The Lamp April 2006 by NSW Nurses and Midwives' Association

lamp the

magazine of the NSW Nursesâ&#x20AC;&#x2122; Association

volume 63 no.3 April 2006

Print Post Approved: PP241437/00033

TOGETHER We protect our future

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ABOUT THE LAMP

C O N T E N T S

Contacts NSW NURSES’ ASSOCIATION For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. SYDNEY OFFICE 43 Australia Street Camperdown NSW 2050 PO Box 40 Camperdown NSW 1450 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9550 3667 E gensec@nswnurses.asn.au W www.nswnurses.asn.au HUNTER OFFICE 120 Tudor Street Hamilton NSW 2303 ILLAWARRA OFFICE L1, 63 Market Street Wollongong NSW 2500

Cover story

LAMP THE

MAGAZINE OF THE .37 .URSES !SSOCIATION

Together we protect our future 14

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Cover Annette Taylor, CNS, and Reddy Bodidi, RN, with NSW Premier Morris Iemma

News in brief 8 8 9 10 10 10 11 11 12 13 13

Pay your bills, or else NSWNA honoured for pay equity campaign Mambo’s art of protest Palliative care conference Calling all male nurses Award honours Jann’s community service 25% pay offer to Qld nurses Reality show hopes to recruit nurses Talks follow RNSH protest rally More nurse practitioners EN program more popular

NSWNA education program

Occupational health and safety 32 Working safely with sharps

Lifestyle 34 SCUBA dive and leave your worries up top 37 Film review 39 Book me

Obituary 43 Thanks to our first Nurse Practitioner Olwyn Johnston

13 What’s on this month

Passing times

Private hospitals

45 Farewell to Jenny after 50 years in nursing

20 New Agreements deliver pay parity and protection

Regular columns 5

Industrial issues

Editorial by Brett Holmes 6 Your letters to The Lamp 31 Ask Judith 41 Our nursing crossword 47 Diary dates

24 Casual nurses win right to permanency 26 Review of Continuing Education Allowance

Competition

Aged care 22 Thanks for pay rise, no thanks to cuts 23 Moran threatens legal action

35 Win tickets to the Anzac International Military Tattoo

Agenda 28 Anti-terror laws ditch democratic rights

Special offer 37 Five movie packs to give away for Failure to Launch and 10 double passes to Lassie

NSWNA COMMUNICATIONS COORDINATOR Noel Hester T 8595 2153 NSWNA COMMUNICATIONS OFFICER Olivia Nassaris T 8595 1263 THE LAMP EDITORIAL For all editorial enquiries, letters and diary dates: Salim Barber T 8595 1234 E sbarber@nswnurses.asn.au M PO Box 40 Camperdown NSW 1450 THE LAMP PRODUCED BY Lodestar Communications T 9698 4511 PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Coonabarabran District Hospital Jonathan Farry, RPA Hospital Mark Kearin, Wyong Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Therese Riley, St George Hospital ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE - LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au General disclaimer The Lamp is the official magazine of the NSW Nurses’ Association. Views expressed in articles are contributors’ own and not necessarily those of the NSW Nurses’ Association. 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 NSW Nurses’ Association takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNA 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 NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44. THE LAMP APRIL 2006 Individuals $60, Institutions $90, Overseas $100.3

N CI

N U O

NSW NURSES’ ASSOCIATION PROFESSIONAL ISSUES CONFERENCE

BOOK NOW FRIDAY 9 JUNE 2006 SWISS-GRAND RESORT & SPA BONDI BEACH PARKING AVAILABLE @ $8 FOR THE DAY

9.00AM—5.00PM

STAY FOR COCKTAILS

COST:

PROGRAM WILL INCLUDE • Facilitator c Coral Levett, President, NSWNA • Managing fatigue & burnout in the workplace c Dr Delwyn Bartlett, Woolcock Institute of Medical Research, University of Sydney

• Getting it right: How to make your ward a place nurses never want to leave c Kylie Stark, Nurse Manager ED, Sydney Children’s Hospital

• Federal Industrial Relations changes:

MEMBERS NON MEMBERS NURSING STUDENTS

$85 $100 FREE (limited places)

WATCH THE MAY LAMP & WEBSITE FOR FURTHER DETAILS www.nswnurses.asn.au or contact Carolyn Kulling on Metro: 8595-1234 Rural: 1300 367 962 4 THE LAMP APRIL 2006

How they will affect you c Brett Holmes, General Secretary, NSWNA

• Reflections on my career c Sally Goold, Chair CATSIN, Senior Australian of the Year 2006

• Current professional nursing issues • Plenary & concurrent sessions • Opportunity to network with colleagues Authorised by Brett Holmes, NSWNA General Secretary

E D I T O R I A L BY BRETT HOLMES GENERAL SECRETARY

More breakthroughs to protect nurses g Iemma moves to protect public hospital nurses but we can’t be complacent.

he state government’s decision to transfer NSW public hospital nurses into government employees, a move which will shield them from the Howard government’s workplace changes, is a genuine reason for celebration (see story page 14). There is a gentle irony here. Nurses have had to fight hard with the Labor government, as their employer, to get decent pay and conditions and recognition of their workloads. Inevitably this creates friction for both parties. To be fair, the government has many balls to juggle within the funding constraints imposed on them by the federal government. The toxic industrial environment created by the Howard government’s new IR changes has provided an opportunity for the Iemma government to show another side to nurses, besides being an employer. Many workers, rightly, believe that the Labor Party and Labor governments should, as a priority, stand up for workers’ rights. Too many times in the past they have been left disappointed. The Iemma government has made a serious intervention to champion the rights of NSW public sector workers including nurses. It is a politically massive move and its significance should be acknowledged. They are to be congratulated for it. It would be wrong, however, for public hospital nurses to think that is the end of the matter and they are now safe in some sort of bubble. The state Opposition is steadfast in its commitment to move all NSW workers on to federal agreements and exposing them to the excesses of the federal government’s changes. And senior members of the Howard government have been apologising to

business leaders behind closed doors for not going far enough with the changes (see story page 18). This means there is no room for complacency. A change of government at the state level will mean this protection will disappear.

Affiliated hospitals still need some convincing There are still about 2000 nurses employed in hospitals known as ‘affiliated health organisations’ who will not be automatically protected unless the Boards of these facilities decide to transfer their workers’ employment to the ‘service of the Crown’. St Vincent’s hospital is the largest of these hospitals and is strongly resisting this move. The NSWNA is working cooperatively with other health unions to encourage St Vincent’s and the other ‘Schedule 3’ hospitals that they should follow the government’s lead and protect nurses’ conditions and rights by remaining in the fairer NSW system.

The Iemma government has made a serious intervention to champion the rights of NSW public sector workers including nurses.

A good outcome for private hospital nurses There is good news in another sector, too. After extensive negotiations with the major private hospital employers and representatives, we’ve achieved significant and valuable outcomes which over the lifetime of new Enterprise Agreements will bring private hospital nurses’ pay into line with the public health system’s rates of pay. It’s significant that only Healthscope, and to a lesser extent, Ramsay, have

at this point in time, put a process for dealing with workload issues in writing. The other employers flatly refuse to even discuss this important issue. Nurses will now have no alternative but to pursue reasonable workloads issues via the more cumbersome use of OHS laws and regulations. It is unconscionable that these employers insist on nurses having to establish injury damage or prove unsafeness before acting. They should accept that the proactive approach of discussion between management and employees through workloads committees is the way forward to resolve these issues.n THE LAMP APRIL 2006 5

L E T T E R S

LETTER of the month Karla Sundquist

Keep up the pressure to improve conditions next time I am disappointed and disheartened in the outcome of the award negotiations between Ramsay Healthcare and the NSWNA. Despite the pay increases offered, Ramsay denied a request for increased paid maternity leave. Although I am reluctant to do so, it is in our best interest to vote â&#x20AC;&#x2DC;yesâ&#x20AC;&#x2122; and accept this Agreement to secure our pay and conditions for the next three years. Itâ&#x20AC;&#x2122;s hard to believe but pay and conditions within this industry are under threat due to the federal governmentâ&#x20AC;&#x2122;s industrial relations legislation. I am disappointed that a country like Australia with such a high standard of living has such a lack of respect for health practitioners such as ourselves. In similar countries, such as Canada, nursing is a sought after, well paid and highly respected profession. Although it is beneficial for us to accept the agreement being offered we still need to pressure Ramsay Healthcare to improve conditions and leave entitlements.

The average age of a nurse at Kareena Private Hospital is approximately 50 years. In five to ten years those nurses will look at decreasing their hours and many may think of retiring. If poor staffing levels are an issue now, can you imagine what will happen in the future? Those of you in that age category may ask: â&#x20AC;&#x2DC;Why should I support increased maternity leave â&#x20AC;&#x201C; Iâ&#x20AC;&#x2122;ve had my family and this doesnâ&#x20AC;&#x2122;t affect me?â&#x20AC;&#x2122; It does, if Ramsay entices young nurses to work in their hospitals by offering the same pay and conditions as public hospitals we would have adequate staffing levels and your workload would be decreased. There would also be a new generation of nurses benefiting from your wealth of knowledge and experience. If we donâ&#x20AC;&#x2122;t recruit and retain young nurses now, worsening staffing levels are inevitable and we will be incapable of caring for our increasingly ageing population.

Ramsay Healthcare only offers four weeksâ&#x20AC;&#x2122; paid maternity leave and a further two weeks pro rata once you have returned to work for three months, compared to the public sector that increased their paid maternity leave from nine to 14 weeks in May 2005. Karla Sundquist Endorsed EN Kareena Private Hospital

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6 THE LAMP APRIL 2006

Got something to say?

Send your letters to: Salim Barber email sbarber@nswnurses.asn.au fax 9550 3667 mail PO Box 40 Camperdown NSW 1450 Please include a photograph along with your name, address, phone and membership number. Letters may be edited for clarity and space.

Gillian I Kane

Julie Gibbs

Helen Kerslake

Few support Howard on WorkChoices

Nurses protected from appalling WorkChoices fiasco

Aged care nurses should be paid the same

I wrote to John Howard stating I was a financial member of the Liberal Party and that I was appalled at the proposed changes to industrial relations and urged him to exempt the nursing profession. I stated that gains in (aged care) nursing had taken years and years to achieve. They were very hard fought and difficult to win. I pointed out that there was an acute shortage of nurses. The fact that I did not receive any acknowledgement is indicative of his concern. Someone did finally send a reply four months on. Additionally, I wrote to Peter Costello and I sent him recent copies of the Queensland Nurses Union Journal and The Lamp. I hear from friends still actively working in the nursing industry about the serious downturn in staffing levels and of an increase in critical incidents, which is such a worrying trend. Incidentally, I was spitting chips as my letter to Peter Costello never reached him. It was opened by security at Parliament House, Canberra, as it contained nursing journals (The Lamp and QNU Journals). I told Peter Costello to really sit and read those. Would you believe (yes you would!) they forwarded the letter to Kevin Andrews! For goodness sake, he was as useless as a hip-pocket in a singlet as a former minister for aged care. I have a daughter (RN, paediatrics and children’s ward, Ipswitch General Hospital) and a second daughter (RN, mental health, Victoria), who both tell the same story of critical staff shortages. Good luck with the on-going campaign. John Howard may continue to ignore us but the voters will not support him at another election. I have a wide range of friends and currently find few support him. Keep up the fight. I will from this end on behalf of the nursing profession but I prefer walking on the beach at Byron Bay!

I applaud the NSW Government’s decision to protect the rights of the majority of public hospital nurses by ensuring they are employed under the jurisdiction of the State Industrial Relations System. However, although this is excellent news, it saddens me that many people will still become caught up in the new Federal Award System (WorkChoices). This system stands to erode pay and conditions, allow for unfair dismissal, and has a great potential for exploitation of workers by rogue employers. Therefore, all nurses must remain diligent and continue to campaign against the unfair, unjust and unAustralian WorkChoices legislation. I believe the NSWNA will continue in their attempts to get the best possible pay and conditions outcomes for all nurses, but this will be extremely difficult in the current anti-union environment, particularly in the private and aged care nursing sectors. As such, the ongoing commitment of a strong union such as ours is vital. It is critical that all nurses encourage their colleagues to not only join the union but to be active and prepared for any necessary action.

I work in the public health system as an RN casual and also have a part-time job in aged care where my hourly rate is $2.96/hour less than when I work in public health. I see you are reviewing pay rates for CNS positions in private hospitals. Well this is fine, but what about the aged care sector? When will nurses in that sector get paid anywhere near what other RNs get? The pay rates should all be the same wherever we work. We are all nurses doing the same work, whatever areas we work in. The same skills are required and the lower pay rate only fosters keeping RNs who do not keep up their knowledge or education, as they get paid less and get treated worse than in the public sector. The owners of these nursing homes staff them on skeleton staff and run the nurses into the ground, the residents get minimal care and the paperwork in them is like a papertiger trail that leads only to the owners getting paid. Is anyone lobbying the government on changing the rules back to making the owners more accountable for where they spend the money? It should be more on care and not so much on them building an empire to make more nursing homes for their exorbitant profits. The hostel situation is by far the worst. They charge the elderly to buy these places and then have no staff in them at night or untrained people, who panic and send them to emergency simply because their blood pressure is elevated on one occasion. I know this happens frequently as my public health job is in emergency. Please get onto the nursing home RN’s pay and better conditions as these nursing home owners are like Ned Kelly’s lions in sheep’s clothing.

Gillian I Kane

Vicki Blanch, St Joseph’s Hospital

Julie Gibbs, St George Hospital Branch

Vicki Blanch

Thanks for competition prize I am just writing to thank you so very much. When I got home last night I found a package on my doorstep. I had won a copy of Mosby’s Dictionary through The Lamp’s February competition! It was a very nice surprise, as I am not usually this lucky. The dictionary is great, and will be most helpful in my day-to-day work.

Helen Kerslake, Westen Sydney Area Health Service THE LAMP APRIL 2006 7

Members celebrating a hard-fought campaign win: (clockwise from top) Tina Heath, Lorraine Read, Lynnette Flanagan and Lucille McKenna

N E W S I INN BBRRI IEEFF

PAY YOUR BILLS,

OR ELSE ealth executives who fail to pay creditors within NSW Health’s 45-day benchmark face having their performance agreements reviewed. Health Minister John Hatzistergos issued this warning after more evidence that some health services are having trouble paying their bills. South Eastern Sydney/Illawarra Area staff were forced to pay for petrol to keep vehicles on the road after the Area’s fuel cards were refused credit, the Illawarra Mercury reported. The paper also reported that: c Figtree Private Hospital threatened to cancel its urology contract with the Area after waiting four months to be paid c A business equipment company in Wollongong refused to service Area equipment after experiencing problems having its accounts paid c Visiting Medical Officers have been told they will have to wait longer to receive payment for work in Area hospitals. Announcing he was providing the health system with an extra $46 million to pay creditors, Mr Hatzistergos said senior executive staff would be held accountable if creditor benchmarks were not reached. ‘What we can’t lose sight of is that many of these creditors are small business people with families,’ he said.

