The Lamp August 2008 by NSW Nurses and Midwives' Association

lamp the

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

volume 65 no.7 August 2008

Print Post Approved: PP241437/00033

PRIVATE HOSPITALS CAMPAIGN

WE WANT

PAY PARITY

An Industry SuperFund

Caring for the super of remarkable nurses everywhere While you’re busy taking care of others, HESTA is busy taking care of you. PLATINUM

2 THE LAMP AUGUST 2008

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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 NSW Nurses’ Association

volume 65 no.7 August 2008

Private hospital campaign We want pay parity 12 PRIVATE HOSPITALS CAMPAIGN Print Post Approved: PP241437/00033

WE WANT

PAY PARITY

Cover Suzana Tanevska, RN, St George Private Hospital and Debbie Lang, CNS, North Gosford Private Hospital Photograph by Fiora Sacco

NSWNA COMMUNICATIONS MANAGER Noel Hester T 8595 2153 NSWNA COMMUNICATIONS ASSISTANT Russell Burns T 8595 1219 For all Lamp editorial enquiries, letters and diary dates: Editorial Enquiries T 8595 1234 E lamp@nswnurses.asn.au M PO Box 40 Camperdown NSW 1450

News in brief

NSWNA matters

8 8

Thumbs up for nurses in first patient poll Telstra subjects staff to psychological profiling and AWAs 8 Harvey Norman caught red-handed 9 Mental health sector headed for breakdown 9 Gender wage gap widens 9 Maternity-leave hearings completed 11 Hospital report no surprise to nurses 11 Personal trainers for obese nurses 11 Nursing home fags

34 NSWNA message scores a goal

THE LAMP PRODUCED BY Lodestar Communications T 9698 4511

Special people

PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au

NSWNA education program

39 Beryl Joyce Le Breton: Contributor and tireless friend

35 Donna’s dedication wins HESTA award

Lifestyle 36 Movie reviews 40 Book me

Obituaries

11 What’s on

Industrial issues 16 16 17 17 24

Hunter rostering on the back burner McKesson refuses to protect nurses Backdown on Murwillumbah cutbacks Blue Mountains maternity closure shock Unions pressure Labor to deliver on workplace promises

Regular columns 5 6 31 43 47 48

Editorial by Brett Holmes Your letters to The Lamp Ask Judith Nursing online Our nursing crossword Diary dates

Agenda

Competition

19 Lockdown torments mental health patients 28 AMA tries to block federal health reforms

30 Win a wonderful getaway in the Hunter Valley

Professional issues

Special offers

20 CNS career path strengthened

36 Win 100 double passes to see the preview of Welcome to the Sticks, 25 double passes to The Edge of Love and Not Quite Hollywood, and 10 DVD packs of The Diving Bell and The Butterfly

Aged care 23 Aged care employers try to shut out union representation

Retirements 32 Jan Hollows retires after 50 years of service 33 Gwen Bernoth retires at 80 years young

THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Baradine MPS Mark Kearin, Blacktown/ Mt Druitt Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care 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 THE LAMP ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. 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 NSWNA 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. Individuals $60, Institutions $90, Overseas $100.

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HERE’S HOW YOU CAN WIN 2cancel your payroll deductions and start paying your fees through direct debit and you will go in the lucky draw and/or 2convince your colleagues to convert from payroll deductions to direct debit and you, and each of your colleagues who switch to direct debit, will go in the lucky draw and/or 2sign up a new member using the direct debit method of paying their fees and you, and the new member, will go in the lucky draw.

Membership Application forms or Direct Debit 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.

4 THE LAMP AUGUST 2008

DRAWN 30 DECEMB ER 2008

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

Praise won’t pay the bills g With a pay rise won in the Public Health System, the NSWNA now turns to private hospitals. Pay parity and recognition for skills and education will be top priorities.

comprehensive survey of our members in private hospitals (see page 12) suggests that similar issues exist in the private hospitals sector as in public hospitals and nurses share the same concerns about pay, workloads, recognition for skills and education and for working anti-social hours that keep them away from their families in ways other workers don’t have to contend with. Most of the agreements we have with the large private hospital employers expire in 2008 and we are well under way in our campaign to ensure nurses in these establishments are recognised and rewarded for their contribution. I urge all nurses in private hospital workplaces to get involved in the campaign and ensure your colleagues have joined the Association so we enter those talks with one voice and with all the strength that a collective approach brings. As one member told us, a pat on the back from the employer is fine but praise doesn’t pay the bills and recognition should be translated into better pay and conditions.

Public wants WorkChoices out now Trends in Australian Political Opinion, a study conducted by the Australian National University, has tracked voter sentiment since the 1980s. Its findings about community attitudes to union and employer power are instructive. Their most recent survey following the 2007 election shows that only 37% of Australians believe unions have too much power, compared to 69% that think employers have too much power. These figures have much deeper roots than as a response to WorkChoices. They are

trends that have been in play since 1967 when 60% thought unions had too much power and 52% thought employers had too much power.

Unions, including the NSWNA, campaigned strongly at the last election to have WorkChoices scrapped. Labor should bear in mind that we will continue to do this irrespective of who is in government. The ANU study also shows how decisive an issue industrial relations was at the last election: it went from being the least important economic issue (2%) to being the most important (16%). If recent polling by the ACTU is anything to go by these sentiments remain strong since the last Federal election.

The online poll conducted by Galaxy found that 73% of voters believe the Government should move now to restore unfair dismissal laws for businesses with less than 100 staff. Sixtynine percent want collective bargaining rights restored. Seventy-seven percent agree an umpire should be able to step in and arbitrate in a dispute. The ANU study shows how out of touch the Howard Government was on community attitudes towards unions and rights at work. The election confirmed this in dramatic style. There are lessons in the ANU and ACTU research that are also relevant for the Rudd Government. The Galaxy poll shows overwhelming support for the immediate scrapping of WorkChoices and the implementation of Labor’s IR policy among people who voted ALP last year. Almost nine in 10 (89%) ALP voters oppose a delay in laws to improve protection from unfair dismissal and 85% of ALP voters oppose a delay in restoring workers’ rights to collective bargaining. There is no doubt the corridors of Canberra have been full of business lobbyists urging the Government to delay or undermine their promise to roll back WorkChoices. The Rudd Government would be wise to heed the broader range of democratic voices that want stronger workplace rights and greater checks on employer power. In this issue of The Lamp we report that the Rudd Government has done away with the worst aspects of Howard’s laws, such as AWAs, but there are many unconscionable measures such as the profoundly antidemocratic Australian Building and Construction Commission, which remain (see page 24). Unions, including the NSWNA, campaigned strongly at the last election to have WorkChoices scrapped. Labor should bear in mind that we will continue to do this irrespective of who is in government.n THE LAMP AUGUST 2008 5

L E T T E R S

LETTER of the month Public sector pay offer to ENs While I feel encouraged with the pay increase I feel a little discouraged, especially in one of the rejected areas. That was for experienced ENs who are studying to become RNs to go into RN2 pay levels. I have been an EN for 22 years and am at present studying by distance education to become a RN. I have a large amount of experience in diverse areas as an EN. I feel very frustrated that this experience is not going to be recognised once I become a RN. Will there be any future negotiations on this or in the next wage case? It is not easy for me to go to university, study, do assignments and work almost full time as well as make ends meet. I feel the amount of experience that I have had should be recognised and am sure that other experienced ENs feel this way as well. I feel a little forgotten here and, again, I am sure I speak for other experienced ENs as well. Marilyn Wade, EN Westmead Children’s Hospital Editor’s note: Experienced ENs such as yourself are exactly the group NSWNA argued strongly for in the recent Public Hospital Health System negotiations. The NSW health Department was completely shortsighted in it’s total refusal to pay experienced ENs more. We are now encouraging private hospitals to negotiate higher EN rates so you’ll have more options for recognition. Marilyn Wade won the prize for this month’s letter of the month, a $50 David Jones voucher.

Got something to say? Send your letters to: Editorial Enquiries email lamp@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. 6 THE LAMP AUGUST 2008

The professionalisation of nursing I received my June 2008 copy of The Lamp today. Except for the date, I could be receiving my very first copy of The Lamp over 20 years ago. Don’t take nurses for granted is what greeted me on the editorial page. It was a statement directed at our Prime Minister, Kevin Rudd. It really should have been directed at the NSWNA, the hospital system, the ANF, the ANMC, the RCNA and any other body that deals with the professionalisation of nursing. While we are on the professionalisation of nursing, none of the peak nursing bodies seem to think nurses are truly professional people, otherwise we would have access to provider numbers and the Medicare rebate scheme. Nurses make up the single largest group in the health care system – yet we are not considered or treated as professionals by our own peak nursing bodies. Even naturopaths, osteopaths, chiropractors, massage therapists and any other allied health professional has access to the provider number system – but not nurses. When will we be considered by our own profession as professionals? I will probably be in a nursing home having my drool wiped by a robot before this happens. Three things of utmost importance need to happen to become truly professional. The three ‘R’s’ – recognition, respect and remuneration. Recognition by all allied health professionals, peak nursing bodies and the medical profession. Respect for the vitally important role we perform in health care by all the aforementioned stakeholders, and finally, remuneration. To be professional we need to receive the professional remuneration that comes with recognition and respect. Without the three ‘R’s’ we just have jobs, not professions. Leanne Molenaar, CNC Lake Macquarie Private Hospital Editor’s note:

Nursing is widely recognised by all measures of significance as a profession. We agree that your three ‘R’s’ – recognition, respect and remuneration – are of critical importance to any profession. They are not, however, the defining characteristics of a profession that has generally been agreed as: a systematic body of knowledge; professional authority and credibility; regulation and control of members; providing a professional code of ethics and a culture of values, norms, and symbols. There would be little argument that these

are characteristics that nursing, and other health professions, possess. Nursing’s key representative organisations and bodies, such as the ANF, ANMC, RCNA and the NSWNA, have dedicated significant resources to ensuring this is the case. The statement you commented on from the June Lamp was not in fact directed at our Prime Minister but at our Premier in order to remind him of his commitment to nurses in NSW. The Federal Government promised and has commenced significant reform of the health system, which we ultimately expect to include an expansion of the Medicare Benefits Schedule to include allocation of provider numbers to nurses and midwives. Medicare provider numbers are currently allocated to a limited number of health professionals other than doctors, under restricted arrangements. This includes specific allied health professionals to enable them to participate in the Medicare allied health and dental care initiative as well as physiotherapists, osteopaths, chiropractors and podiatrists to enable them to request certain diagnostic imaging services. Provider numbers do not extend to naturopaths, massage therapists or any other unregulated health workers.

