CHANGE THE RULES
AGED CARE
PRIVATISATION
REGULARS
Fair pay campaign picks up steam
Big profits, low tax and poor care
Northern Beaches bungle staff transfer
page 16
page 18
page 20
Your rights and entitlements at work Nurse Uncut – your stories What nurses and midwives said Nursing research online
THE MAGAZINE OF THE NSW NURSES AND MIDWIVES’ ASSOCIATION VOLUME 75 NO. 4 MAY 2018
BRANCHES GET BEHIND RATIOS CLAIM Print Post Approved: PP100007890
p.37 p.39 p.41 p.43
Bali?
COVER STORY
Do you want to escape to
Re
c
i! l w a r a r e n d b d g a o e i h n t t o m e B m u, ew g n g n a a C n to win a 5-night holiday i ruit
The 2017–2018 NSWNMA Member Recruitment scheme prize The winner will experience their very own private oasis in two luxurious villas, with the following inclusions (for two): g Five nights’ accommodation at two super luxe properties located in Canggu, Bali (three nights at Sandhya Villa and two nights at Lalasa Villas) g Return airport transfers and transfers from Sandhya Villa to Lalasa Villas g Breakfast daily g One dinner for two guests at Lalasa Villas g One 60-minute massage for two guests at Unagi Spa g The NSWNMA will arrange return flights for two to Denpasar. You will experience a serene and peaceful holiday away from the hustle and bustle, with Seminyak’s fabulous restaurants and shopping just a stone’s throw away. Relax by your private pool, take a free shuttle service to Berawa Beach or explore the village of Canggu. Recruiters note: Join online at www.nswnma.asn.au. If you refer a member to join online, make sure you ask them to put your name and workplace on the online application form. You will then be entered in to the NSWNMA Member Recruitment scheme draw.
Every member you sign up over the year gives you an entry in the draw! Conditions apply. Prize must be redeemed by 30 June 2019 and is subject to room availability. Block out dates 1–30 August 2018 and 24 December 2018–5 January 2019. Competition opens on 1 August 2017 and closes 30 June 2018. The prize will be drawn on 30 June 2018. If a redraw is required for an unclaimed | THE LAMP MAY 2018 from the original draw date. NSW Permit no: LTPM/18/02955 prize2it must be held up to 3 months
Prize drawn 30 June 2018
CONTENTS Contacts NSW Nurses and Midwives’ Association For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. Sydney Office 50 O’Dea Avenue, Waterloo NSW 2017 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9662 1414 E gensec@nswnma.asn.au W www.nswnma.asn.au
VOLUME 75 NO. 4 MAY 2018
Hunter Office 8-14 Telford Street, Newcastle East NSW 2300 NSWNMA Communications Manager Janaki Chellam-Rajendra T 1300 367 962 For all editorial enquiries letters and diary dates T 8595 1234 E lamp@nswnma.asn.au 50 O’Dea Avenue, Waterloo NSW 2017 Produced by Hester Communications T 9568 3148 Press Releases Send your press releases to: F 9662 1414 E gensec@nswnma.asn.au Editorial Committee Brett Holmes, NSWNMA General Secretary Judith Kiejda, NSWNMA Assistant General Secretary Coral Levett, NSWNMA President Peg Hibbert, Hornsby Ku-ring-gai Hospital Michelle Cashman, Long Jetty Continuing Care Richard Noort, Justice Health
COVER STORY
Branches get behind ratios claim NSWNMA members, voting through their branches, have unanimously supported our Public Health System (PHS) award claim.
Advertising Danielle Nicholson T 8595 2139 or 0429 269 750 F 9662 1414 E dnicholson@nswnma.asn.au Information & Records Management Centre To find archived articles from The Lamp, or to borrow from the NSWNMA nursing and health collection, contact: Jeannette Bromfield, Coordinator. T 8595 2175 E gensec@nswnma.asn.au The Lamp ISSN: 0047-3936 General Disclaimer The Lamp is the official magazine of the NSWNMA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNMA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNMA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Statement The NSWNMA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information, please contact the NSWNMA office. If you are still not satisfied that your privacy is being maintained, you can contact the Privacy Commission. Subscriptions for 2018 Free to all Association members. Professional members can subscribe to the magazine at a reduced rate of $30. Individuals $84, Institutions $140, Overseas $150.
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Average Net Distribution per issue. The Lamp is independently under the AMAA's CAB Total Distribution Audit. Publisher's Statement for the period: 01/04/2016 - 30/09/2016
10 16 18
COVER STORY 2018 Award Claims at a glance
To deliver safer patient care, the NSW government must improve and expand ratios across the state under a simpler, more accountable system.
CHANGE THE RULES Fair pay campaign picks up steam
Thousands of people have hit the streets in support of job security and fair pay.
AGED CARE B ig profits, low tax and poor care
Owners of for-profit aged care companies are doing nicely and can afford to increase the number of nursing staff to deliver the care their residents deserve.
20
PRIVATISATION Northern Beaches bungle staff transfer
The process of transferring public health staff to the privatised Northern Beaches Hospital has left many nurses angry, confused and uncertain about their future employment.
22
CODES OF CONDUCT No need to apologise
25
NURSING HISTORY Bathurst remembers its wartime nurses
False media reports spread myths about new Codes of Conduct for nurses and midwives. Twenty-four nurses from Bathurst and surrounding districts who served in World War I have been honoured by their hometown with commemorative plaques and an art exhibition.’
8
REGULARS
5 6 6 32 37 39 41 43 45 47 49 50
Editorial Your letters Competition News in brief Ask Judith Nurse Uncut Facebook Nursing Research Online Crossword Book Club At the Movies Diary Dates
CHANGE THE RULES
AGED CARE
PRIVATISATION
REGULARS
Fair pay campaign picks up steam
Big profits, low tax and poor care
Northern Beaches bungle staff transfer
page 16
page 18
page 20
Your rights and entitlements at work Nurse Uncut – your stories What nurses and midwives said Nursing research online
p.37 p.39 p.41 p.43
THE MAGAZINE OF THE NSW NURSES AND MIDWIVES’ ASSOCIATION VOLUME 75 NO. 4 MAY 2018
BRANCHES GET BEHIND RATIOS CLAIM Print Post Approved: PP100007890
OUR COVER: Erin Francis and Lennie Murphy Photographed by Gerrit Fokkema THE LAMP MAY 2018 | 3
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DR LISA NISSEN Professor and Head of the School of Clinical Sciences, Queensland University of Technology Quality Use of Medicines – the future for nursing and midwifery in medicines
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MARY CHIARELLA Professor of Nursing, University of Sydney Insights into insight: understanding what is required to be satisfied a practitioner is likely to be safe NEIL SHARWOOD Chief Operations Officer, Australian 3D Manufacturing Association Distributed Manufacturing – applications and impact for the Health Sector
PROFESSIONAL DAY REGISTER ONLINE bit.ly /NSWNMAeducation 4 | THE LAMP MAY 2018
JACQUI CROSS Chief Nursing and Midwifery Officer, NSW Health Chief Nursing and Midwifery Officer Address HANNAH DAHLEN Professor of Midwifery and Higher Degree Research Director, School of Nursing and Midwifery, Western Sydney University Midwives reclaiming their heritage
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EDITORIAL
Brett
Holmes GENERAL SECRETARY
Let’s change the rules on staffing The current rules on staffing in our public health system are clearly not working. Our 2018 ratios campaign aims to change that.
For many, many years NSW nurses and midwives have tried to work positively and constructively with employers to find a way to determine staffing levels that would deliver exemplary patient care in a sustainable way. In 2002 we won a reasonable workloads clause in our Public Health System award that established rules for staffing that were supposed to deliver realistic workloads for nurses and midwives while maintaining high quality and safe patient care. Nurses and midwives were committed to these rules and to making them work. But by 2008 it was obvious to us that they weren’t delivering the reasonable workloads nurses and midwives wanted and needed. This led to our first campaign for ratios between 2008 and 2011. That tremendous campaign delivered a historic win when an outgoing Labor government agreed to ratios determined by a nursing hours per patient day formula calculated in wards or units over a week. The incoming Liberal government honoured that agreement. Ratios were introduced into a large part of the public health system but there were still many areas that missed out. Since then we have campaigned with purpose to have ratios extended more broadly into the rest of the health system. NSW Health and the state government have refused to work with us to that end. Over the last seven years the government has failed to employ anywhere near enough nurses and
‘ It’s up to us to be united in our cause, to convince the public to stand with us and to compel the government to acknowledge the facts – the rules need to be changed in order that we can deliver safe care.’ midwives to ensure safe patient care. Without a change in workforce strategy and without a change in the rules things will get worse. By 2030, the government’s own data predicts a shortfall of 8,000 fulltime registered nurses and midwives in NSW. On our side we have followed the rules and tried very hard to make them work. We have consistently put forward feasible, evidencebased proposals to build on what we achieved in 2011 and to improve and extend the system. Improvements that would be, first and foremost, for the benefit of patients. But our efforts and our goodwill have not been reciprocated. In six hospitals we have analysed closely we found that patients were deprived of 26,000 nursing hours they were entitled to under the current rules. And this, in only six to 12-month periods.
WE NEED A MORE TRANSPARENT AND ACCOUNTABLE SYSTEM We remain committed to ratios. We know they are vital – that they are literally a matter of life or death. We know they save lives. But changes need to be made to the current rules so they work as they were intended. A key goal of our 2018 Public Health System claim is to make the system
more transparent and accountable. To this end, we believe ratios should be calculated on a shift-byshift basis and based on the actual number of patients requiring care. We will continue to fight to have ratios extended into clinical areas which missed out first time around. It is both logical and necessary to build on the base we established in 2011. It wasn’t easy to win ratios in 2011. We campaigned long and hard to achieve them. Since then the state government has resisted against even having a dialogue about the need to strengthen and improve them. So it’s up to us to be united in our cause, to convince the public to stand with us and to compel the government to acknowledge the facts – the rules need to be changed in order that we can deliver safe care. This year International Nurses Day, held on 12 May, has a theme of “Nurses and midwives are voices to lead. Health is a human right”. I wish you all the best on this significant day and let’s respond to that rallying call and join together to fight for the rights of our patients and for the public health system they deserve. ■ THE LAMP MAY 2018 | 5
YOUR LETTERS
Cruise around Sydney Harbour taking in the spectacular
Have your
Say
Letter of the month Vivid Sydney is a feast for the senses & Sydney’s most spectacular outdoor lighting, music and ideas festival. Experience the full canvas of the massive shore side projections along the foreshore from the water. Vivid Lights 2018 is held from 25 May to 16 June 2018.
Captain Cook Cruises exclusive offers for NSWNMA members for Vivid Sydney Vivid Sydney Lights Cruise $23 (normally $42pp). Departing Darling Harbour enjoy a 1 hour cruise nightly during Vivid Sydney (valid 25 May – 16 June 2018). Vivid Sydney 7.30pm Dinner & Drinks Cruise $99 (normally $155 pp). Departing from Darling Harbour, enjoy a 3-course dinner and drinks cruise disembarking at either Circular Quay or Darling Harbour where you can stroll along the Vivid Lights walk (valid 28–31 May, 4–7 June and 12–14 June 2018). To book go to www.captaincook.com.au/sydney-harbourcruises/whats-on-in-sydney/vivid-festival and enter promo code L6EBL8A For one lucky member we are giving away 2 complimentary tickets to the Gold Dinner cruise. Included in the prize is 6 course degustation menu, vintage Australian wines to complement each course, house spirits, beer & soft drinks and live music. Valued at $478* To enter the competition simply provide your name, address and membership number and email your entry with the subject: Vivid Sydney to lamp@nswnma.asn.au
*Conditions apply. Offer valid for the duration of Vivid Sydney 2018 and dates specified. Winning prize must be redeemed by 30 November 2018. Competition entries from NSWNMA members only and limited to one entry per member. Competition April 2018 and 2018 closes 30 April 2018. The prize is drawn on 1 May 2018. If a redraw is required for 6 | opens THE1LAMP MAY an unclaimed prize it must be held up to 3 months from the original draw date. NSW Permit no: LTPM/18/02955
Ecstatic about Mardi Gras Where and how to begin to tell you about my personal experience in being part of the NSWNMA float at the 2018 Sydney Gay & Lesbian Mardi Gras? The thought of being involved in the 40th anniversary of Mardi Gras was one of pure elation as soon as I read the email from Danielle at the NSWNMA. Shortly after expressing interest, I received an email advising that I had secured a spot. I could not contain my excitement! The build-up to the pending parade date was exciting in itself. I felt I had returned to my childhood and was counting the number of sleeps till the parade night, like a child counting the sleeps until Santa arrives on Christmas Eve. We all met at The Trades Hall Auditorium and introduced ourselves (I told everyone that I was Tim from the bush). We even had time to rehearse some excellent choreography by Danielle and Rayan. It is hard being gay in a country area because we do not have the support networks of metropolitan communities. This was one of the contributing factors to my absolute ecstasy and sheer joy at being involved in such a significant Gay Rights celebration. Equality is so important to me. We are as a community now recognised and entitled to the basic human right of being able to love someone of the same gender and it can be legally acknowledged. I am so privileged to have been part of the NSWNMA float and want to thank Danielle and Rayan for all their support. Thanks to the spectators who cheered us along and also thanks to my fellow members who participated and helped to show that the NSWNMA supports gay rights for all members. Tim Snell
If there’s something on your mind, send us a letter and have your say. The letter of the month will WIN a gift card Nurses’ mental health needs
Get your rego in early
Taylor, thank you for your letter (March The Lamp: “A little understanding goes a long way”). I appreciated you speaking up and the focus your letter had – that is, the mental health of nursing students. As a CNE and undergraduate student nurse facilitator for several universities and a nursing college, I do see and understand that many young and also more mature-age students come to a placement with their own mental health issues, which are exacerbated by previous negative experiences on other placements. It takes a few days for the students to settle in to our facility and realise they are in a safe environment where bullying is not allowed, support and guidance is provided by the multidisciplinary team and issues are dealt with professionally, sometimes with reasonable adjustment. I’m pleased to see that the NSWNMA ran a workshop on “How to be an effective Preceptor/ Mentor” on 22 March and hope they had a good attendance. As registered practitioners we have a duty of care to our students to facilitate their learning experiences and support them on this journey. Furthermore, providing support to nursing students in the clinical environment is a nursing standard requirement. I sometimes question the mental health and professionalism of those RNs who mismanage students on placement. The entire issue needs to be examined with care and respect, for all. Georgina Hoddle CORRECTION In the April Lamp we made an error in our captions to photos on pages 10 and 11. On page 10 the photo is of Suzanne Wilson. On page 11, it is Kath Caden. Our apologies!