8 THE LAMP APRIL 2006

NSWNA honoured for pay equity campaign

he NSW Nurses’ Association has received an award for promoting the role of women in unions. The Australian Council of Trade Unions presented its Jennie George Award to the Association for its Fair Share for Aged Care campaign. The Fair Share for Aged Care campaign was waged by the NSWNA to win a fair pay rise for underpaid aged care nurses. The hard-fought campaign won a 25% pay rise over three years – reducing the pay gap between aged care and public

hospital nurses – and disproved in court the aged care employer claims that they could not afford to pay the pay rise. The NSWNA shared the award with the Liquor, Hospital and Miscellaneous Workers Union, which was honoured for its childcare pay equity campaign. ‘These campaigns may be the last pay equity test cases of their type, thanks to the passage of the federal government’s new industrial relations laws and the effective scrapping of the award system,’ the ACTU said. n

The art of protest g Mambo artist Reg Mombassa gets up WorkChoices and sends his support to nurses

eg Mombassa, famed Mambo artist and former Mental as Anything band member, says that his zero tolerance for industrial relations changes artwork, generously donated to the NSWNA, is a tongue-in-cheek protest against the federal government’s industrial relations changes. Expressed in his unique and controversial style, Reg hopes workers will find his ‘satirical and sarcastic take on some old-fashioned political images’ amusing. ‘People in favour of the WorkChoices legislation will probably think it’s childish but the artwork illustrates

how unreasonable these changes are with the power that employers have been given to reduce wages and working conditions,’ he said. Reg has many personal connections with nurses and holds them in high regard. ‘My mother and father were both nurses in New Zealand, before I was born, my sister-in-law is a nurse and we have friends that are nurses – so I have a great respect for the profession. ‘I believe that being a nurse or a teacher is a demanding and socially important job that we should reward. I don’t think that nurses are adequately paid for the hard work and long hours they endure and it’s only because of the penalty rates and loadings that make it a decent salary. WorkChoices could take all of those penalty rates and loadings away.’ Reg is concerned about the impact this legislation will have on his children and their experiences in the workplace.

Reg Mombassa’s zero tolerance for industrial relations changes artwork and the artist (right)

‘I have kids and I’m aware that the changes to industrial relations will probably affect them. It gives employers the advantage and power and doesn’t seem fair. ‘I think that negotiating your own wages and conditions would be really difficult for young people. I think back to some of my jobs when I was young, as a labourer and cleaner, and I can’t imagine myself trying to negotiate my own pay. I wouldn’t have been able to do it – I wouldn’t have been confident enough to deal with a boss. ‘People who don’t have the confidence or education to be able to negotiate their own pay and conditions will be at an obvious disadvantage. It will head towards an American-style system where people working full-time on a minimum wage are living in virtual poverty.’ Reg Mombassa’s zero tolerance for industrial relations changes artwork will be available on t-shirts from Unions NSW. n THE LAMP APRIL 2006 9

N E W S I INN BBRRI IEEFF

PALLIATIVE CARE

Award honours Jann’s CONFERENCE community service

elbourne will host the inaugural conference of Palliative Care Nurses Australia on 8-9 September 2006. Invited speakers include Professor Jane Seymour, Sue Ryder Care Professor in Palliative Care and End of Life Studies at the School of Nursing University of Nottingham, UK, and Professor Linda Kristjanson, Professor of Palliative Care at Edith Cowan University, WA. Registration for the conference closes on 21 July. For more information, visit http://www.pallcare.org.au and click on ‘Links – PCNA’.

CALLING MALE NURSES

visiting professor from Brunel University in the UK wants to interview male nurses in NSW for research into the careers and work experiences of male nurses. Professor Ruth Simpson’s project follows on from a similar study in the UK and is funded by The Nuffield Foundation, which has a particular interest in trends in health care work practices. For information, email ruth.simpson@ brunel.ac.uk or phone 0400 432 904.

10 THE LAMP APRIL 2006

Photo courtesy Sydney Children’s Hospital Randwick

Jann Zintgraff with clients of the Paddington early childhood centre.

n the grounds of a ritzy housing development in the wealthy Sydney suburb of Paddington sits a centuryold cottage providing free care to babies and advice to their mothers. A community campaign played an important role in maintaining the Paddington Early Childhood Centre on the site of the former Royal Hospital for Women after the hospital was torn down for a housing development in the early 1990s. A key figure in that campaign was nurse Jann Zintgraff, who wrote submissions and letters to the developer, local council and politicians arguing for the need to retain the centre. Jann was named ‘Bligh Woman of the Year’ by the NSW Office of Women at a ceremony on 8 March, International Women’s Day. Bligh is the State electorate represented by long-term independent MP Clover Moore, who nominated Jann for the award at the suggestion of her colleagues and clients. ‘Jann has devoted many years to helping new parents learn to care for their babies and to campaigning for support services to stay in the inner city,’ Ms Moore said. ‘I felt there should be some continuity of service for mothers and babies on this piece of land, not just houses for the wealthy,’ Jann told The Lamp.

Jann has worked at the Paddington centre for 23 years and has been an early childhood nurse since 1968. The centre was part of the former Royal Women’s Hospital where Jann did her obstetrics training and is now attached to the Sydney Children’s Hospital. Jann has been a nurse for 45 years and says she has never been bored with her job. ‘I love being a nurse, especially working in this field,’ she said. ‘Everyone keeps asking when am I going to retire, but I enjoy my job and have no intention of retiring for the moment.’ Jann has been a member of the NSW Nurses’ Association throughout her career. ‘There is a lot to be said for having a body of people behind you, you never know when you may need the backing of a good organisation like the union,’ she said. n

25% PAY OFFER TO QLD NURSES he Queensland government has offered nurses pay rises totalling 25.3% in a bid to avert a hospital staffing crisis. The 22,000 nurses employed by Queensland Health are considering the offer, which would cost the State almost $1 billion. Premier Peter Beattie said the offer to be paid by instalments over the next three years will ensure Qld nurses are better paid than their colleagues in every State and Territory bar NSW. ‘But the differences in the cost of living between NSW and Queensland will mean our nurses will have spending power on a par with their NSW colleagues,’ Premier Beattie said. The pay offer is part of a multibillion dollar health reform plan. Queensland’s spending on public hospitals and its ratios of nurses and doctors to patients are below the national average, according to the Productivity Commission. Nurses at more than 400 Queensland public hospitals and other health facilities were meeting to consider the State Government’s offer as The Lamp went to press. Queensland Nurses’ Union secretary, Gay Hawksworth, said the nurses’ response will be conveyed to the government’s negotiators at the end of these meetings. ‘It is up to our members to decide if this proposal meets the needs of the Queensland health system. If they decide it does then the proposal will form the basis of a new enterprise bargaining agreement for nurses. If they decide it doesn’t then negotiations on pay will recommence. Negotiations on certain working conditions are continuing anyway,’ she said. ‘Let me stress there is no agreement at this stage. The QNU simply believes the proposal was substantial enough for it to be taken out to the nurses for their consideration. There is some time to go yet before any agreement is finalised. ‘Any final agreement will go to a ballot of all nurses employed by Queensland Health and the Mater Public Hospital.’

Reality show hopes to recruit nurses

here is no hunk handing out red roses, and nobody gets voted off the show. There is a US$10 million beachfront mansion, currently home to six US nurses and the camera crew which shadows them on duty and off for the latest American reality show. 13 Weeks, which is webcast once a week (www.nursetv.com) and expected to go on cable TV soon, chronicles the professional and personal lives of a group of ‘travelling nurses’ who have moved from different parts of the US to take up jobs in California. Produced by the recruitment company Access Nurses, the show is aimed at luring more nurses to the chronically understaffed and mostly private Californian hospitals. The series features the intense and challenging hospital environment interspersed with doses of fun and glamour, as the nurses – four women and two men – go hot air ballooning, sky diving and surfing on their days off and relax in the mansion. ‘After L.A. Law, everyone wanted to be a lawyer,’ said Alan Braynin, chief executive of Access Nurses. ‘Hopefully, after this, more people will want to be nurses.’ ‘We want to change the perception of nurses as older women who just change bedpans and show people that this can be an exciting lifestyle.’ The US has 110,000 vacant nursing positions. In California where the shortage is most acute, a new law requires hospitals to employ one nurse for every five patients in most wards. ‘Travelling nurses’ have moved in to fill some of the staffing gaps. They typically work for 13 weeks before moving on to their next assignment, earning between US$40,000 to US$70,000 a year and as much as US$100,000 with overtime – with the staffing agency paying for housing, power bills and health insurance. n

‘After L.A. Law, everyone wanted to be a lawyer. Hopefully, after this, more people will want to be nurses.’

THE LAMP APRIL 2006 11

N E W S I INN BBRRI IEEFF

Talks follow RNSH protest rally g Nurses take a stand for patient care

protest rally by Royal North Shore Hospital nurses has brought management to the negotiating table and some improvement on staffing issues. However, several major issues concerning staffing and workloads remained unresolved when this issue of The Lamp went to press, with the Nurses’ Association branch at the hospital meeting to consider further action. Nurses held a public protest in front of the hospital after management refused to budge on cost-cutting measures which have raised workloads and jeopardised patient safety. The nurses are angry that, because of a reported $20 million budget over-run at the hospital that is not of their making, nursing services are bearing the brunt of savings initiatives. NSWNA General Secretary, Brett Holmes, said the Health Department should increase funding to the hospital to match real patient demand or reduce the patient flow to match the nurses available. ‘The Department should fund those services properly or limit them, because the nurses will not put up with the extra workload caused by restrictions to the hospital budget. Such workloads are unsafe for both nurses and patients,’ Brett said.

She said RNSH branch management had President modified its edict Alison Mayhew restricting use of agency casuals to only part of a full shift. ‘The Executive now says we are able to negotiate through our divisional nurse managers to have agency nurses’ hours extended. We are waiting to get feedback from staff to see if that is actually working. ‘The branch remains concerned that agency nurses won’t find RNSH attractive if our advertised shifts are 6, 6 and 8 hours – most agency nurses just don’t want to do eight-hour nights. ‘In a large number of areas in the hospital it really needs to be standard practice for agency staff to work a full shift. Requiring the NUM or after-hours in-charge nurse to

‘The unit manager should contribute to the decision making on any issue that affects nursing workloads.’ The Association’s branch president at RNSH, Alison Mayhew, said that since the rally, management have been rapidly approving the recruitment of nurses to fill permanent vacancies. ‘I haven’t heard of anyone being refused permission to appoint frontline nurses,’ Alison said. ‘However, recruitment of non-nursing positions is a very protracted three-step process. This has resulted in delays in recruitment of up to several months which is impacting on nursing workloads.’ 12 THE LAMP APRIL 2006

frequently negotiate for longer shift times is just not practical or necessary. ‘The agency staff are expected to do in six hours what they normally do in seven or eight. They feel overworked and resentful, and when they leave it all falls back on the permanent staff until the next shift starts. This is particularly problematic if more than one agency nurse is on a shift.’ Alison said the rally resulted in a working party being established to negotiate on independent patient specials (IPSs)

– individualised nursing arrangements for patients with special needs. Many requests for IPSs were refused after RNSH removed the right of nurse managers to approve them. ‘The branch’s position remains that the unit manager should contribute to the decision making on any issue that affects nursing workloads such as IPSs. The responsibility should not rest entirely on medical teams and the executive of the hospital,’ Alison said. Brett Holmes said he understood the IPS restrictions had led to a number of serious patient-care incidents. ‘I am told that one brain damaged patient on a general surgical ward, denied an IPS, later fell and was injured. Nurses are also reporting that family members are being used to help with some patients requiring an IPS, such as confused elderly patients and patients with a mental illness. ‘So clearly, these limitations on nursing levels are not in the interest of anyone other than the bean counters,’ Brett said. n

More nurse practitioners

he State Government will spend $5.5 million to almost double the number of nurse practitioners in NSW public hospitals. Minister for Health John Hatzistergos said 60 new nurse practitioner positions would be funded for both rural and metropolitan locations, providing a new level and type of nursing care. ‘We currently have 71 nurse practitioners and this number will almost double with another 60, with around a third to go to non-metropolitan areas,’ Minister Hatzistergos said. Nurse practitioners are expert registered nurses who practice at an advanced level, with the new positions working in areas such as mental health, aged care, emergency medicine, paediatrics, diabetes, renal, dementia care and respiratory care. Minister Hatzistergos said nurse practitioners have been brought about not only because of increased demand, but because nurses have demonstrated

their competence in a variety of extended practice roles.

‘We currently have 71 nurse practitioners and this number will almost double with another 60, with around a third to go to nonmetropolitan areas.’ ‘These nurses are highly respected experts in their field, with many years experience,’ he said. ‘NSW currently leads Australia with 71 nurse practitioners, working in 21 different specialty areas including emergency, mental health, diabetes and pain management.’ n

EN program more popular

nrolments in the increasingly popular Enrolled Nurse Education Program have jumped more than 90% in the past four years. Currently 1772 trainees are enrolled in the NSW program, which includes a TAFE Certificate in Nursing. 1150 new trainee enrolled nurses will graduate this year after completing the program, which is a partnership between TAFE and NSW Health. About 12,000 students have achieved a TAFE qualification in enrolled nursing since the program began in 1986. Trainees complete a 12-month program, which includes a 15-week theoretical course at a TAFE college and 37 weeks of practical work in a health facility.

Completion of the Enrolled Nurses Education Program TAFE certificate gives graduates advanced standing in the undergraduate Registered Nurse programs at several universities, including University of Western Sydney, Australian Catholic University, Wollongong University and Newcastle University. Six Sydney metropolitan TAFE college campuses – Meadowbank, Kingswood, North Sydney, St George, Ultimo and Wetherill Park – teach the certificate under the program. Six other TAFE colleges, Newcastle, Dubbo, Cootamundra, Coffs Harbour, Gunnedah, and Shellharbour, teach the certificate in regional and rural areas.n

cation progr u d e a am swn

WHAT’S ON THIS MONTH s Bullying in the Workplace 6 April, NSWNA, 1 day Suitable for all nurses and provides strategies for reducing the incidence of bullying and the skills to cope with bullying behaviours. Members $85.00 Non Members $226.00 Branch Officials $74.00

s Basic Foot Care for RNs and ENs 6-7 April, Wagga Wagga, 2 days A VETAB-accredited course that aims to provide nurses with the competence to provide basic foot care. Members $203.00 Non Members $350.00 Branch Officials $175.00

s Legal & Professional Issues for Nurses 20 April, Gosford, ½ day Suitable for all nurses. Topics covered include the Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements. Members $39.50 Non Members $85.00 Branch Officials $28.00

For registration and more information: go to www.nswnurses.asn.au or ring Carolyn Kulling on 1300 367 962. THE LAMP APRIL 2006 13

NO C E W V ES R I SNT O BR Y I E F

WHAT THE STATE

GOVERNMENT

HAS DONE • made more than 186,000 public sector staff employees of the crown. This will include nurses, ambulance officers, bus drivers, TAFE teachers, home care workers and many others. By removing these staff from corporatised entities, they will be shielded from Howard’s laws. • extended the powers of the NSW Industrial Relations Commission to rule on common law agreements between employers and workers. This will allow employers and workers to continue to use the popular NSW Commission.

