Lamp November 2012 by NSW Nurses and Midwives' Association

The magazine of the NSW Nurses and Midwivesâ&#x20AC;&#x2122; Association

volume 69 no.10 November 2012

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CONTENTS

The

CONTACTS

lamp

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 69 No.10 November 2012

Hunter Office 8-14 Telford Street, Newcastle East NSW 2300

COVER STORY

NSWNMA Communications Manager Janaki Chellam-Rajendra T 8595 1258

12 | Clouded future of disability nursing

FOR ALL EDITORIAL ENQUIRIES, LETTERS AND DIARY DATES: T 8595 1234 E lamp@nswnma.asn.au M 50 O’Dea Avenue, Waterloo NSW 2017

Lower pay threatens to turn young nurses away from working in vital disability services.

Produced by Hester Communications T 9568 3148

Gary Dunne with Ken and Melinda Adderley

Press Releases Send your press releases to: F 9662 1414 E gensec@nswnma.asn.au

PHOTOGRAPH: Sharon Hickey

REGULARS

5 6 8 11 33 34 37 39 41 42 46

Editorial Your letters News in brief What’s on Ask Judith Social media Nursing research online Crossword Books Movies of the month Diary dates

WORKERS COMP

NORTH WEST NURSES

18 | Strong showing by North West nurses

Job security on the agenda for Tamworth-based community alliance.

Editorial Committee • Brett Holmes, NSWNMA General Secretary • Judith Kiejda, NSWNMA Assistant General Secretary • Coral Levett, NSWNMA President • Roz Norman, Tamworth Base Hospital • Elsie May Henson, Barraba Multi Purpose Service • Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital • Michelle Cashman, Long Jetty Continuing Care • Richard Noort, Justice Health Advertising Patricia Purcell T 8595 2139 or 0416 259 845 or F 9662 1414 E ppurcell@nswnma.asn.au Records and Information Centre – Library To find old articles in The Lamp, or to borrow from the NSWNMA nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnma.asn.au

MEMBER SURVEY

The Lamp ISSN: 0047-3936

20 | Journey accident insurance

26 | Ratios get a big tick in survey Nurses and midwives believe ratios have had a positive impact on the health system and are delivering better patient care according to a comprehensive survey.

ADVERTISING COMPETITION

9 | Win a weekend getaway to the Gong

MIGRANT NURSES

28 | Nurses on the move Australian government policy on recruiting overseas nurses should be ethical and consistent with a systematic approach to workforce planning.

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 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 2012 Free to all Association members. Professional members can subscribe to the magazine at a reduced rate of $50. Individuals $78, Institutions $130, Overseas $140. THE LAMP NOVEMBER 2012 | 3

DON’T PUT YOUR NSWNMA MEMBERSHIP AT RISK! The State Government could at any time stop payroll deductions. As a matter of urgency please convert to the Direct Debit or Credit method of paying your fees.

BE PREPARED. CHANGE TODA TODAY. DAAY. Download, complete and return your Direct Debit form to the Association.

www.nswnma.asn.au www.nswnma.asn.au Alternatively call us on Metro 8595 1234 or Rural 1300 367 962 Authorised by B.Holmes, General Secretary Secretary,, NSW Nurses and Midwives’ Association

EDITORIAL BY BRETT HOLMES GENERAL SECRETARY

Your Journey Accident and Professional Indemnity insurance safety net The NSWNMA cannot and will not stand by and leave nurses unprotected after the New South Wales government walked away from its responsibility to ensure that workers injured on the way to work are looked after. The NSWNMA has obtained insurance for all our financial members for journey claims, as well as further professional indemnity insurance for members who may occasionally work in other states, where protection does not ensure they won’t be individually sued by patients or their employer for alleged acts of negligence.

The extra insurance we have obtained for members is in itself not enough to make up for the full loss of protection that has occurred as a result of the government’s heartless and uncaring action.

The first is a response to the O’Farrell Government taking away protection following its attack on the state workers compensation scheme. The extra insurance we have obtained for members is in itself not enough to make up for the full loss of protection that has occurred as a result of the government’s heartless and uncaring action. It does however provide a safety net, and may save many members from financial ruin as a result of an injury while trying to safely get to or from work. It is a form of accident insurance and will give 85% of average gross weekly salary for up to two years, and some other important benefits, such as death benefits and some rehabilitation costs (see page 20). By law it can’t provide cover for medical costs. The insurance is only available to members who are fully financial at the time of an accident, so it is important that members ensure they are financial at all times. The best way to do that is to pay your membership fees via Direct Debit. This is more reliable than depending on your employer or forgetting to pay your accounts promptly. This new insurance is currently being absorbed in the membership fee. It is a serious financial burden on the union and time will tell if it is sustainable. It is not the long-term solution to this problem. Political and legislative action is. We, along with other unions in NSW, will continue to put pressure on the government to accept its responsibilities and restore the protection that workers injured at work, and on the way to and from work, need and deserve. You will need to add your voice and vote to this long-term campaign. In the meantime, the NSWNMA Council has

authorised the provision of journey insurance protection for financial members. Many members could not afford to buy this insurance on an individual basis. I strongly urge all members: look at the insurance provided by your industry superannuation fund and consider maximising your income protection and death and disability insurances through your super. The industry super funds, with their economies of scale, offer extremely good value insurance for union members. The second insurance we have obtained will protect nurses and midwives who may occasionally cross state borders as part of their work. It is not easy to establish whether employers in other states have suitable professional indemnity insurance and the employee protections provided by NSW law. This insurance provided by the NSWNMA does not take away the obligation that employers in NSW have to provide professional indemnity insurance. It does however give all our fully financial members security about fulfilling their professional indemnity requirements for their registration. CONGRATULATIONS TO JUDITH I would like to congratulate the Association’s Assistant Secretary Judith Kiejda on her election as Junior Vice-President of the ACTU, a role she will take on additionally to her duties at the NSWNMA. It is not only an honour for Judith personally, but also further recognition for nurses at the highest level of an important Australian institution. Judith follows in the footsteps of another nurse, Ged Kearney, who is the current ACTU President. Part of Judith’s responsibilities at the ACTU will be as a member of ALAC – a group of union leaders who regularly meet with and advise the Prime Minister on issues that are important to Australian workers and their families. I am sure Judith will use this opportunity to ensure the concerns of nurses and midwives are heard at the highest levels of government. THE LAMP NOVEMBER 2012 | 5

LETTERS LETTERS

LETTER OF THE MONTH

Disability nurses deserve better pay Disability nurses are often stressed during their working day. We are so short staffed we rely on casual nurses to take up the vacancies, but even that doesn’t suffice. If I am sent out to another Unit/Ward it is like working as a casual. We have huge potential for medication errors due to the number of medications that disability clients require. I know most of the almost 400 clients in this centre, but when I am to work in another unit I am trying to remember everything I can about them, especially on medical rounds. e.g. we had six clients on unit today that required medical assessment and or treatment changes. The M.O. was asking me about their conditions, but because I hadn’t worked with these clients for several months, I had to find an AiN who had. There were no other RNs on unit! There was no EEN on unit. We were lucky today, a regular AiN was on duty to supply the information. I know all nurses face similar situations with having to work with casual nurses, but I have worked where I have been the only nurse working in my unit, who knows the clients well enough to help the other nurses. The centre does their best to staff the units with the best skill mix, but even they struggle. I have come to work and seen extremely stressed After Hours Nurse Managers (AHNMs) trying to get enough nurses to cover. They ring people who haven’t put their names in the overtime book when it gets bad enough. If they didn’t the units would be even shorter of nurses. They try to put people they know in units, but even that is a trying exercise. And can you imagine some of the responses the AHNMs get from people who didn’t want to be woken up or rung? Imagine the stress the AHNMs have to overcome after the last couple of hours of ringing around to get nurses to cover the shifts, especially when the situation is desperate. Short staffing is stressful if you don’t have the right staff, if you don’t have enough staff, if you cannot get the right staff, if you cannot get enough staff, and the pressure to do the right thing and not make a mistake is huge! All of this puts the clients at risk, as well as the nurses, and no one in disability nursing wants that.

Michael Grant, RN

Who wields the scalpel doesn’t feel the cuts. Letter in response to an article in the Sydney Morning Herald (24 September, 2012), titled, “Skinner takes axe to locums, overtime, but nurses exempt”. As a nurse, I don’t want to be “exempt”; I’m tired of assuming the responsibilities of the culled. Who, in the absence of an overnight porter, must wheel a morbidly unwell patient to radiology for a preoperative x-ray? Such a cost-cutting measure means the removal of one nurse of four from the bedside of five patients. The public cannot afford the subsequent erosion in the basics of care. Leonard Cox, RN

6 | THE LAMP NOVEMBER 2012

Hospital time for elderly to be halved I am a recently retired Community Nurse who was employed in what was SSWAHS, now one of the Local Area Networks. Redfern, Waterloo, Alexandria, Newtown, Enmore, Annandale, Forest Lodge, Ultimo and Pyrmont are the suburbs that make up just one area within this Local Network. My former colleagues are on their knees trying to cope with the client base in this area. They currently only have four full-time registered nurses. This number will be reduced to three very soon. There are other part-time staff and relievers but the management and coordination of care relies on full-time case managers There were more staff members when I left more than 12 months ago and we were struggling then to deliver care. How on earth do the local hospitals and the Health Department expect the community to pick up “acute aged care” in the home, when the nurses can’t manage now? Where will the Occupational and Physiotherapists come from? Currently it takes months for services to start. As for getting a client an Aged Care Package, it’s like playing Russian roulette. Mostly misses with an occasional hit. Where are they going to get the staff and services to attend to all the aspects of care required for these ill, frail elderly men and women who will be sent home under this new scheme of early discharge? If they are available, why aren’t these staff and services employed now to help the nurses trying to deliver care to those clients at the current coalface? Maureen Flynn, professional member

SAYSOMETHING

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.

LETTER OF THE MONTH The letter judged the best each month will be awarded a $50 Coles Myer voucher courtesy of Moore Equipment. ‘Clever carts to help clever nurses.’ For details on the range of clax carts please call (02) 9519 5540 or visit www.mooreequipment.com.au

Dual registration I am writing as I have concerns about maternity unit skill mix in relation to care of general medical patients by registered midwives and not dual registered nurses and midwives. As far as I am aware there are no New South Wales’ policies or guidelines in relation to care of general patients by registered midwives, and as such my concern is: currently I work in a regional maternity unit that regularly accepts general patients and maternity patients. In the past we have managed to allocate a registered nurse to the general patients as a dual registered practitioner, however we have an ever increasing intake of direct registered midwives, and as such I find that in some instances they are responsible for the care of general nursing patients and, with their skill base, an expectation from current management that they are able to look after general nursing patients. Is there any current policy or guideline that may assist in the regulation of this situation? Where do registered midwives stand in relation to the legalities of this? Any information would be greatly appreciated. Shanna Fealy, RN The NSWNMA responds Dear Shanna You are right that there is no NSW Ministry of Health Policy or Guideline about the role of registered midwives (who do not also hold registration as a nurse) in providing generalist nursing care. In the absence of a policy, we can only advise that all nurses and midwives must operate within their scope of practice, as determined by their registration body, and that any local policies must be followed.Your letter suggests there isn’t a written policy in your setting, and other members who have raised this with us also report a lack of written policies or guidelines to consult. Our contact with the Nursing and Midwifery Office (NaMO) in the NSW Ministry of Health, advised that this issue is considered one that should be managed at a local service level, however consideration of the need to produce a guideline or policy is underway. We are aware that the NaMO held a workshop earlier this year with a range of midwifery and nursing leaders to consider issues such as the ones you raise, but that at this stage no written report has been released. NaMO reports that participants agreed that there are shared clinical skills and competencies between nursing and midwifery, and that midwives can exercise those skills and competencies in any setting, such as a general nursing setting. Using a team work approach should ensure that both nurses and midwives can collaborate to continue to work within their competencies, which may mean that a registered nurse coordinates the nursing care where a midwife is a part of the nursing team in a non-maternity setting. Documents about “scope of practice” and “decision making frameworks” for both nurses and midwives are found under “codes, guidelines and statements” in the Nursing and Midwifery Board section of the APHRA website at www.ahpra.gov.au Legally it is the responsibility of individual nurses and midwives to practice within their scope of practice, and for organisations to ensure that nurses and midwives are not directed to work beyond of their scope of practice.