Peter Stevenson

Liability on unpaid overtime Having read a few issues of The Lamp since joining as a student back in December 2007, it seems evident that many nurses working shifts are often staying back after their rostered sign-off time to complete their duties. From my understanding, our payment starts when we sign on duty and finishes when we are rostered to sign off. For example, if I signed on at 1530 hours to 2300 hours then I would be paid for that time and I would also be protected under the employer’s insurance system for any issues that may arise in the course of duties. My concern is: would we be protected or would we be liable and accountable for any issues or accidents that may arise outside those hours? The worst thing in the world would be for a nurse to be prosecuted and held accountable due to their efforts to ensure the delivery of care is maintained in many areas that lack resources. Peter Stevenson, Nursing Student

The memory of Edith Cavell Announcing to my elderly mother the good news that I benefited from an Edith Cavell Scholarship to attend a conference in Perth triggered distant memories of family ties with Edith Cavell’s family and ours during the First World War. My maternal grandmother was ‘in service’ during the war years to a wealthy family who had a manor house on the outskirts of London. Wargrave Manor was owned by Dr Manning and his wife, the sister of Edith Cavell. When the Great War finished, Dr Manning was sent to Belgium to identify Miss Cavell’s body, now four years after she had been shot by the Germans. He did so, Grandma recalled to my mum, by the ring on her finger. The doctor escorted Edith’s body back to England and a huge memorial service took place at Westminster Abbey, followed by her burial in her home town of Norwich, where her father had been a vicar for 40 years. The doctor was instrumental in the planning and organisation of this large public event and his time doing this planning was noted by my grandmother. This tragic loss of a woman working as a nurse in Belgium, tending to wounded soldiers, and helping them to escape home across the Channel to their homeland, England, and being caught and shot for this crime, caused such a feeling amongst the people of the Commonwealth that many thousands joined up to the war effort and much money was raised for homes for nurses throughout the Commonwealth. My grandfather, I recall, put his age up from 16 to 18 so that he could join the Royal Navy along with his five brothers, three of whom were, sadly, killed in the war. My grandmother met my grandfather during the war, as his family was from Wargrave, but she refused to marry until after the war was over and he was safely discharged from the navy so that she would not be left as a broken-hearted war widow. My grandmother had great memories of Dr and Mrs Manning and their grand house, where she was employed as a scullery maid and later a cook. However she was unhappy with the Manning family’s use of a large portrait of Edith Cavell as a fire screen, as she felt it was disrespectful to such a brave nurse who had given her life for the war effort. These are all snippets of memories of times long ago that I would like to share with you, as a beneficiary of Miss Edith Cavell’s bravery more than 90 years ago. Denise Beazley, RN St Vincent’s Private Hospital Lismore

Public health system resignation This afternoon I have decided to quit the Public Health System. I am going to take a lesser paid job, travel further and risk de-skilling but it’s got to be better than all the rubbish that we have to deal with as nurses. You see, I have been a clinical nurse for over 20 years and have stayed by the bedside for about 16 of those. Not a receptionist, accountant, administration assistant, computer operator, relationship counsellor, doctor’s receptionist, medical assistant (who in many cases does the diagnosing and commencement of treatment), transport coordinator, volunteer (working outside of paid time and even going back into work for meetings), biomedical engineer, dietician, kitchen-hand, domestic, cleaner, stores coordinator, linguist, and the list goes on. As a nurse I think I’m paid fairly well and receive adequate entitlements. What angers me the most is that my role as a caregiver has diminished behind paperwork, medical officer support, and downward directives that are ridiculous. Instead of giving me more money (which I am sure would, yet again come at a cost to our job description), delete from my daily activities all aspects that take me from the bedside. It has surely got to be more cost effective to hire an administration or hospital assistant for every shift to do all the non-nursing tasks than to employ another nurse. As I depart aged care, this specialty (and that is exactly what it is) has been to me the most physically exhausting and emotionally draining. And before anyone says ‘well she probably hasn’t worked in my field’ – I have. I know how to read pulmonary capillary wedge pressures, defibrillate, triage, dialyse, intubate, cannulate, aspirate, rehabilitate, palliate, and attend to the deceased. What I can’t do is make a terminally uncomfortable person comfy, settle a demented client, or make happy the client who’s life is the most depressing and pessimistic. To all the aged care nurses out there, I applaud you, you are my heroes. One Tired Nurse (Name withheld)

EEN Training opportunities In response to your story on Vicki Peters EEN in the May issue, Better pay and recognition for ENs, it mentions recognition but nothing about better pay. I think it’s great that EENs have the opportunities to expand their roles but when are we going to be financially rewarded for our work? $19.50 per fortnight for a certificate allowance for the responsibility of administrating medication is an insult. More and more EENs are taking on the rolls of RNs. Apart from the Medication Endorsement, the Certificate IV, Diploma and Advanced Diploma there is also a Scrub Course for EENs. The John Hunter Hospital has employed two EENs for a pilot program to train them in Intensive Care and none of these certificates come with a pay rise – just a certificate allowance. There is a $12 per hour difference between a thereafter EN/EENs pay and a thereafter RNs pay. I believe we deserve at least a $2 to $3 per hour pay rise. Clare Eather, EEN, Newcastle Private Hospital

LETTER of the month The letter judged the best each month will be awarded a $50 DJ’s voucher, courtesy Medicraft, Australia’s largest manufacturer of hospital beds and furniture. For more information on Medicraft products, visit www.medicraft.com.au or call 9569 0255.

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

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N E W S I INN BBRRI IEEFF

THUMBS UP FOR NURSES

IN FIRST PATIENT POLL SW’s first ever patient survey shows about 88% of patients rated their care as good to excellent, while 73% expressed their full confidence and trust in nurses. The best performance areas were: respect for patient preferences; access to care; coordination of care; and physical comfort. Areas patients identified for improvement included: involvement of family and friends; emotional support; provision of information and education; and continuity and transition. The survey, conducted by NRC Picker for NSW Health, showed the ‘key drivers of the patient experience most associated with perceptions of overall care‘ were: the availability of nurses and doctors; the confidence and trust held in nurses; having enough say in their treatment; and the ability to discuss their anxieties and fears with nurses. More than 75,000 respondents across NSW took part in the questionnaire, which was posted to more than 216,000 patients. The survey showed little difference in overall care ratings between areas, though, in demographic terms, female patients, young adults (aged 20 to 39 years) and patients from nonEnglish speaking backgrounds provided lower average ratings. Overall approval ratings included community health patients – 95.7%; day-only inpatients – 93.9%, paediatric inpatients – 92.8%, and outpatients – 90.7 %. Mental health inpatients and nonadmitted emergency patients returned lower approval ratings at 64.1% and 81.7% respectively.

8 THE LAMP AUGUST 2008

Telstra subjects staff to psychological profiling and AWAs If you had some trouble getting service out of Telstra from the end of last year till March this year we now know why. During this time Telstra management were going gangbusters to get 15,000 employees onto AWAs before they were banned by the new Rudd Government. To do this they employed psychological profiling to divide their workforce into four distinct groups and then applied a different pitch to sell the AWA to each group. According to the Herald Sun, Telstra managers ‘studied and classified workers to exploit their personality traits’: c a ‘safety net worker’ was a family man with financial commitments and no faith in Telstra management; c a ‘lifestyler’ was a mid-career worker who was reluctant to give up RDOs; c ‘short term maximisers’ were the most vulnerable to persuasion; c ‘retirement focused’ were not ‘likely to buy any management message about performance culture’. Company managers, who were offered bonuses, were provided with scripts that tailored a message for each group.

This secret strategy has come to light as Telstra management has turned its back on union approaches to discuss a new cooperative and constructive relationship with its workforce. Unions called on Telstra management to reconsider its stance and resume talks on a new Collective Agreement to cover the whole of the company’s 32,000 staff. Telstra’s HR department responded by unilaterally walking away from talks with unions over a new enterprise agreement and transition arrangements for staff on AWAs.

Harvey Norman caught red-handed Voters emphatically rejected WorkChoices and AWAs in last year’s federal election, but Telstra isn’t the only corporate heavyweight with a contemptuous response to community attitudes on workplace rights. Retail giant Harvey Norman has been caught red-handed using an unfair AWA, months after they were banned, to cut the take home pay of a sales worker by up to $146 a week. It was accompained by a cover letter from Harvey Norman, which told the employee that if they did not sign the AWA the job offer would be terminated.

MENTAL HEALTH SECTOR HEADED FOR

BREAKDOWN ental health continues to bear the double blow of low funding and high demand. Recent budget cuts of $230 million to the sector have alarmed mental health experts and belie the increasing demand on services highlighted in a new report. The Australian Institute of Health and Welfare report, released last month, shows mental health is now the fourth most common reason for visiting GPs and accounts for nearly three million hospital bed days a year. The social and economic burden from mental health problems is surpassed only by cancer and heart disease. According to Sebastian Rosenberg, deputy chief executive of the Mental Health Council of Australia, the discrepancy between the burden of disease and its level of funding makes it the poor cousin of the health service generally.

The social and economic burden from mental health problems is surpassed only by cancer and heart disease. ‘The gap between the two figures, I believe, goes a long way to explaining the problems facing mental health in Australia,’ he told the media. The Federal Budget had already cut $188 million from the mental health nurse initiative program, but further cuts of $56 million over four years have been revealed in a belated government breakdown of the programs to be targeted. The extra cuts include almost $30 million in unspent funds from the training component of a scheme designed to increase access to mental health services and a further $15.5 million from mental health services in rural and remote areas.

Gender wage gap widens

Maternity-leave hearings completed

The Australian wage gap between men and women widened by 2% between 1994 and 2004, according to figures released last month. The findings are part of the Australian Bureau of Statistics Deputy Prime annual Australian Social Minister Julia Gillard Trends report. The report examined national earnings records from 1974 to 2004 and found that up till 2004 females in comparable occupations and positions earned 92% as much as their male counterparts, resulting in a gender wage gap of 8% – 10 years earlier the gap was only 6%. Across-the-board figures from February this year indicate that full-time female employees earned an average $1,004 a week compared to full-time male average weekly earnings of $1,190. Researchers have attributed this gender pay gap to various factors, including women being concentrated in occupations with lower rates of pay.