Anne O’Connor, CNS from St George Hospital congratulates the Premier on his bold move to protect nurses. 14 THE LAMP APRIL 2006

• converted some consent awards to agreements to stop the wage deals they contain from being frozen by the federal government’s laws.

Iemma buys time for public hospital nurses g Public sector nurses protected as government employees under Iemma’s new laws ... for now at least

he NSW Labor government has taken a decisive stand to protect public hospital nurses from the Howard government’s new IR changes, passing laws that will protect their award conditions from attack. Other frontline workers such as ambulance officers and bus drivers will also be protected under the new state laws. Police and teachers, who are not employed

‘It is excellent news for 39,000 nurses working in the State’s public hospitals because it removes the uncertainty about their rights at work and award conditions,’ said Brett. NSW Premier Morris Iemma says the state government has made the move as an act of faith in nurses and other frontline workers. ‘WorkChoices has been designed to reduce wages, conditions and

‘It means that hard-won gains like shift penalty rates and overtime, our reasonable workloads clause and paid maternity leave will not be opened up to attack under the new federal system.’ by corporations and can’t be moved into federal awards, are already insulated from the government’s IR changes. This is the second major blow by the Iemma government against John Howard’s workplace laws, following the launch of a High Court challenge. The High Court is set to hear the State Government’s case in May. NSWNA General Secretary Brett Holmes says nurses should be aware of the significance of what the State Government has done. ‘It means that hard-won gains like shift penalty rates and overtime, our reasonable workloads clause and paid maternity leave will not be opened up to attack under the new federal system,’ he said. ‘It also means the right to take industrial action and the right to fix disputes using the NSW Industrial Relations system will also be maintained.

entitlements and it is a recipe for workplace conflict and disruption,’ said Mr Iemma. ‘Frontline personnel like nurses, ambulance officers and bus drivers should not be dragged into unproductive industrial disputes in a Commonwealth industrial relations experiment.’

CHARITABLE-SECTOR

PUBLIC HOSPITALS

STILL TO SIGN UP About 2000 nurses employed in hospitals known as ‘affiliated health organisations’ under the Health Services Act, (formerly known as 3rd and 4th Schedule hospitals) will not be automatically protected from WorkChoices. In order for these nurses to be similarly protected, the Boards of those facilities must decide to transfer their workers’ employment to the ‘service of the Crown’. Health unions are working together to encourage these employers to follow the government’s lead and show they are prepared to protect nurses’ conditions and rights to a fair industrial system.

The Daily Telegraph quoted a spokesperson for federal Workplace Relations Minister Kevin Andrews as describing the moves by the NSW Government as ‘nonsense’.n

DEBNAM STILL WEDDED TO WORKCHOICES n a surprising move, the state opposition did not oppose the Iemma government’s bill to make public hospital nurses direct employees of the government. But Opposition leader Peter Debnam made it clear he had not altered his position on the federal government’s IR changes.

‘We will legislate to refer a majority of our industrial relations powers to the Commonwealth if elected in March 2007,’ he told the Sydney Morning Herald. He refused to say what the Opposition intended to do to the NSW IR Commission. ‘We will spell it out later in the year,’ he said. THE LAMP APRIL 2006 15

NO C E W V ES R I SNT O BR Y I E F

Iemma’s faith in nurses

ow did your stint as Minister of Health influence you in coming to this decision?

My time as Minister for Health gave me a great understanding of the tremendous workload that nurses willingly take on to assist seriously injured people every day. I am proud of my commitment to nursing and to nurses. I was particularly pleased that the NSW Government was able to conclude its wage negotiations with the NSWNA, with the assistance of the NSW Industrial Relations Commission, with no need for industrial action. While we had our differences, I developed a strong respect for the NSWNA, its leadership and its members. I know that nurses do not like taking industrial action. That is not why they took on the vocation, and that is why it is so important to have a system which

Annette Taylor, NE from the Repatriation Hospital, Concord, says the move to make public hospital nurses into government employees is very important.

‘If they took away penalty rates, if they took away awards, things that nurses have fought for through their union, then nurses wouldn’t hang around.’

allows differences to be resolved in a sensible and independent manner. John Howard’s WorkChoices laws threaten all of these gains. The terms of the legislation are so restrictive that reference to workloads could be removed from industrial agreements. You would

Wendy Kable, CNC at Canterbury Hospital, has been nursing for 42 years and says she is very relieved by the NSW Government’s decision to make public hospital nurses employees of the Crown.

‘I’m absolutely thrilled and congratulate our Premier Morris Iemma on what his Government has done – he has recognised the strength and worth of nurses.’ 16 THE LAMP APRIL 2006

be transferred into the Federal system and your Award conditions would be stripped back. The role of the ‘Independent Umpire’ would be eliminated.

What drove you to make this move to keep nurses within the NSW IR system? The NSW Government has opposed John Howard every step of the way in order to protect overtime and penalty rates, carers’ leave and paid parental leave, and a range of other entitlements. All of these established conditions are under direct attack by WorkChoices. The NSW Labor Government takes the view that this legislation is unconstitutional so we are challenging it in the High Court. We also think it is immoral and that is why we will not wait for the High Court to make its judgment. We have passed laws to protect our industrial relations system. We have legislated for a shield to

g NSW Premier Morris Iemma talks to The Lamp about his decision to make public hospital nurses government employees. The Premier talks to Annette Taylor, NE, and Reddy Bodidi, RN, from Repatriation Hospital, Concord, about his move to make nurses NSW Government employees.

withstand any challenge from the Howard Government. Of course, if the NSW Opposition were to take office they could introduce legislation to strip away our important measures. And remember, Peter Debnam has committed to refer our industrial relations powers to the federal government.

Anne O’Connor, CNS from St George Hospital says nurses can’t be lulled into a sense of complacency by the protection given by the state government.

‘The state government has done something serious and active to protect nurses. But if there’s a change of government in the next state election we won’t have this legal protection. We can’t be complacent. The federal government relies on our complacency. We need to be more aware.’ keep the WorkChoices axe from falling on our essential public services such as nursing in public hospitals. We don’t want the Commonwealth’s picket lines around our hospitals and ambulance stations.

I am proud of my commitment to nursing and to nurses. I was particularly pleased that the NSW Government was able to conclude its wage negotiation with the NSWNA with no need for industrial action.

How confident are you that the Government’s High Court challenge to the constitutionality of WorkChoices will be successful? What chance is there that these measures could be overturned? NSW is confident the recent measures we have put in place to protect public sector workers, including nurses, will

The NSW Government believes that the grounds on which we have mounted the High Court challenge to WorkChoices are strong. The case we will put before the High Court will demonstrate that the Howard Government has misused its authority in conducting a hostile takeover of powers that are constitutionally vested in the States.n

Jackie Myers, RN/Midwife at Royal Prince Alfred Hospital, believes the majority of the Australian public do not agree with the federal government’s industrial relations agenda.

‘I think the NSW Premier has shown a bit of muscle over this issue. He has shown a lot of leadership and I hope that other states follow in his footsteps.’ THE LAMP APRIL 2006 17

NO C E W V ES R I SNT O BR Y I E F

Minchin tells business

‘We didn’t go far enough’ g Business leaders and heavy hitters in the Howard government are singing from the same song sheet when it comes to industrial relations and it appears WorkChoices is only the first verse.

ick Minchin, the leader of the Federal Government in the Senate and number three in the Howard Government, has flagged the possibility of even more radical industrial relations changes to follow in the footsteps of WorkChoices if the Coalition wins the next election. Minchin was speaking to the HR Nicholls society, a right-wing ginger group that has campaigned for decades to abolish Australia’s award system and the IR Commission. He apologised to his business audience that the government’s new industrial relations laws didn’t go far enough and argued strongly for another wave of change.

NSWNA General Secretary Brett Holmes said the conversations the Howard government is having behind closed doors with business leaders should make nurses very vigilant about what the future holds. According to the online news service Workplace Express, Minchin said it was ‘ridiculous’ for the government’s opponents to say WorkChoices was ‘extravagant and radical reform’. ‘This is evolution, not revolution, and there is still a long way to go … awards, the IR Commission, all the rest of it,’ he said. 18 THE LAMP APRIL 2006

While John Howard quickly distanced himself from Minchin’s remarks, he was backed up by another Coalition heavy hitter, Environment Minister Ian Campbell, who said he also believed further IR reform was inevitable. Minchin’s view that the government’s new laws were only the first stage was also shared by Peter Hendy, head of the Australian Chamber of Commerce and a former Chief-of-staff for Peter Reith when he was Minister for Workplace Relations. ‘There is still much centralised decision making left with the Australian Industrial Relations Commission,’ Hendy told ABC radio. ‘There is still too much reliance on the award system, which is a centralised system that is based in the city of Melbourne for the whole of Australia.’

NSWNA General Secretary Brett Holmes said the conversations the Howard government is having behind closed doors with business leaders should make nurses very vigilant about what the future holds. ‘John Howard did not tell the Australian people before the last election about his workplace changes. He didn’t give any indication that he was going to trash the unfair dismissal laws, penalty rates, overtime and public holidays. There wasn’t a word about putting individual contracts that cut take home pay and conditions at the centre of workplace relations,’ he said. ‘While the NSW Labor government has given some real protection for public hospital nurses, private sector nurses and aged care nurses are still vulnerable. And if the Howard government is determined to pass more anti-worker laws after the next election no one will be safe.’ n

PINCH TO KICK IN NEXT RECESSION In another address to the HR Nicholls Society conference, respected IR academic John Buchanan predicted that the consequences of Howard’s workplace laws will be felt most fully with the next economic downturn. If the economy sours people will be dumped from their jobs and re-engaged, he said. Buchanan predicts that within five to ten years there will be a six-fold increase in AWAs, covering 15% of the workforce and awards will shrink from the current 20% of workers to 5-10%.

PRIVATE LAWYERS DINE OUT ON FEDERAL GOVERNMENT’S IR CHANGES The Howard government has given $750,000 to external law firms to draft its new industrial relations laws. The total cost is expected to eventually top $1 million, according to the Australian Financial Review.

DUD WORKCHOICES HOTLINE COSTS $80 A CALL The hotline set up by the Howard government to explain its federal IR changes was a monumental flop, with each call costing $80 each. According to a senate committee, the government spent $4 million to set up three call centres to respond to workers’ inquiries. Between 9 October and 9 December they received 49,000 inquiries – only 0.5% of the national workforce.

EX-HOWARD STAFFERS POCKET HALF A MILLION FOR SPIN The federal government has also outsourced its latest public relations contract for the IR changes to two former staffers from John Howard’s office, Keith Wells and Grahame Morris. The Daily Telegraph reported the contract is worth up to $500,000.

Guest worker program out of control g The ACTU says the Howard government is issuing around 400,000 visas annually for people from overseas to take a job in Australia for up to four years.

he number of temporary business visas issued is now double what it was in 1996 and there has been a 24% increase in the number of long stay (up to 4 years) business visas in the last year alone. The ACTU is concerned by reports that employers are rorting the visas to avoid giving jobs to local workers and increasing the competition to lower pay and conditions.

These overseas worker abuses highlight the ugly side of the Howard government’s deregulated job market, says ACTU President Sharan Burrow. ‘The wages and conditions of Australian workers are under enough pressure from the government’s new IR laws. Now we have what looks like an open-slather approach by the government to allow any employer who wants to bring in temporary workers from overseas to take Australian jobs,’ she said. n

LOCALS LOSE OUT, OVERSEAS WORKERS EXPLOITED IN VISA RORTS Recent reports of locals left on the job scrap heap and overseas workers exploited and underpaid include: c 200 temporary workers from China issued with visas to work at an abattoir at Murray Bridge (SA) – a town with unemployment above the national average and where late last year a major employer closed down with around 160 workers losing their jobs c the federal government confirmed that Filipino guest workers brought in to work in well-known Canberra restaurants

were being underpaid up to $500 a week below the award c Slovenian workers issued with the wrong type of visa and brought in to build part of the Holden production line at Elizabeth (SA) – another area that has high unemployment and where many car workers have recently lost their jobs c US company Halliburton imported Indonesian workers to work 12-hour shifts for 80 days without a break digging ditches for its gas extraction operations in the outback.

THE LAMP APRIL 2006 19

N RE IW P V SA TI EN HBORSI PE IF T A L S

PAY PARITY& PROTECTION c The Private Hospital Nurses’ Campaign has won pay parity and protection of existing award conditions for the majority of private hospital nurses. The Agreements with private hospital employers are a huge achievement by the NSWNA and members in the current uncertain industrial relations environment.

Pamela Railey, RN, Branch President, Prince of Wales Private Hospital

20 THE LAMP APRIL 2006

Healthscope delivers pay parity and protection g Determined private hospital members win outstanding agreement with Healthscope.

SWNA members have voted 99% in favour to endorse an agreement with Healthscope that delivers nursing staff pay parity with their public sector colleagues. The Agreement provides substantial pay rises of 14.75% (compounded), a process to resolve workload issues and protection of existing conditions – a huge achievement in the current uncertain industrial relations environment. The pay rises and current Award conditions will be protected as a ‘Preserved State Agreement’ from the WorkChoices legislation, which came into effect on 27 March 2006. In late March, the NSWNA put out an urgent call for members to vote and endorse the final Agreement, which was submitted for approval to the NSW Industrial Relations Commission on 21 March. Now approved, the agreement is a legally enforceable document. ‘The NSWNA was under extreme pressure to get the Agreement approved by the Commission before the legislation was introduced. It was a race against WorkChoices and we were forced to ask members to vote in haste,’ said NSWNA General Secretary Brett Holmes. ‘Fortunately, private hospital members now have the protection of the new Agreement. The alternative would have been the hostile world of WorkChoices and AWAs.’ The Agreement delivers nurses 14.75% compounded wage increases during 2005–2008: c 3.5% already paid from November 2005 or February 2006 (depending on your hospital) c 4% from first pay period on or after 1 September 2006 c 4% from first pay period on or after 1 September 2007 c 2.5% from first pay period on or after 30 June 2008 (See the NSWNA website for the pay increases for all nurse classifications). Healthscope nurses have also won provisions to address nursing workloads issues. The Agreement includes a workloads clause, which provides a process to discuss and resolve nursing workload issues. The Agreement introduces an Enrolled Nurse Medication Endorsement Classification, awarding ENs endorsed to administer medication an extra 2% pay rise. The protection and maintenance of existing Award

‘This is an outstanding achievement. Despite the required rush in getting it endorsed, there were no guarantees further campaigning and negotiations would have resulted in any improved benefits.’ conditions such as paid parental leave, union officials’ right of entry and recognition of NSWNA workplace representatives/delegates was a critical aim in these negotiations. They have been incorporated into the new Enterprise Agreement and Healthscope has provided a written commitment to the NSWNA that it will maintain all existing Award conditions for the life of the Enterprise Agreement, which expires on 1 September 2008. ‘In the current climate, this is an outstanding achievement. It’s an Agreement that delivers significant

improvements to private hospital members’ pay and conditions. Despite the required rush in getting it endorsed, there were no guarantees further campaigning and negotiations would have resulted in any improved benefits,’ said Brett. ‘The NSWNA achieved the Agreement thanks to the perseverance of private hospital nurses. The NSWNA negotiators were able to push harder for improvements knowing members were sticking together for a better outcome. It also meant your employer knew you were serious about the issues,’ he said.n

‘RESPECT, POWER AND CONTROL OVER OUR LIVES’ elinda Tobias, President President of the Mosman Private of the newly-formed Hospital Branch, Belinda Tobias Mosman Private Hospital branch, said the new Agreement gives Healthscope members a sense of respect, power and control over their lives. ‘The big issue was pay parity and it looks like we’ve achieved this. It’s demeaning not being paid as much as public hospitals,’ she said. ‘The provision for a reasonable workload is also very good. At the moment it’s up to management to decide if our workloads are excessive. organised and take action to improve Doing it tough is ingrained in the old their conditions. nursing culture and being overloaded ‘We also felt concerned about is often seen as just part of the job. the current industrial relations ‘But we are just so busy every climate,’ said Belinda. ‘We feel more shift we just don’t have time to think. empowered as a branch. We have We finish every shift absolutely a sense that we can get organised exhausted and just collapse after and really do something about our work,’ said Belinda. working conditions, instead of just ‘Nurses often feel bad about whingeing amongst ourselves. speaking out about poor conditions ‘Setting up a new branch has but we should have fair working inspired members to take a real conditions so we don’t get burnt out.’ interest in the union. We understand Members at Mosman Private now what goes on in negotiating an Hospital established a new NSWNA Agreement and how hard NSWNA Branch in February so they could get officials have worked,’ she said.