Every letter published receives a $20 Coles Group & Myer gift card.

Download, complete and return the 5 day advanced film making course from our website www.nswnma.asn.au www.nswnma.asn.au and click on the nurses and midwives’ short film festival icon. For more information email lridge@nswnma.asn.au Authorised by B.Holmes, General Secretary Secretary,, NSW Nurses and Midwives’ Association

NEWS IN BRIEF

Australia

Matron memorialised with green space A nurse and former president of the NSWNA has received the rare honour of having a park named after her. Miss Ruby Jane Grant (d.1949) was Matron of the Royal South Sydney Hospital for 20 years from 1928 to 1947 and president of the NSW Nurses’ Association from 1933 to 1937. The Matron Ruby Grant Park is located within the former Royal South Sydney Hospital site, now part of the massive Green Square development, not far from the offices of the NSW Nurses and Midwives’ Association in Waterloo. The City of Sydney has adopted names for 43 new streets, 12 street extensions, 14 new open spaces and two extensions to parks in this development, and has linked them to the history of the area. Matron Ruby Jane Grant and Sir John Joynton Smith with a patient at South Sydney Hospital. (Sam Hood collection, State Library of NSW)

United Kingdom

Professor David Green

Cuts to training a health “disaster” Professor David Green, vice chancellor of Worcester University, has warned the British Prime Minister David Cameron of an impending “national disaster” to the National Health System, as a result of biting cuts to nurse training numbers. In two years the number of nurses being trained annually in Britain has dropped an eighth, from 20,092 in 2010-11 to 17,546 in 2012-13, according to a survey by Nursing Times magazine. “It is madness to cut the numbers of nurses in training when the reality is that we will – with an ageing population – need more nurses not less in the future. How we are training less nurses is beyond me,” Prof Green told the Prime Minister. He described the government’s approach as “divorced from reality”. “There is going to be a shortage, that’s plain to see. These cuts are not related to a drop in the need for nurses. Cutting nursing places is a false economy that only stores up problems for the future.” The Royal College of Nursing estimates that a third of British nurses are aged over 50.

8 | THE LAMP NOVEMBER 2012

20,092 17,546 number of nurses being trained annually in 2010–2011:

down to

in 2012-2013

COMPETITION

United Kingdom

NHS specialists The gutting of the British National Health Service continues apace. Hundreds of specialists in cancer, heart disease and strokes face redundancy as a result of the new NHS commissioning board’s decision to shrink the number of clinical networks – described by the NHS’s medical director as a “success story” – from 56 to 24. The 700 staff working for the 56 networks may be cut to fewer than 100. The proposed cuts have raised concerns that they will impact on patient care and set back the NHS’s efforts to improve how it treats cancer, heart disease and strokes, which account for six in 10 of all deaths in Britain.

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Australia

Sorry to the stolen The NSWNMA has apologised for the profession’s part in the forced adoption policy of the 1950s-70s that took newborn babies from their mothers. The New South Wales state government apologised last month to thousands of parents and children who were separated and had their lives devastated by the policy. Not long after, the NSWNMA released a statement saying it “joins the NSW Parliament in unreservedly apologising, on behalf of the nursing and midwifery professions, to the mothers and fathers who had their sons and daughters taken from them. The NSWNMA also apologises for any nurse or midwife behaviour that increased the trauma experienced by any mother as a result of this unacceptable policy. “Nurses and midwives pride themselves on being advocates for patients and clients and as a result of unjust practices such as this, there is today a strong awareness among nurses and midwives and the Association, of the need to stand against such injustice. “No government or employer should force a nurse or midwife to do something that violates the rights of people in such a way and no nurse or midwife should violate the rights of anyone in such a way. “Thankfully, nurses and midwives now have the professional standing and recognition to refuse such directives.” While it was not involved in the practices of the policy, nor supported them, the Association has apologised for not taking a “vigorous stand against it”.

Competition closes 30 November 2012. *Terms & Conditions apply.

NEWS IN BRIEF

Australia

ANF adds online learning resource The Australian Nursing Federation has added a new training program – Simulation Education Online – to its online education program. The website offers members 3D simulated learning for clinical procedures. Each module teaches a different procedure through an interactive simulation, accompanied by a step-by-step text with hyperlinks, a video demonstration, a 3D model of the anatomy encountered during the procedure, and a quiz. The simulation is also available in test modes so you can check your competence. Scores and time taken to complete each module are stored on the website, for easy transference to your Continuing Professional Education development portfolio. There are currently 32 modules available, including specific clinical procedures such as how to administer an injection, insert a nasogastric tube, venous cannulation, cervical smear and perform both male and female catheterisations. The Simulation Education Online website is sponsored by ME Bank.

United States

Not so tough at the top Researchers from Stanford and Harvard Universities have found that higher-level leaders have less stress than non-leaders or lower-level leaders.

World

100 million to die: report finds More than 100 million people will die and the global economy will miss out on up to 3.2% cent of its potential output annually by 2030 if the world fails to tackle climate change, a new report claims. The report, commissioned by 20 governments of developing countries threatened by climate change, was conducted by the humanitarian organisation DARA. It calculated that five million deaths occur each year from air pollution, hunger and disease as a result of climate change, and that toll is likely to rise to six million a year by 2030 if current patterns of fossil fuel use continue. More than 90% of those deaths will occur in developing countries. The report findings were based on calculations of the human and economic impact of climate change on 184 countries in 2010 and 2030.

10 | THE LAMP NOVEMBER 2012

The findings confirmed their thesis that having so-called “control” in one’s life, often associated with the powerful, is correlated with less anxiety. A group of 231 participants, 136 of whom were male, agreed to hormone testing for the study, which tested the hormone levels among leaders and nonleaders. The sample included middle-to high-level government officials and military officers in the Harvard Business School’s executive education program. The study found that the leaders were less stressed in terms of cortisol level and how stressed they reported being. It also found that the more leadership responsibility a person had, the less cortisol they had, and the less stressed they said they were.

Australian Nursing Federation NSW Branch

Financial Report The Australian Nursing Federation NSW Branch Financial Report for the year ended 30 June 2012 is available on the members’ page at www.nswnma.asn.au from Friday, 12 October 2012. Members without internet access may obtain a hard copy of the report by applying in writing to: Brett Holmes, Branch Secretary Australian Nursing Federation 50 O’Dea Avenue Waterloo NSW 2017

United Kingdom

A pill a day to keep dementia away New research suggests vitamin B supplements can dramatically slow the onset of Alzheimer’s. Researchers from the University of Oxford have found that taking tablets of three B vitamins every day slows the brain shrinkage that happens with age, causing early signs of dementia such as memory loss. Large doses of around 300 times the daily recommended intake of B12 and four times the recommended levels of folic acid were used in the trial. The researchers said they acted like a pharmaceutical drug rather than a nutritional supplement. The Oxford research, carried out in association with colleagues in Norway, involved 168 people with Mild Cognitive Impairment (MCI), half of whom were given daily doses of vitamin B12, B6 and folic acid (B9). The researchers believe that the B vitamins slowed the brain atrophy seen in MCI and Alzheimer’s, by reducing the levels of the amino acid homocysteine. Although the trial was not designed to measure thinking ability, the researchers found that individuals with the lowest rates of shrinkage had the highest mental test scores. The findings are published in the journal PLoS [Public Library of Science] One.

EDUCATION@NSWNMA

WHAT’S ON NOVEMBER 2012

Review and Implementation of Guidelines and Policies – 1 day 9 November, Waterloo Seminar is suitable for all nurses and midwives.

Members $85 Non-members $170 ——— • ——— To register or for more information go to www.nswnurses.asn.au/education or phone Carolyn Kulling on 1300 367 962

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COVER STORY

Clouded future of disability nursing Lower pay threatens to turn young nurses away from working in vital disability services.

12 | THE LAMP NOVEMBER 2012

“A nurse is a nurse and we should be pretty much on equal pay.” Gary Dunne and Ken Adderley

WHEN KEN ADDERLEY MOVED INTO ADHC’s Summer Hill centre (see story next page) he came under the care of nurses such as Gary Dunne, with his 20 years experience of nursing chronically disabled people with life-threatening illnesses. Gary learned to decipher Ken’s unique ways of communicating – a fundamental part of his job, in the absence of speech. “You have to learn to read someone with Ken’s degree of developmental disability; to know when they are happy and when they are sad, whether they are in pain or just bored – why they are acting in a particular way,” Gary told The Lamp. “You also need a strong medical background to be able to decide on a given day whether a client is capable of doing some activity or not, and to manage ongoing issues such as pain. Our role is a combination of those nursing skills and that ability to read unique communication. “Our clients have a difficult time when they go to a general hospital because the staff don’t know them and can’t ask them what’s going on. All they are left with is their clinical observations.” Gary says developmental disability nursing involves a holistic approach to care that aims to deliver the maximum quality of life for every client. It requires a wide medical knowledge, particularly at centres such as Summer Hill, where Ken’s level of extreme frailty is common. “It is a specialised area of nursing that has changed enormously over the years, due to advances in medical knowledge and technology,” Gary said. “For example, many of our clients would not be alive without the benefit of gastrostomy feeds, which barely existed 20 years ago. When I started in this area of nursing, just

providing adequate nutrition was an ongoing daily challenge. “Gastrostomy feeds have made a massive difference in that severely disabled people are now more robust and can survive something like a chest infection that once would have killed them. “Their quality of life has greatly increased, but their health issues can multiply and worsen as they age. That means there is a growing need for this specialist area of nursing.” Gary worries that the pay gap between general and disability nursing is turning younger nurses away from disability services, depriving clients of a wealth of nursing knowledge and experience. “Why does a nurse who looks after someone like Ken, get $5 an hour less than a nurse who works at RPA down the road? A nurse is a nurse is a nurse, and we should all be pretty much on equal pay.” Adding to the pay gap, the state government’s move to cut annual leave, penalty rates and other award conditions of around 1000 ADHC nurses will, while delivering only minor cost savings, make disability nursing an even less attractive career option. “It’s ironic really.We’re a small specialist area of nursing that generally is never in the limelight. But this time, we’re the first in line. We were the very first to be affected by the cap and limits on award negotiations, which partly explains the gap between us and other nurses. “We’re now likely to be the first New South Wales nurses to be hit with cuts to penalty rates, holidays and other conditions. If O’Farrell gets away with it, the much larger public hospital system will be next. The precedent will have been set.”