The Productivity Commission wound up hearings into maternity leave in June and will report to the Federal Government next month. Submissions to the inquiry ranged from a 14-week, publicly-funded scheme set at the equivalent of the minimum wage, to a six-month system funded by Government and employers and set at the primary parent’s pre-baby income. Submissions from the ANF and Unions NSW favoured the six-month model, whereas the ACTU submission opted for the 14-week model. The ACTU proposal follows International Labour Office’s minimum recommendation from the Maternity Protection Convention in 2000. Unions NSW based its proposal on the World Health Organisation’s recommendation that mothers breastfeed for a minimum of six months. It recommended a full wage equivalent with a base salary provided by the Government. The ANF proposal advocates for at least 26 weeks’ paid parental leave, at ordinary time earnings including payment of 9% superannuation to all primary carers, and a parental payment indexed to the federal minimum wage including payment of 9% superannuation to primary carers not in the workforce. The ANF recommended that the Government fund two thirds of contributions and employers one third – in the case of primary carers in the workforce. It proposed that primary carers not in the workforce should still receive the Government provision. The ANF’s submission recognised that mothers will initially require leave following the birth of a child but noted that the allocation of the role of primary carer must reflect contemporary community attitudes and be capable of adapting to a far greater variety of working arrangements and family circumstances present in our community today.

Across-the-board figures from February this year indicate that full-time female employees earned an average $1,004 a week compared to fulltime male average weekly earnings of $1,190. The report also found that women aged 20-24, who have recently entered the workforce, actually earned 7% more than their male counterparts, although the figure slips back behind men as they get older. The Department of the Deputy Prime Minister, Julia Gillard, has told Senate estimates the Government will consider establishing a new pay-equity tribunal to address the gap, which results in women earning less than men doing comparable jobs, as part of its next wave of workplace relations reforms.

THE LAMP AUGUST 2008 9

DRAWN 30 JUNE 2009

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With more members we have a louder voice and a stronger union. The more members at your workplace, the stronger your voice and bargaining position with your employer. With more members we will achieve better pay and conditions for you! Not only will you be making your union stronger by signing up a new member, you and a friend could be jetting off from Sydney to Cable Beach, Broome. That’s seven nights of tropical bliss – just for signing up a new member!

10 THE LAMP AUGUST 2008

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HURRY! Call the Association now for a recruitment kit and recruitment incentive scheme details. Ph: 8595 1234 (metropolitan area) or 1300 367 962 (non metropolitan area) or go to www.nswnurses.asn.au

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N E W S I INN BBRRI IEEFF

Hospital report no surprise to nurses A new Federal Government report confirms what nurses have been telling the State Government for years. The State of Our Public Hospitals June 2008 report, released last month, shows the strain on our public hospital system is growing, with admissions increasing at twice the rate of population growth. The report, a snapshot of activity and performance in the 2006-2007 financial year, shows the number of patients presenting to emergency departments has increased by more than 34% in the past decade alone, while almost a third of emergency patients were not seen within the recommended time. The longest waiting time for elective surgery was for knee replacements, which took an average of 162 days.

The number of patients presenting to emergency departments has increased by more than 34% in the past decade alone. Indigenous Australians represented 5% of public hospital admissions – despite being only 2.5% of the population. Federal Health Minister, Nicola Roxon, used the report’s release to push her public hospital report card agenda, which NSW Health has resisted. She said that hospitals were under ‘severe strain’ and nationally consistent data would help to improve performance. ‘The [report] … highlights how much work lies ahead of us to deliver a better health and hospital system,’ she said.

Personal trainers for obese nurses Overweight nurses in the UK are set to get personal trainers and other incentives to encourage them to lose weight. More than 200 National Health Service nurses have being given

pedometers and offered motivational fitness coaches to help address Britain’s obesity epidemic. They have also been promised about $40 in retail vouchers if they manage to keep the weight off during the year-long pilot.

‘It’s really come to something if medical staff need to be taught how to stay healthy.’ The £250,000 scheme was initiated by American healthcare company, Humana, which employs 1,700 health workers in Britain. Humana’s executive director of finance, Jonathan Tringham, told the UK’s Telegraph that it made sense to look after employees’ wellbeing and the scheme would have long-term benefits. ‘Some people might say this is money that should be spent on health care but I am comfortable in what we are doing,’ he said. ‘There is a lot of evidence to show that if your staff are happy and healthy the organisation runs better. A spokesman for Britain’s Taxpayers’ Alliance said the money should have been better spent. ‘This money is urgently needed at the front line for treating patients,’ he said. ‘It’s really come to something if medical staff need to be taught how to stay healthy.’

Nursing home fags Police in Quebec, Canada, have seized more than 18,000 counterfeit cigarettes from a 72 year-old man who was selling them illegally from his nursing home. After obtaining a search warrant, police found the tobacco stashed in the man’s freezer. He was accused of selling cigarettes to seniors in the facility for about $15 a carton. It was also alleged he was in the process of expanding his distribution business into the surrounding neighbourhood. The man hadn’t been arrested, but police said he faced $20,000 in fines.

s Basic Computer Skills for Nurses 5 August, Concord, 1 day Seminar is suitable for all nurses. Members $85 Non Members $170 s Basic Foot Care for RNs & ENs 18 & 19 August, Coffs Harbour, 2 days A VETAB accredited course that aims to provide nurses with the competence to provide basic foot care. Members $203 Non Members $350 s Legal & Professional Issues for Nurses 19 August, Concord, ½ day 29 September, Sutherland, ½ day Topics covered include the Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements. Members $39 Non Members $85 s Aged Care Seminar Series – Developing Communication Excellence 27 August, Camperdown, 1 day Designed for all nurses working in aged care including RNs, EENs, ENs and AINs. Participants can choose to do one module or any number of modules. Content includes • Establishing and building rapport • Vocal, verbal and body language communication • Becoming a precision listener s Policy & Guideline Writing 1 September, Camperdown, 1 day Seminar is suitable for all nurses. Members $85 Non Members $170

TO REGISTER or for more information go to www.nswnurses.asn.au or11ring THE LAMP AUGUST 2008 Carolyn Kulling on 1300 367 962

C O V E R S T O R Y

Private hospital nurses need parity g As we prepare to launch campaigns to improve pay and conditions for many private hospital nurses, the NSWNA surveyed private hospital members to find out their priorities for a new agreement. Pay parity with public hospital colleagues and high workloads are the top issues for private hospital members.

arity with the pay of their public hospital colleagues and workloads were the top issues for private hospital nurses in a comprehensive survey just conducted by the NSWNA.

Over 40% of the Union’s private hospital membership responded. A strong majority – close to 70% – ranked parity of pay rates with the Public Health System as their highest priority in talks for any new agreement with their employers. The strength of feeling among many was obvious: 38% of respondents say they have considered moving to the Public Health System in the past 12 months, with better pay rates being the key attraction.

For ENs, in particular, pay was a very strong issue. The survey also revealed strong support for the NSWNA among private hospital members as a vehicle to protect their rights and improve their conditions.

70% [of private hospital nurses] ranked parity of pay rates with the Public Health System as their highest priority in talks for any new agreement with their employers. c c

93% support the NSWNA protecting their rights at work; 87% believe a union collective agreement is the best way to protect their rights;

‘Everyone in my workplace wants to be on a par with the Public Health System and be seen as an equal.We work in private hospitals with long hours and not many meal breaks.We just want to be respected, including by the community. I don’t think they realise we are behind in our pay and conditions. In fact, I think many would assume we get paid more.Talking about this campaign at work has certainly got people interested in the Union.’ Suzana Tanevska, RN, St George Private Hospital, Ramsay 12 THE LAMP AUGUST 2008

WHAT WE ARE SEEKING FOR PRIVATE HOSPITAL NURSES

Key claims for new private hospital agreements are likely to include: c 5% pay increase per annum for 4 years; c Extra pay for experienced nurses – 3.8% – and a new RN/RM Level 2 classification; c A workloads clause; c A Continuing Education Allowance; c Improved paid parental leave; c Increased night shift allowance; c A 1% increase in employer contributions to superannuation; c Improved clinical career paths for CNS/CMSs, CNE/CMEs and NE/MEs.

between two and five hours per week and 4% more than six hours. The survey revealed a strong sense of camaraderie and collective spirit among private hospital nurses. The main reason respondents stay in their workplace is their relationship with colleagues combined with flexible hours and the convenience of location close to home. Nurses had other positive things to say about the working environment in private hospitals. In particular they felt

82% want the NSWNA to negotiate their agreement for them. Respondents to the survey also indicated that reduced workloads, parity of conditions with public health and improved penalty rates were equally important. Workloads issues remain important for a significant group. One third of nurses say their workplace is understaffed most days. Sixty-one percent of nurses worked unpaid overtime, with 25% doing

they had some ‘control’ over working hours, citing things like flexibility, selfrostering and set working hours and that there was a ‘friendly atmosphere’.n

‘It’s essential we get substance in our pay offer from the employer so they acknowledge the input and value of nurses in the running of the hospital.We can have all the pats on the back but we want to be acknowledged with a pay increase for our contribution. Acknowledgement for education is important too. Education benefits the patient because it improves care, so the employer benefits as well. My colleagues are up for the campaign. They are very keen not to be left behind.They need to put food on the table and contribute to the household. If we don’t get a decent pay offer we will be falling even further behind.’ Debbie Lang, CNS, North Gosford Private Hospital, Healthe Care THE LAMP AUGUST 2008 13

C O V E R S T O R Y

A snapshot of NSW private hospital employers

here are 27 different private hospital employers in NSW. The largest are Ramsay, Healthscope and Healthe. The annual reports of the main private hospital employers reveal they are profitable enterprises with a capacity to pay fair wage increases to their employees.

Ramsay c

Ramsay Health Care (RHC) is the largest private hospital operator in Australia and NSW. Ramsay’s 2007 Annual Report reveals a 31% increase in net profit to $110.9 million. NSW accounts for 32.7% of Ramsay’s Revenue.

Healthe c

Healthe Care Australia Pty Ltd owns the third largest number of private hospitals in NSW. Healthe is a non-listed private company so its financial results are not on the public record.