Protection flows to other private hospitals

he NSWNA has also won a new Enterprise Agreement covering nurses working at more than 20 independently-owned private hospitals.

The Agreement was achieved after weeks of intense negotiations between the NSWNA and the independent private hospitals. The Agreement provides substantial pay rises of 14.75% (compounded) that will match public hospital nurses’ pay rates over the life of the Agreement, and protection of existing conditions. The pay increases are as follows: c 3.5% from first pay period on or after 1 March 2006 (this will be backpaid) c 3.5% from first pay period on or after 1 September 2006 c 3.5% from first pay period on or after 1 July 2007 c 3.5% from first pay period on or after 1 July 2008. The Agreement was achieved in a hostile industrial relations environment after weeks of intense negotiations between the NSWNA and the independent private hospitals represented by Leana Street Consulting. Other achievements include 2% higher pay for ENs who take on the responsibility of medication endorsement and the introduction of the Midwifery and Assistant in Midwifery classifications. n See the NSWNA website for more details on the content of the Agreement and a listing of the private hospitals where nurses will be covered. THE LAMP APRIL 2006 21

NG A E W E DS CI ANR EB R I E F

Thanks for pay rise

No thanks to cuts g 6% pay rise but beware of employers who try to cut hours

s aged care nurses celebrate the payment of a 6% pay rise, the NSWNA warns against employers who try to cut nurses’ hours to offset the increase. NSWNA General Secretary Brett Holmes said, ‘I encourage aged care nurses to say “No Thanks!” to employers who attempt to cut their hours in order to offset the 6% pay rise.’ The pay rise, due to be paid from 30 March 2006, is the final instalment in the 25% pay rise won by the NSWNA and aged care nurses in the Industrial Relations Commission last year.

The pay rise was achieved following the Fair Share for Aged Care campaign, waged by the NSWNA and aged care nurses to win a fair pay rise for aged care nurses. The hard-fought campaign won a 25% pay rise over three years – reducing the pay gap between aged care and public hospital nurses. Aged care employers had argued in Commission that they could not afford to pay a decent pay rise. The NSWNA case to the commission disproved these claims. The NSWNA commissioned one of Australia’s top auditors, Professor Robert Walker, to evaluate the capacity of the aged care industry to pay the pay rise. He testified that the industry was in a better financial position than they presented and could afford the pay rise. Tony Pullman, AIN at Gertrude Abbott Nursing Home, said that nurses are very happy to be receiving the 6% pay

Tony Pullman

nurses should not have to pay for their own pay rise.’ ‘We are on the alert for employers

‘At some nursing homes, AINs are being pressured to change to CSEs. CSEs will not be eligible for the pay rise or other gains achieved in the pay case.’

NSWNA General Secretary Brett Holmes 22 THE LAMP APRIL 2006

rise. ‘It’s a reflection of the hard work we do and it’s great that we have recognition for that dedication.’ Since the pay rise was awarded, many nurses have been told by their employers that in order to pay for the increases their hours have to be cut; there will be fewer nurses on shifts; they are reducing the length of some shifts; and AINs are being reclassified to CSEs (Care Service Employees) to avoid the pay rise. Brett Holmes said, ‘Aged Care nurses deserve this hardearned pay rise. The Industrial Relations Commission found that proprietors can afford to pay the increases. Aged care

who try to offset the pay rise by reducing hours or by reducing the number of nurses on shifts. Cost cutting measures like these have a negative impact on workloads and the health and safety of nurses,’ said Brett. At some nursing homes, AINs are being pressured to change to CSEs. Brett warns members that this is yet another method to avoid paying the increases. ‘CSEs are classified under a different award and receive different entitlements to AINs. CSEs will not be eligible for the pay rise or other gains achieved in the pay case.’ ‘Members should seek advice from the Association if they are being pressured to cut their hours or change to a CSE,’ Brett said.n

Moran threatens legal action g Moran offended by plain words but downgrading of ENs continues ‘However, in lieu of retrenchment I am pleased to advise that we are able to continue your employment with the facility as an Assistant in Nursing for 75 hours per fortnight.’ NSWNA General Secretary Brett Holmes said, ‘While the company pledged not to decrease the EN’s current rate of pay, no further increase would

reputation caused to our client arising from your publication.’ Brett agrees that the word ‘retrenched’ would have been more accurate than ‘sacked’, even though both words mean loss of employment.

Moran reveals plans for more cuts Unfortunately, Moran’s sensitivity has not taken the wind out of its costcutting plans. ENs at Moran facilities in

‘The company showed no respect for the professional status of hard-working nurses who have worked loyally for many years. One of the members concerned has worked at the facility for 25 years.’

he Moran Health Care Group has threatened legal action against your union as a result of a 96-word ‘Stop Press’ in the February 2006 edition of The Lamp. The Lamp reported that the Moran Health Care Group had downgraded two EN positions to an AiN classification as a cost-cutting measure. In a letter to the ENs at their Tweed Heads facility on 20 December 2005, Moran management wrote: ‘It is with regret that I must inform you that the position of Enrolled Nurse is to be made redundant.

be paid. The company showed no respect for the professional status of hardworking nurses who have worked loyally for many years. One of the members concerned has worked at the facility for 25 years.’ Both nurses signed the new agreement, believing they had no other choice if they wanted to keep their jobs or the same shifts. Both said they had commitments and needed the job. The Lamp’s brief report on Moran’s action and a warning to other ENs not to sign away that status resulted in a letter from Fisher, Cartwright and Berriman, lawyers and consultants, acting for Moran, demanding a retraction of the article in its entirety and an apology. ‘Should we not receive the undertaking by noon tomorrow [3 March], we are instructed to commence legal proceedings against your union without further notice on the basis of remedying the financial damage and loss of

Murwillumbah and Killarney Vale were informed they would be transferred from the position of EN to AIN. In a letter to the NSWNA, Moran management described a restructure of the organisation ‘which will have a consequential affect upon the staffing structure, in particular employees at the facility who are employed as ENs’. The nurses were told they would be ‘transferred from the position of EN to AIN from 20 March.’ At an NSWNA Branch meeting on 13 March, Murwillumbah Nursing Home members passed a resolution condemning the decision by Moran management to transfer ENs to the positions of AiN ‘under the guise of a restructure without genuine agreement.’ ‘The restructure claim is an obvious furphy. Staffing levels would not change – the same staff with the same skills levels would be working same shifts … but without any further pay increases,’ said Brett.n THE LAMP APRIL 2006 23

INNE DWUSS TI R N I AB LR II ES FS U E S

Casual nurses win right to permanency g Job offer must be made after six months

asual nurses in NSW have won the right to a permanent job after six months of regular casual work. The win results from a decision by the NSW Industrial Relations Commission affecting all casual workers in the State.

‘Having the option to move to permanent hours provides a degree of certainty, knowing you’ve got a salary that will continue for a period of time.’ The Commission’s full bench accepted a secure employment test case mounted by unions against strong employer opposition. Unions argued that workers have suffered because of a growing trend towards casual employment. The Commission ruled that employers must offer casuals a permanent job after six months of regular work. The NSW Nurses’ Association has since varied seven industrial awards to incorporate the decision. The awards cover nurses in the private hospital system including Catholic facilities, as well as aged care facilities and nongovernment schools. Conversion from casual to permanent employment is not compulsory. Nurses who prefer long-term casual employment may maintain their status as casuals. NSWNA General Secretary Brett Holmes welcomed the decision and said it signalled a win for the State’s most vulnerable workers. ‘The Commission recognised that some employers are using casual 24 THE LAMP APRIL 2006

employment to fill permanent positions to avoid meeting obligations to permanent workers,’ Brett said. ‘Permanent employees receive

benefits such as annual leave, sick leave, long-service leave, parental leave and family leave that casuals don’t generally receive,’ he said.

DON WELCOMES GREATER CHOICE FOR CASUALS any aged care nurses employed as casuals to fill permanent rosters are now likely to exercise their right to switch to a permanent position, believes Lucille McKenna, Director of Nursing at Palm Grove Nursing Home in Sydney. Lucille has worked as a DON for the past 25 years and welcomes the Industrial Relations Commission decision on casual employment. ‘Some aged care providers seem to employ an awful lot of casual people in what are really permanent rostered positions,’ she points out. ‘Some of these nurses have been working the same shift for years with no entitlement to holiday pay, sick leave, long-service leave etc – and they’ve never been offered permanent positions. ‘I don’t really understand why employers do it. They might argue it gives them some sort of flexibility, but it actually puts the employer in an unfair position of power. ‘There’s always a shadow over casuals who can be got rid of at the whim of some manager, even though they might have been in that job for years. ‘My experience is you get much greater loyalty from people when you do the right thing by them, offer them job security and make sure they receive all their rights and entitlements.’ Lucille says permanent, part-time work is already a big

Lucille McKenna

aspect of aged care, particularly for mothers with young children. ‘Aged care has provided permanent part-time work to suit mothers’ hours for many years. They receive the same benefits a full-time worker gets on a pro rata basis and they feel more secure in their jobs than the casuals. ‘Of course there will always be a role in the industry for true casuals who don’t want permanent work and are available to fill in for someone who is sick or on leave.’ Lucille hopes the Commission’s decision will provide some protection for casual nurses who may be especially vulnerable to unfair treatment as a result of the federal government’s WorkChoices legislation.

‘Having the option to move to permanent hours provides a degree of certainty, knowing you’ve got a salary that will continue for a period of time.’

‘Some nurses have been working the same shift for years and never been offered permanent positions.’ The Commission denied the unions’ application for a casual employee of a labour hire agency to have the right to elect to become a permanent employee of the company to which he or she has been posted. However, agency casuals may elect to become permanent employees of the agency after six months’ regular work. n

HOW TO CONVERT TO PERMANENT WORK

ou may choose to switch to permanent employment after six months of ‘regular and systematic’ casual work. Generally, full-time casuals have the right to choose a full-time permanent job and part-time casuals, at least a part-time permanent job. After you have worked as a casual for six months the employer has a further four weeks in which to inform you of your right to convert to permanent work. If the employer neglects to inform you of this right, you still retain your right to choose permanent work. Once you receive notice from the employer, or your six months of casual work has elapsed, you may give the employer four weeks’ written notice that you wish to convert to full-time or part-time permanent employment.

If you don’t respond to the employer’s written notice within four weeks you are deemed to have chosen not to take up a permanent job. After receiving your notice, the employer has another four weeks to either accept or refuse your request, but ‘shall not unreasonably refuse’ in the words of the Commissioners. If the employer knocks back your request, they must give their reasons and make a genuine attempt to reach agreement with you. Any dispute is dealt with through the disputes settlement procedure of your award. Once you have converted to permanent work you may only revert to casual employment by written agreement with the employer. An employer is in breach of the award if they hire and then dismiss a casual employee in order to avoid having to make the employee permanent.

Visit our website or call about our next USA Nursing program presentation. C3498

Presentation Date (NSW) Sydney 27th April

website www.ogradypeyton.com.au freecall 1800 100 139 email info@ogradypeyton.com.au THE LAMP APRIL 2006 25

INNE DWUSS TI R N I AB LR II ES FS U E S

Review of Continuing Education Allowance g NSWNA pushes to expand the payment to more classifications and for more qualifications

he NSWNA is currently pursuing a claim in the Industrial Relations Commission to increase the Continuing Education Allowances already paid to ENs and RNs with tertiary clinical qualifications, and to extend the payment to all nursing classifications for additional qualifications that are relevant to their work, not just clinical qualifications. In November 2004, RNs and ENs in public hospitals won allowances of up to $30/week as a mark of recognition for

their clinical specialty qualifications that are relevant to their work. It was not paid to the CNS, CNE and CNC classifications or to Nurse Managers Grade 3 and above. Hospital specialty certificates were also excluded from payment. In awarding the allowances, the Industrial Relations Commission made provision for a review of the payments after 12 months. The NSWNA has lodged a review claim with the Commission to increase the allowances and expand the payment to more classifications and for more qualifications.

The NSWNA is seeking to have payment of the allowance extended to all registered nurse classifications and for all relevant post-graduate qualifications and post-registration hospital certificates, including the hospital midwifery certificate. The Association is also seeking substantial increases to the allowances. NSWNA General Secretary Brett Holmes said all nurses who have improved their qualifications deserve a financial reward for their effort. â&#x20AC;&#x2DC;We have put a strong case to the Commission that all relevant qualifications must be recognised.â&#x20AC;&#x2122;

GO FURTHER

t han yo u e ve r imagine d The Faculty of Nursing and Midwifery offers an amazing array of Graduate Certificate and Masters programs in Cancer Nursing, Clinical Education, Clinical Nursing, Emergency Nursing, Gerontic Nursing, Health Services Management, Intensive Care Nursing and Mental Health Nursing. The Faculty also offers a Master of Nursing Research and a Master of Midwifery Research. Honours programs are available for all Masters degrees. Graduate Diplomas are available in Health Services Management and Midwifery. A number of research degrees are available that prepare nurses for leadership in research, teaching and administration.

M O R E I N F O R M AT I O N For entry requirements and more information visit our website at www.nursing.usyd.edu.au, phone +61 2 9351 0693 or email fon@nursing.usyd.edu.au

POSTGRADUATE PROGRAMS 26 THE LAMP APRIL 2006

www.nursing.usyd.edu.au

The University of Sydney G O F U RT H ER go beyond

Graduate Diploma in Midwifery now recognised In the face of total resistance from NSW Health, the NSWNA has achieved recognition that the Graduate Diploma in Midwifery is an eligible course for payment of the allowance. Without discussion with the NSWNA, NSW Health directed Area Health Services last December that registered nurses who were also registered midwives by holding a Graduate Diploma in Midwifery were not eligible for payment of the allowances.