THE LAMP NOVEMBER 2012 | 13

COVER STORY

Ken gets a better chance at happiness

Paul, Ken and Melinda Adderley

14 | THE LAMP NOVEMBER 2012

The mother of a severely disabled young man says her son can lead a better life thanks to the specialist care of disability nurses. F O R A T E E N A G E R W I T H C H RO N I C intellectual and physical disabilities, quality of life hinges on the presence of familiar friendly faces attuned to your unique needs. When you are also stricken by severe illnesses, your chances of happiness multiply if some of those familiar faces belong to qualified nurses experienced in caring for disabled people. Ken Adderley, 19, cannot walk or talk. He battles osteoporosis, heart disease, frequent urinary tract infections due to kidney problems and cortical vision impairment. The severity and complexity of Ken’s condition is not untypical of the 20 residents of Ageing, Disability and Home Care’s Complex Health Unit at Summer Hill, where Ken has lived for almost two years. “I think the level of nursing care Ken is getting at Summer Hill is exceptional, and his rehab doctors agree,” said his mother Melinda, a teacher. “Being under the care of the Summer Hill nurses has improved Ken’s quality of life tenfold. They have done an absolutely amazing job.” Born with severe disabilities, Ken has a developmental age of only four months, as well as serious medical issues. He will not get better. Melinda and her husband managed to care for Ken at home until just before his 18th birthday when a bed at Summer Hill became available. Ken had to visit a general hospital 15 to 20 times a year when living at home. Since he moved to Summer Hill he hasn’t once had to leave there for medical treatment. Doctors and other health workers visit

Summer Hill where they can treat Ken with the assistance of its specialist nursing staff. Melinda said it was vital for the welfare of disabled people with multiple health issues that the government did its utmost to hold onto disability nurses and attract other nurses to the service. “They should be getting paid the same as other public nurses, not having their working conditions reduced. The quality of life of so many people depends on the skill and understanding of these nurses. “Ken has rods in his legs to stop his brittle femurs from breaking. Before moving to Summer Hill he suffered multiple breaks, and went into Summer Hill with a broken shoulder, but hasn’t had a single break since.That’s because the nurses there know his body so well and know how to handle him. “Before Ken went to Summer Hill he was looked after by general nurses who usually did not know him and couldn’t tell the difference between his types of grizzling, whether he was comfortable or in pain.

“The quality of life of so many people depends on the skill and understanding of these nurses.”

“He can only communicate through laughing and crying; what you’d expect a four months old baby to do.You can’t learn to read someone like Ken in a couple of hours, it takes a long time. That’s why it is so important for Ken to have the consistency of nursing care he gets at Summer Hill. “Ken is always in pain. He wears patches and takes Panadol all the time, with prophylactic pain management, usually morphine, on top of that. “Because the nurses at Summer Hill care for him in the right way, he is in pain less often and we can reduce the amount of morphine he receives.They can quickly work out where the pain might be and decide on the appropriate response.” Melinda praises the Summer Hill nurses for their proactive approach to Ken’s treatment. “The rods in Ken’s legs are starting to come out and he is not in a position to have any more operations, so the nurses are consulting with the rehab team and bone specialists to establish a plan to manage him without the rods.” She believes it is vital for Ken’s peace of mind to receive consistent care from the same group of specialist nurses. “Sometimes I might walk in to the centre and not recognise a new nurse but it will never be an entire staff of strangers. If Ken is cared for by a new nurse they will be shown how to deal with Ken by someone who knows him well. “I’m confident that at Summer Hill there will always be a familiar face for Ken.”

THE LAMP NOVEMBER 2012 | 15

COVER STORY

ADHC nurses in Day of Action O’Farrell told: Hands off our pay packets.

16 | THE LAMP OCTOBER 2012

PUBLIC EMPLOYEES, INCLUDING DISABILITY nurses, filled Sydney Town Hall and the adjacent square in a Day of Action against state government cuts to pay and working conditions last month. As protestors gathered in Sydney, nurses around the state wore red t-shirts to show support for their colleagues at Ageing, Disability and Home Care (ADHC) services. Already paid less than public hospital nurses, ADHC nurses now stand to lose some shift penalty rates, some annual leave and all annual leave loading, among other conditions. There were more than 40 other meetings held around the state, linked to the Sydney meeting, and nurses at several facilities stopped work. More than 1000 ADHC nurses are among 80,000 government workers to be hit by the latest phase of the O’Farrell Government’s costcutting drive. NSWNMA General Secretary, Brett Holmes, who attended the Town Hall rally, says the government has asked the NSW Industrial Relations Commission to vary the Crown Employees (Public Service Conditions of Employment) Award, in order to reduce the incomes of vital employees such as nurses and their support staff.

“The full extent of what Mr O’Farrell is trying to do has become much clearer in recent days,” he said.“The two nursing awards initially and immediately under attack are the Nurses’ (Department of Family and Community Services – Ageing, Disability and Home Care) (State) Award 2011 and the Crown Employees Nurses’ (State) Award 2011. “This is the first step towards ripping away the important wage and condition improvements won by the NSWNMA in recent years, which are helping to maintain nursing and midwifery as attractive career options. “We will vigorously oppose this unjustified attack on the income and rights of New South Wales wage and salary earners, including nurses and midwives in disability services,” Brett said. The Sydney Town Hall meeting heard several passionate speeches from affected employees, appalled by the government’s attempt to abolish thousands of jobs and eliminate important working conditions. Speakers included a corrections officer at Silverwater women’s prison, a national park ranger based in Jindabyne, a family caseworker with Community Services and an administrative worker in a public school.

Take action and support ADHC nurses Go to www.nswnurses.asn.au/topics/11847.html and: • Email your local Member of Parliament that disability nurses deserve better pay • Sign the online petition to support disability nurses • Write a letter in support of disability nurses to your local editor • Share your story on Nurse Uncut about your experience with disability www.nurseuncut.com.au/a-disability-nurse-speaks-out/ THE LAMP NOVEMBER 2012 | 17

NORTH WEST NURSES

Strong showing by North West nurses Job security on the agenda for Tamworth-based community alliance. NURSES WERE THE BIGGEST SINGLE GROUP represented at a meeting to launch the North West Community Unions Alliance in Tamworth last month. Nurses from Tamworth Base Hospital, as well as outlying areas such as Barraba and Werris Creek, attended the meeting. “By getting involved in the Alliance we can campaign on issues of mutual concern with other public sector unions and the community generally. It gives us a much stronger voice,” Gerard Jeffery, a CNS at Tamworth Hospital said. Gerard, who is the NSWNMA’s branch president and delegate at the hospital, said Tamworth hospital nurse Roz Norman, a branch delegate and an Association Councillor, played a key role in establishing the North West Alliance. Roz Norman co-chaired the inaugural meeting with a delegate from the Police Association, Tamworth policeman Martin Burke. Martin said the meeting, with 15 unions present, represented a broad cross

section of the local workforce. “We all agreed on the need to join together at a local level to campaign on issues, rather than each of us running our own race. We see the main issues as job security, health care, education, public safety, and attacks on workers’ conditions generally.” Martin said the impact of the recent closure of Grafton jail on local residents was a warning of the potential community-wide effects of state government funding cuts. “Grafton’s closure not only impacted Corrective Services staff but also TAFE teachers, who delivered training at the prison, and police, who are now lumbered with more prisoner transports and more baby sitting of prisoners, which detracts from our front line work to ensure community safety. “Prison employees have left Grafton to take up jobs at facilities in other towns, which means their kids are taken out of schools, making it harder to support teaching jobs. “Many businesses that relied on the jail, and the

patronage of visitors to the jail, for a large part of their turnover, are now in trouble.” Gerard Jeffery said the planned cuts to the NSW Health wages bill would make it harder for nurses to ensure staff-to-patient ratios were implemented and maintained, according to the award. “In Hunter New England Health, and across the state, managers are finding various reasons not to implement ratios,” he said. “This is by far the biggest concern members have at Tamworth hospital. “We have been keeping stats since ratios became an award condition and we have hardly ever had the correct number of nurses on the wards. “It affects patients in a big way because they’re not getting the care they need and deserve. “Cutting nursing positions through measures like voluntary redundancy, which I’m sure the government intends, will only lead to a further degradation of services.”

“By getting involved in the Alliance we can campaign on issues of mutual concern with other public sector unions and the community generally. It gives us a much stronger voice.” — gerard jeffery, clinical nurse specialist, tamworth hospital

“We all agreed on the need to join together at a local level to campaign on issues...” — martin burke, police association delegate, tamworth

THE LAMP NOVEMBER 2012 | 19

WORKERS COMP

NSWNMA membership now comes with journey accident insurance The O’Farrell Government’s attack on the NSW workers compensation scheme has left nurses vulnerable if injured while travelling to work. The Association has stepped in to ensure all our members are covered while travelling to and from work.

THE NSWNMA HAS OBTAINED JOURNEY Personal Accident Insurance for all financial members of the Association, for journey claims previously covered under the NSW workers compensation Act. Members will be covered for any injury that may occur between their place of residence and their place of employment, while going directly to or from work, or while travelling during recess breaks. The insurance covers all financial members of the NSW Nurses and Midwives’ Association. It is a form of accident insurance and will give 85% of average gross weekly salary for up to two years. The scheme is not intended to replace insurance and income protection delivered through superannuation schemes, but is a safety net for those who might otherwise fall through the cracks. NSWNMA General Secretary Brett Holmes says it is critical that nurses

20 | THE LAMP NOVEMBER 2012

and midwives are protected in their professional capacity at all times. “The O’Farrell Government’s gutting of the workers compensation scheme has created large gaps that could leave some of our members vulnerable.We have taken out this insurance to close some of those gaps and create a safety net for all our members,” he said. “What is worrying is that there will be nurses and midwives out there who are not members of the Association who will not be covered. I encourage all members: talk to your colleagues who are not in the union and explain this benefit of membership to them.” PROFESSIONAL INDEMNITY TOO Brett Holmes says the Association has also moved to fill any gaps in professional indemnity cover for members. “Historically, nurses and midwives working in New South Wales have had

professional indemnity covered by law. Employers are required to have personal indemnity insurance. Employees also get some protection from the Employee Liability Act. This remains the case,” he says. “There are some grey areas such as nurses and midwives working in border areas with other states and for nurses under supervision for their recency of practice, which we have moved to protect. “For example, a nurse who lives and works predominantly in a town like Tweed Heads, but who may do one day a week in a secondary job in Queensland, will now be covered for that work.” The insurance also covers midwives, except for homebirth activities or services. For more information and application forms visit the NSWNMA website (in the About Us section under member benefits).