PRIVATE VS PUBLIC: HOW YOUR PAY COMPARES EXAMPLES OF PRIVATE HOSPITALS Hourly Rate as of 01/07/08 $28.99

Healthscope

Ramsay Union Agreement

$32.44

Healthscope Union Agreement

$32.44

Healthe Care Union Agreement

$32.44

PUBLIC HEALTH SYSTEM Hourly Rate as of 01/07/08

Registered Nurse / Midwife 8th Year Minimum Award rate if no agreement

Healthscope Pty Ltd is the second largest private hospital employer in NSW. Healthscope made an after-tax profit of $84.3 million in 2007 – an increase of 54% over the previous year. 78% of Healthscope’s revenue comes from hospitals.

In 2006 Healthe bought six private hospitals including two in NSW: Brisbane Waters Private and Dubbo Private – for $62 million from Healthscope. Healthe bought five hospitals from Ramsay in 2005.n

$33.70

Enrolled Nurse Thereafter Minimum Award rate if no agreement

$20.04

Ramsay Union Agreement

$22.17

Healthscope Union Agreement

$22.17

Healthe Care Union Agreement

$22.17

$23.04

‘Everyone is very nervous because we’re not under an award any more.The two biggest issues for us are parity with the public sector and decent recognition for experienced nurses.This is a small facility and there are lots of staff with skills that aren’t recognised.Without a decent offer nurses will start leaving the private system.’ Dianne Lindsay MacDonald, RN Forster Private Hospital (Branch Secretary & Delegate), Pulse Health 14 THE LAMP AUGUST 2008

We need your help g It’s your pay and conditions. Your help will make a difference. c

Make sure your contact details are up to date. The NSWNA needs your mobile number, email address and award classification so we can get campaign material to you fast. Encourage all your friends and workmates to be NSWNA members – there is strength in numbers. They can join online or by phone today. Make contact with your NSWNA branch officials and offer to help them organise campaign activities in 2008. If you haven’t got a branch at your workplace, contact NSWNA. Come to meetings at your hospital or in your local area.n

PRIVATE HOSPITAL ROADSHOW The NSWNA is hitting the road to bring campaign information and support to private hospital nurses across the state. If you are interested in achieving parity of pay and conditions with your public hospital colleagues then come along and find out what you can do. The Roadshow is an excellent opportunity to take your specific workplace concerns directly to your union and discuss the issues that affect you. See below for session venues and dates. All sessions are free and children are welcome.

TIMELINE FOR

DATE

TIME

VENUE

CAMPAIGN

5 August

6pm

Parramatta Leagues Club

9 August

11am

Camperdown

c Private hospital nurses and midwives surveyed – with 40% responding – June 2008 c Log of claims committee finalises core claims for the industry – early July. c Log of claims for some specific employers to be served – August. c Talks with some employers begin – from July. c Agreements with some major private hospital employers expire – the last quarter of 2008.

12 August

6pm

Penrith

13 August

6pm

Newcastle

14 August

6pm

Wollongong

18 August

6pm

North Sydney

19 August

6pm

Coffs Harbour

20 August

6pm

St George

21 August

6pm

Dubbo

25 August

6pm

Port Macquarie

26 August

6pm

St George

27 August

6pm

Albury

28 August

6pm

Castle Hill

1 September

6pm

Camperdown

2 September

6pm

Campbelltown

3 September

6pm

Gosford

PRIVATE HOSPITALS

THE LAMP AUGUST 2008 15

I N D U S T R I A L

I S S U E S

Hunter rostering under review g New rostering system suspended, Commission calls for research into the current system.

ollowing intervention from the NSWNA, the Hunter New England Area Health Service (HNEAHS) has suspended the implementation of its contentious new rostering system until further study is completed. Both parties met in June and agreed that there should be more research into the current roster system, and the complexities behind it, in order to assist in addressing the concerns of both the NSWNA and the HNEAHS. The research project will be jointly conducted by the NSWNA and the HNEAHS and discussions will be held

over the next month with health units chosen for the initial phase of the study. Units at John Hunter Hospital, John Hunter Children’s Hospital, Royal Newcastle Centre, the Maitland Hospital and Mental Health Services have been selected to participate in the review.

The NSWNA has raised a number of concerns about responsive rosters. The NSWNA has raised a number of concerns about responsive rosters including the effects on nurses with carer’s responsibilities, disabilities, injuries or restricted work capacities. Other concerns raised by the Association include the inflexibility of

the proposed system and its effects on nurses’ work-life balance, the retention of nurses, and the workplace skills mix. The NSWNA will also look at whether the HNEAHS’s criticisms of the current system will be adequately addressed by responsive rostering – a system many nurses fear is pattern rostering by another name. The HNEAHS has concerns that the current system of request-based rostering can impede patient care and staff safety, and impacts on fairness and equity in rostering. It believes responsive rosters will also address the current high use of short notice overtime and casual staff while improving the skill mix. The NSW IRC will assist both parties to work through the very complex issue of nurse rostering and both parties will retain an expert to establish the study’s methodology. Catherine Carroll, who is currently undertaking a PhD in rostering, will assist the NSWNA.n

McKesson refuses to negotiate union agreement g Telephone triage company refuses union collective agreement and isolates nurses.

cKesson Asia Pacific, a private telephone-triage company currently advertising for Australian RNs to work in a Sydney telephone triage centre, is refusing to negotiate a collective agreement with the Union.

16 THE LAMP AUGUST 2008

The exploitation of nurses’ vocational compassion and good will is a common occurrence in the contemporary workplace and McKesson, so far, appears to be no different. Part of their ad reads: ‘You’ve chosen your profession because you care. The good news is that we care too.’ The ad goes on to say, ‘Your voice

could be the one they hear. The one they turn to. The one that saves lives ... your voice matters.’ As long as it’s not a collective voice that is. The NSWNA encourages anyone working for McKesson to think carefully before agreeing to conditions that aren’t protected by a union agreement. If you are thinking about applying for work with McKesson, think carefully!n

Photo courtesy of The Murwillumbah Weekly

BLUE MOUNTAINS MATERNITY CLOSURE SHOCK ast month’s shock closure of the Blue Mountains Hospital maternity unit has distressed expectant mothers and midwives, and is yet another manifestation of the critical staff shortages plaguing NSW hospitals. Western Sydney Area Health Service gave only five days warning to expectant mothers that they would have to go elsewhere for their births. One NSWNA member told The Lamp staff had been treated badly and morale was very low. ‘[Management] hasn’t been very nice. It’s no wonder staff won’t stay here. Some of us only found out about the closure from the news.

Backdown on Murwillumbah cutbacks g Community opposition forces government back down on cuts to maternity services.

orth Coast peoplepower has effected a dramatic stay of execution for Murwillumbah Hospital’s after-hours obstetrics services. An estimated 6000 Tweed residents turned out alongside NSWNA members last month to protest the cuts – forcing a NSW Government about-face. Following the protests, NSW Health Minister Reba Meagher told the ABC that Murwillumbah Hospital would ‘continue to deliver obstetric services 24 hours a day, seven days a week’. NSWNA member Lianne Johnston, an RN who has worked at Murwillumbah Hospital for more than 22 years, described the massive turnout as ‘amazing’. ‘The most beautiful thing about it was the message of support from the community: how much they appreciate the hospital and what we do. People came from far and wide, we don’t even get those numbers at the [Tweed Valley] Banana Festival,’ she said. The local paper described it as a clear message to the NSW Government and the North Coast Area Health Service – ‘hands off our hospital’. NSWNA General Secretary Brett

Holmes criticised the cuts in the fastgrowing town and called on the North Coast Area Health Service (NCAHS) to employ more staff. ‘Nurses are in support of maintaining these services but it will require an additional three full-time nursing positions to cover the required on-call shifts,’ he said. ‘Currently the service requires nurses to remain on-call outside award requirements, a situation that is clearly not in anyone’s best interests, and there needs to be sufficient staff available to maintain on-call rosters. ‘Any downgrading would put significant extra pressure on Tweed Hospital, which already operates at very high capacity,’ he said. A spokesperson for the hospital support committee Dr Alan Secombe told the rally that there would be 40,000 more people moving to the area during the next 20 years. ‘We need to plan and work for that increase in population by building our hospital services, not cutting them,’ he told protesters,’ This is your hospital, not my hospital, not Chris Crawford’s [NCAHS Chief Executive], it is yours.’ It seems the people of Murwillumbah have no doubt about that.n

‘We are spending most of our time on the phone trying to comfort distressed pregnant women – and when the community is angry we cop the brunt of it.’ ‘We were told that the General Manager and the Director of Nursing would notify our clients but it’s been dumped back on us. We are spending most of our time on the phone trying to comfort distressed pregnant women – and when the community is angry we cop the brunt of it. ‘We’re actually busier than ever because we’re still running the anti-natal clinic and post-natal care, but now we have to make all these phone calls with limited staff. ‘Since the closure of the birthing unit we’ve been cut back to as little as one midwife on duty.’ The NSWNA has met with the Area committee and is working with the Western Area Cluster Management to attract specialist staff to keep the unit open full-time. THE LAMP AUGUST 2008 17

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18 THE LAMP AUGUST 2008

A G E N D A

Lockdown torments mental health patients g Mental health nurses at Long Bay have serious concerns about the welfare of their patients following the lockdown at the prison’s hospital.