‘All nurses who have improved their qualifications deserve a financial reward for their effort.We have put a strong case to the Commission that all relevant qualifications must be recognised.’ It argued the midwifery qualification was their registration qualification as a midwife and therefore was excluded from payment. ‘The NSWNA immediately challenged the exclusion. When informed we would be taking the dispute to the Industrial Relations Commission if their about-turn on the eligibility of midwives was not reversed, the Department backed down,’ said Brett. All members with a Graduate Diploma in Midwifery qualification and

Union Aid Abroad APHEDA The overseas humanitarian aid agency of the ACTU

www.apheda.org.au

working in a relevant area are eligible for backpayment of the allowance for all periods since December 2004.

Check your eligibility If you hold a qualification you believe is relevant to the area you are working in that is not covered by the ‘matrix’ of common qualifications payable in the department’s policy directive, you may still be eligible for the allowance and should pursue assessment of your case with your Area Health Service HR. There is an agreement between the NSWNA and NSW Health that these applications will be determined centrally and there is no authority for these applications to be refused at the local level. n

Unacceptable delays in payment Members across all Area Health Services except Justice Health have suffered delays of several months in having their allowances paid. The NSWNA filed disputes in the Industrial Commission in January, resulting in some action by Health Services, but there are still many nurses reporting delays in payment.

‘EXCLUSION IS A DIABOLICAL INEQUITY’ ennifer Geraghty is a midwife from Bellinger River Hospital with more than 35 years’ experience as a nurse and midwife. With hospital-based midwifery qualifications, she is currently not eligible to receive the continuing education allowance awarded last year, yet she supervises midwives with recognised postgraduate qualifications who do receive the allowance. ‘I think it’s diabiolical that nurses with the hospital midwifery certificate were overlooked when the allowance was first awarded. We’re working as midwives with all the pressure and responsibility alongside people who have graduated in the past five or six years. We’re doing the same work and yet they get paid for their qualifications and we don’t,’ she said. ‘The government is happy to recognise that we’re qualified to do

Jennifer Geraghty

the job but it doesn’t want to pay us. There’s no sense in its decision to exclude some nurses and qualifications, other than to save money. It’s a terrible inequity,’ said Jennifer.

WIN A TRIP AROUND THE WORLD IN OUR 2006 ANNUAL RAFFLE

Refugees from Burma, living in a Thai refugee camp.

The second prize is an IBM Laptop. All proceeds assist Union Aid Abroad – APHEDA protect workers’ rights in developing countries. Tickets are $2 each and come in books of 10. Order your tickets today – call 1800 888 674 email: zbedford@apheda.org.au or visit www.apheda.org.au Proudly sponsored by RAFFLE CLOSES JUNE 1ST, 2006. THE WINNING TICKET WILL BE DRAWN AT THE TRADES HALL, 4 GOULBURN ST, SYDNEY ON JUNE 15TH, 2006 AT 6:00PM. APHEDA INC. HAS AUTHORITY FUNDRAISE UNDER THE NSW CHARITABLE FUNDRAISING ACT 1991 NUMBER CFN12752. VIC PERMIT NO 11737/05 (ISSUED 28 DECEMBER, 2005) ACT PERMIT NUMBER NO. 06/0001.

THE LAMP APRIL 2006 27

A G E N D A

Anti-terror laws ditch democratic rights g Unions could be casualties of new legislation

ost Australians are opposed the invasion of Iraq by the US-led coalition, according to opinion polls. The invasion was illegal, according to the secretary general of the United Nations and a host of experts on international law. Do Iraqis therefore have the right to resist the occupation of their country by coalition forces, including Australian troops? If you answer yes, you now risk a charge of sedition with a maximum penalty of seven years in prison. If your union makes a similar statement it could be banned and face charges of supporting terrorism.

28 THE LAMP APRIL 2006

These are just two of many potential consequences of the Howard government’s anti-terrorism laws rushed through Parliament late last year. The government was widely criticised for its willingness to sacrifice human rights in the name of defending Australians from terrorism. Dr Ben Saul of the University of NSW is one lawyer who thinks some of the new laws threaten the very democratic values they aim to protect. Dr Saul previously taught international law at Oxford University. He has served as a legal expert for various United Nations committees and performed volunteer work defending victims of human rights abuses in different parts of the world. In an interview with The Lamp, Dr Saul said the anti-terrorism laws cast a very wide net and could have a number of unintended negative consequences for unions and union members. ‘These laws are more extensive and invasive than similar laws adopted in the US and Britain,’ he said. ‘And unlike most other democratic nations including Britain, Australia does not have the safeguards of a Human Rights Act. ‘This Act allows British courts to independently supervise the impact of terrorism laws on people’s rights.’ According to Dr Saul, key aspects of the new laws include:

c New grounds for banning ‘terrorist organisations’, including ‘praising’ a terrorist act. ‘Let’s say a union expresses support for resistance against Indonesian rule in West Papua or Russian rule in Chechnya or Chinese rule in Tibet. This kind of statement could be taken as praising terrorism or advocating terrorism and the Attorney General now has the power to ban that organisation. All assets of the organisation can be confiscated and members can be prosecuted criminally. Conceivably, a single member’s statement could be used to ban the whole organisation. This introduces the concept of collective punishment – closing down a whole organisation just because of the statements of one or a few in the organisation.’ c A new offence of financing

terrorism ‘recklessly’. ‘A person can be imprisoned for life if the person indirectly makes funds available to another person, and the person is reckless as to whether the other person will use the funds for terrorism. Reckless means there’s a “substantial likelihood” that money may be used for terrorism. A person can be guilty even if they didn’t intend the money to be used for terrorism. And the offence is committed even if a terrorist act does not occur or the funds are not used for a specific terrorist act. This requires all Australians to think about where their money might go. Some unions have humanitarian

overseas aid programs where partner organisations are involved in resistance against oppressive governments or foreign occupation. Union aid could be caught up in this broad definition of terrorism financing.’ c Increased powers for Federal Police

to obtain information and documents. ‘Federal Police can now issue a written notice to hand over information about an organisation and its members. This could cover bank records or membership lists, potentially breaching privacy of union members. The new law bypasses the regular search warrant procedures where a judge must approve a warrant.’ c New offences of encouraging someone to assist organisations or countries fighting militarily against Australia – even if Australia has invaded another country unlawfully. ‘Australians may be prosecuted for condemning illegal violence by their government, or for seeking to uphold the United Nations charter. If, for example, you speak up and say war in Iraq is illegal and people in Iraq have the right to fight in self-defence against invaders, technically that encourages violence against Australian forces. Worse, the person doesn’t have to explicitly urge violence or even intend that there be a violent outcome. You could be committing an offence by encouraging someone to donate blankets to Iraqi groups supporting the resistance.’ n

‘Australia does not have the safeguards of a Human Rights Act.’ - Dr Ben Saul -

US NURSE

ACCUSED OF

SEDITION he big stick of sedition is being waved to silence dissenters in the United States, too. Veterans Affairs nurse Laura Berg of Albuquerque, New Mexico, became a target of US sedition laws after she wrote to a newspaper condemning President Bush’s war against Iraq and his handling of Hurricane Katrina. Laura said she was moved to write the letter after seeing how the Iraq war affected the mental health of war veterans. ‘As a VA nurse working with returning vets, I know the public has no sense of the additional devastating human and financial costs of post-traumatic stress disorder,’ she wrote. The government’s response to her letter was harsh. Her office computer was seized, and the Veterans Affairs department reported her to the FBI. Laura received a memo from the department’s chief of human resources stating: ‘The agency is bound by law to investigate and pursue any act which potentially represents sedition.’ Laura described it as ‘a chilling experience’ but said she had received calls and emails of support from government employees across the United States. Lawyer Larry Kronen from the American Civil Liberties Union said sedition meant ‘advocating the forceful, violent overthrow of government’ and should not be used to intimidate people who exercised their right to free speech.

THE LAMP APRIL 2006 29

THE NEW AND EASY WAY TO FIND THE BEST HEALTHCARE JOB.

A good job is one thing. Finding a job you really love is another thing altogether. For the largest choice of healthcare jobs, simply log on to the Internet and go to seek.com.au to our healthcare section. Then SEEK and you shall find. 30 THE LAMP APRIL 2006

Q & A

ASK

JUDITH

WHEN IT COMES TO YOUR RIGHTS AND ENTITLEMENTS AT WORK, NSWNA ASSISTANT GENERAL SECRETARY JUDITH KIEJDA HAS THE ANSWERS. THIS MONTH JUDITH EXAMINES OHS ISSUES FOR NURSES WORKING IN AN AGED CARE FACILITY.

Incident forms are kept in the DoN’s office which is locked when he is absent. I have been told this is for security reasons and want to know if this is correct.

The DoN would have confidential documents in the office, eg personnel files, so it is reasonable that the office should be locked. However, employees must be able to report hazards and incidents. Most facilities use forms, some use log books. Forms should be available to all staff at all times so that hazards and incidents can be reported as soon as possible. The best locations include staff rooms or nurses’ stations where they are freely accessible. You should approach your management about having block incident forms available at the abovementioned locations. When nursing staff are absent and are not replaced, is this an occupational health and safety incident that should be recorded?

It can certainly be an OHS issue. Nurses should always report short staffing as an incident if they feel that their or resident safety is at risk. Questions to help assess the possible risk include: c What proportion of nurses are absent? In

c c c c c

c c c c

a large facility, one person’s absence may not make much difference. But in small facilities or on night shift when staffing levels are low, it can be significant Are nurses working alone in isolation (eg violence risk)? Can nurses get assistance with manual handling? Can tasks requiring two or more staff be done in accordance with procedures? Can nurses take breaks to rest their muscles? Is the workload redesigned during staff shortages (eg only conducting essential showers, leaving some residents in bed)? Can residents be supervised properly? Is the facility left without a RN? Is resident care affected (eg medication rounds, feeding, continence care)? Can emergencies be managed (eg evacuation, violent incident)?

Our committee isn’t elected and doesn’t deal with staff incidents but spends most of its time on resident safety. Do we need to ask for an Occupational Health and Safety Committee that is independent? What are our rights?

You can and should ask for an OHS

L]Vi¼h X]Vc\ZY4

committee to be elected if the facility has more than 20 employees. Otherwise, you can ask for the election of an employee OHS representative. The Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulation 2001 set out the requirements for consultation on OHS and welfare at work. The OHS Consultation Code of Practice gives further advice. The requirements are too detailed to list here. You can find more information in the NSWNA OHS Essentials for Nurses booklet on NSWNA website www. nsw.nurses.asn.au/ohs, or you can find the legislation and code of practice on the WorkCover website www.workcover.nsw. gov.au. You can get a copy of our booklet by telephoning the NSWNA. In summary: c Employers must have arrangements for consulting with employees about OHS and welfare c There are three options for consultation arrangements – OHS Committees; OHS Representatives; and Other Agreed Arrangements. A combination of arrangements can be used; c Consultation arrangements must be decided in consultation with employees and/or their union/s. n

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EgdjY id WZ i]Z aVlnZgh [dg i]Z CZl Hdji] LVaZh CjghZh¼ 6hhdX^Vi^dc# THE LAMP APRIL 2006 31

OCCUPATIONAL HEALTH AND SAFETY

Working safely with sharps g Sharps injuries can be minimised with appropriate risk management systems

ccording to statistics compiled by the Medical Industry Association, at least one in nine nurses in NSW will suffer a sharps injury each year. A needlestick or sharps injury occurs when the skin is punctured by a used needle, scalpel or other sharp instrument, putting nurses at risk of contracting HIV, Hepatitis B and Hepatitis C through exposure to contaminated blood.

Employers in the healthcare sector have a legal responsibility under Clauses 11 and 12 of the OH&S Regulation 2001 to eliminate the hazard of sharps injuries, or, if not ‘reasonably practicable’, to control the risk. This includes having in place an efficient local system for reporting and managing potential risks of contracting infectious diseases through exposure to blood and other body substances. Following the infection control practices at your workplace is the first line

MINIMISE THE RISK OF INFECTION

of protection for nurses against exposure to HIV, Hepatitis B and Hepatitis C. While sharps injuries are an occupational hazard for nurses that must be carefully managed, the risk of contracting HIV, Hepatitis B and Hepatitis C through exposure to contaminated blood is relatively low. The risk of transmission of an infection from a sharp injury where there is contamination is one in three for Hepatitis B, one in 30 for Hepatitis C and one in 300 for HIV. n

WHAT TO DO IF A SHARPS INJURY OCCURS

There are measures that can reduce the risk of contracting an infectious disease from exposure to blood and body substances

c Clean the contaminated site. Immediately wash the wound/site thoroughly with soap and water.

c Use safer technology such as retractable needles and butterflies. c Wear gloves when carrying out procedures (seriously major rule!) and wash hands after each procedure. c All nurses who come in contact with patients/ residents/clients should receive Hepatitis B vaccinations, as recommended by NSW Health and the National Health and Medical Research Council. c Comply with the safe work practices and training in your workplace. Use safer equipment options provided by your employer. c Report all potential exposures to your employer using local procedures. c Report any potential hazards or problems with equipment or procedures to your employer using your facility’s hazard reporting protocols. c Sharps must not be passed by hand between health workers. Use a puncture-resistant tray to transfer sharps. c Don’t bend or snap used needles. c Never remove a needle from a disposable syringe or recap a used needle. c Disposable sharps should be disposed of as soon as possible after use. Carry a punctureproof, sharps-approved container with you so you can immediately depose of used sharps. c Place non-disposable sharps into a clearly labelled and puncture-proof, sharps-approved container.

c Report the incident. Notify the appropriate person at your workplace.

32 THE LAMP APRIL 2006

c If clothing is contaminated, remove the clothing and shower.

c A risk assessment of the incident is essential. This will depend on the nature and extent of the injury, the item that caused the injury, and the volume of blood to which the nurse was exposed. c The source must be identified as quickly as possible (carefully note where and when the injury occurred). The source needs to be asked for consent to be tested for HIV, Hepatitis B and Hepatitis C. c If the risk is significant, an infectious diseases specialist should be consulted and may recommend prophylaxis (or prophylactic treatment). c Until your test results are known, practice safe sex and don’t donate blood. c Contact the NSW Needlestick Injury Hotline for confidential advice/counselling

24-HOUR NSW NEEDLESTICK INJURY HOTLINE The NSW Needlestick Injury Hotline is an information, referral and support service for health care workers who receive a needlestick injury or are exposed to blood and body fluids. Funded by NSW Health, calls to the Hotline are answered by clinical consultants and medical officers who will assess the situation and provide appropriate information, advice and counselling. The NSW Needlestick Injury Hotline operates as an adjunct to existing management systems at local workplaces. It does not replace local management of occupational exposures.

NSW Needlestick Injury Hotline: 1800 804 823

SHARPS SAFER WITH NSW HEALTH PROJECT ‘Sharps Safety’ project has been established by NSW Health to develop a policy framework to minimise and, where possible, eliminate risks associated with sharps use in NSW public healthcare organisations (PHOs). The NSWNA is a member of the multidisciplinary reference group set up to inform and steer the two-year project. NSWNA OHS Officer, Trish Butrej, said: ‘The Sharps Safety Project has the potential to improve nurses’ health and safety and further evolve nursing practice.’ Data collected by NSW Health since 2003 reveals the range of parenteral exposures reported is 673–1056, and the range of non-parenteral exposures is 260–457. The first stages of the project include a review of the processes relating to the procurement of consumable clinical items including safety engineered medical devices and a survey of health workers who use sharps in the workplace to examine local resources and procedures for preventing and managing body substance exposures and sharps injuries. For further information on the Sharps Safety Project, contact Project Manager Mark Friedewald on 02 4320 2132.