What your new journey insurance covers Death and capital benefits

$100,000

Weekly Accident Benefit % of gross weekly salary

Rehabilitation costs

$3000

Home/car renovation benefit up to a maximum of

$10,000

Partially incapacitated nurses and midwives “punished” A NSWNMA analysis of the new workers compensation laws has found that they will punish partly incapacitated nurses and midwives, who cannot return to work or increase their hours even when it is completely beyond their control.

NSWNMA General Secretary Brett Holmes says this will lead to grossly unfair consequences. “The law will allow an insurer to reduce payments on the basis that an injured nurse in rural New South Wales would be able to

Including Acute Care, Aged Care, Cancer, Child and Family Health, Critical Care, Neonatal, Paediatric, Perioperative and more.

INSURERS NOW PLAYER AND REFEREE

The NSWNMA analysis found nurses will be disproportionately disadvantaged because, even if they have some capacity to work:

• Job opportunities are

limited in other occupations in the regional areas where there is a high concentration of nurses and midwives.

The new legislation allows insurers to deduct from weekly payments “the amount the worker is able to earn in suitable employment”. This deduction can be made even if the nurse is unable to find suitable work or if her employer does not comply with their return to work obligations.

Graduate Certificates

move interstate to find employment,” he says.

•

Nursing has an ageing workforce and it is more difficult for injured nurses and midwives to move into other occupations where they have limited experience.

• If a partially

incapacitated nurse or midwife has not been provided with work for an extended period of time, they risk losing their registration thereby inhibiting their ability to return to work.

In a submission to the state government about changes to workers compensation legislation, the NSWNMA found that “insurers are now effectively arbiters of weekly payment claims”. Insurers now have the capacity to decide:

• A worker’s current capacity to work.

• What constitutes

suitable employment.

• The amount a worker is able to earn in suitable employment.

Brett Holmes said the workers compensation Commission no longer had jurisdiction over such matters. “Insurers effectively decide for themselves what they pay an injured worker in weekly benefits.”

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THE LAMP NOVEMBER 2012 | 21

SUPERANNUATION

HESTA turns 25 HESTA – one of the principal industry super funds for nurses and midwives – has just reached a memorable milestone: 25 years in existence, managing $20 billion in funds and during the last 10 years has outperformed the average retail master trust by almost 25%. A QUARTER OF A CENTURY AFTER ITS HUMBLE beginnings as the industry super fund for health and community workers, HESTA has grown to become a respected powerhouse in industry superannuation. In its first year of life, 1987, HESTA was confronted with the October share market crash and a 30% fall in share prices. Since then there have been numerous events that have contributed to market volatility – the dot-com boom and bust, the corporate collapses of HIH and Ansett, the war in Iraq, September 11, SARS, the Global Financial Crisis and swine flu among others. But HESTA CEO Anne-Marie Corboy says that despite the market turbulence that resulted from these destabilising global events, the fund has been able to reach the benchmarks it set to grow the retirement nest eggs of its members.

“It’s important to know that investment markets go through cycles and it is our goal to provide consistent returns through these cycles.We look for returns of CPI plus 4%. Since 1987 our returns have averaged 8.4% on Core Pool against 7.2% that CPI plus 4% has been. “They don’t get delivered every year but they have delivered over the long term which is our aim. It is important to assess super over the long term.” Anne-Marie, who has been CEO since 1998, says she is proud of what the fund has achieved. “I think it is a terrific achievement and a testimony to the team and the dedicated and qualified board we have at HESTA. “A lot of our success is due to the representative-based structure of our board with both union and employer representatives who know our members well and

help us cater to the needs of our members – more than 80% of whom are women. Anne-Marie says the fund has one overriding priority. “It’s about members. Nothing is bigger than that for us. That $20 billion belongs to members and our job is to maximise the returns on those investments so our members can have good retirements.” Anne-Marie says she is also proud of the other services that HESTA offers. “The insurance we offer compares well to others. Our long-term income disability insurance is a very good benefit for members. Our relationship with ME Bank allows us to offer a range of excellent financial products. And I’m proud of our awards program, which includes the HESTA Australian Nursing Awards and the HESTA/ACSA Aged Care Awards.”

Above: Eco Pool – HESTA’s sustainable investment option is introduced in 2000.

Left: Participants at the Hesta Mothers’ Day Classic initiative 25 year magazine cover 22 | THE LAMP NOVEMBER 2012

Key moments in HESTA’s 25 years 1987 HESTA was founded in a difficult year, when the October share market crash saw a 30% fall in share prices. Within five years the fund had built a strong base with nearly 150,000 members and $219 million in assets.

1990-1991 The compulsory superannuation contribution is announced to rise incrementally from 3% to 9%.

1998–1999 Industry super funds, including HESTA, launch their own bank, Members Equity. Bernie Fraser (pictured right), with his Sandman voice and impeccable financial background, becomes the face of Super in Australia. Assets mount to $3.52 billion and the membership reaches 475,000.

1999–2000 Eco Pool – HESTA’s sustainable investment option – is introduced. Improvements to insurance with extension of death cover to 70. Compulsory Super reaches 9%.

2007–2008 Assets climb to $19.6 billion, members to 740,000 and employers to 110,000. HESTA joins Investor Group on Climate Change. Director Beth Mohle (from the Queensland Nurses’ Union) named Australian Institute of Superannuation Trustees, Trustee of the Year. CEO Anne-Marie Corboy (pictured right) named Fund Executives Association Executive of the Year.

1997 By the time it reached its 10th anniversary HESTA’s membership had swollen to 400,000 and its assets to $1.1 billion. HESTA pioneered member investment choice and collectively the industry super funds established Super Member Home Loans. HESTA introduced a Disability Income Benefit – an assistance that still sets HESTA apart. HESTA also built solid links with the community through the inauguration of the Mothers’ Day Classic in Sydney and Melbourne and the inaugural Better Health and Safety Awards in the Aged Care sector.

2003–2007 Assets grow to $13 billion with 595,000 members and 59,000 employers a part of the fund. Government introduces the Co-Contribution scheme – a great benefit for HESTA members. HESTA Australian Nursing awards are launched. Online statements are introduced and new retirement products arrive.

2012 750,000 members, $20 billion in assets, 115,905 employers. Federal government legislates to incrementally increase super guarantee to 12%. Commissions banned on all super products. Low-income earners to have equivalent of contributions tax refunded.

THE LAMP NOVEMBER 2012 | 23

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Previous ﬁlms can be viewed on our we website bsite

www2..nswnma.asn.au nswnma.asn.au/g gallery.html gallery.html Authorised by B.Holmes, General Secretary Secretary,, NSW Nurses and Midwives’ Association

MEMBER SURVEY

Ratios get a big tick in survey Nurses and midwives believe ratios have had a positive impact on the health system and are delivering better patient care according to a comprehensive survey of NSWNMA members. WITH LESS THAN EIGHT MONTHS TO the expiry of the current Award, the NSWNMA has undertaken a comprehensive survey of our members to gauge attitudes about the health system. The survey also marks an initial step to formulating the log of claims for our next pay and conditions campaign. The research found a relatively high level of satisfaction with the outcomes of the last pay and conditions campaign. There was a very high appreciation of the worth of ratios for safe patient care, and recognition that their expansion would be beneficial. However there is some pessimism about the possibilities of improving ratios, and there was recognition that achieving positive outcomes from the next campaign would be much more difficult than the last. The survey was completed by thousands of NSWNMA members.

“81% of nurses and midwives saw ratios as being “very important” to patient care.”

26 | THE LAMP NOVEMBER 2012

RATIOS ARE POPULAR Nurses and midwives clearly recognise the value of ratios, although there is widespread concern that they are vulnerable to political interference. Eighty-one per cent of nurses and midwives saw ratios as being “very important” to patient care. Another 15% saw them as being “quite important”. 67% of respondents believe there has been a positive impact as a result of ratios/nursing hours. This feeling was particularly strong among young nurses. 80% of nurses and midwives under 25 years of age thought ratios had a positive impact. While nurses and midwives clearly like ratios, they also feel they are not secure. Sixty-four per cent of survey respondents thought ratios

were insecure (22% very insecure and 42% insecure). Thirty per cent said they weren’t sure how secure they were. The number of optimists who thought the government would keep ratios as they are, or would expand them, was a mere 4%. A strong majority of nurses and midwives believe the extra numbers of nurses coming into the public health system are a result of pressure exerted through the NSWNMA’s ratios campaign. Seventy-one per cent of survey respondents believed the extra numbers were a result of the last NSWNMA campaign, while 18% believed they were a result of a Labor government decision. Only 4% believed they were a product of an O’Farrell Government decision. RATIOS ARE DELIVERING SAFER CARE NSWNMA General Secretary Brett Holmes says the survey shows that those at the frontline of our public health system believe that ratios/nursing hours deliver safer patient care. “Our members are looking to the Government to maintain the ratios system and go one step further – expand it into specialty areas that did not benefit in the last two years and increase the nursing hours in regional and rural hospitals. “What our members say about ratios is consistent with the increasing international research from nurse academics and health economists. Their studies show that higher nursing hours deliver lower rates of hospital-acquired infection, falls and cardiac-related mortality. The productivity and societal benefits of higher nursing hours are enormous.

The importance of ratios

Personally

To the profession

To patient care

Very important

45%

77%

81%

Quite important

28%

18%

15%

A little important

10%

Not very important

15%

Don’t know

“Our members are looking to the Government to maintain the ratios system and go one step further – expand it into specialty areas that did not benefit in the last two years…” — brett holmes

“This Government has a mandate to deliver for regional NSW and improving ratios would be a clear demonstration that it wants to deliver high quality healthcare for the whole state, not just metropolitan areas.” MANY MISTRUST THE MAINSTREAM MEDIA REPORTING OF NURSING Just under half of respondents to the survey said they thought the mainstream media do not report fairly on nurses and their issues (47%). In contrast NSWNMA communications had high levels of credibility. Half found NSWNMA information ‘very credible’. A further 42% found it credible. By far the most common communication method used with the union was The Lamp (96%). Nurses and midwives showed themselves to be enthusiastic users of social media. 60 per cent use Facebook, 32% use YouTube. THE LAMP NOVEMBER 2012 | 27

MIGRANT NURSES

Se Ok Ohr, Nurse manager Overseas Staff Support Program from Hunter New England Health 28 | THE LAMP NOVEMBER 2012

Back Row: Kathy Vaka (Tongan Nurses’ Assoc), Paul Collier (NSWNMA), So Ok Ohr (Nurse Manager Overseas Staff Support Program), Mike Ingpen (Sub Regional Secretary, Oceania Sub Region PSI), Reginette Biano (NSWNMA Member), Sunita Gounder (NSWNMA Org), Sera Witherow (Fiji Nurses’ Assoc), Leitangis Mathias (RN, Vanuatu),

Smoothing the journey for migrant nurses One migrant nurse is drawing on her experiences to help other overseas trained nurses on their way to Australia. AFTER BEING BITTEN BY THE TRAVEL BUG IN