he extended lockdown of forensic patients at Long Bay Prison Hospital is preventing mental health nurses from discharging their duty-of-care and exacerbating patients’ conditions, according to nurses. NSWNA member Ray Gregory said the draconian measures were having a huge impact on nurses’ ability to deliver adequate treatment. ‘You can’t care for patients through closed doors. Locking them in for so long, when many suffer from auditory hallucinations and internal voices, is particularly cruel,’ the psychiatric nurse said. Since early April, forensic patients at the prison’s hospital have had the time out of their cells almost halved, leaving them locked in isolation for up to 18 hours a day. Previously prisoners were allowed out till 9pm but now are locked back in at 3.45pm. ‘The lockdown has been detrimental to nurses’ morale, especially on the afternoon shift when they have to sit around just watching their patients on CCTV screens, shouting through windows, banging on doors and banging their heads against the wall,’ Ray said. ‘It’s the sheer frustration at being locked in for so long. It is harsh enough on the main prison population let alone somebody suffering from a mental illness.’ Ray believes it is a cost cutting exercise following reports that the Department of Corrective Services (DCS) had cut 28 prison officer positions at the prison hospital. The Assistant Commissioner of Corrective Services Luke Grant told the ABC last month that the decision was ‘not based entirely on economic rationale’ but

that ‘high levels of agitation and adverse incidents occurring in the afternoons’, and surveys alleging some prisoners preferred the ‘quiet time’ in their cells, had led to the decision. Ray said nurses were still collecting and collating data but anecdotal evidence so far clearly indicated an increase in incidents especially at lock-in and let-out times. The Sydney Morning Herald reported two suicide attempts in April alone. ‘We do categorise information differently to the DCS but they think our job is just giving out medication when that is just a small part of mental health treatment. Patients need social interaction and regular assessment. We need to reality-base with patients so they can check in, download and be reassured. Isolation can be terrifying for them. ‘Basically we are impeded from delivering care. There has been a large increase in PRN prescriptions, particularly sedatives, which are basically like chemical truncheons. ‘These patients are in the highest risk category of self-harm and suicide and it can take over an hour to get access to a cell at lockdown. We have to make a case to the authorities, who must deem it a “critical intervention”, and then three officers have to attend, usually from other wards. ‘Nurses are extremely frustrated watching their patients deteriorating. Some of them have been treating the same patients for years. ‘We had agreed with the Attorney General, the DCS and Justice Health to meet regularly to monitor conditions but the DCS has said it now sees no point in continuing the walk-arounds as “the critics’ predictions had not materialised” – meaning no one has died,’ said Ray. n

‘The lockdown has been detrimental to nurses’ morale, especially on the afternoon shift when they have to sit around just watching their patients on CCTV screens ... banging their heads against the wall.’ Ray Gregory THE LAMP AUGUST 2008 19

PROFESSIONAL ISSUES

CNS career path strengthened g New classifications and a more simplified, state-wide selection criteria provide a more attractive and rewarding clinical career path.

SWNA Public Health System members recently voted overwhelmingly to accept the Government’s offer to introduce new nursing and midwifery career path options that provide new clinical categories and significant pay rises for the nurses and midwives in those positions.

‘The CN/MS Grade 2 position forms a better bridge between the CN/ MS and CN/MC or nurse practitioner classifications.’ Two new classifications, Clinical Nurse/Midwife Specialist Grade 1 and Clinical Nurse/Midwife Specialist Grade 2, have been created in the Public Health System Nurses’ and Midwives’ (State) Award. According to NSWNA Assistant General Secretary Judith Kiejda, the new CN/MS Grade 1 position provides a more clearly defined role than previously and the new CN/MS Grade 2 classification delivers an excellent advanced practice role. ‘The CN/MS Grade 2 position forms

a better bridge between the CN/MS and CN/MC or nurse practitioner classifications,’ she said. The new classifications resulted from a review of the CN/MS classifications, which was part of the previous 20052008 Public Health System wages and conditions agreement. The NSW Government has provided a funding mechanism equal to 25% of the current CN/MS population. ‘There are currently 4,500 CNSs, and CMSs, in NSW. Many of these specialist nurses will be eligible for the Grade 2 positions,’ said Judith. ‘This is an exciting career development opportunity enabling experienced nurses to further pursue a clinical career path. ‘We encourage experienced nurses, who have relevant post-registration qualifications and experience, to apply for these positions.’ Judith said another major breakthrough was the streamlining of criteria to achieve CN/MS grade. ‘There will now be consistent state-wide requirements for CNS positions and local criterions will be banned. ‘Previously, the CNS eligibility criteria was developed locally, hospital by hospital,

and was left to the discretion of individual managers – sometimes requiring up to 150 qualifying points. This was a big deterrent to nurses and midwives. ‘The new criteria developed by the NSWNA and NSW Health makes it much fairer and easier to apply. ‘NSW’s 4,500 CN/MSs were also required to satisfy often excessive annual criteria proving they were contributing to the development of clinical practice in their ward or service in order to keep their CNS grade. Often nurses are forced to do this work in their own time.

‘The new state-wide criteria developed by the NSWNA and NSW Health makes it much fairer and easier to apply.’ ‘The new state-wide approach is fairer and more consistent. It removes a major disincentive to nurses and midwives pursuing and retaining a clinical nurse specialist status and will encourage many to stay in the clinical stream,’ said Judith.n

Aged Care Nursing Scholarship Scheme The Aged Care Nursing Scholarship Scheme is an Australian Government initiative aimed at encouraging more people to enter aged care nursing and increasing the skills of nurses working in the aged care sector, particularly in regional, rural and remote Australia. Preference is given to applicants living and working in regional, rural and remote areas but applicants living in metropolitan areas with an aged care background will be considered. Are you • an Australian citizen or permanent resident of Australia? • able to demonstrate a commitment to a nursing career in aged care? • wishing to undertake undergraduate or postgraduate studies? If you answered yes to the above questions and would like to apply for a scholarship worth up to $30,000 for tertiary studies to become a registered nurse or up to $10,000 for further studies in aged care, please contact the Fund Administrator for more information:

FREECALL: 1800 11 66 96 Email: scholarships@rcna.org.au Visit online at: www.rcna.org.au For more information on nursing please visit www.nurseinfo.com.au 20 THE LAMP AUGUST 2008

GRADE 2 CNS PROVIDES EXCITING CLINICAL CHALLENGE

NEW STATE-WIDE CNS CRITERIA FAIRER

’I have extensive experience in recovery room nursing. Apart from working in Australia, I have worked in the United States, the Channel Islands, and in the United Kingdom, where I ran a Recovery Unit. Building on this experience, I now work as my hospital’s only Acute Pain Nurse, where my classification is Registered Nurse (8th year thereafter). The new Grade 2 CNS position provides an excellent opportunity for RNs to specialise. The Grade 2 position finally acknowledges the qualifications and skills of experienced nurses. I’m looking forward to applying. It will be an exciting challenge.

‘There are huge benefits to simplifying the CNS criteria and creating the new Grade 2 classification. Nurses can have over-expectations of each other and some managers imposed a very onerous process on their colleagues. The state-wide criteria means there is fairness and consistency. Previously, Liverpool had the most onerous criteria in NSW. There were too many hoops to jump through. You needed to submit your CV, a recent performance appraisal, a supporting letter from your manager. Then every year you had to undertake a project that proved you were responsible for quality improvements on your ward. It certainly made people very anxious and deterred people from applying from CNS positions. It’s not surprising we do not have enough CNSs.

’It has annoyed me that, until now, I had to complete an application package at Greater Western Area Health Service (GWAHS) which was 31 pages long to gain CNS status. I would rather spend time either doing my job or attending to my University studies than complete such a tedious document. This only re-emphasised to me that experienced nurses are greatly undervalued.’

’These changes are a strong move to keep experienced nurses at the bedside.’ Brian Grant, CNS, Liverpool Hospital

Sue Latham, RN, Dubbo Base Hospital

See page 44 for a definition of the new CNS Grade 2, and the process for applying for the Grade 2 positions. THE LAMP AUGUST 2008 21

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A G E D C A R E

Aged care employers try to shut out union representation g Aged care nurses are warned to check the fine print of employer workplace ‘surveys’ and to be extremely wary of non-union agreements.

‘When limited access was granted to one particular workplace, management gave us an isolated room where staff didn’t usually congregate and they had to walk past the manager’s office to get there.’ NSWNA Assistant General Secretary Judith Kiejda

urses working in some aged care facilities are being pressured into non-union agreements that leave them exposed to significant cuts in conditions and wages. It’s not the rule of the industry but it’s a cautionary tale, as some employers try to slip through non union agreements in aged care. The NSWNA has received calls from concerned members confused by ambiguous surveys and misinformation from some employers attempting to slip through non-union workplace agreements. Staff at Anglican Retirement Villages (ARV) recently voted in favour of an Employee Collective Agreement, which has eroded their pay and conditions following a confusing lead-up to the poll. Another major aged care provider, the Illawarra Retirement Trust, is currently pushing for a non-union agreement. Principal Aged Care also refuses to respond to representations from the NSWNA. NSWNA Assistant General Secretary Judith Kiejda said nurses working in private facilities deserved the same quality of representation and benefits as their public sector colleagues and the only way to achieve that was with a united workplace and a Union Collective Agreement (UCA). ‘Some aged care nurses are already losing their hard-won pay and conditions through dubious tactics used by some employers. Nurses struggling under busy workloads and family commitments should not be expected to have to bargain with seasoned industrial negotiators

without adequate union representation,’ she said. Members working at ARV advised the Association they had been surveyed by management in early 2008 but were not informed that this was for the purpose of a new agreement. ‘Under the continuing residue of WorkChoices, which remains in force until 2010, employers are not required to consult with staff about whether they want a UCA or a non-union agreement. We believe nurses must be offered a clear vote on which type of agreement they want and should not be simply presented with a fait accompli,’ said Judith. After analysing ARV’s proposed agreement in May, the NSWNA identified a number of concerns including the elimination of afternoon penalty rates and the re-classification of ENs and RNs as simply ‘Care Professionals’. The Association prepared a bulletin, advising members to vote ‘no’ and planned to distribute it at ARV facilities. Management then blocked Association access by demanding a formal Right of Entry Notice – something not previously asked for. ‘When limited access was granted to one particular workplace, management gave us an isolated room where staff didn’t usually congregate and they had to walk past the manager’s office to get there,’ said Judith. ‘The events at ARV highlight the need for strong union representation in workplace negotiations. We strongly advise all members to check with their delegates or contact the Association before voting on any workplace agreements.’n

THE LAMP AUGUST 2008 23

I N D U S T R I A L

I S S U E S

Unions pressure Labor to deliver on workplace promises g Eight months after a federal election that was virtually a referendum to wipe out WorkChoices, the Rudd Government has reversed some of the worst aspects of the laws but much still needs to be done to re-establish fairness in the workplace.

he Rudd Government has followed a two-track process to unwind WorkChoices and implement its own workplace relations vision. The first stage began earlier this year with transitional laws that: c banned new AWAs; c established Interim Transitional Employment Agreements; c introduced a new no-disadvantage test for collective agreements and Individual Transitional Employment Contracts (ITEAs); c began an award modernisation process through the Australian Industrial Relations Commission.