THE LAMP APRIL 2006 33

L I F E S T Y L E

SCUBA dive and leave your worries up top g Student nurse and SCUBA diver Kylie Hellwig hangs out with the fish.

e all have some way of occasionally switching off from our daily routine and leaving our problems behind. Student nurse Kylie Hellwig finds her escape in a ‘deeply relaxing, sometimes exhilarating’ underwater world. For Kylie, SCUBA diving means ‘forty minutes or so when I don’t have to think about the rest of the world, just enjoy the experience of nature and hang out with the fish.’ ‘It’s physically active but not

a theory test, practice in the pool, and four ocean dives from the shore. An instructor must certify that you know correct hand signals to use underwater and procedures to be followed in an emergency. ‘You need to know what steps to take if, for example, you or your buddy is low on air or out of air or loses their mask,’ Kylie says. ‘You also need to know how to read your dive computer and decompression tables so you can plan a decompression stop which is sometimes necessary to remove nitrogen bubbles from your bloodstream.’ Kylie says it’s not as complicated as it

Photo: Rob Blascetta.

‘There are some great dives in and around Sydney – you don’t have to go to the Barrier Reef to see beautiful environments.’

Seals are among the underwater attractions at Jervis Bay.

34 THE LAMP APRIL 2006

competitive, and heaps of fun,’ she says. Kylie is in the third year of her nursing course at the University of Technology, Sydney. She did her first dive near her home town of Perth and was ‘hooked from the start’. ‘It took a bit of courage to get into the water at first but once I got comfortable with the equipment and the strange environment, I really enjoyed it.’ Kylie says pretty much anyone can take up diving as long as they can swim and pass a medical including a lung function test. A course to attain the basic qualification – the Open Water certificate – is generally done over two weekends including

sounds. It helps if you dive often enough to stay familiar with your equipment and remember safety procedures. Her advice is to join one of the many dive clubs so you will always be able to find a dive partner – diving alone is a definite no-no. An Open Water diver is certified to descend up to 18 metres. Kylie has done an advanced course allowing her to go to 30 metres but if she wants to go deeper she will need to do a deep diving course. ‘Diving is risk management – it’s only dangerous if you don’t know how to manage all elements of the risk,’ she says. ‘The key is not to go beyond your training and make sure you go through all your equipment safety checks before entering the water.’ Equipment can be hired but a frequent diver is better off saving up a few thousand dollars and buying their own gear. While it sounds expensive, gear will last up to 15 years and can be used all year, particularly if you invest in a thick wetsuit. Kylie says visibility off Sydney is better in winter. ‘There are some great dives in and

Photo: Rob Blascetta.

C O M P E T I T I O N

WIN TICKETS TO THE ANZAC INTERNATIONAL MILITARY TATTOO PLUS DELUXE ACCOMMODATION AT THE COURTYARD BY MARRIOTT, PARRAMATTA The Lamp is giving members the chance to win one of two great prizes to commemorate the ANZAC weekend. First prize is two diamond tickets to the Anzac International Military Tattoo at the Sydney SuperDome on 25 April. PLUS one nights’ accommodation for two at the Courtyard by Marriott in Parramatta. Kylie comes face to face with a wrasse.

around Sydney – you don’t have to go to the Barrier Reef to see beautiful environments. ‘I like Shelley Beach which is part of an aquatic reserve near Manly, and the sponge gardens at Bear Island near La Perouse. ‘My favourites outside Sydney are Jervis Bay – really clear water, ship wrecks and seals – and Fish Rock near South West Rocks, an island with a swim-through tunnel and a population of grey nurse sharks.’ Diving has given Kylie an appreciation of the beauty and fragility of the underwater environment. She often removes rubbish from the sea floor, especially plastic bags which kill a wide variety of marine creatures. She is also active in ‘ Parks for Sharks’, a campaign to persuade the State government to declare sanctuaries for the endangered and relatively harmless grey nurse shark. ‘There are only 300-500 grey nurses left in NSW and they need a protected space to allow them to repopulate.’ Her only ‘dangerous’ underwater experience was when an over-protective cuttlefish attacked during the breeding season. ‘It wrapped its tentacles around my boyfriend’s dive computer, and if it had pierced the air hose with its beak we would have had to abort the dive.’ n

Second prize is two gold tickets to the Anzac International Military Tattoo extravaganza. From the production team that brought you the closing ceremony of the 2000 Olympic games, the Anzac International Military Tattoo will be a performance to remember. There will be Indoor fireworks, mindblowing lighting effects and the latest state-of-the-art audiovisual technology. It will be like New Year’s Eve on Sydney Harbour, the Opening Ceremony and the Changing of the Guard all rolled into one. Our first-prize winners will also enjoy accommodation at the award-winning Courtyard by Marriott Hotel. Ideally located in the heart of Parramatta, the Courtyard by Marriott is just moments from motorways leading east to Central Sydney, or west to the Blue Mountains and minutes from buses and the Parramatta train station. The hotel is within easy walking distance to great shopping, restaurant and entertainment precincts. For your chance to win one of these great prizes, write your name, address and membership number on the back of an envelope and send to: ANZAC Weekend Giveaway PO Box 40, Camperdown 1450

SPECIAL OFFERS FOR NSWNA MEMBERS

WANTED STAR REVIEWERS & TIPSTERS FOR OUR REVIEW PAGES

We're seeking members with a non-nursing skill or talent they'd like to share with other nurses. You could be a whiz in the kitchen. Or have some DIY plumbing and home-handy tips. Or a wild and wonderful interest or skill. Be it strange, extraordinary or useful, we'd love you to come on board as a NSWNA tipster. We are also seeking closet film buffs to share with other nurses their views on the movies they love and hate. It’s a chance to see previews of next month’s new releases Please contact us with expressions of interest to be part of our tipster and movie review team. Be part of the action by calling Salim Barber now on 02 8595 1219 or email sbarber@nswnurses.asn.au

The Lamp is offering members a special price of $79 for GOLD tickets to the Anzac International Military Tattoo performances on 22 April at 1.30pm and 7.30pm and a special Anzac Day performance on Tuesday, 25 April at 4pm.

SAVE $20/ TICK ET

To reserve your tickets, call the Ticketek hotline on (02) 8512 9933 and mention the Nurses’ Association Rate at time of booking. We are also delighted to offer members an exclusive rate of $99/night per deluxe room at the Courtyard by Marriott Hotel for for the whole of 2006*. For reservations call 1800 468 357 and mention the NSWNA offer. To see the facilities of the Marriott Parramatta, go to www.marriott.com/sydcy *subject to availability THE LAMP APRIL 2006 35

Nurses, still paying your NSWNA fees by payroll deductions? If so, we strongly urge you to start paying your fees through direct debit instead. Why? Because paying by direct debit ensures the protection of our union from any attack by the Federal Government once the Workchoices legislation is implemented in March.

NSWNA announces the new Direct Debit Campaign’s Travel Prize WIN a trip which includes Return ﬂights for 2 (ex Sydney) to Cairns and cruising the Great Barrier Reef for 4 nights on the Captain Cook Cruises’ ship – the MV Reef Endeavour PLUS 2 nights accommodation at the luxury Hilton Hotel Cairns

Paying your union fees directly to the NSWNA via your bank means that your union membership is your business - not your employers. If you would like more information regarding Direct Debit don’t hesitate to call the Association.

wn Dra une J 30 06 20

The MV Reef Endeavour is a stunning small ship, purpose built to negotiate the reef’s shallow bays and narrow passages where larger ships cannot go. It’s the ideal way to experience the Great Barrier Reef’s remote and exotic locations.

HERE’S HOW YOU CAN GET ONE OR MORE CHANCES TO WIN cancel your payroll deductions and start paying your fees through direct debit/auto credit and you will go in the lucky draw. convince your colleagues to convert from payroll deductions to direct debit/auto credit and you, and each of your colleagues who switch to direct debit/auto credit, will go in the lucky draw. sign up a new member using the direct debit/auto credit method of paying their fees and you, and the new member, will go in the 36 THE LAMP APRIL 2006 lucky draw.

Membership Application Forms or Direct Debit or Direct Credit forms can be downloaded from our website www.nswnurses.asn.au. Alternatively call the NSWNA on 8595 1234 (metro area) or 1300 367 962 (non-metro area) for more information.

L I F E S T Y L E

Failure to laugh

Lynne Nicholls, AIN at Lindsay Gardens Aged Care, Newcastle, is this month’s star reviewer

g Failure to Launch is not funny. With borrowed gags and a lame plot, Lynne Nicholls gives this film the thumbs down.

ripp (Matthew McConaughhey) is 35 and has never been able to leave the nest. Now his desperate parents have had enough. They hire the gorgeous and talented girl of his dreams (Sarah Jessica Parker) to get him to move out of the house. Failure to Launch is a romance/ comedy that deals with the modern phenomenon of ‘adultescents’, adults keeping on as adolescents. The premise and theme may sound promising but this film fails to deliver. Tripp’s friends are in total agreement with this lifestyle. Life is great, they live at home, meet to hang out and play games like paintball, drive cool cars, eat out and basically lead an indulgent life with all their needs met. The hired Paula has it all worked out, too. Her job as a therapist who lures males from the nest is not one I have seen in the career section of my newspaper. Still, she applies a set format of love and a timeframe to reassure the parents (Kathy Bates and Terry Bradshaw) that she cannot fail. She has a housemate called Kit (Zooey Deschanel) who is so cynical of love and life that she is too one-dimensional. Tripp and Paula fall for each other. Then he discovers her objective, scorns her and his parents and leaves. So from parental nest to love nest goes the tripster.

ÜÊ Ì½ÃÊÞ ÕÀÊV `½ÃÊÌÕÀ ÊÌ Ê iÝ«iÀ i ViÊÌ ÃÊ iÜÊv> Þ ÊV >ÃÃ V°

There are moments of romance and dips into comedy but no real highs or lows in this movie. I blame the script. It borrows heavily from movies and TV shows to entice the audience into familiar areas of comedy and sentimental scenes we’ve seen before. The funniest scene was with Kit and Ace resuscitating the Mocking Bird. They tried To Kill A Mocking Bird but love intervened. This theme is played out with Tripp, too, who is fighting his natural place in the world to accept adulthood and love. Being so out of tune with the laws of nature, Tripp is attacked by dolphins, chipmunks and a reptile until he accepts his fate and accepts love. It is so corny! Even the dolphin gives him the nod of approval. AHHH! There is an interesting theme of ‘adultescence’ but Failure to Launch just isn’t funny. The gags are borrowed and bland. I did not laugh. n

", Ê/ Ê Ê ,"°Ê Ê °

SPECIAL OFFER FOR NSWNA MEMBERS Failure to Launch and Lassie – a total of 15 double passes to give away! The Lamp has five movie packs to give away for Failure to Launch and 10 double passes to Lassie. To win a double pass to either of these films, email Salim Barber at sbarber@nswnurses.asn.au with your name, membership number, address, contact number and the film you'd like to see. First entries win! THE LAMP APRIL 2006 37

Members – Sign up a new member and go in the draw to win a fabulous trip to

HAWAII!

WIN A TRIP TO PARADISE Prize Includes; Return Airfares for 2 to Honolulu (ex Sydney) flying Hawaiian Airlines 3 nights accommodation Hawaii Prince Hotel, Waikiki 3 nights accommodation Maui Prince Hotel, Maui Prize includes inter island flights, return airport/C OMPE TITION hotel transfers CLO 30 JU SES NE 20 06

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MEMBERSHIP APPLICATION FORMS

HURRY – CALL THE ASSOCIATION NOW FOR YOUR RECRUITMENT KITS! PH: 8595 1234 (METROPOLITAN AREA) 38 THE LAMP APRIL 2006 OR 1300 367 962 (NON-METROPOLITAN AREA) OR GO TO www.nswnurses.asn.au

L I F E S T Y L E

Book me Saunders Nursing Survival Guide: Drug Calculations and Drug Administration by Cynthia Chernecky, Mother Helena Infortuna and Denise Macklin, SAUNDERS, RRP $62.70 ISBN 1416028773 This survival tool clearly explains the complexities of drug calculations, oral, intramuscular, topical, and intravenous drug administration. It also includes special topics such as paediatric administration, advanced care and technology and features interactive NCLEX-style review questions and Medication Safety Errors in outer margins.

Achieving Evidence-Based Practice: A Handbook for Practitioners edited by Susan Hamer and Gill Collinson, foreword by JA Muir Gray, Bailliere Tindall, RRP $69.95 ISBN 0702027766 This book provides a practical introduction to and overview of the development and implementation of evidence-based practice. It focuses on how to look for and appraise the available evidence, how to apply the evidence using a variety of

approaches and in different organisational contexts, and how to understand different dimensions of personal and organisational change and its ethical components.

Mosbyâ&#x20AC;&#x2122;s Essentials for Nursing Assistants by Shiela Sorrentino and Bernie Gorek, Elsevier Mosby Publications, RRP $73.70 ISBN 0323039049 The 3rd edition of Mosbyâ&#x20AC;&#x2122;s Essentials for Nursing Assistants is designed to prepare students to function as nursing assistants in hospitals and nursing centres. A new feature on safety and comfort is intended to focus the studentâ&#x20AC;&#x2122;s attention on the need to be safe and cautious and to promote comfort when giving care. There are also chapters that focus on workplace behaviours and practices.

Health Promotion Throughout the Life Span by Carole Edelman and Carol Lynn Mandle, Elsevier Mosby Publications, RRP $100.10 ISBN 0323031285 This comprehensive text addresses health promotion for all ages and all population groups â&#x20AC;&#x201C;

Practical Aspects of Nutritional Support: An Advance Practice Guide by Patricia H. Worthington, SAUNDERS, RRP $39.95 ISBN 0721669646 Practical Aspects of Nutritional Support is designed to fill the need for primary care and clinical nutrition information that is necessary in todayâ&#x20AC;&#x2122;s market. This reference addresses fundamentals of nutritional care including nutritional assessment, identifying risk factors, determining nutrient requirements and selecting appropriate intervention. Life cycle nutrition, functional elements of nutrition support, pharmacological considerations, trends in nutritional care, and nutritional considerations in specific disease states are also covered.n CORRECTION An incorrect price was quoted in the March Lamp â&#x20AC;&#x2DC;Book Meâ&#x20AC;&#x2122; for the Mosbyâ&#x20AC;&#x2122;s 2006 Drug Consult for Nurses. The RRP was quoted as $37.95, it should have been $68.20.

WHERE TO GET

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individuals, families and communities. It presents health data and related theories and skills that are needed to understand and practice when providing care and focuses on primary prevention intervention.

