of health products. It brings together the Therapeutic Goods Administration (TGA), health professionals, academics, and patient groups. NSWNMA Vice President, Lorna Scott, makes contributions on behalf of the ANMF.
The forum is held three times a year and examines the evidence used to support the safety, efficacy and quality of medicines and medical devices for women.
The WHPWG provides guidance to the Minister for Health and Aged Care and the TGA, and considerations from the WHPWG are considered as part of the objectives pursued under the National Women’s Health Strategy 2020-2030.
GNU is a collective of nursing unions from around the world. Meeting for the first time in person since the COVID-19 pandemic commenced, the 5 October 2023 gathering discussed the shared experiences and lessons from the pandemic. It was inspiring to hear of the industrial actions taken by global nurses in advocating for improved wages and conditions, and a better healthcare system for all. Held in San Francisco, and sponsored by National Nurses United, GNU provides important solidarity opportunities as we learn from and support each other.
The GNU meeting preceded the NNU’s Triennial Convention, a meeting of over 2,700 delegates and guests. We heard from passionate member across the world. Delegations shared their organising strategies and successes in winning the right to bargain and achieve improvements. The convention called out the rise of fascism in the United States, and the importance of anti-racism work. As well as industrial and professional issues, the NNU’s Convention features a series of workshops that educate delegates on issues such as climate change and artificial intelligence.
PSI is a global union federation of unions that represent public sector workers. PSI’s quinquennial Congress was held in Geneva on 12-18 October 2023, setting the strategic direction of PSI for the next five years.
The NSWNMA was represented by the Assistant General Secretary, and three staff representing work on trade, migration, and young workers. Congress elects the executive leadership of PSI and saw an Australian, Daniel Bertossa, elected as General Secretary, and the NSNWMA’s Assistant General Secretary step down as Titular for Oceania.
Australian affiliates of PSI meet throughout the year via the National Coordinating Committee to progress joint work. Recent work has focused on having Australia ratify ILO Convention 151 (the right for public sector workers to join a union and collectively bargain), anti-privatisation work, and building solidarity with Pacific Island unions on areas such as migration and joint approaches to ACTU policy changes, and the planning for side events at ACTU’s Congress.
The NSWNMA has been leading, or jointly leading, work on PSI’s lobbying of the Australian government to ensure that unions like the Fiji Nurses Association have a voice on worker migration in Fiji and Australia, and on the ILO Convention 151.
Our PSI engagement will progress through the meeting of Oceania affiliates in Fiji later this year, and at the Asia Pacific Regional Congress next year.
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 (“Council”) 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 2023
Less total expenditure (52,956,013) (52,502,144)
Result for the year 3,918,295 (1,711,366)
Remeasurement of retirement benefit obligations - (44,953)
Total comprehensive income attributable to members 3,918,295 (1,756,319)
SUMMARY BALANCE SHEET AS AT 31 DECEMBER 2023
Information to be provided to members or Registrar in accordance with the requirements of the Industrial Relations Act, 1991 [NSW] the attention of members is drawn to the provisions of SubSections (1) and (2) of Section 512 which read as follows:
(1) 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.
Report of the Independent Auditor on the Summary Financial Statements to the members of the New South Wales Nurses and Midwives’ Association
Opinion
The summary financial statements, which comprise the summary balance sheet as at 31 December 2023 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 2023. In our opinion, the accompanying summary financial statements are a fair summary of the audited financial report.
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 16 April 2024. 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.
Council’s Responsibility for the Summary Financial Statements
The Council 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.
Michael Mundt Partner 16 April 2024, Wollongong 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.
www.nswnma.asn.au
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The NSW Nurses and Midwives’ Association acknowledges the Traditional Custodians of this land and recognise their continuing connection to the land, waters and culture. We pay our respects to their Elders past and present.
This Annual Conference Report is printed on Carbon Neutral Paper
Authorised by S.Candish, General Secretary, NSWNMA and Branch Secretary, ANMF NSW Branch