The goal of this first stage was to put in place processes to establish a new safety net of National Employment Standards and to modernise awards. Later this year, probably in October, a more substantial industrial relations bill will be introduced that Minister for Industrial Relations Julia Gillard says will put in place the rest of Labor’s ‘Forward With Fairness’ policy that it took to the last federal election. In this policy, Labor promised to enshrine our rights at work in law, including a right to collectively bargain. The main bill is also expected to establish the new Fair Work Australia, which would take on the work of the

Industrial Relations Commission and the Fair Pay Commission. Other important protections that unions expect Labor to deliver on, include extending remedies for unfair dismissal, protecting industrial action during good faith bargaining and allowing multi employer bargaining.

‘This is a good step, but a whole lot more still needs to be done to get rid of WorkChoices.’ TV ads keep up the heat

LABOR ANNOUNCES NEW NATIONAL EMPLOYMENT STANDARDS In an important initial step to roll back WorkChoices, the Rudd Government has announced a set of 10 National Employment Standards that are designed to provide a basic safety net. They regulate: c Maximum weekly hours of work; c Request for flexible working arrangements; c Parental leave and related entitlements; c Annual leave; c Personal/Carer’s leave and compassionate leave; c Community service leave; c Long service leave; c Public holidays; c Notice of termination and redundancy pay; c Fair Work Information Statement. On top of this foundation there are 24 THE LAMP AUGUST 2008

also 10 ‘allowable modern award matters’ that cover: c minimum wages; c types of employment; c arrangements for when work is performed (including hours of work, rostering, notice periods, rest breaks and variations to working hours); c overtime rates; c penalty rates; c annualised wage or salary arrangements including averaging of hours (having regard to work patterns in an occupation); c allowances; c leave, leave loadings and arrangements for taking leave; c superannuation; c procedures for consultation, representation and dispute settlement.

The ACTU has vowed to keep Labor true to its election promises and has launched a series of TV ads to remind the public of Labor’s commitment to roll back WorkChoices. ACTU Secretary Jeff Lawrence says it is very important the Rudd Government sticks to the policy it announced before the election. ‘We have seen the release of new National Employment Standards by the Rudd Government that will help protect the basic rights of workers. ‘This is a good step, but a whole lot more still needs to be done to get rid of WorkChoices. ‘In particular, it is essential that the Rudd Government’s new IR laws, which are due later this year, deliver on their commitment to give workers the right to bargain collectively with employers, who must act in good faith. ‘Despite the election last November, which overwhelmingly rejected WorkChoices, employers are still able to refuse to bargain collectively even if a majority of their workers want to.’n

MODERNISE BUT PROTECT OUR RIGHTS Sue Sides, a midwife at Tamara Private Hospital, said a lot of people don’t understand that WorkChoices has still not been fully rolled back. ‘The feeling among our members and their families is that WorkChoices has gone away because Rudd has been elected,’ she said. Sue said she understands there has to be changes in our IR laws and that takes time, but she still believes Labor should deliver on their policies to protect workers’ rights. ‘Labor is still feeling its way. I think there had to be a rationalisation of the awards, there were too many. There has to be a more sensible way. But we still need unions there to argue on the workers’ behalf,’ she said. ‘We need to keep putting pressure on Labor to deliver on their promises, going for the best possible result but still being reasonable.’

GETTING CRANKY WITH THE GOVERNMENT Caley Causley, an AiN in Aged Care, said even though she understands it will take time to reverse the bulk of WorkChoices she thinks the Rudd Government should be aware that things remain very difficult for employees in aged care. ‘People still feel very vulnerable. I have friends in different nursing homes and we’re still stuck in the same situation. We’ve still got the bosses over us. We still don’t have any control. They always say: “we’ll talk to you about that later”. They never want to talk to you as a group. The employers are still trying the same tricks they were a year ago.’ Caley said many of her colleagues are getting cranky with the Government and are understandably impatient. ‘Our jobs can be threatened now. Your job doesn’t feel safe. Tomorrow you could have nothing. The Government needs to move faster so people can feel more secure. Especially now daily living is getting more expensive.’

THE LAMP AUGUST 2008 25

I N D U S T R I A L

I S S U E S

Nurses fight to keep their own awards

ursing awards will have to be defended in the new modernisation process because of a concerted campaign by a number of aged care employers, and supported by some other unions, to establish a generic aged care industry award according to the ANF. The award modernisation process is intended to rationalise and simplify all awards that will form part of a national IR system. This system is scheduled to begin in January 2010. In the initial round of consultations to determine ‘Priority Awards’, the ANF sought a single Nursing Industry Award as the best safety net for nurses. However, this was strongly opposed by employers and other unions with interests in health,

who argued for an Aged Care Award that included nursing. The ANF was successful in having both nursing and aged care removed from the ‘Priority Award List’ to enable further discussion between the parties. A Nursing Industry Award – as proposed by the ANF – would replace 50 federal awards and 50 ‘Notional Agreements Preserving State Awards’. In October 2008, the Australian Industrial Relations Commission (AIRC) will announce a second group of industries and occupations for award modernisation and it is highly likely that nursing in some form will be in the list. These Awards are to be complete by April 2009. ANF Secretary Ged Kearney says it is probable that the AIRC will prefer

to make new awards covering all employees in a particular industry rather than by occupation. ‘However, it is a helpful argument that Nursing Awards have traditionally existed in the federal system. Nurses work across a number of settings and in the past awards have recognised this. Nurses strongly identify with one another regardless of the sector in which they work,’ she said. ‘Standard industrial and professional issues – many of which are included in nursing awards – such as common working conditions, classification structures, recognition of service, workload measures and medication administration, bond nurses together and assist in maintaining standards of care.’n

SIGN THE PETITION TO HELP SAVE NURSING AWARDS The ANF is circulating a petition calling on the AIRC to reject the push by other unions and employers to scrap nursing awards and to ensure that nurses’ minimum wages and employment conditions are protected by nursing awards. The petition is available from www.anf.org.au.

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LOW PAID $21/WEEK BETTER OFF, THANKS TO YOUR UNION MEMBERSHIP

ow paid workers are to get a $21.66 pay rise after a decision by the Fair Pay Commission. About 1.1 million workers are affected by the decision. The federal minimum wage will rise by 4.15% to $543.78 a week to take effect in October. Workers who will benefit from the rise include cleaners, retail and hospitality staff, child care workers, and farm labourers. The ACTU had called for a wage rise of $26 a week. Employer groups argued that wage rises should be capped at $10 a week. In its decision, the commission noted that increasing minimum wages NSWNA General would have only a minor Secretary impact on wages and inflation Brett Holmes for the economy as a whole. NSWNA General Secretary Brett Holmes said the increase will do something to help low-paid working families deal with spiralling petrol, housing and grocery costs. ‘Low wage earners get this sort of wage increase because the union movement goes into bat for them every year,’ he said. ‘Every union member, including nurses, should take pride that our collective strength can deliver such a result for those least able to fight for it.’ n

D STOP STALLING AKN OICES H C R O W F O ID R T E G s ioned by the ACTU ha

Galaxy poll commiss be no believe there should found 73% of voters on ote ving workers’ pr cti further delay in impro lay de a se po op l, while 69% from unfair dismissa ly. ve cti lle co rights to bargain in restoring workers’ s in laws to ters, 89% oppose delay vo ur Among Labo d 85% oppose m unfair dismissal an improve protection fro ve bargaining. cti rkers’ rights to colle a delay in restoring wo s worrying wa it d n Burrow sai ACTU President Shara in place so ed ain rem ve WorkChoices ha that key elements of election. m the long since last year’s important message fro ‘This poll contains an re can be the : ity un business comm the to c bli pu an ali str Au toring a fairof WorkChoices and res no delay in getting rid she said. t year, and go in the workplace,’ stralians voted for las ‘This is what most Au siness Bu . ble ssi po ion as soon as the they clearly expect act ing by lob p sto d se voters an omised needs to listen to the pr s wa at wh ine rm or unde Government to delay ’n ar. last ye

BUILDING COMMISSION BLACK SPOT ring black spot on

ne gla the Labor’s IR record so far is lishing abo to ent lack of commitm ’s ent nm ver Go the Howard Construction Australian Building and Commission (ABCC). as saying Julia Gillard is on record delay the uld wo the Rudd Government uary 2010. Jan til ACTU President un CC AB abolition of the row Bur ran mmed by Sha This position has been sla rrow. ACTU President Sharan Bu gave t the Howard Government tha rs we ‘Under the po o secret int ced for be can rs ing worke the ABCC, ordinary build must and y have no right to silence interrogations where the jail. answer questions or face s of an r to answer the question rke wo a ‘The failure of nt. me son pri im s’ nth mo le by six o ABCC officer is punishab als can t ordinary workers ‘ABCC laws also mean tha r ove nes fi dollars in personal face tens of thousands of industrial matters.’ ains vernment, the ABCC rem Despite the change in go ing union activists. active in persecuting build to cial, Noel Washington, is offi A Victorian CFMEU iew erv int an nd atte to for refusing k appear in court in August too t tha n sio cus dis a of the details with the ABCC to reveal in 2007.n place at a union meeting

SKILLED MIGRA SCHEME TIGHT TION TO STOP ABUS ENED E he m

uch-abused s457 visa scheme is un by Federal Immig der review ration Minister Ch ris Evans. The Rudd Govern ment says it will new laws to help introduce prevent the expl temporary skilled oitation of foreign workers and ensure the w and conditions of ages Australian worke rs are not underc $19.6 million w ut. as co m m itted in the last Fe budget to improv deral e the processing and compliance the temporary sk of illed migration program. Proposed new im m ig ration laws would employers from ban using workers on s457 visas to brea strikes or to influe k nce enterprise ba rgaining negotia Under the prop tio ns. osed new laws of investigating visa ficers breaches would have powers similar to workp lace break the laws co inspectors. Employers who uld face 10 year s imprisonment up to $110,000 or in fines. Industrial Relatio ns Commissioner Ba Deegan is due to rbara report on the te mporary skilled migration progra m in October.n THE LAMP AUGUST 2008 27

A G E N D A

AMA tries to block federal health reforms g Robust exchanges suggest there is no love lost between the new Federal Government and the doctors’ peak body, the Australian Medical Association (AMA).

ederal Health Minister Nicola Roxon and the Australian Medical Association (AMA) have been slugging it out and at the heart of their dispute is the role of nurses and allied health professionals in primary care. Roxon told the Australian Institute of Health and Welfare (AIHW) conference in June that the Government’s National Primary Health Care Strategy – the heart of its health reform program – would give nurses and other healthcare professionals a greater role to help address a GP shortage. An AIHW national survey had just revealed access to doctors dropped 9% in the eight years to 2005. The number of GPs has tumbled from 108 full-time practitioners per 100,000 people to 98. Nicola Roxon said there was now a GP shortage right around the country and a new approach was needed.