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APRIL NEW RELEASES These books are all available on order through the publisher or your local bookshop. Members of the NSWNA can borrow any of these books and more from our Records and Information Centre. For borrowing information, contact Jeannette Bromfield, 8595 2175, jbromfield@nswnurses.asn.au or Cathy Matias, 8595 2121, cmatias@nswnurses.asn.au

XXX KNC KPCOFU DPN BV FEVDBUJPO

THE LAMP APRIL 2006 39

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MANY MORE COMPUTERS, ACCESSORIES AND UPGRADE OPTIONS AVAILABLE AT VIRTUALCOMMUNITIES.COM.AU OR CALL. All Prices and products are correct at time of printing and subject to change without notice. * Weekly prices quoted are weekly equivalents and are paid fortnightly over a period of 3.5 years. The finance option is only available with the purchase of a computer or home entertainment package. Weekly prices are indicative and are GST inclusive. # Finance is obtained by making an application to Members Equity Pty Limited ABN 56 070 887 679 for a personal loan and is available to approved customers only. A $100 establishment fee is payable with the Members Equity Personal Loan. Fixed interest rate is 10.99% p.a. (comparison rate 13.03% p.a.^). All interest rates, fees and charges are current as at 01/02/06 and are subject to change without notice. Terms and conditions are available on request.

40 THE LAMP APRIL 2006

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CRoSSWoRD

Test your knowledge with The Lamp crossword, this month with a focus on anatomy. 1

8 9 11

12 13

20 21 23

24 25 26

s ACROSS

s DOWN

1. 5. 8. 9. 11. 13. 15. 18. 20. 22. 23. 25. 26. 28.

1. A major vessel in the arm (8,4) 2. An infection in the skin (7) 3. Obstruction of the intestines (5) 4. Paralyses, injures (5) 5. Relating to the heart (7) 6. Bands of fibrous tissue connecting bones (9) 7. A bone of the forearm (4) 10. Abuse, neglect (12) 12. Charge particle (3) 14. To remove a part of the brain (10) 16. Jaw bone (8) 17. Monozygotic twins are this (9) 19. Occupational therapist, abbrev (1.1) 21. Hair-like structures found in the lungs (5) 22. The skeleton of the head (5) 24. Substance with a pH less than 7 (4) 27. Accident and emergency, abbrev (1.1) Solution page 47

Skull (7) Mineral essential for healthy bones (7) The dorsal surface (9) Illustration, graph (7) Freedom or prevention from infection (7) Areas of pigment around the nipples (7) Person who has trouble sleeping (9) Instrument usually used in the bowel (9) Feeling (7) Small, brief (5) Relating to the nose (5) Fibrous tissue often found in the thighs (9) Orange gland located above the kidney (7) Illness, sickness (7)

THE LAMP APRIL 2006 41

➡

STATE SUPER SAS Trustee Corporation

STC ADVERTORIAL

Super Co-contributions and Pooled Fund members As part of its strategy to encourage eligible people to save for retirement, the Commonwealth Government pays a superannuation contribution for eligible members making personal after tax contributions to a superannuation fund.

AM I ELIGIBLE TO RECEIVE THE SUPER CO-CONTRIBUTION? As a member of SASS, SSS or PSS you make personal after tax contributions. These contributions will be taken into account when the Australian Taxation Office (ATO) assesses your eligibility for the Super Co-contribution. Generally, from 1 July 2004, the Commonwealth Government’s Super Co-contribution will be payable for a financial year if you meet all of the following conditions: ❚ you make personal superannuation contributions from your after tax income during a financial year, and ❚ your total income* for the financial year was less than $58,000**, and ❚ at least 10% of your total income* is attributable to employment, and ❚ you lodge an income tax return for the financial year, and ❚ you are less than 71 years of age at the end of the financial year, and ❚ you did not hold a temporary resident visa at any time during the year.

❚ For annual incomes up to $28,000**, the maximum Co-contribution is $1,500. ❚ For incomes above $28,000**, the maximum ($1,500) reduces by 5 cents for each dollar of income above $28,000, so that it phases out completely at $58,000**. **Subject to indexation from 2007-08.

DO I NEED TO CONTRIBUTE MORE TO SUPER? ❚ If you are a current member of SASS, SSS or PSS, your personal contributions may be sufficient to attract the maximum Super Co-contribution. ❚ If you are a member of SASS and are not contributing at the maximum 9% contribution rate, you may elect to increase your level of personal contributions to that Scheme each year from 1 April. Your next opportunity will be from 1 April 2007. ❚ If you want to increase your personal contributions to maximise your Super Co-contribution entitlement, you may make additional after tax contributions to another superannuation fund, such as First State Super. However, we are unable to accept additional contributions into SASS, SSS or PSS.

DO MANY STATE SUPER MEMBERS QUALIFY FOR THE SUPER CO-CONTRIBUTION? Yes – so far almost 20% of active members of SASS, SSS and PSS members have received a Commonwealth Government Super Co-contribution for the 2005 financial year. The first payments were received in December 2005.

* Total income means assessable income plus reportable fringe benefits. ** Subject to indexation from 2007-08.

LIKE MORE INFORMATION?

HOW IS THE SUPER CO-CONTRIBUTION CALCULATED?

See the fact sheets on the web (under your scheme and/or Publications) www.statesuper.nsw.gov.au or call the Contact Centre for a copy.

The ATO will determine the applicable Co-contribution amount on the basis of your income tax return and information that is provided by your superannuation fund. For financial years ended 30 June 2005 and later: ❚ The Co-contribution is $1.50 for every $1 of personal contributions made in a financial year (subject to the maximum Co-contribution available.)

Fact Sheets

Contact Centre (8.30 am to 5.30 pm Monday to Friday) SASS members: call 1 300 130 095 SSS members: call 1 300 130 096 PSS members: call 1 300 130 097

Reasonable care has been taken in producing the information in this advertorial and nothing in it is to be regarded as personal advice. If there is any inconsistency between the advertorial and the relevant scheme legislation, the scheme legislation will prevail. Neither the SAS Trustee Corporation nor its respective Boards or officers will be liable for any decision taken on the basis of information 42 THE LAMP APRIL 2006 shown or omitted from this advertorial. Members should seek professional advice before making decisions which may affect their future.

STC_COCONS:0306

WHAT IS A SUPER CO-CONTRIBUTION?

O B I T U A R Y

Thanks to our first Nurse Practitioner Olwyn Johnston 19 April 1951–8 March 2006

llie our loveable workmate hailed from Taurangi region of New Zealand. Following her arrival in Australia, Ollie’s nursing career expanded over some 20-odd years, most of this time was in rural and remote area. Ollie commenced her nursing career in 1979 at Sacred Heart Hospice in Sydney working as an AiN. In 1980 Ollie undertook her enrolled nurse training at St Vincent’s Hospital in Sydney and then went on to undertake RN training in 1982. Following completion of her training in 1987, Ollie went to work as an RN at Royal Newcastle Hospital in the renal unit. Ollie always had a yearning for the outback and arrived to commence work for Orana Health in 1991, working on a casual basis for both Walgett and Lightning Ridge Health Services, before her full-time appointment in Lightning Ridge where she worked in Accident and Emergency. Ollie’s old workmates from the Ridge remember her as the most loveable and

loyal workmate they have known. Her wicked sense of humour and her many and varied hair colours and styles to ‘razz up the place’ will go down in history.

battle to be accepted by the medical profession as a most valuable primary health care resource in rural and remote areas of Australia and in particular to our Indigenous communities. As Nurse Practitioner, Ollie had the skills and knowledge to initiate diagnostic tests and prescribe specific medications within the guidelines of her scope of practice, as set down by the Health Department. Ollie was held in high regard by her peers and the public alike, she had a deep sense of commitment to rural and remote health and was particularly incensed by the unmet needs and plight of the Indigenous people in her care. Ollie once said: ‘It requires a dedication and a strong resilience to deal with the environmental factors and pesky opal miners. Whilst living conditions here in Lightning Ridge have changed considerably, there still remains a small piece of the wild west. I found a place to learn beyond the normal rounds of health care and had to think outside

Ollie was held in high regard by her peers and the public alike, she had a deep sense of commitment to rural and remote health and was particularly incensed by the unmet needs and plight of the Indigenous people in her care. In 1998 Ollie moved to the position of NUM at the Wanaaring Community Health Centre, where she went on to receive the Far West Area Health remote area scholarship and completed her Masters of Nursing in Rural and Remote Areas through the Faculty of Nursing at the University of Sydney. On 7 May 2001, the day before International Nurses’ Day, Ollie was appointed Australia’s first ‘recognised’ Nurse Practitioner. It was a great achievement and a huge step forward for current and future remote and rural area nurses, after a lengthy process and

the very narrow square to obtain health care that was equitable and affordable for the client.’ Ollie received the Far West Area Health Service Nurse of the Year Award in 2001 and was also honoured to receive a medal for her contribution of services to the community, presented by the honourable Deputy Prime Minister (at the time) John Anderson during the Centenary of Federation celebrations in 2001. Ollie moved to Goodooga Health Services where she remained until her illness. n By Chris Taylor, RN, who worked with Ollie at Lightning Ridge Health Services THE LAMP APRIL 2006 43

A COURSE IN EVIDENCE BASED PRACTICE FOR REGISTERED NURSES

TOPICS

S YD N E Y H O S P I T A L S YD N E Y E YE H O S P I T A L I n C olla bora tion with NSW Health D e partme nt and the NSW Infection Control Resource Centre presents

• • • • • • • • • • • • • • • • •

Doing the Best You Can. Evidence Based Practice Epidemiology an Overview Searching the Literature Literature Review Systematic Reviews The Levels of Evidence Developing Policy Surveillance Activities Critical Incidents Product Evaluation Use of Evidence in the Accreditation Process Benchmarking Plan and Evaluate a Health Care Program Ethical Issues and Research Protocol Legal Issues and Evidence Based Practice Hypothetical

STUDENTS FEEDBACK FROM PREVIOUS COURSES • Very informative- excellent Course. • Excellent information to take back and utilise. • Invaluable to my future ventures in Infection Control. • Excellent Course. Learnt a lot of skills to develop policy and procedure.

COURSE DETAILS DATE: Monday 29 to Wednesday 31 May 2006. HOURS: 9.00am to 5.30pm COST: $150.00 plus GST VENUE: Claffy Lecture Theatre, Sydney Hospital and Sydney Eye Hospital CONTACT: Gemma Bellanto or Maryanne Ford on (02) 93827403/4 or bellantog@sesahs.nsw.gov.au fordm@sesahs.nsw.gov.au

S YD N E Y H O S P I T A L S YD N E Y E YE H O S P I T A L ‘ T h e b es t c o u r s e o f s t u d y I h a ve e ve r d o n e’ There are three Courses for registered nurses conducted by the Clinical Nursing Services Department. Completion of these Courses will qualify the graduate for 12 credit points into specified Masters of Nursing Courses at the University of Sydney. In addition the Faculty of Nursing University of Technology, also awards graduates 12 credit points on entry into Masters of Nursing Courses.

44 THE LAMP APRIL 2006

All Courses are comprised of 26 weeks commencing in June annually. Courses include: • Infection Control • Ophthalmology • Sexual Health & Venereology The theoretical component of the Courses is presented in a series of four two-week study blocks, integrated

with three six-week periods of practical experience. The lecturers and clinical teachers are experts and recognized as leaders in their fields. Applications, closing date April 21, 2006. For further information contact Course Co-coordinators on 02-9382 7404 or 7409 or E-mail: fordm@sesahs.nsw.gov.au or moorec@sesahs.nsw.gov.au

P A S S I N G T I M E S

Farewell to Jenny after 50 years in nursing

enny Greenaway, RN, reached a milestone in her nursing career this December, celebrating 50 years in nursing, 25 of which she worked at the Fairview Retirement Village. Jenny started nurse training at Wallsend Hospital, Newcastle, at 16 years old. In those days in public hospitals, there were always patients out on the verandahs and Jenny’s first ward was the male orthopaedic verandah where the men used to have competitions to see who could make her blush the most. Jenny left Wallsend Hospital for King George V hospital in Sydney. Jenny’s next stop was Darwin, where she worked at the hospital with periods of relief work in Katherine and Alice Springs. During a stint working at a general practice in Darwin, she met fellow Fairview RN and her future husband Cleone Cogan. Jenny was married in Darwin, followed by the birth of her first baby, Cameron. Jenny left Darwin in 1970 and joined the NSW Bush Nursing Service. Her first permanent assignment as a bush nurse was at Lightning Ridge, where she worked alone in a challenging role, on-call 24 hours a day, seven days a week without the support of doctors, ambulances or pharmacies. There were only dirt roads to three outlying towns – Walgett, Goodooga and Collarenebri. Jenny the bush nurse was the subject of an ABC TV documentary. During her time at Lightning Ridge Jenny met her beloved Tom. They moved to Moree and were married and had two boys, Thomas and David. Jenny started working at Fairview in 1980. When she first started there were only 20 beds in the Nursing Home and there was one RN and AiN on duty on an evening shift and the RN had to do medication rounds in the 40-bed hostel as well as the 20-bed nursing home. Jenny has always been a very keen and energetic supporter of Fairview and became part of the extended family of its residents, relatives and staff. n

To Jenny Greenaway BY LES SMITH Where there’s a beginning, there will always be an end That is why we’re here today, to say goodbye to our good friend It is with a touch of sadness, that we now say adieu To you, Jenny Greenaway, but we will remember you.

But where there’s a beginning, there will always be an end That is just a fact of life and we should not pretend That things go on forever, because we must move along On to another stage in life, where our loyalties belong.

For you nursed and nurtured us, with a loving care And with a touch of gentleness, that was always there And we hope in your retirement, that you’ll be cared for too Because the deeds you’ve done for others, should now return to you.

We can’t name each and every one – space will not allow But we all agree on one thing, Jenny, take a bow We hope that you will remember us, and we hope that time preserves Our own Jenny Greenaway, with the rewards that she deserves.

And the residents of Fairview, would now like to say That they’ll remember forever, nurse Jenny Greenaway And if there’s a roll of honour, for the nurses of North West Your name will be there, Jenny, among the very best. And some of the old warriors, try so hard to hide Those tears that they wipe away, and pretend they hadn’t cried But it doesn’t matter how they try, emotions still show through When thinking of the future, and a Fairview without you.