Shirley Lee (NSWNMA Org), Asomaliu Tupuola (Samoa Nurses’ Assoc) Front Row: Anau Speitzer (NSWNMA Member), (Olivia Hala Tongan Nurses Assoc. Australia), Judith Kiejda (Assist. Gen Sec NSWNMA), Solialofi Papalii (Samoa Nurses’ Assoc), Michael Whaites (NSWNMA Org)

the early 90s, RN Se Ok Ohr left her Korean home to set off on an Aussie adventure. “I had three years experience in Korea as a registered nurse and I just wanted to do further study and see the world,” Se Ok recalls. But when the Newcastle RN first arrived, she struggled to find any programs or support for a smooth transition into the Australian workforce, which was a health care system foreign to her at the time. “I don’t remember actually getting any help,” Se Ok told The Lamp. So she made her own way by studying English and completing a conversion course at the University of Newcastle, allowing her to register as a nurse in Australia. “I did a 10-month English course,” she said. “But because English isn’t my first language, I had to face communication issues. “I didn’t have difficulties in understanding English at all, but people found it difficult to understand me from time to time because of my accent.” After overcoming those initial communication barriers and completing her studies, Se Ok returned to Korea before officially migrating to Australia in 1995. “I’d been here for two years already, so I knew exactly what to do,” the RN explained. “While I was studying at the University of Newcastle I worked as an AiN (as a student nurse), so I also knew how to find accommodation.” Now, 20 years on, the RN has become a Nurse Manager for the Hunter New England Area Health Service (HNEAHS), where she has established programs to help overseas trained nurses make their transition to

Australia, while also training medical professionals to resolve conflicts and bridge cultural gaps that may arise in the workplace. “We’re targeting overseas trained nurses to meet the Australian standard of nursing care and trying to help them settle in Australia. At the same time my program is also trying to train Australian nurses,” Se Ok said. “I try to mentor overseas trained nurses and educate Nurse Managers and Clinical Nurse Educators as to why certain issues come up. So we talk about that and come up with solutions to try to sort the issues out.” After being sponsored by NSW Health to conduct research in America and England late last year, Se Ok has developed multiple orientation programs, manuals and arrival kits on the workplace experiences of migrant nurses. “We provide specialised orientation programs that include very specific programs about the Australian health care system and also time management, different models of nursing, medications, safety issues in Australia and how to deal with racism; so we talk about different topics that are very specific to the Australian background. “We try to give them this information so that they can make choices to make it easier, so that they can understand what it’s like before they come.” Since starting out on her own professional, yet personal, journey as a migrant nurse, the HNEAHS nurse manager now sees the situation from both an overseas and an Australian perspective. “It’s all about helping managers to understand what’s going on and also helping overseas qualified nurses learn what to do, so they’re not just left out – alone.” THE LAMP NOVEMBER 2012 | 29

MIGRANT NURSES

Nurses on the move Australian government policy on recruiting overseas nurses should be ethical and consistent with a systematic approach to workforce planning, according to a report conducted by NSWNMA with Public Services International (PSI). THE REPORT, QUALITY HEALTHCARE AND workers on the move, says the recruitment of overseas health workers is increasingly driven by an employers’ agenda, and the nature of the migration program leads to inequality. Migrant workers are often “secondary workers employed in conditions of insecurity, resulting in uncertain futures for themselves and their families” according to the report. PSI says temporary migration is no substitute for long-term workforce planning. “Temporary migration should not be a short-term solution to workforce shortages; rather there is a need for the government to plan for a domestic workforce that is able to meet health care needs in the long term, with enough resources to attract and retain health and social care workers and improve their pay and working conditions. “It is essential that sufficient resources are put in place for inspection and the enforcement of compliance so that employers recruiting overseas health and social care

workers meet their obligations and do not employ migrant workers with lower pay, poorer working conditions and limited opportunities for career development, compared to Australian citizens,” the report says. The NSWNMA and the QNU conducted in-depth interviews with nearly 500 nurses who had migrated to Australia from 51 different countries, using 22 peerto-peer researchers. RECRUITMENT SHAPES THE EXPERIENCE The way in which overseas nurses are recruited has a major impact on their experience of migration. More than one third of respondents to the PSI survey had found a job in Australia through a recruitment agency. Of those recruited through an agency more than three-quarters of respondents stated that the agency carried out ethical recruitment, while one-quarter stated that recruitment had been unethical.

“The fact that such a significant number of respondents experienced unethical recruitment points to the need for better regulation and monitoring of recruitment agencies to ensure that they provide accurate information and do not mislead people planning to migrate,” the report stated. “I was told by the recruiting company that everything would be the same regarding working conditions, pay parity and even the language. When I got here I was quite stressed to find that this was not the deal. There were vast differences working for a private facility, pay information was inaccurate, and shift start and finish times had not been explained,” said an RN who had migrated from Britain. Many of the respondents to the survey stated that they had little knowledge of trade unions when they first arrived in Australia. “It was only known to me when I was working in a nursing home and the Director of Nursing was recruiting

Facts about nurse migration • In 2006, the World Health Organisation estimated

there was a shortage of more than 4.3 million health personnel across the world. Since 2000 permanent migration of overseas registered nurses to Australia has increased six-fold (OECD 2010).

• Today, most overseas nurses and midwives enter

Australia on the 457 temporary visa program. The visa allows employers to sponsor skilled workers from overseas for between three months and four years. In 2011, visas granted under the health category were the second highest (12.9%) after construction (13.4%).

742

434

NURSES

367 NURSES

• The NSWNMA has at least 3929 members who are overseas workers, from 129 countries across the world. The largest number come from the Philippines (742), followed by the UK (434), India (367), China (257), New Zealand (225), Nepal (217), Fiji (183) and Zimbabwe (119).

217 NURSES

30 | THE LAMP NOVEMBER 2012

183 NURSES

119 NURSES

share your experience Two researchers at the University of Sydney are interested in interviewing overseas-trained migrant nurses about their Australian work experiences. If you are a temporary or permanent migrant registered nurse, and you would be happy to participate in an interview, contact: Diane van den Broek 9351 3106 or diane.vandenbroek@sydney.edu.au Dimitria Groutsis 9351 2485 or dimitria.groutsis@sydney.edu.au

what migrant nurses think could be done to improve the migrant experience • Support on arrival in Australia. • Accessible information. migration policies and rights • Improved to permanent residency. protection issues and access to • Social Medicare for temporary visa holders. for migrant health and social • Assistance care workers in the English language and

everyone to be a union member. I had no knowledge of unions and what unions did before that,” said an AiN, originally from the Philippines, working in aged care. REASONS FOR MIGRATING There are both “push” and “pull” reasons that influence nurses to migrate. The main factors influencing decisions to migrate included gaining work experience, having decent working conditions and better pay. Migrants from developing countries were most likely to migrate because there was no job in their country of origin, or because of inadequate staffing levels and low pay. Coupled with this was the low level of investment in healthcare in poorer countries.

257 NURSES

a review of the English language test. the practices of recruitment • Monitor companies and end unethical recruitment. better support and integration in • Provide housing and work. awareness about the benefits of • Raise overseas nurses.

225 NURSES

3929 NSWMNA MEMBERS ARE OVERSEAS WORKERS

“Migrants from developing countries are most likely to migrate because there is no job in their country of origin…”

What migrant nurses have to say: About insecurity “I never get to choose the shift I want, I do the unpopular shifts and I don’t want to cause trouble as I am tied to my employer and don’t want to risk losing my job.” — Queensland AiN

About the English standard test “I found this test terrible. Before I came to Australia I had nine years of English studies in my backpack. I am not sure if I would even pass this test in my own language.” — RN from Sweden

About discrimination “Although some of my co-workers told me to go back to my own country, as I was told that I was taking the work of Australians, and some of my patients told me they don’t want to be looked after by a ‘coloured person’, my experiences are still positive as the majority of people I meet are very nice.” — AiN from the Philippines

About de-skilling The fact that my midwifery experience and knowledge is not recognised in a country that is crying out for midwives flabbergasts me. I would still like to work as a midwife here as I feel I have so much to offer but am very restricted.” — South African midwife

About support “Give us a bit more support emotionally as it can be very depressing for the first two years to be able to get settled.” — RN from South Korea THE LAMP NOVEMBER 2012 | 31

e m i t p f u o r b s 2 u ’ r 01 tI o sc 3! t

Order your NSWNMA campaign scrub uniforms for conference and rally times, and make an impression!

SCRUB TOP

Over the past few months, NSWNMA and Total Image Group have been working together to create a new ﬁt for purpose scrubs range. The new campaign uniform range endorses a modern appearance and offers both comfort and durable features, while still embracing NSWNMA image.

Sizes range from XS-5XL to ensure various body shapes and sizes are catered. Most importantly, the range has been designed to ensure a comfortable ﬁt every time.

Size (cm)

2XL

3XL

4XL

5XL

Half Chest Circumference

Half Hem Circumference

General Guide for Female 8/10 SCRUB PANTS PA ANTS

The new range consists of a Unisex Scrub Top and Unisex Classic Pant. Both made from 65% polyester, 35% cotton. This fabric blend is durable and of superior quality. The scrub campaign uniform also has number of functional features, including jet pockets, pen partition, drawstring front on pants and brushed fabric coating for added comfort.

10/12

12/14

14/16

16/18

18/20

20/22 22/24 24/26

40.5

43.5

46.5

50.5

54.5

58.5

Half Waist (Relaxed)

Half Waist (Stretched)

58.5

61.5

64.5

68.5

72.5

76.5

Half Hip

Out Seam Length

103

105

107

109

111

112

113

114

115

Scrub top and pant are $20 each incl GST. You can place your order by the following methods: 2

Shop online, online, by registering as a user on www.totalimagegrouponline.com/nswnurses on our tailored NSWNMA online store. 2 Browse through the customised catalogue, catalogue complete the order form and send back to Total Image by: email sales@totalimagegroup.com.au Fax: 9569 6200 or Post PO Box 199, Westgate NSW 2048 Total Image accepts credit card payment by Visa, MasterCard, and AMEX (3.5% surcharge on AMEX) or cheque/money order. Delivery by Australia Post within 10-14 working days and charged at $5 incl GST.

For more information please contact TTotal otal Image on (02) 9569 6233 or email uniforms@totalimagegroup.com.au

Q&A

ASK JUDITH Continuous development I am a Clinical Nurse Educator in a private hospital, preparing and delivering in-service sessions to staff at the facility on a daily basis. Can I use this towards my CPD hours required by AHPRA? Yes you can use this toward your CPD, provided you are gaining new knowledge in the preparation of the teaching session. However, if this is a subject you have previously prepared and presented on one or more occasions the Board will most likely not accept this.You must be able to show the Board that you have updated your knowledge and skills during the preceding 12 months. The aim of CPD is to ensure nurses are maintaining recency of practice and maintaining their knowledge base to ensure best practice in their field of nursing. The Board’s requirement for annual Continual Professional Development (CPD) hours is 20 per year, from registration to registration. To meet the requirement you need to show that you have been participating in learning activities relevant to your area of practice. If you hold dual registration such as General and Midwifery, then the requirement is that you complete 20 hours in each to maintain registration in both categories. In respect to learning activities, you need to keep a comprehensive record, providing evidence of your learning activities for the period in question. It is important to note also, any registered or enrolled nurses who may be on extended leave i.e. maternity leave, still are required to do their 20 hours of CPD. Failure to do so may result in significant problems in maintaining registration.