‘The AMA is not in the way … the AMA is the way.’ AMA president Rosanna Capolingua

‘People wait weeks for an appointment, or can’t get in at all as lists are closed, with GP surgeries bursting at the seams,’ she said. ‘We need to have a primary health care system that enables people to see the right health professional for their needs, in an appropriate place at the right time. That may mean rethinking who the “right health professional” is in certain situations. ‘That health professional may be their local GP; it may be a practice nurse; or it 28 THE LAMP AUGUST 2008

‘We need to have a primary health care system that enables people to see the right health professional for their needs, in an appropriate place at the right time. That health professional may be their local GP; it may be a practice nurse; or it may be an allied health professional, such as a psychologist, physiotherapist or dietitian.’ Federal Health Minister Nicola Roxon

may be an allied health professional, such as a psychologist, physiotherapist or dietitian.’

AMAs wants to keep nurses down AMA president Rosanna Capolingua had a vigorous reply at the same conference. ‘Is the Government suggesting that we move away from that model (of GPs referring patients to other health workers), and have independent nurse practitioners, with prescribing rights, even though they don’t have the training to take a history, devise a management plan and order investigations? We would see that as compromising quality care and we would be very concerned,’ she said. Capolingua has since continued a concerted campaign against the Government’s approach, saying doctors are the best people to provide primary care. ‘GPs are the most effective gatekeepers in primary health care,’ she told the Canberra Press Club. In the same speech she unloaded a thinly disguised broadside at the Government.

‘The AMA is not in the way … the AMA is the way. The Government talks the talk. Let’s see them walk the walk,’ she said.

Broad support for federal health plan The Federal Government’s approach does have a number of other supporters including other doctors’ associations. NSW GP Tony Hobbs is the chairman of the Australian GP Network, the reference group that will shape the Government’s new strategy. He says the aim of reform was a ‘system that puts the patient at the centre, not the health care professional at the centre’. The Productivity Commission recommended that other types of health workers, including nurses, should have access to Medicare funds alongside doctors in a 2006 report on the health workforce. The Howard Government let the report gather dust after opposition from the AMA. New Commonwealth Chief Nurse

Rosemary Bryant, unsurprisingly, also strongly supports an expanded role for nurses in primary care. ‘Nurses, at an advanced level, are able to diagnose many of the conditions for which many of us would see our GP,’ she told the ABC’s Health Report. On the same show Roxon restated her belief in nurses’ ability to take on a more prominent role. ‘I’m very confident we have highly skilled nurses in our system being held back by outdated restrictions. We have to modernise the system,’ she said.

Bad blood spills into NT intervention The battle over reform of primary care is not the only area of contention between the AMA and the Federal Government. In June the AMA declined to take up another $10 million contract to recruit doctors for the Northern Territory intervention targeting remote Indigenous communities. The decision came after the AMA was accused of profiting about $150,000

under its previous contract with the Federal Government, which expired on 30 June. The Australian revealed in June that the AMA stood to reap up to $150,000 – double the amount previously disclosed – for recruiting doctors to participate in the scheme under a contract offered to them by the Howard Government, three days before the Federal Election. The Indigenous health group most closely involved with the intervention, the Aboriginal Medical Services Alliance Northern Territory, told the Australian it was ‘shocked and disappointed’ that the AMA sought ‘to profit from the intervention’. Nicola Roxon said the AMA was the only professional organisation that had asked to be paid to help secure health professionals to take part in the intervention. ‘I’m sorry they didn’t think the process was a satisfactory one, but I am confident that there are many hundreds of health professionals across the country who still want to be involved in the intervention.’n

GOVT VS AMA The balance sheet of argy bargy so far between the Government and the AMA: c AMA criticises the budget decision to raise the income threshold for the Medicare surcharge; c AMA refuses to back Labor’s tax on alcopops to curb binge drinking; c AMA declines to take up another contract to recruit doctors for Aboriginal communities; c AMA campaigns against the Rudd Government’s GP Super Clinics; c Roxon excludes AMA head Rosanna Capolingua from 2020 summit; c Roxon leaves Capolingua off a number of committees looking at health reform; c Roxon advocates strongly for nurses to take over some of the doctors’ traditional roles.

Your education – advancing your career The College of Nursing creating nursing’s future The 2009 Student Handbook will be available soon with details of our accredited graduate certiﬁcate courses. The Handbook also includes details of the College’s post registration and post enrolment courses including: Rural nursing studies for RNs and ENs to be offered at Grifﬁth (NSW) and Grafton (NSW)

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www.nursing.edu.au THE LAMP AUGUST 2008 29

C O M P E T I T I O N

WIN! A WONDERFUL MIDWEEK GETAWAY OF WINE TASTING AND RELAXATION IN THE HUNTER VALLEY The Lamp is offering members the chance to win a midweek getaway in the Hunter Valley. The package, courtesy of Hunter Valley Wine Country Tourism, includes two nights’ accommodation at Englewood Ridge, a private wine tasting at Pepper Tree Wines and McGuigan’s Winery including six bottles of McGuigan wines to take home, a midweek wine tour with Aussie Wine Tours, lunch or dinner for two at Margan Restaurant in Broke to the value of $120 and lunch or dinner at Terroir Restaurant at Hungerford Hill Winery. To enter write your name, address and membership number on the back of an envelope and mail to: Hunter Valley Escape Competition PO Box 40, Camperdown NSW 1450 Competition closes 31 August 2008. To find out more about the Hunter Valley and the great deals on offer go to www.winecountry.com.au or call 02 4990 0900

30 THE LAMP AUGUST 2008

Q & A

ASK

JUDITH

WHEN IT COMES TO YOUR RIGHTS AND ENTITLEMENTS AT WORK, NSWNA ASSISTANT GENERAL SECRETARY JUDITH KIEJDA HAS THE ANSWERS.

Contract expired, do I resign? My contract as a TEN is ending and my NUM has advised that I need to resign my position. However, the pay office said that if I resign I would not be paid leave loading on my annual leave. Can you advise me what I should do?

You do not have to resign. If your employer is not offering to extend or renew your contract then it simply ceases at the end date on the contract. Further, resignation usually has the effect of annual leave loading not being paid. However, this is not the case for TENs as outlined in the Department of Health Policy Directive PD 2006_089: Annual Leave 15.13, which states that annual leave loading is payable to trainees at the end of their contract.

Taking into account overseas experience My colleagues and I were wondering if nurses who come from overseas have their overseas service taken into account when starting in Australia, or do they have to start on the first year rate of pay?

Overseas-qualified Registered and Enrolled Nurses and Midwives are assessed by the

Nurses and Midwives Board (NMB) for eligibility for registration or enrolment in NSW. This assessment, conducted by the College of Nursing, determines whether the level of training and education received in their country of training requires them to undertake any further education to meet NSW requirements. If an overseas-qualified nurse has successfully completed an assessment program without any further training they are entitled to have previous service recognised for salary purposes. However, if a further period of formal education (as opposed to the assessment program) is required to be eligible for registration or enrolment, then previous service is not counted. For additional information, you can access the Department of Health’s Policy Directive PD2005_307: Nurses – Assessment Programs for Overseas Qualified Registered Nurses, Enrolled Nurses and Midwives.

Timeframe for displaying rosters I work in a public hospital and am responsible for drawing up the roster. Our branch secretary has advised that the roster must be posted two weeks

prior to its commencement. However, in a previous position, where I also drew up the roster, it was only posted one week in advance. What is the correct timeframe for displaying rosters?

In a public hospital, rosters must be displayed up to two weeks in advance. This is outlined in clause 8 (ii) of the Public Health System Nurses’ & Midwives (State) award, which states: ‘The roster shall be displayed at least two weeks prior to the commencing date of the first working period in the roster’.

Who holds the S8 drug keys? Can the Endorsed Enrolled Nurses carry the S8 drug keys?

No, the Endorsed Enrolled Nurse’s (EENs) should not carry the S8 drug keys. EEN registration does not allow administration of S8 drugs. It only allows EENs to check S8 drugs with a RN. The Department of Health has a policy directive, Medication Handling in NSW Public Hospitals 6.1.3 Storage of Schedule 8 Drugs that states: ‘…The key to the S8 safe must be kept separate from all other keys (except an S4D cupboard key) and on the person of the nurse in charge, or his/her delegate, who must be a registered nurse…’n

LEADING YOUR HEALTH RESEARCH The Weekend Australian’s Health section is your number one source of information for everything connected to the health industry. Discover emerging issues and trends, innovation in research and medicine, who’s leading our medical community and career opportunities. For an up-to-the-minute diagnosis, visit theaustralian.com.au/health

THE LAMP AUGUST 2008 31

R E T I R E M E N T S

Jan retires after 50 years of service

an was born in Parkville in 1940 as Jan Ireland. Together with her sister Deidre she trained to be an RN at Royal Alexander Hospital for Children, Camperdown, in Sydney where the ‘Ireland girls’ became well known. After graduating, Jan returned to Murrurundi Hospital where she became the matron for 13 years. She married Joe Walker and had three children: Heather, Alison and Richard (dec). As the only midwife in a small rural town, Jan was permanently on-call. She did home visits as well as caring for her family – including her quadriplegic brother. Despite tragic events in her personal life at this time, Jan always fulfilled the nursing needs of her community. Several years later Jan shifted to Brancaster Nursing Home before moving on to Scone Hospital. After completing her studies she took up a position at Mudgee Hospital as the Director of Nursing, which she held for 15 years. When Joe died, Jan and her girls made Mudgee home. She then remarried but this happiness did not last long. Jan once again became a single parent, working

Murrurrundi Museum and was an active member of Scone Rotary and the CWA and was often seen down the street selling raffle tickets.