THE LAMP APRIL 2006 45

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46 THE LAMP APRIL 2006

DIARY DATES

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA NSW Chapter of Society for Vascular Nursing Date: 5 April 2006, Concord Hospital Contact: Sue Monaro (02) 9767 5000 Email: monaros@email.cs.nsw.gov.au

Karitane – STEPS Conference ‘Little Steps – BIG Progress’ Date: 6 - 8 April 2006 Venue: Sydney Convention Centre Contact: Corporate Communique (03) 5977 0244, info@corporatecommunique.com.au

AONA Inc – Australian Orthopaedic Nurses’ Assoc. Annual Conf. & AGM Date: 7 April, Crown Plaza Parramatta Contact: Sally Goodchild, sallygoodchild@uniquejourneys.com.au Association of Discharge Planning Nurses Meeting Date: 10 April and 12 June 2006 Venue: Concord Hospital, 2:00pm Contact: Kerrie Kneen (02) 9487 9750 Email: kerriek@sah.org.au

A.C.A.T Nurses Special Interest Group Meeting Dates: 18 April and 20 June 2006 Venues: Bankstown/Lidcombe Hospital – Level 4, 1pm – 3pm

‘Creating a Future for Children and Their Families’ Paediatric Research Seminar Aged & Community Services Australia 1st Venue: Children’s Hospital Westmead – Lorimer Dods Lecture Theatre Date: Call for abstracts – 20 April 2006 Contact: Ravinder Summan (02) 9845 1486, ravindes@chw.edu.au

Advancing Parkinson’s Disease Seminar For Nurses Date: 1 May 2006, 9:00am – 4:30pm

Diary Dates Diary Dates is a free service for members. Please send the diary dates details, in the same format used here – event, date, venue, contact details, via email, fax, mail and the web before the 5th of the month prior, for example: 5th of August for September Lamp. Send information to:

Venue: Main lecture theatre, Clinical Science Bld, Bld 20, Concord Hospital Bookings: Freecall 1800 644 189 Contact Miriam Dixon (02) 9767 7881 Email: parkinsonnsw@bigpond.com

Aged & Community Services Australia 1st National Community Care Conference Dates: 3 - 5 May 2006 Venue: Sydney Convention & Exhibiton Centre, times: TBA Contact: for more information, call Conference Organising Team on 9799 0900

Evidence-based Practise for Clinicians: Workshop Dates: 4 – 5 May 2006, time: TBA Venue: Thomas and Rachel Education Centre, Liverpool Hospital Contact: Philomena Kaarma, 9828 6587, philomena.kaarma@swsahs.nsw.gov.au

Stomas ... ‘more than just holes’ A paediatric seminar about gastrostomies, tracheostomies and colostomies Date: Tuesday, 9 May 2006 Venue: Lorimer Dods Lecture Theatre, The Children’ Hospital at Westmead Info: Yvette Vajter, yvettev@chw.edu.au

Nurses Christian Fellowship Professional Breakfast Date: Saturday, 13 May 2006, 9 am Venue: Gardens-R-Us Moorefield’s Road Kingsgrove Contact: Jane (02) 9449 4868

Australian College of Critical Care Nurses (NSW Branch) Seminar Date: 19 May 2006 Venue: Coolangatta Estate Winery, Shoalhaven South Coast NSW Contact: Sarah Adams, 0411 501 136 sarah.adams@nets.org.au

Australian & New Zealand Intensive Care Society (ANZICS) Combined NSW Regional Meeting Date: 20-21 May 2006 Venue: Coolangatta Estate Winery, Shoalhaven South Coast NSW Contact: Sarah Adams, 0411 501 136 Salim Barber Email: sbarber@nswnurses.asn.au Fax: 9550 3667, mail: PO Box 40 Camperdown NSW 1450 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event. Due to high demands on the page, some dates too

NSW GENCA -Study Day Venue: Rydges – Port Macquarie Date: 27 May 2006. Cost: $45.00 for members and $60.00 for non-members Contact: Lynn Rapley (02) 4323 8141 Email: raphouse@bigpond.net.au

Renal Society of Australasia (RSA) NSW Branch RSA education evening/AGM Date: 9 June 2006, 6 - 8pm Venue: NSW College of Nursing Contact: Susan San Miguel (02) 9828 5544, Susana. sanmiguel@swsahs.nsw.gov.au

Nurses Christian Fellowship Autumn Dinner Date: Saturday, 17 June 2006 Venue: St Paul’s Anglican Church Pearce’s Corner, Wahroonga Contact: Jane (02) 9449 4868

HIV, Sexual Health & Viral Hepatitis Nursing Update Venue: RNSH, St Leonards Dates: 26 - 30 June 2006 inclusive Cost: $550.00 Contact: Carol Martin (02) 9926 6508 cmartin@nsccahs.health.nsw.gov.au

INTERSTATE 26th Annual Scientific Meeting of Australian Pain Society ‘Pain Across The Life Span’ Date: 9 - 12 April 2006 Venue: Grand Hyatt Hotel, Melbourne Contact 02 9954 4400, apsoc@dcconferences.com.au/aps2006

Australian Nursing Awards 2006 Venue: Queensland Health, Brisbane Date: 7 May 2006, time: 1 pm Bookings: Invitation Only Contact: John De Haard (03) 9530 2511, ana@hsr.com.au

Details: Dorothy McConnell (02) 9451 7119 or Thelma Ramsay 9686 1489, ramsay3@bigpond.com.au

St Vincent’s Hospital Sydney PTS January 1969 Date: 22-23 April 2006, venue: TBA Details: Anne Finch (Nee O’Grady) (02) 9623 2345

The Sacred Heart / Mercy Hospital Nurses Reunion (1911-1984) Date: 6 May (7 pm), Young Golf Club Details: Nancy McGregor (nee Niven) (02) 6382 6909. RSVP: 10 March 2006

Illawarra International Nurses Day – Glitz and Glamour Ball Date: 12 May 2006, Wollongong Cost: tickets $85.00pp Details: Glen Barrington 0402 000 841

Old Parramatta District Hospital 1966 Graduates 40th Reunion Date: 19 - 20 May, Blackheath Motor Inn, Blue Mountains Contact: Denise Holler (Davis) (02) 4580 8051, jaydee@pnc.com.au

Western Suburbs Hospital Trained Nurses Association Date: 27 May 2006 Venue: NSW Masonic Centre Sydney Info: Lesley, lesleyepotter@bigpond.com

Tamworth Base Hospital Tamworth are organising a reunion and are looking for Mr John Rae RN, former nurse educator and genetic counsellor at Tamworth Base Hospital. Please contact Roz Norman at Tamworth Base Hospital on (02) 6762 2850

Crossword solution

Reunions RPA Hospital Reunion 1961 Groups Jan. Feb and April Date: 22 - 23 April (12 noon - 4 pm) close to publication or too far in the future may be cut. The dates that are to be printed are for three months in total. For example, in the March Lamp = March, April, May dates will be printed. Only Diary Dates with an advised date and contact person will be published. Diary Dates are also on the web – www.nswnurses.asn.au

Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above.

Send us your snaps If you’re having a reunion, send us some photos and any information from the night, and we’ll publish them. THE LAMP APRIL 2006 47

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Nurses Nirvana Escape to the peaceful Hunter Valley. Stay at the luxurious 4.5 star Tallawanta Lodge. Be pampered at the Sublime Day Spa.

Just $197.00 per person Includes 1 nights accommodation, country style breakfast for 2 and 2 beauty treatments at Sublime. All nurses who book this package will receive a gift of moisturising hand cream.

Call Toll Free 1800 800 522 to book!

Valid until 30th June 2006. Price based on midweek accommodation Sunday - Friday. Subject to availability. Based on twin/double share. A choice of 40 minute massage, classic facial or classic pedicure for beauty treatments.

Broke Road Pokolbin NSW 2320 www.hvg.com.au 48 THE LAMP APRIL 2006

RCNA’s Nursing and Health Expos are a showcase of nursing as a career, and health as an industry - and were designed with high school students, parents, 2006 career advisers, nursing graduates, enrolled and Sunday, 14 May 2006 registered nurses - in mind. Sydney Convention & If you’re interested in nursing Exhibition Centre and health, and seeking Open 10am-3pm, information- visit us at Entry via gold coin donation RCNA’s Nursing and Health Expos. Presented by Royal College of Nursing, Australia (RCNA) the Nursing and Health Expos are proudly supported and sponsored by:

NEW FRIENDS NEW JOB AND LOADS OF TRAVEL If you are planning to travel and work in the UK then kick start your plans… by contacting Recruitment Solutions Group. Whether you are planning to travel this year or next we’ll step you through the process. We are looking for experienced Operating Room RNs, Specialist, Psychiatric and General RNs for a variety of vacancies across England. • Holiday Pay • CPD Fund (up to £300 pa)* • Relocation assistance* • Accommodation/orientation assistance • Limited company solutions • Travel voucher*

*Conditions Apply

For further information contact Nicole Gibson Email: nicole@rcna.org.au or call Toll Free 1800 061 660

To ﬁnd out more call or register on line NOW! 1300 305 687 aus@rsg.uk.com

B67752

Some of our beneﬁts include: • Excellent pay rates • Short-term/agency/permanent contracts • NMC Overseas Nurse Programs • UK bank accounts (before you leave) • Visa/Work Permit assistance • £150 referral bonus*

www.rsg.uk.com

Nursing in the UK As a leading national nursing agency, PULSE have contracts with prestigious hospitals throughout the UK, enabling us to offer you more nursing work and excellent rates of pay.

RN to MBBS Work while you study. Flexible Distance Learning MBBS Program Physician Mentors in your Community Dynamic Online Courses and Tutors At last, a 4 year graduate entry MBBS program that allows you to continue working while you study during your first 2 years. Oceania University of Medicine in Samoa is the choice of nurses and other health professionals advancing their careers as medical doctors. Classes begin January, March, June,August and October each year. For further enquiries call

1300 665 343

www.oceaniamed.org

OUM LAMPco100106

To make your registration hassle free, our experienced team will support you through the recruitment and immigration process at home and when you arrive in the UK. In addition we offer free Mandatory Training, Occupational Health Screening & UK Criminal Record Checks.* Positions are available for Medical, Surgical, Theatres, Paediatrics, A&E, PICU, NICU, ICU, Oncology, Renal, Coronary Care, Primary Care, Mental Health, Nurse Practitioners, Midwives & many more. So whether you are seeking flexible agency shifts, fixed term contracts or a permanent position, you will not find a more friendly and professional service.

For further details contact our office today on 1800 12 32 51 or email

uk@matchgroup.com.au

Overseas Nursing Programme (ONP) PULSE are delighted to offer all of our nurses the opportunity to undertake the programme through our NMC approved supplier at just £250 with 100% refund after a qualifying period.* *Conditions apply

THE LAMP APRIL 2006 49

AGED CARE REHABILITATION: A COLLABORATIVE APPROACH 9–11 May 2006 This program explores the contemporary sociopolitical and legal landscape of caring for the older person. Within this context, issues about culture, dementia, disability, International Classification Function and clinical goal setting and planning will be addressed.

REHABILITATION NURSING PROFESSIONAL DEVELOPMENT DAYS Commencing 16 May 2006 This highly interactive course takes place one day per week for five weeks, and is designed to assist in the professional development of Registered Nurses working in the area of rehabilitation. It is based on the ARNA Rehabilitation Nursing Competency Standards and facilitated by recognised leaders in rehabilitation nursing.

WHEN EXPERIENCE COUNTS ... Now you can count on us twice as much! MH Matrix, the leading Healthcare Recruiter to the Middle East has joined forces with Austra Health to provide you with twice as many options, and double the service! Combined, we have over 40 years experience recruiting to the region. We are still recruiting to all our fantastic hospitals, and together can now offer you even more choices! Let our experience give you the experience of a lifetime! We have access to:

We make it easy by processing your visa, organising your travel arrangements, and supporting you every step of the way. So if you want to experience the beauty and magic of the Middle East, and be financially rewarded with the lucrative salaries on offer, then call one of our dedicated Middle East consultants today! Call the experts on working overseas, on +61 3 9864 6010 to discuss your next career highlight.

- The best jobs across the entire region - The greatest number of Hospitals

For further enquiries and application forms, please contact: Amanda Beck or Mary Lambell Learning and Development Resource Centre Tel: (02) 9808 9626 Email: becka@doh.health.nsw.gov.au

7 Bowen Crescent, Melbourne Tel : +61 3 9864 6010 E-mail : ahvic@austrahealthint.com

The Royal Rehabilitation Centre Sydney reserves the right to alter any details of its courses without prior notice.

w w w. anmc .org . au ARE YOU AN RN (DIV 1), AN EN (DIV 2), A MIDWIFE, OR A NURSE PRACTITIONER?

YES? ....THEN YOU NEED A COPY OF THE : ► ► ►

NATIONAL COMPETENCY STANDARDS CODE OF PROFESSIONAL CONDUCT CODE OF ETHICS

To obtain copies of these and other ANMC publications, as well as keeping up to date on the work of ANMC contact:

LYMPHOEDEMA TRAINING (CPT) For Allied Health Professionals

Brenda Lee Physiotherapist

LCTS Lymphoedema Consulting and Training Services Announce Level I & II Training courses for 2006

New Zealand Nelson Hospital – Level II 6-10 March 2006 email: yvonne.ferguson@nmhs.gov.nz

(02) 6257 7960

anmc@anmc.org.au ‘Facilitating a national approach to nursing and midwifery regulation’

50 THE LAMP APRIL 2006

New South Wales Mt Wilga Hospital, Hornsby – Level I 8-13 May, Level II 15-20 May 2006. Also November – dates to be finalised.

Anticipated Cost: $850.00

Enquiries or expressions of interest please contact: email: brendaelee@primus.com.au or Telephone: 61 2 4333 6097

Supported by Smith and Nephew

It’s our turn to look after you! Special discounts for nurses. Bring this advert with you.

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www.northsideeuropean.com.au *Price plus $1895 dealer charge plus Govt charges. †3 years factory warranty plus a further 3 years dealer warranty, conditions apply. X11240 THE LAMP MD11283 APRIL 2006 51

Low cost banking for NSW Nursesâ&#x20AC;&#x2122; Association members

â&#x20AC;&#x153;We said goodbye to our old bank. They didnâ&#x20AC;&#x2122;t reply.â&#x20AC;? â&#x20AC;&#x153;As NSW Nursesâ&#x20AC;&#x2122; Association members, we had heard about Members Equity Bank and knew it was a bank, but we didnâ&#x20AC;&#x2122;t realise it offered all the beneďŹ ts of the big banks, but with lower fees and better interest. Then we found out and moved everything across. Now weâ&#x20AC;&#x2122;ve got a home loan with a low 6.74% p.a.# and no fees, a credit card at 10.20% p.a. instead of our old cardâ&#x20AC;&#x2122;s 18% p.a. and a savings account that actually pays 5.50% p.a. interest on balances over $3000*. Needless to say, we donâ&#x20AC;&#x2122;t miss our old bank!â&#x20AC;?

membersequitybank.com.au

Call 1300 654 993 and start saving today #OMPARISON 2ATE FOR A -EMBERS %QUITY 3UPER -EMBERS 3TANDARD 6ARIABLE 2ATE (OME ,OAN OF FOR A TERM OF YEARS REPAID MONTHLY 7!2.).' 4HIS COMPARISON RATE IS TRUE ONLY FOR THE EXAMPLES GIVEN AND MAY NOT INCLUDE ALL FEES AND CHARGES $IFFERENT TERMS FEES OR OTHER LOAN AMOUNTS MIGHT RESULT IN A DIFFERENT COMPARISON RATE )NTEREST RATES ARECURRENT AS AT AND ARE SUBJECT TO CHANGE !PPLICATIONS ARE SUBJECT TO CREDIT APPROVAL &EES AND CHARGES APPLY 4ERMS AND CONDITIONS AVAILABLE ON REQUEST %VERY DOLLAR UP TO EARNS P A 0LEASE CONSIDER IF THE )NTEREST-% 3AVINGS !CCOUNT IS RIGHT FOR YOU WITH A 0RODUCT 52 THE LAMP APRIL 2006 $ISCLOSURE 3TATEMENT AVAILABLE FROM -EMBERS %QUITY "ANK !$