Letter of the month The letter judged the best each month will win a $50 Coles Group & Myer gift card! Union Shopper offers members BIG savings on a wide range of products! unionshopper.com.au 1300 368 117
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SEND YOUR LETTERS TO: Editorial Enquiries EMAIL lamp@nswnma.asn.au fax 9662 1414 MAIL 50 O’Dea Avenue, Waterloo NSW 2017. Please include a high-resolution photo along with your name, address, phone and membership number. Letters may be edited for clarity and space. Anonymous letters will not be published.
23/02/15 11:53 AM
In regard to Emma’s letter (March The Lamp: “Step it up, AHPRA”), my daughter who graduated last year from nursing was warned in advance many times to register six weeks early before finishing as it would take three months to get her registration. She said it was expensive as a student but got her working sooner. Diana Funnell
Respecting colleagues It was with a sense of despondency that I read Brett’s letter (March The Lamp “More respect for ENs”). I am old enough to have trained in a hospital, where we were taught in our training to “stand aside (or up, if you were seated) for anything in white”. This, of course, meant the doctors and RNs. With the advent of nurses’ training in universities, the status and pay of nurses rose; something I applauded. Sadly, many of my hospital-trained colleagues bemoaned and resented the new “uni grads”, claiming they didn’t have enough hands-on experience. And now, all these years later, I read that ENs are being told “TAFE isn’t as good as university”. Have we not moved on at all? It would be so refreshing if all of us who work in the health care industry, regardless of our positions, would recognise that we all have a valuable part to play, and that what motivates us to work in health is wanting to improve outcomes for our patients. Could we not have the same care and respect for our colleagues? Or are we doomed forever to partake in this destructive horizontal violence? Surely we are better than this. Anne Lenert
Advertise in The Lamp and reach more than 66,000 nurses and midwives. To advertise, contact: Danielle Nicholson 02 8595 2139 / 0429 269 750 dnicholson@nswnma.asn.au THE LAMP MAY 2018 | 7
COVER STORY
Branches get behind ratios claim NSWNMA members, voting through their branches, have unanimously supported our Public Health System award claim.
T
he 2018 claim was put together after months of research and consultation with Public Health System (PHS) members. The vote on the claim was conducted between 19 March and 27 March. One hundred and seventy-eight branches in the public health system supported the claim. None were opposed. NSWNMA Secretary Brett Holmes says the claim seeks to improve and extend ratios across NSW. “Where ratios already exist in the system the claim proposes that they are applied shift-by-shift based on the number of patients in each ward, unit or service,” he says. “This is a major change. Currently ratios are calculated based on patient numbers over a week. “We are proposing a simpler and more accountable way of calculating the appropriate ratio.” Meg Pendrick, Branch President and delegate at Gosford Hospital, says the formula for calculating ratios needs to be much clearer. “Everyone interprets nursing hours-to-patients differently; it is just too open for interpretation. That is not what we originally campaigned for, and a lot of us are scratching our heads,” she says. “We are asking for more transparent and simple ratios. It would be nice to see it more consistent and spread across all areas of nursing, and a more
accurate interpretation.” The 2018 claim does seek to introduce ratios into areas where they are currently lacking, including paediatric and neonatal intensive care units and in emergency departments, emergency medical units and medical assessment units. It will also look to extend ratios to adult, paediatric and mental health intensive and critical care units, and to more mental health units. There is also a claim to introduce a ratios-equivalent system in community and community mental health. Brett says the union’s claim has been influenced strongly by international research and local experience in NSW, Victoria and Queensland. “There are numerous large-scale, well-regarded international studies that show a direct correlation between safe nurse-to-patient ratios and improved patient outcomes. “Those studies are clear: unsafe nurse-to-patient ratios increase the risk of dying. “The studies prove that ratios save lives. In the face of this evidence we cannot remain silent. It is our professional responsibility to advocate for stronger ratios.” Members have also voted for a 4 per cent increase in pay and wage-related allowances per year. The next pay increase is due in July this year.
‘ Studies are clear: unsafe nurse-to-patient ratios increase the risk of dying. In the face of this evidence we cannot remain silent. It is our professional responsibility to advocate for stronger ratios.’ — Brett Holmes 8 | THE LAMP MAY 2018
COVER STORY
YOUR 2018 RATIOS & PAY CLAIM
Vote during 19 – 29 March Will you stand and fight for safe patient care in the NSW Public Health System? Confirm your commitment for better Ratios, improved conditions and a pay rise in 2018!
Gosford nurses want ratios
Your Ratios campaign for safe staffing is vital. All patients in NSW deserve the best care possible, regardless of their postcode, and we know better Ratios are needed to help you deliver safe care.
Gosford nurses want
Your elected Log of Claims Committee has recommended a revised 2018 Ratios and pay claim to improve your conditions.
NURSES AND MIDWIVES DESERVEUnderstaffing A FAIR PAY RISE is rife across NSW hospitals. There
We must maintain pressure on the government to act and deliver better Ratios for NSW now.
Fair pay rise Your elected Committee recommends the NSWNMA seek a 4% increase of pay and wage related allowances per year. Your next pay rise is due in July 2018.
The Every Public Health System Branch must vote on international “Our members have increasinglyOur been asked to do more with less. Yet, their the revised 2018 Ratios and pay claim by no later Ratios system must be more transparent to than 3pm,research Thursday 29 March.on Every Branch increase in productivity has not been rewarded many years.” ensure all nursesfor and midwives can deliver the vote counts and that is why we encourage you to safe care patients require. A legal restriction on public sector wage increases in NSW has affected hold a meeting ratios soon. We cannot remain silent when it comes to safe are currently not enough nurses to patients and Brett says there are many compelling reasons why nurses and midwives in Hold your Branch meeting between it is getting dangerous. 19 – 29 March NSW should get a pay rise. Enough is enough.
Authorised by B.Holmes, General Secretary, NSW Nurses and Midwives’ Association
nurses, midwives and other health workers.
patient care in NSW.
All members should participate in your Branch
as a transparent Ratios system that is applied
We strongly recommend your Branch endorse this
nurse about the 2018 claimstaffing and plan The Liberal–National government imposed the cap in 2011 by overriding discussionsHospital local activities highlight the urgent need for andtopatient mortality, Better Ratios forcapping NSW the Industrial Relations Commission’s powers and wages by law, at better Ratios. have told us you want a fair pay rise, as well nurse burnout, and job a maximum of 2.5 per cent per year You unless trade offs are accepted in return. dissatisfaction.
on a shift-by-shift and based on the actual A cap on nurses and midwives’ wages basis in Britain was recently claim and for all members to join in our campaign Aiken Clarke SP, of patients requiring care. saferLH, Ratios for NSW. It is time the scrapped after health unions and number NHS employers argued it had damaged effort to secure government put NSWDM, patients and their care Sloane Sochalski J, first. The message is clear – Ratios are a matter of life public health services.
Silver JH. JAMA. 2002 NHS Confederation chief executive Niall Dickson said the organisation did International research and local experience in not believe the pay cap was sustainable and NHS employers had a “mounting NSW, Victoria and Queensland shows a direct Nurse staffing and concern about both recruitment andcorrelation retention of vital staff”. between safefrontline staffing levels and Brett Holmes Judith Kiejda and death.
educationAssistant and hospital General Secretary mortality in nine European countries: “Many nurses and midwives are telling us they have ‘a leaving plan’ due to a retrospective Authorised byin Brett Holmes, General Secretary, 16 March 2018 • GSC 29/2018 the unrelenting pressure and the difficulty delivering the careNSWNMA, they believe observational study. P (02) 8595 1234 • 1300 367 962 F (02) 9662 1414 W www.nswnma.asn.au E gensec@nswnma.asn.au patients deserve.” Aiken, LH et al. The Lancet, He says there are also broader economic reasons to support a pay rise. Volume 383, Issue 993, “Organisations as diverse as the Reserve Bank, the International Monetary 24 May 2014, 1824–1830 improved patient outcomes. Ratios do save lives.
Brett says there are similar concerns about recruitment and retention in NSW.
General Secretary
Fund and the ACTU are all saying that stagnant wages have put a brake on economic growth.
“There is no logical reason to maintain the pay cap in NSW. The state government should scrap it and negotiate in good faith with its nurses and midwives for a fair increase in their wages.” ■
‘ We are asking for more transparent and simple ratios. It would be nice to see it more consistent and spread across all areas of nursing, and a more accurate interpretation.’ — Meg Pendrick, Gosford Hospital. THE LAMP MAY 2018 | 9
COVER STORY
2018 Award Claims: at a glance To deliver safer patient care, the NSW government must improve and expand ratios across the state under a simpler, more accountable system. What we need:
Ratio claims atios applied shift-by-shift and R based on the number of patients in each ward, unit or service ● In charge of shift (however named) will not be allocated a patient load and will be in addition to the ratios claim ● Staffing for ‘specials’ to be separate and in excess of mandated ratios or rostered staffing ● Where AiNs and AiMs are appropriate, they will not be allocated a patient load and will be used in addition to the minimum ratios ● Include the same ratio for all adult inpatient medical/surgical wards in all NSW hospitals to ensure patients receive the same level of nursing care, regardless of where they live or are treated ● Introduce ratios in paediatric and neonatal intensive care units ● Introduce ratios in EDs, EMUs and MAUs ●
10 | THE LAMP MAY 2018
I ntroduce ratios in adult, paediatric and mental health intensive and critical care units ● Introduce revised adult inpatient mental health ratios for acute and sub-acute wards or units in general and specialised mental health hospitals ● Extend ratios to more mental health units ● Introduce skill mix and support clinical supervision for inpatient mental health nurses ● Latest perioperative standards to apply to perioperative services across NSW ● Introduce a ratios-equivalent system in community and community mental health ● A new claim to support clinical supervision for community mental health nurses ● Introduce ratios for short stay wards – high volume and day only ● Introduce ratios for drug and alcohol units – inpatient and outpatient
●
COVER STORY
YOUR 2018 RATIOS & PAY CLAIM
Vote during 19 – 29 March Will you stand and fight for safe patient care in the NSW Public Health System? Confirm your commitment for better Ratios, improved conditions and a pay rise in 2018! Your Ratios campaign for safe staffing is vital. All patients in NSW deserve the best care possible, regardless of their postcode, and we know better Ratios are needed to help you deliver safe care. Your elected Log of Claims Committee has recommended a revised 2018 Ratios and pay claim to improve your conditions.
We must maintain pressure on the government to act and deliver better Ratios for NSW now.
Fair pay rise Your elected Committee recommends the
NSWNMA seek a 4% increase of pay and wage I mproved claim for allowances per year. Your next pay rise is due in July 2018. PayThereandrelated maternity services Understaffing is rife across NSW hospitals. are currently not enough nurses to patients and Hold your Branch meeting between ● Introduce additional principles it is getting dangerous. for conditions claims 19 – 29 March Enough is enough. Every Public Health System Branch must vote on maternity services in Birthrate Plus® ● 4 per cent increase in pay wagethe revised 2018 Ratiosand and pay claim by no later Our Ratios system must be more transparent to than 3pm, Thursday 29 March. Every Branch and non-Birthrate Plus® sites ensure and all nurses and midwives can deliver the related allowances year. The next you to vote countsper and that is why we encourage safe care patients require. hold a meeting soon. skill mix for postnatal wards or units We cannot remain silent when it comes safe paytoincrease is due July 2018. All members should participate in your Branch patient care in NSW. ● Introduce guaranteed staffing discussions the 2018 claim and plan ● Pay superannuationabout to nurses and local activities to highlight the urgent need for Better Ratios for NSW arrangements for outpatient clinics better Ratios. You have told us you want a fair pay rise, as well on paid parental leave midwives as a transparent Ratios system that is applied We strongly recommend your Branch endorse this ● Employ 1.4 FTE CNE/CME on a for shift-by-shift basis and based the actual theclaim and for all members join in our campaign ● Ion ncrease minimum noticetofor number of patients requiring care. effort to secure safer Ratios for NSW. It is time the every 30 nursing staff, rostered government put NSW patients and their care first. rosters from two weeks The message is clear – Ratios are adisplaying matter of life and death. across all shifts to four weeks International research and local experience in ● Rosters must be arranged NSW,to: Victoria and Queensland ● shows a direct Increase leave entitlementsJudith fromKiejda correlation between safe staffing levels and Brett Holmes improved patient do save lives. General Secretary Assistant General Secretary n ensure compliance with Clause 53 outcomes. Ratiosfive days to 20 days for nurses and Staffing Arrangements midwives experiencing family violence n ensure training is in paid time ● Days off to be consecutive except by agreement n include paid handover ● NSWNMA and NaMo to work n ensure there is appropriate skill cooperatively over the term of mix: and early career nurses/novice the award to review appropriate practitioners are not to be the remuneration for NUMs/MUMs most senior nurse on shift or allocated in charge ● Enrolled nurses who meet the criteria will be classifed as special ● New principle for staffing reviews grade by personal grading, instead when a ward/unit/service is created, of by appointment reconfigured or there is a change in the model of care. ● Increase in paid parental leave (secondary carer) from five days to 10 days
●
Authorised by Brett Holmes, General Secretary, NSWNMA, 16 March 2018 • GSC 29/2018 P (02) 8595 1234 • 1300 367 962 F (02) 9662 1414 W www.nswnma.asn.au E gensec@nswnma.asn.au
THE LAMP MAY 2018 | 11
COVER STORY
‘ I think we deserve to be better compensated’ — Lennie Murphy
In-charge nurses should be exempt from carrying a patient load in order to provide safer and better-quality care, says Lennie Murphy. Lennie works in the haematology ward of a Sydney hospital and is an NSWNMA branch delegate. “On our ward, the in-charge is one of the more senior nurses and usually looks after the more complex, unstable and unwell patients,” she says. “It is very problematic to also have to carry out the responsibilities of the in-charge nurse, such as supporting and educating junior nurses, liaising with bed managers, and attending to other issues that arise on the ward.” Lennie is also concerned at the use of agency nurses to replace RNs on specialised wards such as haematology. “An agency RN with no haematology experience is not a like-for-like replacement for an RN who may have four or five years of experience in this field. “Our in-charges are not only
12 | THE LAMP MAY 2018
‘ Ratios are so important to ensure quality and safe patient care, which is our main goal as nurses.’ managing the ward and looking after their own patients, they also have to look after patients assigned to the replacement nurse who may not have the appropriate levels of skill and experience. “The result is compromised care, increased burnout and lower staff morale.” While the haematology ward does have ratios, they are based on the midnight census, which does not truly reflect actual ward activity, she says. “We need to carry out the census at different times throughout time to capture the true activity
on the ward.” Though she works in a large Sydney hospital, Lennie says the union should strive to extend ratios to all hospitals throughout the state. “I’m aware we have better staffing than many hospitals outside the city, which is unfair for the patients and staff who don’t have ratios. “Each and every nurse wants to be able to deliver quality care to patients regardless of where they are treated. “Ratios are so important to ensure quality and safe patient care, which is our main goal as nurses.” Lennie says achieving and improving ratios should be the union’s top priority, but it also needs to fight for a decent pay rise. “We often work through breaks and stay back to ensure that patients do get the care they need, which takes a toll on our personal lives. “I think we deserve to be better compensated for making those extra efforts.” ■
COVER STORY
YOUR 2018 RATIOS ‘ Our branch & PAY CLAIM is keen Vote during 19 – 29 March for better ratios’ Will you stand and fight for safe patient care in the NSW Public Health System? Confirm your commitment for better Ratios, improved conditions and a pay rise in 2018!