From public to private I am a nurse working in the public hospital sector and I have found a new position in the private sector. Would you please advise how much notice of termination I have to give to my current employer, and when should I get my final pay? You must give 14 days notice and you should receive you final monies on your last day prior to ceasing your shift. Subclause (ii) of clause 45, Termination of Employment, of the Public Health System Nurses’ and Midwives (State) Award 2011 requires that you give 14 days notice. If you do not give 14 days notice you can be penalised by forfeiting salary earned during the pay period current at the time of resignation, however this clause also stipulates that you cannot forfeit more than 14 days pay. The employer cannot take any monies from your accrued

entitlements, such as annual leave or Long Service Leave, as a penalty for not giving 14 days notice. Subclause (iii) of clause 27, Payment and Particulars of Salaries of the Public Health System Nurses’ and Midwives (State) Award 2011 requires, provided the terminating employee has given the required 14 days notice, that all final payments or monies owing should be paid to you prior to ceasing duty on the last day of service. Where an employee is summarily dismissed by the employer, without due notice, then monies owing to them are to be paid as soon as possible, but in any case not more than three days after the employee’s last shift.

Taking care online I work in a public hospital. Recently a colleague advised me that there is a Health Department policy about nurses having online friendships via social media and that I can get into trouble for doing this. Is this correct? The policy your colleague is referring to is the NSW Health policy directive PD2012_018, Code of Conduct. The policy does state: “staff must not take an unfair advantage of, or exploit any relationship with, patients or clients in any way, including not engaging in online friendships with patients or clients via social media; staff may accept patients and clients as members of their professional pages that contain information relating to the professional practice of the staff member.” What this means is you should not encourage patients or clients to become friends on Facebook or any other social media, you need to keep all contact at a professional level.You must never discuss work-related issues or post anything about your employer without approval; if you do you can be disciplined under the Code of Conduct.You need to also ensure that none of your family or relatives post anything related to your work that you may have shared with them. The issue for many employers, with the advent of online social media, is that once something is placed online it enters the public domain. Detrimental comments can affect an employer’s ability to attract new staff or bring unwarranted attention from higher bureaucracy. There are also legal issues around defamation and liability that can impact on both the employee and the employer, and have a significant monetary/financial impact on one or both parties.

When it comes to your rights and entitlements at work, NSWNMA Assistant General Secretary JUDITH KIEJDA has the answers.

Immunisation certificate I am a registered nurse and have been applying for positions as a practice nurse. I am frequently asked if I have an immunisation certificate, which I don’t. Do I need an immunisation certificate to administer vaccines in New South Wales? Registered nurses in New South Wales can administer vaccinations under the direct supervision of a general practitioner. However, to work complementing the GP, and not under his or her direct supervision, completion of an approved immunisation course is required. This is all set out in the NSW Ministry of Health policy directive, PD 2008_033 Immunisation Services – Authority for Registered Nurses 18 June 2008. This policy directive lists specific vaccines and definitive conditions that appropriately trained registered nurses must conform to.

Rostered days off I am an RN employed in the public hospital sector. I am currently given one day off attached to my ADO. Can I be rostered this way? The answer to this question can be found in subclauses (v) (a) of clause 4, “Hours of Work and Free Time of Employees Other Than Directors of Nursing and Area Managers”, Nurse Education of the Public Hospital Nurses’ and Midwives (State) Award 2011. These subclauses explain the allocation of days off and how they are required to be rostered. Effectively, days off should be consecutive (unless there are emergency circumstances that impact on service provision). ADOs once set should be in a continuous cycle unless circumstances require a change. This change should be discussed with the employee concerned. While splitting of days off and changing the ADO is permissible under emergency circumstances, where there is an impact on service provision or patient care, it should not be a routine practice or be used as a quick fix to rostering problems.

THE LAMP NOVEMBER 2012 | 33

SOCIAL MEDIA

NURSES & MIDWIVES ONLINE on the frontline of health care and at the cutting edge online. WHAT’S

HOT THIS MONTH

Nurse Uncut – a blog for Australian nurses and midwives: www.nurseuncut.com.au Sign up for the weekly email newsletter that alerts you to the most recent posts. Nurse Uncut is also on Facebook: www.facebook.com/NurseUncutAustralia. And on Twitter @nurseuncut

Forced adoptions – an apology on behalf of nurses and midwives www.nurseuncut.com.au/forced-adoptions-an-apology-on-behalf-of-nurses-and-midwives/

Some midwives were complicit in the removal of babies from “unwed” mothers – but a grown-up “baby” has thanked the nurses who cared for her.

Men in nursing – the forum www.nurseuncut.com.au/men-in-nursing-the-forum/

More than 40 men attended a lively forum where they heard from an ED NUM, a student, a teacher, a men’s health nurse and more.

A disability nurse speaks out www.nurseuncut.com.au/a-disability-nurse-speaks-out/

Short staffing leads to incredible stress in the daily working lives of disability nurses.

Experience: I volunteered in Ghana www.nurseuncut.com.au/experience-i-volunteered-in-ghana/

Toby Gwynne spent a month in Ghana when he was in his final year of nursing studies.

Men in nursing – a brief history www.nurseuncut.com.au/men-in-nursing-a-brief-history/

Men’s significant role in caring for the sick and wounded is little known.

Matron Ruby Grant Park – South Sydney www.nurseuncut.com.au/matron-ruby-grant-park-south-sydney/

A new park on the site of the old South Sydney Hospital has been named after a past president of the NSWNA.

Iran stops male nurses www.nurseuncut.com.au/iran-stops-men-from-becoming-nurses/

Iran has restricted entry to university nursing programs to women only.

Nam nurses deserve veterans’ rights www.nurseuncut.com.au/vietnam-war-nurses-want-veterans-rights/

Civilian nurses who volunteered to go to Vietnam deserve full entitlements – but don’t get them.

ONLINE Join us

NSW Nurses and Midwives’ Association www.facebook.com/nswnma Aged Care Nurses: www.facebook.com/agedcarenurses

@nurseuncut

One2four the way to safe patient care www.facebook.com/safepatientcare

Tweet us NSW Nurses & Midwives @nswnma Watch us on YouTube Support Nurses 34 | THE LAMP NOVEMBER 2012

Email or Phone

SOCIAL MEDIA

Password

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NURSES & MIDWIVES SAID & LIKED on facebook One more nurse Bathurst nurses took to the streets to call for more staff in their ED

NSW Health budget cut News that NSW Health’s budget is to be cut by $3 billion ignited a storm of comments.

Skinner’s axe “Skinner takes axe to locums, overtime, but nurses exempt” was the headline

I am in complete awe of how amazing you all are and how you stand up for your rights as well as the rights of your patients! You are an inspiration to nurse/union advocates everywhere!

Where is the fat within the health service to cut that kind of funding? Things are about to get very scary! NSW Fire & Rescue have stood firm in rejecting these ridiculous proposals – it’s high time we took a leaf from their book... Why doesn’t someone cut his funding? We have security people and porters bringing patients to our ward! Last one out please close the pan room door!

Ms Skinner, come out to those little hospitals and see what your cutbacks will do! Without agency staff, our little hospital would not even fill the roster, because we can’t recruit the staff we need! And what is so terrible about a paramedic earning over 100K[with overtime]? Why is it that someone who saves lives is not worth this, whereas someone who slashes jobs is worth 4 times that amount? It is very obvious that there is a terrible shortage of nurses and hence someone has to work overtime to fill in the gaps.

Redundancies offered Minister Skinner said nurses were exempt from the cuts but later admitted this applied only to “frontline” staff, as “nonfrontline” nurses, such as NUMs, were offered redundancies in Hunter New England Health.

I work as a Nurse Manager and I am still hands on. Jillian Skinner needs to pull in the bureaucrats running HNE. Bloody idiots ... more concerned about AAA rating than moving the state forward and looking after the health of the taxpayers! Offering redundancies to nursing positions is the last straw, we can’t recruit enough nurses as it is. This is a sad day for us all.

When is a bed not a bed Jillian Skinner got caught up in a farcical debate about the definition of a hospital bed.

Too busy making numbers look good and not enough energy and resources put into basic health care for all. Mrs Skinner can supply as many beds and chairs and treatment spaces as she likes ... but this does not educate and recruit and retain enough nurses to look after the people lying and sitting and waiting to be treated in them! THE LAMP NOVEMBER 2012 | 35

Enjoy an inspiring approach to Healthcare... and have fun!

JOIN DR PATCH ADAMS AT THE SUMMIT, with Dr Peter Spitzer, Petrea King, and more. 3RD, 4TH & 5TH MAY 2013

For information visit our dedicated Website: wwwatmssummit.com.au

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The Australian Journal of Advanced Nursing aims to provide a vehicle for nurses to publish original research and scholarly papers about all areas of nursing. Current and back issues are available online at www.ajan.com.au Handover: Faster and Safer? S. Bradley, Dr S Mott, University of South Australia

Bedside handover is considered by hospitals and reported in literature to be a superior method of handover, leading to increased safety and providing economic benefits to the organisations involved. While the importance of various handover methods has been documented in the literature, in relation to their value in communication, clinical, monetary and psychological terms, little has been written about its implementation. This project sought to study empirically the process and outcomes of the introduction of nurse-to-nurse bedside handover in three rural South Australian hospitals, and was underpinned by Lewin’s 3-Stage Model of Change. www.ajan.com.au/Vol30/Issue1/Bradley.pdf

Rethinking student night duty placements – a replication study Dr Valerie Zielinski, Ms Denielle Beardmore

The number of students requiring clinical placement has put demand on tertiary hospitals and education providers to look at initiatives to meet student competency and curricula requirements. Student nursing clinical placements predominately occur over a weekday, on a morning and afternoon shift, which is not congruent with the reality of nursing practice as continuous 24-hour care. The provision of care on night duty is different to that provided during the day, which is supported by the study undertaken by McKenna and French (2010) concluding that night duty placements offered a range of possibilities and the need for further research. This qualitative replication study is a response to this research gap. www.ajan.com.au/Vol30/Issue1/Zielinski.pdf

Conditions in which nurses are exposed to the hepatitis viruses and precautions taken for prevention Aﬁtap Özdelikara, School of Health, University of Ondokuz Mayis, Samsun, Turkey; Mehtap Tan, Doc School of Nursing, University of Atatürk, Erzurum, Turkey.

Healthcare workers (HCWs) are at risk of occupational hazards when performing their clinical activities in the hospital setting. They are exposed to

blood-borne infections by pathogens, such as HIV, hepatitis B (HBV) and hepatitis C (HCV), from sharps injuries and contact with bodily fluids (Ramos-Gomez et al 1997; Gerbending 1994; Ruben et al 1983). The World Health Organization (WHO) estimates about 2.5% of HIV cases among HCWs, and 40% of hepatitis B and C cases among HCWs worldwide, are the result of these exposures (WHO 2002). There is no immunisation for HIV and hepatitis C. It is important to prevent infection by preventing exposure. Since identification of patients infected with bloodborne pathogens cannot be reliably made by medical history and physical examination, universal precautions have been recommended by the Centres for Disease Control (CDC) to be used on all patients (CDC 1986; 1985). These are simple infection prevention control measures that reduce the risk of transmission of blood-borne pathogens through exposure to blood and bodily fluids among patients and HCWs. Compliance with these universal precautions has been shown to reduce the risk of exposure to blood and bodily fluids (Chan et al 2002). The aim of this study was to evaluate the exposure status of nurses to hepatitis B and C, and to determine the precautionary measures taken for protection from these infections. www.ajan.com.au/Vol30/Issue1/Ozdelikara.pdf

Case management the panacea for aged care? Mrs Kaye Ervin, RN, Nurse Practitioner Candidate at Cobram District Health and Researcher for the University of Melbourne; Mrs Sarah Finlayson, Quality Manager at Benalla and District Memorial Hospital; Dr Elaine Tan, senior lecturer in pharmacy for the University of Melbourne and research supervisor for this project.