— Erin Francis
Your Ratios campaign for safe staffing is vital. All patients in NSW deserve the best care possible, regardless of their postcode, and we know better Ratios are needed to help you deliver safe care. Your elected Log of Claims Committee has recommended a revised 2018 Ratios and pay claim to improve your conditions. Understaffing is rife across NSW hospitals. There are currently not enough nurses to patients and it is getting dangerous. Enough is enough. Our Ratios system must be more transparent to ensure all nurses and midwives can deliver the safe care patients require. We cannot remain silent when it comes to safe patient care in NSW.
Better Ratios for NSW
Mental health nurse and branch secretary Erin Francis has been assaulted by patients twice in the last six months. She has been on WorkCover since the most recent assault four months ago, and waits to be cleared to return to her job. She says her ward’s current oneto-four staffing ratio must be improved to ensure a safer environment for patients and staff, with higher quality care. “Better ratios would not eliminate the aggression problem, but they would certainly help us to manage it,” she says. “Having more staff would allow us to run more groups for a more therapeutic and purposeful environment. “It would make it easier to observe and manage any escalation of aggression and we would be better placed to de-escalate situations. “And if things got out of hand and someone was assaulted there would be more staff available to help.”
You have told us you want a fair pay rise, as well as a transparent Ratios system that is applied on a shift-by-shift basis and based on the actual number of patients requiring care.
We must maintain pressure on the government to act and deliver better Ratios for NSW now.
Fair pay rise Your elected Committee recommends the NSWNMA seek a 4% increase of pay and wage related allowances per year. Your next pay rise is due in July 2018.
Hold your Branch meeting between 19 – 29 March Every Public Health System Branch must vote on the revised 2018 Ratios and pay claim by no later than 3pm, Thursday 29 March. Every Branch vote counts and that is why we encourage you to hold a meeting soon. All members should participate in your Branch discussions about the 2018 claim and plan local activities to highlight the urgent need for better Ratios.
‘ More educators are really important, especially in mental health where you’ve got new graduate nurses coming through who haven’t specialised.’
The message is clear – Ratios are a matter of life and death.
International research and local experience in NSW, Victoria and Queensland shows a direct correlation between safe staffing levels and improved patient outcomes. Ratios do save lives.
We strongly recommend your Branch endorse this claim and for all members to join in our campaign effort to secure safer Ratios for NSW. It is time the government put NSW patients and their care first.
Brett Holmes General Secretary
Judith Kiejda Assistant General Secretary
Erin says inadequate ratios are health where you’ve got new made worse because most staff graduate nurses coming through are relatively junior. who haven’t specialised. Authorised by Brett Holmes, General Secretary, NSWNMA, 16 March 2018 • GSC 29/2018 P (02)“We 8595 1234 • 1300 367 962 F (02) 9662 1414 W www.nswnma.asn.au E gensec@nswnma.asn.au have a really poor retention “They need a lot of support rate, partly due to the geographical and often there are not enough location of our hospital in the senior staff on the floor for them expensive eastern suburbs. to learn from.” “We generally don’t keep staff for She says most mental health nurses longer than a few years because understand and support the union’s most nurses can’t afford to stay in award claim. the area. They tend to move to the “Our branch is quite passionate west and get a job closer to home.” about pushing the union claims She thinks improved ratios are the and very keen for better ratios to be most important part of the union’s delivered, because they would mean award claim but says more nurse so much to us.” ■ educators are also an important demand for a specialised area like mental health. “More educators are really important, especially in mental
THE LAMP MAY 2018 | 13
COVER STORY
Our 2018 ratios campaign begins! Nurses and midwives throughout NSW have been coming together to kick off our campaign for improved and extended ratios and a fair pay rise in our Public Health System.
Prince of Wales Hospital started their the campaign with a launch meeting on 19 April. Nathaniel Mitchell told The Lamp: “We are going to be organising an area contingent to march in the May Day rally. We want ratios to be defined really clearly, and to be part of NSW health policy so they can’t be taken away. Over time we’ve been expected to do more and more with the same staff. Members of our Macquarie Mental Health branch in the North Sydney LHD pledge to fight for safe staffing in mental health units during our 2018 campaign.
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“At POW workloads are increasing without increased staffing to match. And we’re also seeing RNs and ENs being replaced with AINs. I used to work in our rehabilitation ward, and the ratios there are one to five during the day, but the biggest issue they have there is if someone calls in sick they would replace an RN or an EN with an AIN. That would leave the nurses with a ratio of one to ten in practice.”
NSWNMA members from Liverpool Hospital were joined by Paul Lynch, the state MP for Liverpool and Charishma Kalyanda, a Liverpool City Councillor, to express their support for our ratios campaign. Brian Grant, Liverpool Hospital Branch President, told The Lamp: “The Liverpool emergency department is probably the second busiest in the state and they are employing ratios of one to four in the subacute area and they really should be at one to three. The other area that is a problem is the maternity unit which counts mothers and their babies as one patient. But the Liverpool maternity unit is a level five unit and takes complicated births. There is a general shortage of experienced midwives too.”
For more information on our campaign Visit the Ratios put Patient Safety First Facebook page at: https://www.facebook.com/ safepatientcare/
COVER STORY
NSWNMA General Secretary Brett Holmes with nurses and midwives at Royal North Shore Hospital who are revved and ready to go on our ratios and pay campaign.
Babies should be counted in staffing Maternity services need staffing ratios that apply to babies as well as mothers, says Stephanie Austin, a midwife at a northern Sydney hospital. “We can’t give good midwifery care with staffing the way it is,” she says. “We are badly understaffed. Midwives are working under extreme pressure and some have resigned as a result. “Ratios should be guaranteed in black and white, not the grey area that applies under the Birthrate Plus® system, which doesn’t reflect the acuity of the women and babies we are seeing. “My ward is funded for 33 beds yet it often goes over census and it is common to have 36 to 38 mothers at any one time.” Stephanie supports the union claim for newborns to be counted as patients for the purpose of determining staff numbers in postnatal wards. “Increasingly, babies require at least as much care as mothers. “Most babies are on regular observation and we have to write notes and fill out care plans for all babies daily.
“For example, we have jaundiced babies on bili beds, babies who need feeding support, babies on sepsis obs and others who need blood sugar levels monitored. “Our midwives are caring for latepreterm newborns who require extra assistance with feeding, blood sugar levels and general observations. “Babies like these are cared for in special-care nurseries in other hospitals.” The union’s award claim also seeks to provide a better staff skill mix in maternity services, which Stephanie agrees is badly needed. “Absent midwives are often replaced with RNs or AiNs, who are unable to take a patient load. This amounts to an increased patient load for midwives. “Student and transitional midwives on the maternity ward often feel overwhelmed with heavy patient loads. It’s unfair that they should be left feeing unsafe, especially because senior midwives don’t have the time to support them. “Junior midwives have a high burnout rate; quite a few have left and others are looking at alternative
‘ We can’t give good midwifery care with staffing the way it is.’ — Stephanie Austin employment options.” She says midwives lack the time to properly educate new mothers. “If midwives had the time to sit with women through a breastfeed and educate new parents on normal newborn behaviours we would have fewer patients being readmitted with issues around jaundice, weight loss and feeding. “Readmissions end up costing the hospital more in the long run.” ■
THE LAMP MAY 2018 | 15
CHANGE THE RULES
Fair pay campaign picks up steam Thousands of people have hit the streets in support of job security and fair pay.
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he union movement’s campaign to change the rules is gathering pace with rallies and marches at 25 locations across Australia. The Australian Council of Trade Unions (ACTU) says Change the Rules will become the biggest mobilisation of working people since the Your Rights at Work campaign more than a decade ago. “People around the country are ready to take action to change the rules and win more secure jobs and fair pay rises,” says ACTU Secretary Sally McManus. “Profits are up, productivity is up, but wage growth is at record lows. We need new rules to balance the power of big business and bring back the fair go for working people.” The ACTU has released a sixpoint plan to ensure a decent pay increase for the 2.3 million workers whose wages are set by awards (see box). The plan also aims to make it easier for the 3.7 million people under collective agreements to negotiate fair pay rises. Stagnant wages have put a brake on economic growth with even the Governor of the Reserve Bank of Australia, Philip Lowe, calling on businesses to lift wages to “boost household incomes and create a stronger sense of shared prosperity”. 16 | THE LAMP MAY 2018
‘ People around the country are ready to take action to change the rules and win more secure jobs and fair pay rises.’ — Sally McManus, ACTU Secretary EMPLOYERS WANT A PAY FREEZE However, Australian employers are not listening. More t ha n ha lf of major employers would like to freeze employees’ wages or offer belowinflation pay rises that are a cut in real terms, according to a recent survey by a leading law firm. The Herbert Smith Freehills bargaining survey in April found that 60 per cent of employers want to grant workers only nominal wage increases or to freeze wages, and many more are looking to cut other conditions from workplace agreements. “The survey will give further ammunition to the union movement, which wants legal changes to increase its bargaining power and has been arguing that big business cannot be trusted to pass on the Turnbull government’s proposed company tax cut,” commented The Guardian newspaper. In other developments, the Minerals Council of Australia has called for a reduction in workers’
powers to strike over the content of workplace agreements and the reintroduction of individual workplace contracts. And another employer group, the Australian Mines and Metals Association, wants to abolish the award safety net, according to The Australian Financial Review. The safety net provides a floor below which conditions of collective agreements cannot fall. ■
TAKE ACTION
Campaign Kit Version II
Go to https:// changetherules.org.au and download Change The Rules campaign kit.
CHANGE THE RULES
‘ These banks hardly need any assistance when their pre-tax profit is over $43 billion and after-tax profit is still very large at over $30 billion.’ — Australia Institute The ACTU’s plan for fair pay increases
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Convert the minimum wage into a living wage so no full-time worker lives in poverty. End wage theft – change the law so working people can quickly recover stolen wages and superannuation. And stop vulnerable workers being ripped off, create strong disincentives for employers to break the law. Increase award rates and narrow the gap between award minimums and collective agreements. About 2.3 million workers are covered by 122 awards that have not moved with community standards or market rates. Introduce new bargaining rules. Current laws give too much power to employers and make it far too hard for working people to negotiate their share of profits and productivity gains. Workers should have the option of bargaining across a sector rather than just company by company. Restore penalty rates to their pre-July 2017 levels and change the law to stop governments or employers ever cutting them again. Secure equal pay for women. Women earn 15.3 per cent less than men over their working lives and this has barely changed over the last 20 years. Women can expect 47 per cent lower retirement savings on average and many will retire in poverty.
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Mounting opposition to tax gift to banks
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lmost 50 economists, academics, and other public figures have signed an open letter calling on political leaders to reject a “race to the bottom” on tax. The letter demands action on ta x enforcement, closing loopholes and ending unfair tax concessions to build a stronger revenue base for the future. The letter was published as the Australia Institute released a report into Australia’s tax affairs. The report said the Liberal– National government’s tax plan would amount to a massive gift to the big four banks. “By the time the tax cuts are fully implemented in 2026–27 the ‘gift’ to the banks will be $3,470 million per annum while the Commonwealth Bank alone will receive an annual gift of over one billion dollars at $1,032 million,” it said. “These banks hardly need any assistance when their pre-tax profit is over $43 billion and aftertax profit is still very large at over $30 billion.”
company tax rate from 30 per cent to 25 per cent for companies earning more than $50 million a year will cost $30 billion over 10 years. It claims this will increase investment, demand for labour and wages. However, the government will do nothing to force companies to invest more, employ more people or increase wages. A poll by The Guardian newspaper in February found that 72 per cent of people would approve of forcing businesses to pass on a certain proportion of their tax cuts as pay rises for their workers. Approval for that trade-off stretched across all voting groups, and across full-time and part-time workers, the paper said. However, Treasurer Scott Morrison flatly rejected the idea. “It is a highly interventionist method. It’s at odds with the way the Liberal and National parties would pursue growth in the economy,” he said. ■
The Turnbull government estimates its plan to cut the THE LAMP MAY 2018 | 17
AGED CARE
Big profits, low tax and poor care Owners of for-profit aged care companies are doing nicely and can afford to increase the number of nursing staff to deliver the care their residents deserve.
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ecent media coverage has exposed widespread sub-standard care in nursing homes along with revelations of elderly Australians getting ripped off by retirement village operators. However, not much has been said about the high profitability of aged care companies and the dubious ways they minimise tax despite relying on government funding. Research by the Australian Nursing and Midwifery Federation (ANMF) shows the six biggest for-profit providers Bupa, Opal, Regis, Estia, Japara and Allity – control about 20 per cent of the aged care market.
‘ The industry can well afford to raise standards of care including adequate staffing levels and better food.’ — Annie Butler
18 | THE LAMP MAY 2018
Their prof it s, gover nment subsidies, market share, resident fees and political inf luence are all growing. They received nearly $2.2 billion in government subsidies, which made up 72 per cent of their revenue, according to the latest figures. In total they reported an annual profit of $210 million. As residents’ acuity increases, the level of funding per bed has increased as well.
Government funding of the industry is expected to continue growing at an average 6.7 per cent per year.
MASSIVE PROFITS SUBSIDISED BY GOVERNMENT ANMF Acting Federal Secretary Annie Butler says some of the for-profit operators are making significant profits from a largely gover n ment-f u nde d i ndu s t r y while failing to employ enough staff and provide decent standards of care. “Our research shows the industry can well afford to raise standards of care including adequate staffing levels and better food,” she says. For-profit providers are also increasing the revenue they generate from residents’ fees. Labour costs have gone up but not as fast as the increase in funding received for higher-need patients. “P rov ider s a re ex ploit i ng workers with higher workloads, and consequently lower levels of care for patients, so they can maintain their profit margins.” While relying on public money the for-profit providers are also using schemes to avoid paying a fair share of tax (see box).
AGED CARE
RECORD PROFITS INE. AGED CAR
AGED CARE OWNERS CLEAN UP
WHILE RESIDENTS SIT IN SOILED PADS
Authorised by A Butler Australian Nursing and Midwifery Federation, 365 Queen St Melbourne.
“While profits go up, tax revenue goes down and the quality of care is comprised in pursuit of even higher profits.”
AGED CARE INCREASINGLY DOMINATED BY BIG PLAYERS Annie says the big for-profit providers are expanding rapidly through both acquisitions and new development. “These companies are driving consolidation in the industry and have a major influence on how nonprofit companies operate,” she says. “It will become increasingly ha rder for sma l l for-prof it companies to compete with their larger rivals.” Most of the companies are looking at providing a range of aged care services beyond traditional nursing home beds. Many are involved in providing home care services and are looking to both home care packages and NDIS funding for additiona l revenue and opportunities. Retirement village operators are expanding aged care beds and aged care operators are expanding independent living options. ■
Tax liability vanishes Despite operating in an industry that relies heavily on government funding, the for-profit aged care and retirement village companies seem adept at minimising corporate income tax. One of the main ways they do so is by using trusts and stapled securities or related corporate structures. Companies are split into a trust or trusts (which own the real estate and/or provide finance and are not subject to corporate income tax), and operating companies. The operating companies are subject to the full corporate tax rate and the trusts are required to distribute profits. This structure allows the trust to charge the operating company excessive rents or lending costs. This generates tax-free profits for the trust and its shareholders while reducing the tax liability in the operating companies. In January 2017, the tax office (ATO) issued an alert drawing attention to the problematic use of stapled structures to avoid tax. The federal Treasury has also released a consultation paper on stapled structures, identifying the same issues. Some of the larger family-owned for-profit aged care providers are owned through family trusts. These families include some of the wealthiest families in Australia who are profiting heavily from government funding for aged care.
THE LAMP MAY 2018 | 19
PRIVATISATION
Northern Beaches bungle staff transfer The process of transferring public health staff to the privatised Northern Beaches Hospital has left many nurses angry, confused and uncertain about their future employment.
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orthern Beaches Hospital is due to open in November with construction reportedly ahead of schedule. Yet the staff transition process did not begin until March this year – at least one year later than expected. Hea lthscope will r un the hospital, and staff transferred from Manly and Mona Vale hospitals will be Healthscope employees. Northern Sydney Local Health District (NSLHD) will be reduced to a purchaser of Healthscope services. For years, public health unions have urged the Ministry of Health and Healthscope to give staff more information about work arrangements and employment conditions at the new hospital, and to start the transition process early. NSLHD belatedly justified the staff transfer delay by saying its contract with Healthscope did not require Healthscope to provide relevant staffing information until six months before transfer. Most Mona Vale nurses and m idw ives were matched to Healthscope positions in the first of four recruitment rounds. However, they had to accept jobs with no detailed job descriptions and without any information about shift arrangements and clinical profiles within their nominated wards or service. Many eligible employees believe they have been disenfranchised
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‘ Despite its opposition to privatisation, the union and its members had “patiently, diligently and constructively” taken part in all aspects of the consultation process.’ — Brett Holmes and/or wrongly excluded from more appropriate positions, said NSWNMA General Secretary Brett Holmes. “This has been compounded by conflicting advice or alternatively a vacuum of information,” he said.
A MISMATCH OF POSITIONS In a letter to Deb Willcox, Chief Executive of Northern Sydney Local Health District, Brett said eligible employees who work in similar or identical positions had been matched with very different positions. Shift workers had been matched with day-worker positions and other staff had been matched with positions that did not reflect their current area of expertise. He said many highly competent intensive care unit nurses felt “abandoned and disrespected” because they had not been matched with ICU positions. Healthscope is giving priority to ICU nurses with post-graduate certificates because under private hospital regulations, at least half of ICU staff must hold a certificate.
A large number of Manly and Mona Vale nurses have worked successfully in ICU without a certificate for many years. Brett said these staff had been given a “vague promise” that concerns would be addressed in later job-matching rounds. Despite its opposition to privatisation, the union and its members had “patiently, diligently and constructively” taken part in all aspects of the consultation process regarding the transition of services and staff. The NSWNMA had urged the Ministry to start the process of transition as early as possible to give people time to consider offers and “rectify errors in approach”, but the Ministry had allowed the process to “dawdle” over several years. Brett urged the NSLHD to give staff more information and more time to make decisions. The NSLHD responded by allowing an extra week for expressions of interest in round one. ■
PRIVATISATION
Nurses and midwives from Manly and Mona Vale Hospitals are unhappy about the transition process to the new Northern Beaches Hospital.
Transition ‘a horrible process’ The Northern Beaches Hospital transition process sounds a warning to staff at other facilities that may face privatisation in the future, says clinical nurse specialist (CNS) Lisa Edbrooke. “It’s been a horrible process to go through and I think it’s really unfortunate that people on the northern beaches will no longer have an acute care public hospital,” says Lisa, who has worked at Manly Hospital for more than five years. “I want other nurses and midwives in NSW to know we need to fight against privatisation. “I’m thrilled for those hospitals that have been saved from privatisation because staff and the community rallied against it and the state government backflipped.” Lisa, a CNS grade 2, has spent all her 34 years of nursing in the public system. She says she is relatively fortunate to be
among the majority of nurses and midwives who were matched to Healthscope positions at the new hospital in the first of four recruitment rounds. “My position at Manly is nurse screener – pre-admissions and, of course, it comes with a detailed job description that clearly defines my role. “However, my job description for the pre-admissions clinic at Northern Beaches is generic for a CNS 1 and 2 and doesn’t give me any idea of what I will be doing. “Also, we still haven’t been told what model of care will apply and what the FTE (full-time equivalent) staffing profile will be.”
A YEAR BEHIND SCHEDULE She has put in an expression of interest for the position, but staff have been told they will not find out whether their expressions of interest have been accepted until late July or August. Manly and Mona Vale staff are expected to move to the new hospital at the end of October. However, the staff transition process is running at least a year behind the promised timeframe. This was laid out in a Healthscope
Lisa Edbrooke
‘ I feel the Ministry and LHD have let us down.’ — Lisa Edbrooke newsletter dated 28 April 2015, which advised: “From 2016 Healthscope will commence detailed work with Northern Sydney Local Health District on the migration of staff and establish a clear and simple expression of interest process for those who choose to migrate. “To fill the remaining vacant positions, the external recruitment process will begin in 2017. Information about jobs will not be available before 2017.” In reality, sketchy job information has only recently become available to staff and the external recruitment process has yet to begin. “When we read the hospital newsletters the news is all very positive,” Lisa says. “But the transition process is way behind schedule, has not been ‘clear and simple’ and it’s left many staff members feeling incredibly disappointed. “I feel the Ministry and local health district have let us down.” ■ THE LAMP MAY 2018 | 21
CODES OF CONDUCT
No need to apologise False media reports spread myths about the new Codes of Conduct for nurses and midwives.
‘ For Aboriginal women, it’s culturally appropriate to have more than one person with the mother in a birthing centre.’ — Janine Mohamed
PHOTOGRAPHY BY TATE NEEDHAM
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he Codes of Conduct for nurses and midwives are worthy documents that rarely make headlines. However, new the new Codes published by the Nursing and Midwifery Board of Australia (NMBA) in March got plenty of media attention. Several news outlets repeated the startling claim that the Codes require nurses and midwives to announce their “white privilege” to Aboriginal and Torres Strait Islander patients before treating them. “Nurses told to say sorry before treating Aborigines” shouted Seven’s Today Tonight in Adelaide. Not surprisingly, it turned out to be a media beat-up based on a misinterpretation of the Code’s guidance on “cultural safety”. The misinterpretation was promoted by one Graeme Haycroft, an anti-union businessman who has set up an alternative nurses’ association in Queensland (see box). The NMBA told ABC TV’s Media Watch that Haycroft’s statement was “completely untrue”. Media Watch agreed the claim was untrue but found there was “some basis” to it because of a statement in the Code’s glossary – not in the Code itself. The glossary says: “Cultural safety represents a key philosophical shift from providing care regardless of difference, to care that takes account of peoples’ unique needs.” “It requires nurses and midwives to undertake an ongoing process of self-ref lection and cultural self-awareness, and an acknowledgement of how a nurse’s/midwife’s personal culture impacts on care. “In relation to Aboriginal and Torres Strait Islander health, cultural safety provides a de-colonising model of practice based on dialogue, communication, power sharing and negotiation, and the acknowledgment of white privilege.”
TAKING CULTURAL NEEDS INTO ACCOUNT The NMBA sought to clarify matters in a statement co-signed by the Australian College of Midwives, Australian College of Nursing, Congress of Aboriginal and Torres Strait Islander Nurses and Midwives and Australian Nursing and Midwifery Federation. “Cultural safety is about the person who is providing care reflecting on their own assumptions and culture in order to work in a genuine partnership with Aboriginal 22 | THE LAMP MAY 2018
and Torres Strait Islander peoples,” the statement said. “The Codes do not require nurses or midwives to declare or apologise for white privilege.” The CEO of the Congress of Aboriginal and Torres Strait
CODES OF CONDUCT
‘ Indigenous patients are about a third less likely to receive the medical care that non-Indigenous patients receive for the same conditions.’ — Dr Yin Paradies
Islander Nurses and Midwives, Janine Mohamed, says cultural safety involves people learning about their own unconscious biases and how they affect the health care they deliver. “Cultural safety training does include examining how Indigenous people have been locked out of the opportunities that most white people take for granted by past policies and this has resulted in intergenerational exclusion and Indigenous disadvantage,” she says. “This means that white privilege is one of the areas that people must explore and understand. “This is what the Codes are asking nurses and midwives to do – to think this through so they do not make incorrect and unhelpful assumptions based on their idea of what is normal for non-Indigenous Australians, particularly white Australians.” Janine says that instead of providing care regardless of difference, such as when people say “I treat everyone the same”, the Codes require care that takes account of people’s unique needs – including their cultural needs. She cites, for example, hospital policies about numbers of people permitted in birthing centres. “For Aboriginal women, it’s culturally appropriate to have more than one person with the mother in a birthing centre. “However, policies are written for the dominant culture rather than our culture.”
ABORIGINAL PEOPLE UNDERREPRESENTED IN POLICY-MAKING She points out that few Aboriginal people are in health care leadership positions with control over policy-making. “We are only 3 per cent of the population and we are not necessarily represented in the care requirements or policies of an organisation.” She says the Codes require nurses and midwives to recognise the importance of family, community, partnership and collaboration in the healthcare decision-making of Indigenous Australians. Janine says nurses and midwives should be aware that Indigenous Australians experience “downgraded care pathways” compared to non-Indigenous Australians with the same symptoms. Dr Yin Paradies, an expert in the effects of racism on health at Victoria’s Deakin University, told The Lamp in
2017 that “more than a dozen” Australian studies found disparities in medical care experienced by Indigenous patients, compared to non-Indigenous patients, after adjusting for a range of medically appropriate factors such as age, sex, marital status, place of residence, etc. “These studies suggest that Indigenous patients are about a third less likely to receive the medical care that non-Indigenous patients receive for the same conditions,” he said. One study showed Indigenous patients were three times less likely to receive kidney transplants. ■
Self-promoter behind renegade ‘union’ Graeme Haycroft, promoter of misleading claims about the nurses and midwives’ Codes of Conduct, is using the issue to publicise a new “nurses’ union” he has set up in Queensland. Haycroft has an unusual history for a union man. The newsletter crikey.com.au noted that, in 1992 The Melbourne Age reported Haycroft provided non-union labour to employers involved in industrial disputes. Haycroft was, the report said, a former member of the Joh-for-PM push, a member of the anti-union H R Nicholls Society and a former chairman of the Queensland Liberal National Party’s Industrial Relations and Employment Policy Committee. “In 1993, Haycroft spruiked a plan to get unemployed young people in southern Queensland working as contract labour for $3 or $4 an hour and set up union-free building sites on the Sunshine Coast,” Crikey reported. “He has dabbled in his own unions before, including referring to himself as the ‘inaugural secretary of the Private Teachers Professional Association of Queensland’.”