Case management has been defined as “a systemic process of assessment, planning, service coordination and/or referral and monitoring, through which the multiple service needs of the client are met” (Smith 1991). A case management model of care was implemented in a 30-bed high level residential aged care facility in rural Victoria, in response to anecdotal reports of growing staff dissatisfaction with the perceived ineffective, task-focused model of care that had evolved. The case management model implemented was investigated to determine if residents and their families expressed greater satisfaction and whether relationships with staff improved. www.ajan.com.au/Vol30/Issue1/Ervin.pdf

REGISTERED NURSING RE-ENTRY PROGRAM NOW AVAILABLE ONLINE Accredited program available via flexible delivery Clinical Placements in your local area Online education allows you to study part-time Scholarships / Government Funding available for eligible students

Institute of Health and Nursing Australia Web: www.ihna.edu.au

Tel: 1800 22 52 83

Email: info@ihna.edu.au THE LAMP NOVEMBER 2012 | 37

Recruit a new member and go in the draw for A Wonderful Holiday of a Lifetime Travel from Sydney to Perth in the classic Gold Service on the mighty Indian Paciﬁc. The Indian Pacific is an epic journey that spans a continent. Over 3 days and 3 nights guests experience some of the most diverse scenery on earth – from the stunning Blue mountains with lush tree canopies and spectacular valley views, through the great Dividing Range, the salt lakes and sand dunes of South Australia and over the longest straight stretch of rail track in the world across the Nullarbor Plain.

Prize includes one way journey to Perth for two on the Indian Paciﬁc, airfares for two from Perth to Sydney and ﬁve-night’s accommodation in a Novotel Perth Langley’s Superior King Room, including full buffet breakfast for two*.

Thomson Bay, Rottnest Island. Credit: Tourism Western Australia

Remember for every new member you recruit/have recruited from 30 June 2012 to 30 June 2013 means you will have your name submitted to the draw. RECRUITERS NOTE: Nurses and midwives can now join online! If you refer a new member to join online, make sure you ask them to put your name and workplace on the online application form. You will then be entitled to your vouchers and draw/s in the NSWNMA Recruitment Incentive Scheme.

test your

knowledge 2

8 8

11 14 13

12 14

16 16

19 22

21 23

29 28

31 30

Across Across 1. Surgery in which the thoracic cavity is opened to expose the heart (4.5.7) 9. The amount of air inhaled and exhaled during normal ventilation (5.6) 10. Symptom of scabies (4) 11. A tool used to assist delivery of the foetal head (9.7) 12. Right lower extremity (1.1.1) 13. The act of forming into a rounded mass (12) 14. The relation of foetusâ&#x20AC;&#x2122; long axis with respect to the mother (3)

15. Colour or shade of colour (3) 16. The act of binding or annealing (8) 20. Combining form, meaning distance or end (3) 21. Internuclear ophthalmoplegia (3) 22. A surgical instrument used to scarify the skin (12) 23. Symbol for niobium (2) 25. Relating to serum (6) 28. To make parallel (9) 30. To remove by ulceration (5) 31. The measurement of hearing (10)

Down 1. Degenerative joint disease (14) 2. The internal bony framework of the body (12) 3. T cells that promote the functions of B cells and other T cells (6.5) 4. A gland that contains part of the secreting cell (8.5) 5. Relating to the trunk of the body (7) 6. Pertaining to the uterus and abdomen (14) 7. A neuroglia cell (8)

8. A sensory nerve ending that responds to various stimuli (8) 17. The ventral folding of the caudal extremity of the embryonic disk (4.4) 18. Complete or partial opacity of the ocular lens (8) 19. An action plan (8) 24. The fluid pumped by the heart (5) 26. The hearing organ (3) 27. Symbol for samarium (2) 29. Immunoglobulin M (1.1.1)

THE LAMP NOVEMBER 2012 | 39

Quality legal advice for NSWNMA members 2 Compensation and negligence claims 2 Motor vehicle claims 2 Wage loss claims 2 Industrial and Employment law

2 First Free Consultation for all members 2 Discounted rates for members on all matters 2 Free Standard Wills 2 No win – no charge*

Call the NSWNMA on 1300 367 962 and find out how you can access this great service. Offices in Sydney, Newcastle and visiting offices in regional areas (by appointment). *Conditions apply

LIONS NURSES’ SCHOLARSHIP Looking for funding to further your studies in 2013? The tr The trustees ustees es of the Lions Nurses’ Scholarship F Foundation cations for scholarships for 2013. invite applications Nurses eligible for these ese scholars scholarships must be resident and employed within the State of NSW or ACT You o must be registereed or enrolled Health Practitioner Regulation egulation Age Agency or regulatory authority of the ACTT, and must have a minim experience in the nursing sing professio profession in NSW or the ACT Applicants must alsoo be able to pproduce evidence that your employer will grant ant leave for the required period of the scholarship. Details of eligibility and the scho scholarships available (which include study projects eith either within Australia or overseas), and application cation forms are available from: The Honourary Secretary Lions Nurses’ Scholarship Foundation arship Found 50 O’Dea AAvenue, venue, Waterloo aterloo NSW 2017 or contact Ms Glen Ginty on 130 1300 367 962 or gginty@nswnma.asn.au www.nswnma.asn.au www .nswnma.asn.au Completed applications must be in the hands of the secretary no later than 28 November 2012. 40 | THE LAMP NOVEMBER 2012

BOOKS

BOOK ME Can I Tell You About Epilepsy? A Guide for Friends, Family and Professionals Kate Lambert, Illustrated by Scott Hellier, Jessica Kingsley Publishers (available though Footprint Books)

SPECIAL INTEREST

RRP $14.95 j ISBN 9781849053099 (available as an ebook) j www.jkp.com footprint.com.au Can I Tell You About Epilepsy looks at this common and diverse neurological condition as told from a child’s perspective. Ellie is a young girl with epilepsy who talks about her condition and the many obstacles she faces, from how it feels to have epilepsy, how it affects her physically and emotionally, as well as how it can be treated. This book has been written so it can be used as an ideal introduction to this condition for children, aged from about seven.

Patient Safety and Hospital Accreditation: A Model for Ensuring Success Sharon Ann Myers, Woodslane Pty Ltd

RRP $85.00 j ISBN 9780826106391 j www.springerpub.com Patient Safety and Hospital Accreditation is the first time that current evidence has been presented within a model that assists strategic planning to sustain or gain accreditation, with high levels of patient safety. This book presents the clinically tested Myer’s Patient Safety Model for health care system leaders, middle managers, and administrators, to build their patient safety program and sustain, renew, or obtain accreditation. The author provides detailed explanations of why medical errors still occur in accredited hospitals, and provides organisation-wide steps to prevent these errors, and enhance patient safety. Current patient safety challenges are discussed with an emphasis on the concept of reliability.

The Will to Live, the Courage to Die: An Inspirational Biography Tracey Roberts, A & A Book Publishing

RRP$34.99 j ISBN 9780987290069 j aampersanda.com In autumn of 2010 Tracey Roberts found herself deeply involved, along with her family and the remarkable hospital medical staff in the Intensive Care Unit of the Royal North Shore Hospital, in caring for her uncle, Peter Bilsborough. The Will to Live, the Courage to Die is a profound and deeply moving account of Peter’s final months and Tracey’s own response to that experience. With care, consideration and compassion, Roberts writes of her struggle in coming to terms with her uncle’s tragic accident and the issues he faced; including the knowledge of his impending death and the way he chose to say goodbye to those he loved. Through this candid, painful record, Roberts opens the pages of Peter Bilsborough’s spirited life to reveal the core of this remarkable man who had both the will to live and the courage to die.

What is to be done? The Struggle for the Soul of the Labour Movement. Jim Macken, The Federation Press

RRP $16.95 j ISBN 9781862878785 j www.federationpress.com.au A sequel to Between Death and a Difficult Birth, a book written 10 years ago about the convulsive events of the “counter culture” of 1968 on the trade union movement and society generally, What is to be Done takes the debate further by suggesting solutions to the decline in membership and support for trade unions and the ALP. Macken’s book looks at possible solutions to the decline in membership, and suggests a return to first principles to govern recruitment and retention of members to both the party and the union movement. There is no doubt this short book will promote heated debate in the ranks of the labour movement, but few will disagree with his historic study of developments, nor the logic of his case for dramatic change in the structures of the union movement and the ALP.

Dementia Care in Nursing Sue Barker with Michele Board, SAGE Publications Ltd (available though Footprint Books)

RRP $39.95 j ISBN 9780857258014 j www.sagepublications.com j footprint.com.au Dementia Care in Nursing is part of the Transforming Nursing Practice series and has been written specifically to support nursing students on pre-registration degree level programmes. It is a well-written book that will enable nurses to talk about and care for those with dementia from a sound, knowledgeable basis that takes into account the many factors – physical, psychological and sociological – which impact on this distressing condition.

All books can be ordered through the publisher or your local bookshop. NSWNMA members can borrow the books featured here, and many more, from our Records and Information Centre (RIC). Contact Jeannette Bromfield gensec@nswnma.asn.au or Cathy Matias 8595 2121 cmatias@nswnma.asn.au. All reviews by NSWNMA RIC Coordinator/Librarian Jeannette Bromfield. Some books are reviewed using information supplied and have not been independently reviewed. THE LAMP NOVEMBER 2012 | 41

MOVIES

movies of the month 2 Days in New York

ciné files Albert Delpy, who plays Marion’s father in the film is Julie Delpy’s real papa.

When her French relatives descend upon a woman and her new American boyfriend, humour ensues. This is a film that will leave you smiling, writes Sue Miles. Marion (Julie Delpy), first seen in 2 Days in Paris, has broken up with her American boyfriend Jack (Adam Goldberg in Paris) and now lives in New York with her new boyfriend Mingus (Chris Rock). When Marion’s French family decides to come visit her, for her upcoming photography exhibition, they initiate two unforgettable days that will test Marion and Mingus’s relationship. Marion and Mingus live “cozily” as most people do in New York, (typical cramped apartment) with their cat and two young children from previous relationships. Family visits in a small space are strained affairs, especially so when the family are Marion’s eccentric father and her sister Rose, who brings one of Marion’s ex-boyfriends along, just to make things interesting. With their unwitting racism and sexual frankness, the French trio, hilariously, has no boundaries or political correctness and no person is left unscathed in their wake. Directed and co-written by Delpy 2 Days in New York is a witty romp. A fabulous addition to the cast is Chris Rock who, amid French fiascos, convincingly plays the straight man as Marion’s American DJ boyfriend. In 2 Days in New York Delpy manages to bring together a cast and story that shows the humour in extreme cultural differences and, with understated directorial flair, also manages to show that sometimes change is the best solution to a relationship that’s been pushed to its limit. Sue Miles is a Mental Health Nurse at the RPA

IN CINEMAS 22 NOVEMBER

MEMBER GIVEAWAY the lamp has 15 in-season double passes to give away to 2 Days in New York, thanks to hopscoth films. the first 15 members to email their name, membership number, address and telephone number to lamp@nswnma.asn.au will win.