THE LAMP MAY 2018 | 23
FINANCIAL
New South Wales Nurses and Midwives’ Association Summary of Financial Information for the Year Ended 31 December 2017
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he financial statements of the New South Wales Nurses and Midwives’ Association have been audited in accordance with the provisions of the Industrial Relations Act 1991, and the following summary is provided for members in accordance with Section 517(2) of the Act, as applied by section 282(3) of the Industrial Relations Act, 1996. A copy of the Financial Statements, including the independent Audit Report, will be supplied free of charge to members upon request. Certificates required to be given under the Act by the Accounting Officer and the Committee of Management have been completed in accordance with the provisions of the Act and contain no qualifications.
SUMMARY FINANCIAL STATEMENTS
SUMMARY STATEMENT OF PROFIT OR LOSS OR OTHER COMPREHENSIVE INCOME 2017 ($) FOR THE YEAR ENDED 31 DECEMBER 2017 Membership revenue 35,731,324 NursePower fund subscriptions 3,970,143 Reversal of Impairment Provision – Land & Buildings Other income 2,926,638 Total income 42,628,105 Less total expenditure (38,609,364) Result for the year 4,018,741 Net fair value movements for available-for-sale financial assets Remeasurement of retirement benefit obligations 255,414 Total comprehensive income attributable to members 4,274,155
THE AUDITED FINANCIAL REPORT AND OUR REPORT THEREON
SUMMARY BALANCE SHEET AS AT 31 DECEMBER 2017 Total equity 46,083,103 Represented by: Current assets 20,079,128 Non-current assets 32,220,678 Total assets 52,299,806 Current liabilities 6,119,678 Non-current liabilities 97,025 Total liabilities 6,216,703 Net assets 46,083,103 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 Sub-Sections (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. 24 | THE LAMP MAY 2018
2016 ($) 34,004,364 3,778,262 2,083,769 1,831,210 41,697,605 (37,583,222) 4,114,383 115,878 249,884 4,480,145
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. We expressed an unmodified audit opinion on the audited financial report in our report dated 10 April 2018. Our Independent Auditor’s Report to the members on the Financial Report did not contain any particulars of any deficiency, failure or shortcoming as referred to in the Industrial Relations Act 1991 [NSW], as applied by Section 282(3) of the Industrial Relations Act, 1996.
COMMITTEE OF MANAGEMENT’S RESPONSIBILITY FOR THE SUMMARY FINANCIAL STATEMENTS
The Committee of Management is responsible for the preparation of the summary financial statements.
AUDITOR’S RESPONSIBILITY 41,808,948 22,252,998 31,407,006 53,660,004 11,123,840 727,216 11,851,056 41,808,948
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 2017 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 2017. In our opinion, the accompanying summary financial statements are a fair summary of the audited financial report.
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.
Daley & Co
Chartered Accountants
Stephen Milgate
Partner
10 April 2018, Wollongong Liability limited by a Scheme approved under Professional Standards Legislation
A copy of the Financial Report, including the Independent Audit Report, may be found on the Members page of the website www.nswnma.asn.au or can be obtained upon written application to: Brett Holmes, General Secretary, New South Wales Nurses and Midwives’ Association, 50 O’Dea Avenue, Waterloo 2017.
NURSING HISTORY
Bathurst remembers its wartime nurses Twenty-four nurses from Bathurst and surrounding districts who served in World War I have been honoured by their home town with commemorative plaques and an art exhibition.
T
he plaques were organised by the Bathurst District Historical Society, with the assistance of the Department of Veteran Affairs. A ceremony to honour the nurses held on 9 March also included the opening of an exhibition about the 24 nurses, at the Bathurst District Historical Society Museum. One of the nurses, twenty-sevenyear-old Muriel Wakeford – one of only two Australian nurses at Gallipoli – was aboard the British medical ship HMHS Gascon, when troops landed at Gaba Tepe on 25 April 1915. “In a letter home Muriel makes the comment that they were so close to the beach that the ship’s decks were sprayed with shrapnel,” says Andrew Fletcher, the Military Curator of the Bathurst District Historical Society. In her diary entry for that day, Muriel describes the fateful landing: “We arrived two hours before dawn with the Gascon stationed a few hundred yards from the beach. No anchors were dropped. All lights were out and sound kept to an absolute minimum ... In silence the troops transferred to lifeboats and small craft, which were towed or rowed towards the narrow beach off Gaba Tepe as rapidly as possible. As dawn broke, through field glasses I watched our troops arrive at the narrow, sandy beach, surrounded by fearsome high cliffs where they had to land.” Muriel then describes the poorly organised evacuation of the
‘ Another one of the nurses who served was Maude Kellett, the first President of the ANF.’
Sister Muriel Wakeford and Raymond Sargeant wounded: “The wounded came down to the shore in an endless stream. Accommodation on the hospital ship Gascon soon gave out. [Then] there seemed to be no one in charge of directing wounded men to any one ship in particular.” Muriel was born in Bathurst, and she trained at Sydney Hospital. She became the matron of Cooma Hospital and later at Berrima (now Bowral) District Hospital. She enlisted on 7 November 1914 in Sydney, making her one of the youngest nurses to serve with the Australian Army Nursing Service (AANS) in the war.
NO FRATERNISING WITH THE OFFICERS The Bathurst nurses served as volunteers with either the AANS or the British Queen Alexandra’s Imperial Military Nursing Service, assisting the medical staff, and providing care and comfort to the
wounded soldiers and civilians of many countries. “Muriel describes the ship’s trip to Cairo, which was pretty much three days of hell,” Andrew Fletcher says. In her diary she writes about leaving for Lemnos with almost 600 wounded men in the wards or lying on the decks, when the ship’s carrying capacity was 300. In researching Muriel’s history, Andrew discovered that “when she joined the Gascon, the British Matron greeted her with a reminder that the Captain did not want his officers to fraternise with colonial nurses. But Muriel ignored the warning, and she and one of the naval lieutenants on the Gascon, Raymond Gustave Sergeant, became a secret couple”. Raymond and Muriel married on 28 June 1916. In accordance with military regulations about married women, Muriel had to resign from the AANS. “Another one of the nurses who served was Maude Kellett, the first President of the ANF,” says Peg Hibbert, an NSWNMA councillor who attended the ceremony and laid a wreath on behalf of the Association. ■ THE LAMP MAY 2018 | 25
Nurses & Midwives Health turns one Celebrating with NSWNMA
Caring for the carers
To mark the beginning of our first birthday celebrations, we visited the NSWNMA Head Office in Waterloo. Thank you to everyone who attended and enjoyed some cake with us.
Nurses & Midwives Health came to life just over a year ago, providing nurses and midwives across Australia a health fund to call their own.
We’re excited to be continuing our birthday celebrations at hospitals across the state. Be sure to say hello if you see one of our Business Development Officers at your hospital.
Nurses & Midwives Health understands your work, and all the pressures that come with it, and we believe your health insurance should work hard for you. That’s why our tagline is ‘caring for the carers’. We’re proud to be the only health fund exclusively for nurses, midwives and their families. You can rest assured that we’ve got your back.
We’re for members Nurses & Midwives Health is a not-for-profit health fund, which means we can focus on the important things – like making sure our members get the best possible value.
The NMH team started the celebrations by cutting the cake...
(from left to right) Brett Holmes – General Secretary, NSWNMA Maree O’Halloran – Chair, NMH Judith Kiejda – Assistant General Secretary, NSWNMA Brad Joyce – CEO, NMH ...all joined our celebrations
As we continue to grow, our members remain at the heart of everything we do; not just now and again, but every single day. And the good news? NSWNMA members and their families are eligible to join us for the terrific twos!
Visit nmhealth.com.au or call 1300 344 000
26 | THE LAMP MAY 2018
Why Nurses & Midwives Health is the health fund for you Over the past few months you would’ve heard lot about private health insurance, especially with the premium increases which occurred on 1 April. We know premium increases aren’t welcome news. As you know, health insurers increase their premiums each year to cover a number of issues, including the increasing cost and use of medical services, cost of living and our ageing population. Nurses & Midwives Health has worked hard to keep our premiums as low as possible. It’s a fine balance to get the right outcome – we need to address those issues mentioned above, we need to continue operating strongly (that is, provide quality health insurance products) and, importantly, we need to ensure prices are affordable for our members. This year we’ve delivered one of the lowest premium increases in the industry. Our average increase of 3.22% is below the industry average of 3.95% and ahead of the big health insurers BUPA (3.99%), NIB (3.93%) and Medibank (3.88%).
So, what are your health insurance dollars giving you? •
Greater control – If there’s one thing you want to be in control of, it’s the health of you and your family. With Hospital cover you can pick your doctor and when and where you’re treated.
•
Getting better, sooner – You can avoid hospital waiting lists and get the treatment when you need it.
•
Management of your health – Keep on top of your health with Extras cover. Prevent or fix health issues by visiting the dentist, optometrist, chiro, physio and more.
•
Peace of mind – You have something to fall back on when the unexpected happens. It’s like the peace of mind offered with other types of insurance (car or house), instead this time it’s about the health of you and your family.
•
Less taxes and loadings – think Medicare Levy Surcharge and Lifetime Health Cover. The sooner you have private health insurance, the less you’ll have to pay down the track. Also, take advantage of the Australian Government Rebate on Private Health Insurance (if eligible). THE LAMP MAY 2018 | 27
See how our prices compare with some of the major health funds in NSW: HEALTH FUNDS
TOP FAMILY COVER
Nurses & Top Hospital + Top Extras Midwives Health
MONTHLY CONTRIBUTION*
SWITCH AND START SAVING
Monthly $428.04 savings
Annual savings
Medibank Private
Complete Hospital + Top Extras 70
$516.50
$88.46
$1,061.52
Bupa
Top Hospital + Gold Extras
$565.43
$137.39 $1,648.68
HCF
Premium Hospital + Platinum Extras
$523.96
$95.92
$1,151.04
NIB
Top Cover
$576.55
$148.51
$1,782.12
Visit nmhealth.com.au or call 1300 344 000 * Eligibility criteria and conditions apply. Comparison based on price only. Contributions are quoted for a family and include no Lifetime Health Cover loading and include the 25.415% Australian Government Rebate on Private Health Insurance. Rebate levels vary from 0.00% to 33.887% which you can change when you get a quote. Rates are effective as at 1 April 2018 and are sourced from privatehealth.gov.au. Nurses & Midwives Health Pty Ltd ABN 70 611 479 237. A Registered Private Health Insurer. NMH-LAMP-05/18
28 | THE LAMP MAY 2018
Anatomy of nurses & midwives A mind that’s always assessing Great sense of humour Aching Back
Eyes that have seen it all
Warm heart Empty stomach
Dry, chapped hands
Full bladder
Mystery stains on uniform
Tired feet
Join Join in in the the fun fun and and follow follow us us on on
nmhealth.com.au nmhealth.com.au THE LAMP MAY 2018 | 29
THE CHOICE FOR NURSING Advance your career with a postgraduate course at the top ranked Nursing School in Australia by the Center for World University Rankings. To learn more and register for a postgraduate information session visit westernsydney.edu.au/postgraduate
OMAC2615LampMagWSU_halfpage.indd 1
10/04/2018 1:17 PM
Scholarships for the academic year 2019 Applications for the Edith Cavell Trust Scholarships are now being accepted for the academic year 2019. Members or Associate Members of the NSW Nurses and Midwives’ Association or the Australian Nursing and Midwifery Federation (NSW Branch) are invited to apply. All grants, awards or loans shall be made to financially assist nurses, midwives, assistants in nursing, assistants in midwifery (including students of those disciplines), and accredited nursing or midwifery organisations, schools and faculties in the furtherance of: (i) accredited nursing or midwifery studies; (ii) such academic research programs as are approved by the Trustees in the theory or practice of nursing or midwifery work; or (iii) clinical nursing education programs at graduate, post-graduate and continuing education professional development level; in accordance with a number of categories. Full details of the scholarship categories, how to apply and to obtain the official application form is available from the NSWNMA website. Prior to applying, please ensure you have read the Edith Cavell Trust Scholarship Rules.
www.nswnma.asn.au – click on ‘Professional’ 30 | THE LAMP MAY 2018
For further information contact: Scholarship Coordinator – The Edith Cavell Trust, 50 O’Dea Avenue, Waterloo, NSW 2017 T 1300 367 962 E edithcavell@nswnma.asn.au
APPLICAT CLOSE 5PMIONS 31 JULY 20 ON 18
OBITUARY
VA L E
Rosemary Snodgrass
R
osemary Snodgrass – a highly esteemed St George Hospital graduate nurse and health professional – passed away peacefully on 5 March at St Vincent’s Hospital. Rosemary graduated from St George Hospital in 1966. She undertook her midwifery certificate in Adelaide. She then returned to Sydney to complete her Tresillian certificate in 1968. Rosemary joined the inland mission and was posted to Oodnadatta, where she very quickly learned to turn her hand to anything. Rosemary returned to St. George Hospital in 1973 when she became a Clinical Nurse Educator. In 1980 she gained her diploma of nursing administration at Cumberland College and in 1984 was promoted to Director of Nursing at St. George hospital – a position she held for 5 years. From 1989–1999 Rosemary was the Director of Nursing at Royal North Shore Hospital. On her retirement from Royal North Shore she became an ACHS (Australian Council on
Health Care Standards) surveyor and a trained coordinator in 2001. In that role she travelled to all states and territories, accrediting hundreds of hospitals and health care services. Rosemary was highly regarded for her strong commitment to quality improvement in the health care system. In 2017 Rosemary was awarded the highest and most prestigious award of the ACHS – a gold medal – which recognises stand-alone contributions an individual has made to improving quality health. Rosemary was a fellow of both the Australian College of Nursing and the Institute of Nursing Administration, and Deputy President of NSW Nurses Regional Board. She was also made a Johnson & Johnson/ Wharton fellow. Rosemary remained a loyal and active member of the St George Hospital Graduate Nurses’ Association and never missed an annual reunion until last year due to her illness. ■
THE LAMP MAY 2018 | 31
NEWS IN BRIEF
BRITAIN
NHS staff win 6.5 per cent pay rise The British government has yielded to years of pressure by nurses and other health staff and offered a pay rise beyond 1 per cent for the first time in 8 years. More than one million NHS staff, including nurses, have been offered pay increases of at least 6.5 per cent over three years with some getting as much as 29 per cent, reports the British Broadcasting Corporation. Twelve health unions have agreed to put the offer to members with the results of the vote expected by July. If they agree it will be backdated to April. “It won’t solve every problem in the NHS, but it will go a long way towards making dedicated health staff feel more valued, lift flagging morale and help turn the tide on staffing problems,” said Sara Gorton from UNISON and the lead negotiator for the health unions. Nurses’ and midwives’ pay have been strangled in recent years by a 1 per cent pay cap. The Royal College of Nursing claims average pay for nurses has fallen by more than 14 per cent in real terms since 2010. The new agreement is complex: • Half of staff will get a 6.5 per cent pay rise over three years • The other half will receive rises of between 9 per cent and 29 per cent because they are not at the top of their pay bands • The lowest full-time salary – paid to the likes of cleaners, porters and catering staff – will rise by 15 per cent to more than £18,000 • A nurse with one year’s experience would see her basic pay rise by 21 per cent over three years, giving her a salary of up to £27,400.
‘ It won’t solve every problem in the NHS, but it will go a long way towards making dedicated health staff feel more valued, lift flagging morale and help turn the tide on staffing problems.’ — Sara Gorton, UNISON
AUSTRALIA
Turnbull’s Family and Domestic Violence Leave is inadequate Five days-unpaid leave is not nearly enough for women to make themselves and their families safe from violence. The five days of unpaid Family and Domestic Leave (FDV Leave) announced by the Turnbull government last month is a very small step in the right direction but doesn’t provide nearly enough time or money to ensure women experiencing violence can make themselves safe and protect their families, say unions. Research shows that it takes significant amounts of time and money to leave a violent environment. There is a significant expense for truck hire, removalists, new schools, childcare, police and court appointments – all to be done in business hours. According to research, leaving an abusive relationship and finding a new, safe place to live costs on average $18,280 and takes 141 hours. The Turnbull government has granted 40 hours unpaid. Unions have been seeking a minimum 10 days FDV Leave to assist working people experiencing violence. “The Turnbull government’s proposal is five days of no income. Nothing to help pay the lawyer’s bill, nothing to help move to a safer home, nothing to keep the lights on,” said ACTU Secretary Sally McManus. “No worker should have to choose between keeping their job and keeping their family safe. “The Turnbull Government needs to do more to assist women, who are being killed every week by abusive partners.”
‘ The Turnbull government needs to do more to assist women, who are being killed every week by abusive partners.’ 32 | THE LAMP MAY 2018
NEWS IN BRIEF
AUSTRALIA
Private health insurance “unaffordable” More than three-quarters of Australians with private health insurance struggle to meet the cost of their policies, according to a report by the consumer advocacy group Choice. In the survey, private health insurance was named as the second greatest concern in terms of cost-of-living expenses, behind electricity. “A lot of people do want private health insurance, but the sad fact is that it’s just becoming unaffordable,” a Choice spokesman, Tom Godfrey, told The Guardian. Private health insurance premiums increased by 3.95 per cent from the beginning of April – an extra $143 a year for a family and $73 a year more for a single person. Premiums have increased by an average of 5.6 per cent every year since 2010. Tony Godfrey said Australians appeared to be at a tipping point in their view of private health insurance.
AUSTRALIA
Tax concessions for rich cost us $135 billion a year A report commissioned by Anglicare has found that eight of the largest tax concessions and exemptions cost the public purse just over $135 billion a year in lost revenue. These tax concessions and exemptions all disproportionately benefit high income and high wealth households, the report found. “The Cost of Privilege report finds that tax exemptions on private healthcare and education for the wealthiest 20 per cent cost over $3 billion a year, superannuation concessions to them cost over $20 billion a year, and their Capital Gains Tax exemptions cost a staggering $40 billion a year,” said Anglicare Australia Executive Director Kasy Chambers. “Compare that to the annual cost of Newstart, which costs just under $11 billion a year. “Following the latest round of welfare cuts, these numbers tell us that something has gone badly wrong – we have become a country that cuts from the poorest to give to the richest.” Emma Dawson, Executive Director of Per Capita, a think tank that conducted the research, said the report’s findings would shock many Australians. “Too often, the political narrative around our tax and transfer system demonises the most disadvantaged Australians, and portrays taxpayers as unduly burdened by the cost of our tightly targeted welfare system,” she said. “Australians will likely be shocked at what the wealthy cost the rest of us.”
‘ Something has gone badly wrong – we have become a country that cuts from the poorest to give to the richest.’ — Anglicare
“We’re seeing people dropping out of the private system, and our research has shown that that is because it’s too expensive,” he said. Meanwhile The Australian reports that members of health insurance funds will need legal protection from unexpected tax debts after “an extraordinary misinterpretation of insurance rules”. Twelve insurers are offering benefit restrictions that include waiting periods made illegal when Tony Abbott was health minister in 2007.
‘ We’re seeing people dropping out of the private system, and our research has shown that that is because it’s too expensive.’ — Choice
FIND OUT MORE Read the report: at http://www.anglicare.asn.au/ THE LAMP MAY 2018 | 33
NEWS IN BRIEF
WORLD
Climate change will cause mass internal migration The worsening impacts of climate change could see over 140 million people move within their countries’ borders by 2050, a new World Bank report has found. The report, Groundswell – Preparing for Internal Climate Migration, is the first and most comprehensive study of its kind to focus on the nexus between slow-onset climate change impacts, internal migration patterns and development. The study warns of “a looming human crisis” in three developing regions of the world: Sub-Saharan Africa, South Asia, and Latin America. It predicts that climate change will create “hotspots” where people will pour into already crowded slums. It says that unless urgent climate and development action is taken globally and nationally, these three regions together could be dealing with tens of millions of internal climate migrants by 2050. These internal migrants will be “forced to move from increasingly non-viable areas of their countries due to growing problems like water scarcity, crop failure, sea-level rise and storm surges”. World Bank CEO Kristalina Georgieva says there is a “small window now before the effects of climate change deepen, to prepare the ground for this new reality”. She says with concerted action – including global efforts to cut greenhouse gas emissions and robust development planning at the country level – the worst-case scenario of over 140 million could be dramatically reduced by as much as 80 per cent, or more than 100 million people.
‘ There is a small window now before the effects of climate change deepen to prepare the ground for this new reality’ — Kristalina Georgieva, CEO, World Bank
FIND OUT MORE Read the report at: http://www.worldbank.org/
ARE YOU A REGISTERED NURSE? Healthcare in the Northern Territory promises career progression and training in specialist areas such as emergency, theatre, and medicine. VACANCIES OPEN NOW, visit OURLIFEOUTHERE.NT.GOV.AU
34 | THE LAMP MAY 2018
NEWS IN BRIEF
AUSTRALIA
Public Service head calls for “workers on tap” The controversial Australian Public Service (APS) Commissioner John Lloyd is on a crusade for a “more flexible workforce” in the public sector.
AUSTRALIA
Inquiry into vocational education long overdue The Abbott/Turnbull governments have butchered the VET sector, with apprenticeships falling by 35 per cent. The ACTU has welcomed an ALP plan for a National Inquiry into Post-Secondary Education should it win office, saying that the vocational education and training (VET) sector in particular is in urgent need of reform. The Abbott/Turnbull Government has cut public funding for apprenticeships by a billion dollars, and the sector as a whole has seen a 30 per cent reduction in its funding over the last decade. When the Coalition was elected in 2013 there were 413,000 apprentices in training in Australia. But by June last year, that had dropped to 268,600 – a 35 per cent reduction in apprentice numbers. ACTU Assistant Secretary Scott Connelly says young people are being robbed of the education and job opportunities they deserve. “The Turnbull government has turned its back on young Australians who want to gain the skills and knowledge they need to thrive. “They have taken money from public TAFEs and funnelled it towards dodgy private VET operators at the expense of young Australians who want to learn. It’s indefensible. “The ACTU welcomes a full review of the sector that will identify the ways in which privatisation has failed and charts a course that restores publicly-funded TAFEs as the backbone of a world-class VET system.”
‘ The Abbott/Turnbull government has cut public funding for apprenticeships by a billion dollars.’
In a speech to the National Public Sector Managers and Leaders Conference, Lloyd argued that insecure work like contracting, use of consultants and casualisation should be welcomed and slammed unions for standing in the way of his agenda. “Employers embrace the need to avail themselves of the services of on-demand workers,” he said. “In contrast, the unions reacting to their falling membership urge extensive regulation of contingent workers in an attempt to protect the regulated labour market. “APS agencies should have systems that facilitate the engagement of contingent workers. Union attempts to limit that management prerogative must not be entertained. The inclusion of clauses restricting the rights of management to engage on-demand workers must be rejected.” CPSU national secretary Nadine Flood was scathing of Lloyd’s advocacy of more insecurity in the workplace. “It’s bizarre to be accused of being old fashioned by a man whose views on industrial relations haven’t evolved from the 1970s. When Mr Lloyd talks about a ‘modern’ workplace, what he’s actually referring to is his Dickensian vision for Commonwealth agencies where the bulk of workers have no job security, virtually no workplace rights and conditions, and aren’t paid a decent wage,” she said.
‘ When Mr Lloyd talks about a “modern” workplace, what he’s actually referring to is his Dickensian vision for Commonwealth agencies where the bulk of workers have no job security.’ THE LAMP MAY 2018 | 35
PROFESSIONAL EDUCATION
Bullying: Let’s put an end to it All
CPD
6
Tuesday 22 May, Taree $ Members $95 / non-members $190 This seminar covers topics such as anti-discrimination law, identifying unlawful harassment and bullying, understand what can be done if subjected to harassment and bullying and also assists managers and supervisors to identify, prevent and resolve bullying and harassment. Legal, Ethical and Professional Issues for nurses and midwives
CPD
5
All
Wednesday 23 May, Taree Tuesday 5 June, Dubbo Wednesday 27 June, Tamworth $ Members $95 / non-members $190 Learn about potential liability, disciplinary tribunals, NMC and HCCC complaints, Coroners Court and identify the fundamental ethical standards and values to which the nursing and midwifery profession is committed. CPD Made Easy
CPD
4
RN EN MW
Friday 18 May, Waterloo Thursday 24 May, Taree Wednesday 6 June, Dubbo Friday 29 June, Tamworth $ Members $50 / non-members $100 This seminar is designed to assist nurses and midwives to better understand the key concepts and relevant information to ensure effective recording and completion of CPD that meets NMBA standards. Enrolled Nurses’ Forum
CPD
6
EN
Friday 11 May, Newcastle Friday 25 May, Waterloo $ Members $60 / non-members $120 Dementia Management Training All
CPD
6
Wed 16 May, Wollongong Thurs 28 June, Waterloo Thurs 20 September, Springwood $ Members $95 / non-members $190 The first session sold out and rated so well with the attendees we’re scheduling more sessions throughout 2018. Prepping for Interviews
Tools in Managing Conflict and Confrontation All
Professional Obligations and the NMBA Decision Making Framework (DMF) All
CPD
Finding Evidence and Implementing into Practice All
CPD
Friday 8 June, Waterloo 6 $ Members $95 / non-members $190 This interactive workshop is designed to give nurses and midwives the tools to find evidence to support and appraise guidelines and policies. Wound Care: Negative Pressure Wound Therapy All
CPD
Tuesday 12 June, Shoalhaven 6 $ Members $95 / non-members $190 This session will focus on how NPWT works, which types of wounds benefit most from NPWT and what factors increase a patients risk for adverse events with NPWT. Includes practicing NPWT application. Foot Care for Nurses – 2-DAY COURSE RN EN AiN
Medication Safety, Professional Obligations, Professional Comprehensive Documentation and the NMBA Decision Making Framework:
CPD
6
HOW TO MAKE THE RIGHT PRACTICE CHOICES All $
Thurs 21 June, Waterloo Thurs 28 June, Tamworth Members $95 / non-members $190
Cultural Competence in Healthcare All
CPD
4
Friday 22 June, Waterloo Members $50 / non-members $100 Learn about Better Practice Strategies to embrace the diversity in care. $
Attendance at NSWNMA education sessions may count towards your Continuing Professional Development (CPD) hours. The number of hours noted beside each course is the maximum amount of claimable CPD hours assuming that as an attendee you remain for the entirety of the course and complete any extra activities as may be required. All nurses, midwives & assistants in nursing
12
Thursday 14 and Friday 15 June, Waterloo Members $203 / non-members $350 Get the knowledge and skills for maintaining healthy, functioning feet.
REGISTER ONLINE bit.ly/NSWNMAeducation All
CPD
$
$
CPD
Evening Series
Thursday 7 June, Waterloo 3 $ Members $30 / non-members $60 This workshop explores the responsibilities and importance of knowing your scope of practice in relation to the national standards.
4
Thursday 24 May, Waterloo Members $20 / non-members $40 To prepare nurses, midwives and undergraduates for interviews by providing them with the skills to prepare for, apply for and conduct themselves in interviews.
6
Thursday 31 May, Waterloo $ Members $95 / non-members $190 Gain practical skills to manage conflict and confrontation, as well as minimising its effects at a physical, emotional and psychological level.
CPD
All incl. Undergrads
CPD
RN
RN
EN
EN
AiN
AiN
MW
Midwives
YOUR RIGHTS
Ask
Judith Breaking News Influenza vaccine in public health As noted earlier this year, there has been consultation about a revamped Occupational Assessment, Screening and Vaccination Against Specified Infectious Diseases Policy Directive. The new version (PD2018_009) has now been released. This new policy introduced a number of changes, including: • A new Category A High Risk, with these workers required to have an influenza vaccination. • Workers employed in this category who are unable to receive the influenza vaccine due to a permanent (or temporary) medical contraindication will need to provide evidence from their doctor or treating specialist. • Information concerning the medical contraindication will be treated confidentially. • Should the LHD require further specialist advice for workers employed in existing positions and/or volunteers, they are to be referred to a specialist at the cost to the LHD and are to be risk managed. For example, during the influenza season, such workers must wear a surgical/ procedural mask while providing patient care in high risk clinical areas or be deployed to a non-high risk clinical area. • The vaccine must be made available to workers during their working hours and via a range of shifts. • Consistent with the previous policy, LHDs are responsible for meeting the full cost of assessment, screening and vaccination for workers employed in existing positions. The Ministry was receptive to a number of concerns raised by the Association, and the resultant policy is a reasonable approach to achieve a safe and healthy environment for patients and workers alike. With the campaigns in public health and aged care heating up, as well as bargaining in private health, we thought it timely to revisit some recent questions in these sectors about workloads.