42 | THE LAMP NOVEMBER 2012

DEAD EUROPE Are you ready for your Below Deck tour of Europe? Only three countries in 84 minutes, but you can take plenty of baggage! Review by James Mabutt. It is always hard seeing a movie of a book you loved. Dead Europe, based on Christos Tsiolkas’ book of the same name is an ambitious movie, set like a back street tour across Europe, with sex, drugs, exploitation, few sights but no rock n roll, just Greek music. Isaac is an Australian photographer who has planned a trip back to Greece for a photography exhibition. Then his father dies in Australia, amid concerns about the first family member ever returning to Greece. The past that haunted all who knew it engulfs Isaac, at first slowly, then more frantically, on his European nightmare. The curse on the father and sons of the family gathers momentum like one of the high-speed European trains, but this one is running off the rails. The book is a confronting epic with layers of great story telling. The film is also confronting and graphic, but is short, fast moving and frustrating; at times the story moves on with so much yet to be answered or asked. The past is a story/myth about a Jewish boy that Isaacs’ family cared for during World War II. How does this affect the family now?

MEMBER GIVEAWAY the lamp has 20 in-season double passes to give away to Dead Europe, thanks to transmission films. the first 20 members to email their name, membership number, address and telephone number to lamp@nswnma.asn.au will win.

ciné files Author Christos Tsiolkas also wrote Loaded, which was adapted for the 1998 film Head On, and The Slap, which was adapted into an eight-part television series that first screened on ABC1 in 2011.

What payment awaits them for past deeds, emerges more and more. The second-generation immigrant returning home, racism, child slavery, mistreatment of vulnerable people and loss are also themes. Isaac meets a young refugee boy in Athens who is desperate for help; but Isaac lets him down (or does he). This boy then appears to follow Isaac throughout Europe; or is Isaac losing his mind? What does this boy represent: truth, fantasy, lies or family secrets? Reality blurs amid the dead Europe full of refugees, defenseless children and its own past. There is even the junkie brother, estranged from the family, hiding or self-medicating, involved in a shocking trade. It is like the new age, similar to the end of World War II, with the vulnerable caught and sucked up in global financial and political events. The movie-making team made a gallant attempt at an overwhelming story. I believe their take on it would be difficult without reading the book, but my

sister, who accompanied me, disagreed. I was looking for the details of the book, but movies can never deliver this. The acting is great and the characters seen in Europe, like the photographs Isaac takes, are haunting. These characters and settings give an Underbelly, almost Blue Velvet look behind the Acropolis, the Eiffel Tower and the glossy brochures. The book was written before the GFC and current European melt down, so its dark-sided look at Europe is even more pertinent today. This film is definitely not for the faint hearted. James Mabbutt is a Community Mental Health Nurse at Kincumber Community Health Centre

IN CINEMAS 15 NOVEMBER

THE LAMP NOVEMBER 2012 | 43

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Go Direct Debit & Win

a fabulous South Coast holiday Start paying your NSWNMA fees by Direct Debit for the chance to win a two-night stay at the Bannisters in Mollymook, worth over $1,000!

The prize includes a two-night midweek stay in an Ocean Deluxe room, with deck and stunning ocean views; hot breakfasts for two; a picnic hamper for two; a day spa voucher to the value of $120; a $200 Rick Stein at Bannisters Restaurant dinner voucher; and a signed copy of Rick’s latest cookbook. Spring is fabulous on the NSW south coast – uncluttered, very laid-back and the locals are friendly and welcoming. Think of long sandy beaches, fresh clean air, fantastic seafood dining and award winning luxury accommodation and you have all the ingredients that makes Bannisters as a ‘must do’ on your getaway list. This boutique hotel is home to international chef Rick Stein’s only restaurant outside of the UK. Understandably it features the seafood that has become his hallmark, and celebrates the wonderful fresh fish from local south coast waters. This is a dining experience not to be missed, and one that many avid foodies make the pilgrimage to enjoy. Deluxe guest rooms enjoy panoramic sea views, and in season this means you can whale-watch from your private balcony! Spoil yourself with an coastal getaway at Bannisters. To find out more visit www.bannisters.com.au or phone (02) 4455 3044 Conditions: valid midweek shoulder season, from 1 September 2012 – 30 April 2013, excluding school and public holidays.

HERE’S HOW HO W YOU YOU CAN WIN

s s #ANCEL YOUR PAYROLL DEDUCTIONS AND START PAYING YOUR FEES THROUGH DIRECT DEBIT AND YOU WILL #ANCEL YOUR PAYROLL DEDUCTIONS AND START PAYING YOUR FEES THROUGH DIRECT DEBIT AND YOU WILL go into the lucky draw and/or s s #ONVINCE YOUR COLLEAGUES TO CONVERT FROM PAYROLL DEDUCTIONS TO DIRECT DEBIT AND YOU AND #ONVINCE YOUR COLLEAGUES TO CONVERT FROM PAYROLL DEDUCTIONS TO DIRECT DEBIT AND YOU AND each of your colleagues who switch to direct debit will go into the lucky draw and/or s s 3IGN UP A NEW MEMBER USING THE DIRECT DEBIT METHOD OF PAYING THEIR FEES AND YOU AND THE 3IGN UP A NEW MEMBER USING THE DIRECT DEBIT METHOD OF PAYING THEIR FEES AND YOU AND THE new member will go into the lucky draw. draw.

Direct debit is not only the easiest and most convenient way to pay your membership, but switching over could win you a luxury holiday! Don’t risk your membership lapsing from changing workplaces. W With ith direct debit you are always protected on the job.

Membership Application forms or Dir Direct rect e Debit forms can be downloaded fr from om our website www.nswnma.asn.au. www.nswnma.asn.au. Alternatively call the NSWNMA on 8595 1234 (metr Alternatively (metro o ar area) ea) or 1300 367 962 (non-metr (non-metroo area) area) for more more information.

DIARY DATES

conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA Médecins Sans Frontières Information Evening 7 November 7pm Common Room, Women’s College, Sydney University Just turn up! www.msf.org.au NSW Urological Nurses Society (NUNS) Professional Development Day 2 November (5 CPD) Burwood RSL Club 02 9990 4148 urological_nurses@hotmail.com www.anzuns.org Radiotherapy Nurses Education Day 9 November Wahroonga Michelle Beringer NUM 0413 359 981 mberinger@radiotherapy.com.au NSW Genca Gastroenterology Conference 10 November Liverpool Hospital 1300 788 155 genca.org 2012 AWMA (NSW) Bi-Annual Branch Conference Growing, Nurturing and Harvesting – Wound Care in the Vines 11-12 November, Cessnock Hunter Valley Gardens, Cessnock mimiwilson45@hotmail.com Perinatal Mental Health Assessment Training for Midwives 19- 20 November Gosford Hospital Tanya Connell 0412 970 347 Tanya_connell@bigpond.com Choices & Challenges with Central Venous Access Workshop 20 November Sydney 5 December Newcastle Ashley Hayes 0419 993 312 nswworkshops@mayohealthcare.com.au www.mayohealthcare.com.au/education/ education_workshop.htm 23rd PANDDA 2012 Conference. Great Expectations. 26-27 November Parramatta www.pandda.net/PANDDA/ 2012_Conference.html

Developing Maternity Care that Works for Women November 30, Canterbury Hospital Kate Griew (02) 9787 0000 Page 82220 Fax (02) 97870431 kate.griew@sswahs.nsw.gov.au Nepean Midwives Conference: Taking Midwifery to the Future 1 March 2013 Windsor murrayt@aimhigherevents.com.au Council for Children’s Nurses NSW Biennial Conference: Winds of Change – Thinking into Action March 14-15 2013 Sydney www.ccnnsw.org.au/2013-ccnconference/ 2nd International Natural Health Summit 3-5 May 2013 Sydney www.atmssummit.com.au 7th Australian Women’s Health Conference 7-10 May 2013 Sydney www.womenshealth2013.org.au info@womenshealth2013.org.au (02) 9254 5000

INTERSTATE & OVERSEAS 4th Australian Rural & Remote Mental Health Symposium 19-21 November Adelaide anzmh.asn.au/rrmh (07) 5502 2068 South Pacific Nurses Forum 19-22 November Melbourne Kerrie Fitzpatrick spnf@anf.org.au 03 9602 8531 www.spnf.org.au/

is C omplex Complex

Hospital in the Home Society of Australasia 5th Annual Scientific Conference 2012 22-23 November Melbourne www.hithsociety.org.au/conference Megan.Chinzani@ashm.org.au 0458 291 166

REUNIONS RGHC January 1980 PTS reunion 10 November Warren Lewis 0425 386 947 lewiswt@bigpond.com Royal Melbourne Hospital January 1973 PTS Claire Jenkin (nee Furlong) 0420 810 544 jenkin.claire@gmail.com RAHC March 1973 PTS reunion 17 March 2013 Celebrate 40 years since we commenced training. Bronwyn Exley bronwyn.exley@bigpond.com Jenny Elliott jenelliot@bigpond.com Sherran Alexander (Peck) sherran.j.alexander@gmail.com

REGIONAL Intra-Aortic Balloon Pump Workshop 7-8 November Canberra Dean Munro 0419 680 275 nswworkshops@mayohealthcare.com.au www.mayohealthcare.com.au/education/ education_workshop.htm

Diabe Diabetes tes

NSWNA Events Check venue location with Lyn Stevens 02 8595 1234 Free call 1300 367 962. 2012 EDUCATION CALENDAR For more information contact Carolyn Kulling (02) 8595 1234 Free call 1300 367 962 www.nswnurses.asn.au/topics/2761.html

diary dates is a free service. Please send details of your event by the 5th of each month, in the format used here – event, date, contact details, website if applicable. Email: lamp@nswnma.asn.au Fax: 9550 3667 Post: 50 O’Dea Ave, Waterloo NSW 2017

Do you have the skills to provide the right care?

Diabetes Diabetes – Nursing Nursing Management Management Two Two Day Day Seminar – 11 CPD Hours Hours incidence off diabe diabetes As tthe he incid ence o tes increases worldwide, incr eases w orldwide, tthere here is a prevention and huge shift ttowards owards pr evention a nd off c complications. minimisation o omplications. you are off As a Nurse y ou ar e at tthe he fforefront orefront o prevention and management off tthis pr evention a nd ma na gement o his complex chronic This highly c ompl ex chr onic iillness. llness. T his highl y evaluated program will enhance e valuated pr ogram w ill enh ance your knowledge off e evidence-based y our kno wl edge o vidence-based care of care and and management mana gement of people peopl e with with diabetes. diabetes. Sydney Sydne y

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