Are all nurses in the ward included in nursing hours per patient day? I am a registered nurse working in a public hospital. The ward I work in has a staffing arrangement of
When it comes to your rights and entitlements at work, NSWNMA Assistant General Secretary Judith Kiejda has the answers.
6 nursing hours per patient day (NHPPD). Are all nurses working in the ward included in the NHPPD? No. Clause 53 (Staffing Arrangements) of the Public Health System Nurses’ and Midwives’ (State) Award 2017 states that “only nurses providing direct clinical care are included in the NHPPD. This does not include positions such as Nursing Unit Managers, Nurse Managers, Clinical Nurse Educators, Clinical Nurse Consultants, dedicated administrative support staff, and wardpersons.”
wondering how it worked. Clause 36 of the RSL LifeCare, NSWNMA and HSU NSW Enterprise Agreement 2015–2017 sets out that workload management must be an agenda item at staff meetings on at least a quarterly basis. Further, items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. The clause further sets out the criteria by which workload issues can be resolved.
Workload management in a Healthscope hospital
Backfilling absences
I recently started working in a hospital operated by Healthscope after starting my career in the public health system. What is in place to assist with managing workloads in this hospital? Clause 40 of the Healthscope and NSWNMA/ANMF – NSW Nurses and Midwives’ – Enterprise Agreement 2015–2019 contains the framework that should be adopted to ensure that staffing levels are sufficient to deliver high-quality patient care and a safe working environment for staff. This is required to take a number of factors into account, including occupancy, patient acuity, skill mix and specialisation that may be required, along with the geography and layout of the facility. Workload matters can be included for discussion at ward/unit meetings, although any nurse or midwife who believes that workloads are unreasonably heavy on a regular basis can raise such concerns with their manager and have a response provided within 48 hours if at all possible. The clause also sets out how matters may be escalated if they remain in dispute.
Discussing workload issues at RSL Lifecare I recently commenced work as a registered nurse in a nursing home operated by RSL LifeCare. At a recent staff meeting, mention was made of workload issues being a standing agenda item. I have not come across this before and was
I am a registered nurse working in a public hospital. The ward I work in has a staffing arrangement of 6 nursing hours per patient day (NHPPD). Often, however, absences are filled by casuals working a shift of shorter duration. Is that right? No. Clause 53 (Staffing Arrangements) of the Public Health System Nurses’ and Midwives’ (State) Award 2017 talks about the requirements to backfill an absence. Where an absence is to be filled to maintain the required NHPPD, the default position requires that it be fully backfilled and not partially backfilled (for example, an absence that creates an 8.5 hour vacancy should, as a default, be filled with an 8.5-hour replacement).
Workloads at Uniting I work in an aged care facility run by Uniting. How do we discuss concerns regarding workloads? Under Clause 47 of the UnitingCare Aged Care Residential & Community Services Agreement (NSW) 2014– 2017, the accepted starting point for such discussions should be with your immediate supervisor, and if the matter is not resolved it should be escalated to more senior management. Records should be kept and feedback provided by managers. In addition, clause 47 requires workload management to be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. THE LAMP MAY 2018 | 37
The Edith Cavell Trust is now able to receive non-tax deductable donations/bequests. The Trust – named in honour of Edith Cavell – assists in the advancement of NSW nurses, midwives and assistants in nursing/midwifery through further studies and research, made available through scholarship. The knowledge and expertise gained by nurses, midwives and assistants in nursing/midwifery, supported by the Edith Cavell Scholarships, is an asset to the care of their patients and clients. Bequests to the Trust continue to support this important work. Edith, a British nurse serving in Belgium in WW1, is a hero to most nurses and midwives. She helped some 200 Allied soldiers escape from German-occupied Belgium. Her actions saw her arrested, accused of treason, found guilty by a court-martial and sentenced to death. Despite international pressure for mercy, she was shot by a German firing squad. NAME ADDRESS
Cavell Edith
TRUST BEQUESTS
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$
PREFERRED METHOD OF PAYMENT Electronic Fund Transfer Bank: Commonwealth Bank
Account name: Edith Cavell Trust BSB: 062-017 Account no: 10017908
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Great deals for members at
The Good Guys As a valued Union Shopper member you can now get exclusive access to a new online shopping site with The Good Guys Commercial. You will be able to see ‘live’ discounted pricing on the entire The Good Guys range – that’s great deals on over 4,000 products! And you will be able to make your purchases online – saving you time and money.
To register for online access to The Good Guys Commercial website, visit www.unionshopper.com.au/the-good-guys/ or phone 1300 368 117
1300 368 117 unionshopper.com.au 38 | THE LAMP MAY 2018
SOCIAL MEDIA
Do you have a story to tell? An opinion to share? Nurse Uncut is a blog written by everyday nurses and midwives. We welcome your ideas at nurseuncut@nswnma.asn.au
New on our Support Nurses YouTube channel
Ratios for aged care – make them law now Aged care is in crisis. Make staff ratios for Aged Care law now. bit.ly/agedcareratios2018
Ramsay Health Care Resolution Nurses and midwives from the Ramsay health care branches of the NSWNMA passed a resolution at the March 2018 Committee of Delegates, for safer staffing in their facilities. bit.ly/ramsayCOD2018 Connect with us on Facebook Nurse Uncut www.facebook. com/NurseUncutAustralia New South Wales Nurses and Midwives’ Association www.facebook.com/nswnma Ratios put patient safety first www.facebook.com/ safepatientcare Aged Care Nurses www.facebook.com/ agedcarenurses Look for your local branch on our Facebook page www.facebook.com/nswnma Follow us on twitter @nswnma / @nurseuncut Share on Instagram by tagging @nswnma and don’t forget to use the hashtag #nswnma!
Waking, showering and dressing aged care residents at 6am – does it have to be so early? Nurses are being told to have residents showered and dressed at 6am, but many of the residents prefer not to get up this early. Do you have a similar predicament in your workplace? https://www.nurseuncut. com.au/waking-showering-anddressing-aged-care-residents-at-6amdoes-it-have-to-be-so-early/
“This is the type of work you have signed up for, so get over it” It is bad enough that nurses experience abuse and violence at work, but it is entirely shameful when management disregard concerns and treat it as ‘business as usual’. https://www.nurseuncut.com.au/thisis-the-type-of-work-you-have-signedup-for-so-get-over-it/
Aged care nurses speak out: “We need ratios” Bedside burnout: young midwives with no life outside work Ever wonder why some things never change? A midwife who took a 20-year career break returns to many of the same problems she worked through before. https://www.nurseuncut.com.au/ bedside-burnout-young-midwiveswith-no-life-outside-work/
Want to become a mental health nurse? Here’s how Mental health nurses come from many different walks of life with a variety of reasons for specialising. Whatever their reason, attaining a Master of Mental Health Nursing is one of the best ways to make an impact. https://www.nurseuncut.com.au/ want-to-become-a-mental-healthnurse-heres-how/
A number of aged care nurses have told their story on Nurse Uncut over the past few weeks, many describing violence, but every single one emphasising how overworked they are. It’s imperative we achieve nurseto-residents ratios in aged care before the problems get worse. https://www.nurseuncut.com.au/ aged-care-nurses-speak-out-weneed-ratios/
“More needs to be done and it needs to be done fast.” A nurse in aged care tells a story that is more and more common. The 2017 NSWNMA Report into Elder Abuse in Residential Aged Care found 90 per cent of staff have been subject to some form of aggression from residents. https://www. nurseuncut.com.au/more-needs-tobe-done-and-it-needs-to-be-donefast-ending-violence-in-aged-care/
Listen to our podcast
Midwifery Forum – My experience: Annette Alldrick bit.ly/midwiferyforum2 THE LAMP MAY 2018 | 39
COVER STORY
JOURNEY ACCIDENT INSURANCE Your journey injury safety net
DID YOU KNOW THAT
your membership fees cover you for travel to and from work? If you are involved in an accident while travelling to or from work, NSWNMA’s Journey Accident Insurance provides you with peace of mind. As a financial member of the NSWNMA you are automatically covered by this policy. Make sure your membership remains financial at all times, so you’re covered.
Unsure if you are financial?
It’s easy! Ring and check today on 8595 1234 (metro) or 1300 367 962 (rural). Change your payment information online at
“
It was nice to know that the Association was there to provide that assistance. I am so impressed and indebted to them for it. RN Alexis Devine
”
bit.ly/NSWNMA-alexis Watch Alexis talk about Journey Accident Insurance
“
The Association has been absolutely marvellous, helping me step by step throughout the whole process. They also organised and helped me go back to work on restricted duties. RN Shari Bugden
”
bit.ly/NSWNMA-shari Watch Shari talk about Journey Accident Insurance
www.nswnma.asn.au
40 | THE LAMP MAY 2018
SOCIAL MEDIA
your
Say
What nurses and midwives said and liked on Facebook www.facebook.com/nswnma
hurdle for nursing’s new graduates:
Poor workforce planning The Lamp reported that NSW will be short of 10,000 nurses by the year 2030! The NSW government needs to invest in training and hiring more health staff for the future of our state: It’s actually not a shortage of nurses, it’s a shortage of money to hire them. And furthermore it’s a shortage of common sense on behalf of the government. They don’t care about patient safety and won’t hire the appropriate numbers to staff their hospitals. Governments rely on nurses’ compassion and empathy to keep them working – unfortunately that doesn’t pay the mortgage! That’s because we’re all dying of exhaustion! The nurses are there. NSW Health don’t have enough positions for all of the newly graduated nurses from the universities. Plenty of willing and high-achieving nurses from last year didn’t get positions. It’s not a lack of training. It’s an absence of dedication to health from the government.
We need more new grad places – it’s criminal. I have given 3 new grads a job this year, and I am lucky I am in a position to do so. It might not be permanent work but it’s a start and an opportunity. All 3 are so grateful and have been trying to get a job for 6 months post graduating. Start somewhere. Look in aged care, they always look for junior nurses, as do community not-forprofits. Don’t expect to just finish uni and walk into a speciality area. It doesn’t work like that anymore. I’ve just finished my new grad year in a public hospital and can currently only attain casual work as all the hospitals want nurses with years of experience. How are us beginners meant to get in the door and get experience if no one will employ us? I am gobsmacked by how many people refuse to move. Move, get experience. Go west, go to the less popular places. Many of those applying for the grad program at our hospital refuse to move. They are the ones who get nowhere.
Babies should count in BirthRate Plus® Jumping hurdles to find a job Gloria was an unemployed new grad in 2012. She said finding employment is the biggest
We called for babies to be counted in Birthrate Plus® to help midwives, mothers and their babies. Here’s what you thought: Trouble is, babies who used to be cared for in SCN are
now expected to stay on the maternity ward. Whilst this is great for mums and bubs, the acuity is rarely recognised on the postnatal Ward for staffing purposes. It would be good if Birthrate Plus® recommendations were followed at all. The only place where babies requiring care are not funded as patients. Good call. Of course they should.
the gallery
/1
/2
Under the pump in aged care
/3
We posted a video of Margaret, who knows firsthand the consequences of understaffing in aged care. You shared your experiences: Need more trained staff, and aged care nurses need to be paid more. That’s why we’re losing so many staff – the pay is unbelievable. My friend gets more working in a café. Forms are being filled in, paper work attended to at the expense of bedside care, because there are not enough hours in a shift to do what needs to be done. If you do what needs to be done at the bedside then you have to stay back after the shift to complete paper work. This is not overtime. It is not paid. For being conscientious you are told you have poor time management. The whole system is in favour of greedy, grasping providers, not the frail aged client who is paying astronomical dollars. Nurses are burnt out and worn out... affecting their mental health. The pressure is too much. Working overtime without pay...
/4
/5 1/ Nurses attended the ‘Everybody’s Home’ campaign launch at Canberra’s National Press Club to show support for affordable housing. 2/ Ramsay nurses stand together for safe staffing. 3/ Manly and Mona Vale nurses and midwives are tired of being kept in the dark by the NSW government and Healthscope. 4/ NSWNMA at the Palm Sunday rally, marching against the inhumane treatment of refugees. 5/ Nurses and midwives at the NSWNMA Environmental Health forum to discuss the impact of climate change on health. THE LAMP MAY 2018 | 41
PROFESSIONAL EDUCATION 2018
Community Nursing & Midwifery FORUM WATERLOO • 1-DAY SEMINAR
Friday 15 June
CPD
6
9am – 4pm • NSWNMA 50 O’Dea Avenue
All $
Members $60 Non-members $120 Lunch and refreshments provided
Hear from a range of speakers, network with colleagues and share experiences across the community nursing and midwifery arena. PROGRAM • Wound Care • Cultural Competence in Healthcare, Partners in Culturally Appropriate Care NSW & ACT (PICAC) • Roles and Professional Pathways for Community Nurses • Palliative Care and Fragmentation of Services.
WOLLONGONG • 1-DAY SEMINAR
Medicinal Cannabis: DEBUNKING THE MYTHS
Wed 20 June
8.15/9am – 4pm • City Diggers Cnr Church and Burelli Streets
CPD
6
Medicinal Cannabis forum is coming to Newcastle on FRIDAY 19 OCTOBER!
All $
Members $60/ non-members $120 Lunch and refreshments provided
Following on from our hugely successful Medicinal Cannabis Forum held in Sydney in September 2017 and in Coffs Harbour in March 2018, we are now bringing the forum to Wollongong. Hear from a range of speakers, network with colleagues and share experiences across the mental health and drug & alcohol arena. There will also be a special screening at 8.15am, prior to the commencement of the forum, of acclaimed journalist, Helen Kapalos’ documentary “A life of its own: The truth about medicinal marijuana”. The first half will be shown in the morning prior to the main forum and the second half during lunch. For those who do not wish to see the documentary, the start time for the day will be 9.00am. Guest speakers for the forum are being finalised.
REGISTER ONLINE bit.ly/NSWNMAeducation Attendance at NSWNMA education sessions may count towards your Continuing Professional Development (CPD) hours. You will be provided with a certificate of completion at the end of each course. The number of hours noted beside each course is the maximum amount of CPD claimable CPD hours assuming that as an attendee you remain for the entirety of the course and complete any extra activities as may be required. 42 | THE LAMP MAY 2018 All All nurses, midwives & assistants in nursing Authorised by B.Holmes, General Secretary, NSWNMA
NURSING RESEARCH ONLINE Research and data of special interest to nurses and midwives. Evidence on the nature and extent of alcohol promotion and the consequences for young people’s alcohol consumption Isabel Rossen, Simone Pettigrew, Michelle Jongenelis, Julia Stafford, Melanie Wakefield, Tanya Chikritzhs
Alcohol consumption is a leading contributor to the global burden of disease and death. Given the harms attributable to alcohol, there is a need to examine the factors that contribute to its consumption. One known influence is alcohol promotion. The alcohol industry is a multinational entity that devotes substantial resources to the promotion of alcohol. Alcohol is not only promoted through traditional forms of media such as television and magazines, but also by less explicit channels such as sports sponsorship and alcohol-branded merchandise. Alcohol is also increasingly promoted via newer forms of media, such as social media platforms. This report provides an overview of the nature, extent, and impact of alcohol promotion, with a specific focus on the influence of alcohol promotion on young people. https://mcaay.org.au/assets/publications/reports/ evidence-on-the-nature-and-extent-of-alcoholpromotion-and-the-consequences-for-young-people’salcohol-consumption.pdf
Intergovernmental collaboration for the health and wellbeing of refugees settling in Australia Belinda Martin, Paul Douglas
As outlined in the Department of Immigration and Border Protection Annual report 2016–17, Australia granted 21,928 humanitarian visas in 2016–17, 13,760 of them offshore. This number will increase in future to a planned offshore program of 18,750 in 2018–19. The report notes that the United Nations High Commissioner for Refugees ranks Australia third for the number of refugees resettled. With such a massive program and commitment by the Australian Government, the need to ensure that health and wellbeing are maintained or gained during the settlement process is paramount. This article outlines how collaboration between like-minded national governments can improve pre-migration health screening through information sharing, collaborative learning and increased capability in countries of origin, not only to screen for illness and disability, but also to put measures in place to address these issues more effectively before, during and after arrival. Australia, Canada, New Zealand, the UK and the US have worked together for more than a decade on migration health screening
policies to ensure better management of health needs and successful resettlement. http://apo.org.au/system/files/136256/aponid136256-669481.pdf
Touching, talking, or sneezing: How the flu virus is transmitted between people Joanna Khan, ABC Health and Wellbeing
Each winter the influenza virus dribbles and drops its way through the community, leaving a wide trail of illness causing mild discomfort to death. When it comes to flu, everybody has their own avoidance tactics, but are they in line with how the virus is transmitted between people? No matter how diligently you wash your hands and wipe down surfaces, airborne particles containing the influenza virus have a way of getting to you. “Airborne transmission is generally thought to be the main way flu is transmitted in most populations,” influenza expert and former director of the Influenza Specialist Group Dr Alan Hampson said. http://www.abc.net.au/news/health/2018-04-10/howflu-is-transmitted-people/9633660
A brief history of fake doctors, and how they get away with it Philippa Martyr, The Conversation
Melbourne man Raffaele Di Paolo pleaded guilty to a number of charges related to practising as a medical specialist when he wasn’t qualified to do so. Di Paolo is in jail awaiting his sentence after being found guilty of fraud, indecent assault and sexual penetration. Sarang Chitale worked in the state’s public health service as a junior doctor from 2003 until 2014. It was only in 2016, after his last employer – the research firm Novotech – reported him to the Australian Health Practitioner Regulation Agency (AHPRA), that his qualifications were investigated. “Dr” Chitale turned out to be Shyam Acharya, who had stolen the real Dr Chitale’s identity and obtained Australian citizenship and employment at a six-figure salary. Acharya had no medical qualifications at all. Cases of impersonation, identity theft and fraudulent practice happen across a range of disciplines. There have been instances of fake pilots, veterinarians and priests. It’s especially confronting when it happens in medicine, because of the immense trust we place in those looking after our health. So what drives people to go to such extremes, and how do they get away with? http://www.abc.net.au/news/health/2018-04-10/howflu-is-transmitted-people/9633660 THE LAMP MAY 2018 | 43
REGULARS
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• 5 nights’ accommodation in a 1-bedroom pool villa for two • Return airport transfers for two • Return flights for two to Denpasar • Breakfast daily for two • 2 x dinners for two • 2 x 60-minute massages. Spend your time relaxing and recharging at the resort, a tropical oasis surrounded by palms, or take the complimentary shuttle into Seminyak and experience all the region has to offer – boutique shopping, cafes and chic bars.
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44 | THE LAMP MARCH 2017
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Knowledge 1
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ACROSS 1. Ollier’s disease (16) 9. Ready or willing to agree (9) 11. Relating to prostate (9) 12. A salt of tungstic acid (9) 14. To make ineffective or invalid; nullify (6) 16. An external membrane; a cell wall (9) 17. Nucleoside reverse transcriptase inhibitor (1.1.1.1) 18. Passage of gravel in the urine (10) 20. The grooves or furrows on the surface of the brain (5) 21. One of the five major classes of immunoglobulins (1.1.1)
22. The wing coverts in birds (8) 24. Salty (5) 26. A large, flightless bird (3) 27. Periods (4) 28. Removal of a circular piece of cranium by a trephine (12) 30. A series of consecutive biochemical reactions, which digested food is transformed into basic nutrients (9.7) DOWN 1. Roseola infantum, a disease of infants and young children caused by human herpesvirus-6 (9.7) 2. A type of cooking oil with the highest level of saturated fat (7.3)
3. Ability to resist (12) 4. An antiviral drug used in combination for the treatment of HIV infection (1.1.1) 5. Excessively showing great excitement and interest (16) 6. Heterogamete (11) 7. The distribution of droplets into the air or onto solid surfaces, as a result of injuries to blood vessels (7) 8. The production of antibodies against a particular antigen (8.8) 10. Vibratory Perception Threshold (1.1.1) 13. Relating to change in behaviour in response to new or modified surroundings (12) 15. Total Nucleic Acid Isolation Kit (1.1.1.1) 19. Subordinate event or spectacle (8) 23. A seal, especially one used officially to mark documents (6) 25. Inactive (5) 27. Anaplastic oligodendroglioma (1.1) 29. The expanded portion of a hollow needle that serves as a handle and attachment for a syringe (3) THE LAMP MAY 2018 | 45
WINTER
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REVIEWS
book club
All the latest Book Club reviews from The Lamp can be read online at www.nswnma.asn.au/libraryservices/book-reviews.
DISCOUNT BOOKS FOR MEMBERS The Library is pleased to announce that McGraw-Hill Publishers are now offering members a 25% discount off the RRP! The offer currently covers medical as well as a range of other professional series books. Please see the online Book Me reviews for a link to the promotion code and further instructions, or contact the Library directly for further information.
SPE C
INTE IAL
ST RE
Edith Cavell
Havard’s Nursing Guide To Drugs Adriana P. Tiziani
Elsevier Australia: https://www. bookdepository.com/ RRP $70.12. ISBN 9780729542548
This user-friendly drug guide delivers safe, up-to-date drug administration information regarding form, action, use, dose, adverse effects and interactions, in compliance with current pharmaceutical guidelines. Nursing points and cautions highlight best practice in drug administration and expanded focus on patient teaching and advice ensures quality patient care.
Professional Transitions In Nursing. A Guide To Practice In The Australian Healthcare System Alister Hodge and Wayne Varndell
Allen & Unwin Academic: https://www.booktopia.com.au/ RRP $44.90. ISBN 9781760293499
Written by clinical lecturers, Professional Transitions in Nursing provides a practical and accessible guide to the core knowledge and skills required by nurse graduates
entering the Australian workforce for the first time. Part I focuses on the structure of the Australian healthcare system and the national competency standards. Part II outlines the clinical skills and practices a nurse graduate must master including clinical assessment, risk management and reporting, management plans, diagnostics reasoning, collaboration with other health professionals and working with patients from diverse backgrounds. Part III looks at career planning and lifelong learning, with advice on applying for a nursing position and continual professional development.
Lewis’s Medical-Surgical Nursing: Assessment and Management of Clinical Problems Diane Brown, Helen Edwards, Dr Lesley Seaton and Dr Thomas Buckley https://www.bookdepository. com/ RRP $186.01. ISBN 9780729541770
This is a go-to reference for essential information about all aspects of professional nursing care of patients. Using the nursing process as a framework for practice, the fourth edition has been extensively revised to reflect the
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Diana Souhami https://www.bookdepository.com/ RRP $19.98. ISBN 9781784291327 Edith Cavell was born on 4 December 1865, daughter of the vicar of Swardeston in Norfolk, and shot in Brussels on 12 October 1915 by the Germans for sheltering British and French CI soldiers and helping them escape over the Belgian border. AL TE I Nher When war broke out, Edith helped soldiers to escape the war by giving them jobs in hospital, finding clothing and organising safe passage into Holland. In all, she assisted over two hundred men. When her secret work was discovered, Edith was put on trial and sentenced to death by firing squad. She uttered only 130 words in her defence. A devout Christian, the evening before her death she asked to be remembered as a nurse, not a hero or a martyr, and prayed to be fit for heaven. Diana Souhami brings one of the Great War’s finest heroes to life in this biography of a hardworking, courageous and independent woman.
rapid changing nature of nursing practice and the increasing focus on key nursing care priorities. It is an essential resource for students seeking to understand the role of the professional nurse in the contemporary health environment.
Transitions To Practice: Essential Concepts For Health And Social Care Professions eena J. Clouston, T Lyn Westcott and Steven W. Whitcombe M&K Publishing: https://www.mkupdate.co.uk/ RRP $35.00. ISBN 9781910451083
Clinical decisionmaking is an indispensable facet of professional nursing care. It is essential that students develop sound decisionmaking skills in order to deal with the challenges they will encounter as registered nurses. This book enables pre-registration nursing students to understand, develop and apply these skills in order to practice safely and effectively. All books can be ordered through the publisher or your local bookshop. NSWNMA members can borrow the books featured here via the Library’s Online Catalogue: visit http:// www.nswnma.asn.au/library-services. Call 8595 1234 or 1300 367 962, or email gensec@nswnma.asn.au for assistance with loans or research. Some books are reviewed using information supplied and have not been independently reviewed. THE LAMP MAY 2018 | 47
48 | THE LAMP MAY 2018
REVIEWS
AY A
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Tully
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at the movies
Sharon Ketelaar, Retired RN, ex St George Hospital is this month’s reviewer. If you would like to be a movie reviewer, email lamp@nswnma.asn.au
I E GIV
Charlize Theron stars as Marlo, a suburban mum pregnant with her third child. We watch Marlo give birth, and sense both parents have lost their excitement about a new life coming into the world. The baby is set up in a crib in the sitting room, which hints that she doesn’t quite fit into the family. The treadmill of constantly feeding, changing, and settling her baby leaves Marlo drained. Her husband, Drew, is basically a good guy who happily helps with their kids’ homework but doesn’t seem to notice that Marlo is drowning in her responsibilities. Marlo, suffering sleep deprivation and exhaustion, is called to the principal’s office at her son’s private school, an enrolment arranged by her wealthy brother. Her son, who has irrational fears which lead to uncontrollable outbursts, is to be expelled for being ‘quirky’. Marlo explodes, swearing at the principal and other staff, then goes home distraught. Marlo’s brother had previously offered to pay for a night nanny so she could get some sleep, mindful that she suffered post-natal depression with her first child. After initially refusing, she now gives in and one night Tully arrives. A
young, sassy, energetic woman, she reminds Marlo of her younger self. Tully brings the infant to her to feed and allows her to get some sleep. She cleans the house and does the uncompleted tasks that symbolise Marlo’s failure to be the perfect mother. She has a kind of hippy wisdom about the world which seems calming to Marlo. Just when you’re thinking how good Tully is for Marlo, giving her the break she needs to feel herself again, events take a strange turn and the line between employer and employee gets blurry. I enjoyed this movie and I’m sure all mothers will relate to the exhaustion and loss-of-self experienced by Marlo. There’s wry humour and some laugh-out-loud moments. Lessons are contained within for fathers, and anyone who has a friend or relative experiencing those hectic early months of motherhood, but the most important message is for mothers – don’t set the bar too high and ask for help if you need it. Release Date: 10 May 2018 Email The Lamp by the 15th of the month to be in the draw to win a double pass to Tully thanks to StudioCanal. Email your name, membership number, address and telephone number to lamp@nswnma. asn.au for a chance to win!
The Post Meryl Streep and Tom Hanks share the screen for the first time ever in Steven Spielberg’s The Post, a thrilling drama about the unlikely partnership between The Washington Post’s Katharine Graham (Streep), the first female publisher of a major American newspaper, and editor Ben Bradlee (Hanks). They race against time to publish The Pentagon Papers, and expose a massive cover-up of government secrets that spanned three decades and four U.S. Presidents. The two must overcome their differences as they risk their careers – and their very freedom – to help bring long-buried truths to light. Release Date: 25 April 2018 Email The Lamp by the 31st of the month to be in the draw to win a DVD of The Post and a copy of Daniel Ellsberg’s The Doomsday Machine. Runners up will receive a copy of The Post thanks to Entertainment One. Email your name, membership number, address and telephone number to lamp@nswnma.asn. au for a chance to win! THE LAMP MAY 2018 | 49
Sally Morris Director Crest NT
do you know someone like Sally? Business owner. Traveller. Wife. Driver of real solutions. Northern Territorian. Confidante. Movie fan. 2017 Team Innovation winner.
Nominate an aged care professional with a story worth celebrating. Nominations close 18 May 2018.
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