She would go home from night shift to run her cattle in the ‘long paddocks’ during the drought and then sleep before heading back to work. full-time to give her daughters a good education and solid foundations. The call of the land brought Jan back to her parents’ property in Parkville and back to Scone Hospital where she worked as an RN and midwife until her recent retirement. Just before retiring, Jan was often working in excess of 80 hours per fortnight. She would go home from night shift to run her cattle in the ‘long paddocks’ during the drought and then sleep before heading back to work. In her spare time Jan volunteered weekly at the

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The birth of her grand daughter Anna-belle brought new light and happiness into Jan’s life and we hope she enjoys her retirement spending time with her family. Not only has Jan Hollows devoted 50 years of service to nursing but also 50 years of service to the communities of Murrurrundi, Mudgee and Scone. We would like to thank Jan for devoting so much of herself to others in so many ways.n By Peta Broekman (on behalf of members at Scott Memorial Hospital)

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9/7/08 2:39:15 PM

Gwen signs off after 42 years of nursing with colleagues Elizabeth Hunter, RN (left), and Cathryn Perry, RN.

Gwen retires at 80 years young

hen psychiatric nurse Gwen Bernoth cut the cake at her retirement party, she knew it wasn’t the last chapter in her

nursing career. After a ‘bit of a breather’ Gwen plans to return to Ryde Community Health Services as a volunteer. ‘In fact my team leader invited me back before I’d even left,’ said Gwen, who has been getting plenty of phone calls from friends at work who miss her ‘fire in the belly’ approach to the job. ‘I believe nursing is a special calling. I was inspired to switch in my late thirties by my younger sister who always wanted to be a nurse – and I was attracted to mental health because it looked interesting. ‘I joined Macquarie Hospital because it was a modern place and had modern ideas about mental health. I found it challenging but really the attraction lay in the idea that “there but for the grace of God go I”. In today’s society we’re all walking a fine line. I mean, some things are much better, like medicines and computers, but I don’t think us humans have improved. ‘I think nursing requires the same motivations today as when I started – you

have to have a lot of care. It’s not just a job. It requires dedication because we are dealing with people’s lives. ‘The nursing degree is a great thing in this day and age but I think it needs to be more balanced with the practical. When we started at the hospital we had lots of loyalty and support, and an income. ‘We lose a lot of young ones today because they finish their degrees and find it’s not for them. Nursing has to be your “way”... you know, what you really want to do.’ Gwen believes the challenge for mental health services is to help patients overcome loneliness. ‘There’s a lot of lonely people out there. I think we need to develop more hostel-type accommodation so that people feel part of a community and are motivated to get up and about.’ After 42 years in nursing Gwen is taking a wealth of memories with her. ‘In all my time I only had a couple of problems and the Union helped me sort those out – particularly my long service leave – and I thank them for that. ‘I’m writing Brett [Holmes, General Secretary] a letter today to thank him personally for the Union’s support, and for the bottle of bubbly!’. Apart from volunteer work, Gwen

Gwen graduated in 1966

‘I think nursing requires the same motivations today as when I started – you have to have a lot of care. It’s not just a job. It requires dedication because we are dealing with people’s lives.’ plans to spend more time with her grandchildren and great grandchildren (one also a nurse) and continue traveling and exploring the world.n THE LAMP AUGUST 2008 33

N S W N A M A T T E R S

NSWNA message scores a goal

he NSWNA has taken its Nurses Rights at Work message to soccer fields across Sydney’s North West, spreading the word to local community members enjoying a Sunday morning watching ContinentalTravelNurse.ai 7/3/08 their local soccer team, as well as raising

awareness of the Association to young players – potential nurses and members of the NSWNA. Over 70 young women soccer players from the Hills District (Female) Football Club in north-west Sydney are wearing the NSWNA Nurses Rights at 10:51:46 AM Work slogan on their shorts.

The NSWNA council approved the sponsorship last November and the Association sees it as a positive form of community engagement that promotes nursing. A positive assessment of the outcome of this trial could see it expanded across the state where relevant opportunities arise.n

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S P E C I A L P E O P L E

Donna’s dedication wins HESTA award

hen Donna Muscardin underwent chemotherapy last year, rather than focusing on her own problem, she chose to channel her energy into helping others. One year later she was cleared of cancer and won the NSW section of the HESTA Innovation in Nursing award for a ground-breaking sexual health project. ‘It was a difficult time in my life and it made me really think about what’s important. For me it was simple – my kids and my work,’ said Donna. So, with the help of her children – Kylie, a nurse, and Saul, a musician/ engineer – Donna set about designing a program to address the decline in under 25s accessing her sexual clinic. Understanding the importance of music as a medium for youth, and

Donna Muscardin is given the musical thumbs-up by her son, musician/engineer Saul.

being a musician herself, Donna did what came naturally and penned a song Check me out. Donna is no stranger to innovation and multi-tasking and believes day-to-day clinical work in rural areas requires a jackof-all-trades mentality. So, the transition to performer and media educator was not a huge leap. She was also one of the first nurse practitioners appointed in sexual health in Australia. The Check me out CD and Power Point presentation, which has since been endorsed by the Australasian Sexual Health Nurses’ Association, received widespread media attention resulting in more than 30 interviews, considerable airplay, and a 25% increase in young people accessing sexual health services in the Hunter region. ‘I just knew it would get up – I had this feeling,’ said Donna. ‘Originally when I took the song to Saul it had a bluesy feel and he said, “Mum, no one will listen to that old melody”. So we sat down with guitars and set about writing a new one. Saul added the clever subtext through the hiphop choruses. ‘We spent a full day in the studio and he was very tough. He’d say, “no, Mum, you have to do it again”.’ Colleague and sexualhealth comrade CNS Julie Elmes supported Donna

throughout the project, keeping the endeavour ‘on message’ and on budget. The project, made possible with a grant from the NSW Nursing and Midwifery Scholarship Fund, gained enthusiastic approval from the Hunter/ New England Area’s Director of Nursing, Chris Kewley, who arranged a meeting with the NSW Chief Nursing and Midwifery Officer, Professor Debra Thoms. ‘They loved it and the managers loved it. The award is great but the best thing is the song’s success [in reaching young people] and the change in attitude in the health service,’ Donna said. ‘This style of intervention might be the way of the future. There is no reason why we can’t extend it from sex and drugs to other to youth issues like obesity, smoking and mental health. I mean, why not do it through music? I don’t know anyone who hates music.’ Donna is throwing the idea out there. She believes an annual health award for music with a message for youth could keep the momentum going. ‘Why can’t we get kids involved and put up a $5,000 award for music with a message?’ she suggested. Mandy-Lee Ryan, from Condobolin Health Services, won the NSW section of the Nurse of the Year award, which recognises the achievements of individual nurses in the delivery of outstanding patient care.n THE LAMP AUGUST 2008 35

L I F E S T Y L E

The Edge of Love g An enthralling film about first and last love and all types of love in between. Highly recommended by RN Deborah Cameron.

he Edge of Love kept me focused from the beginning to end – entwined in the lives of four beautiful people. Love can be fickle and this real life drama gave me insight into how fragile life and love is, and how desire and guilt can engulf you. The Edge of Love is set in the 1940s during the second world war. Vera and Caitlin are both in love with Dylan (a bohemian Welsh poet) for different reasons. Vera (a singer) loves Dylan as her first love; and Caitlin is currently married to him. Dylan loves both women who are feisty and free spirited. It is set in London during the air raids where war-weary Londoners hold dances in underground railway stations to hold onto some sense of normality. Vera, by chance, meets up with Dylan and there is still magic between them. Caitlin watches their interaction and instinctively senses the special relationship. When Dylan and Caitlin have no place to live they end up moving in with Vera. Amazingly, Caitlin and Vera end up very close friends.

2008

20-21 October 2008 Australian Technology Park, Sydney www.asthmaconference2008.com

William (an army officer) is enchanted with Vera after he watches her sing. It is love at first sight for him but Vera resists, fearing he will die in the war. Finally, with some convincing from Dylan and Caitlin, she marries him before he ships out. When Vera becomes pregnant the trio move to the rugged Welsh countryside where Dylan persists in his quest to seduce Vera. William returns from the war traumatised, only to meet a very different Vera – more homely and now a mother. William struggles to adjust to post war life and is not convinced that her child is his. This movie is based on a true story about producer Rebekah Gilbertson’s grandparents and their relationship with Dylan Thomas. Much of the information was gained from a book written by David Thomas and interviews of Rebekah’s family. I highly recommend this movie!n The Edge of Love opens on 21 August.

Review by Deborah Cameron, RN, Manager of Bernard Austin Lodge Liverpool, Uniting Care Ageing Western Region The Lamp’s rating

Our reviewers & tipsters receive a delightful ABC Classics CD – for uplifting enjoyment! Gifts so good, you won’t want to give them away. There is an ABC Shop near you. For locations visit abcshop.com.au or call 1300 360 111. Ask about our rewards program.

The Australian Asthma Conference 2008 will bring together the wider asthma community in a rich learning environment to help set the direction for the future of asthma management in Australia. This pivotal event has six key streams in Research, Information Technology, Health Policy, Air Quality, Consumer and Clinical Information and a line up of reputable national and international speakers. The Conference has been endorsed by the Royal College of Nursing, Australia (RCNA) according to approved criteria. Attendance attracts 3 Continuing Nurse Education (CNE) points on day 1 and 6 Continuing Nurse Education (CNE) points on day 2 as part of RCNA’s Life Long Learning program (3LP).

For all your Australian Asthma Conference information visit www.asthmaconference2008.com. Register and pay online before 12th September 2008 for $100 early bird discount! 36 THE LAMP AUGUST 2008

GIVEAWAYS FOR NSWNA MEMBERS NOT QUITE HOLLYWOOD In Cinemas 28 August The wild, untold story of OZPLOITATION!

Welcome to the Sticks g Bienvenue chez les Ch’tis (Welcome to the Sticks) is a hilarious, heart-warming comedy with universal appeal.

hilippe (Kad Merad), a post office manager, is desperately trying to get a transfer to the beautiful, sunny Riviera to please his depressed wife Julie (Zoe Felix). In true French farcical style, he stuffs up and is sent to the far north, to the Nord-Pas de Calais – the industrial region that the rest of France ridicules as being backward, cold and ugly. The farce continues as he leaves his wife and son behind, packs the woollies and heads off to what he believes will be purgatory. The locals, however, especially his friendly co-worker Antoine (Dany Boon, who is also the director) may have him believing otherwise, even if his wife remains unconvinced! Much fun ensues as Philippe settles in, learns the local patois and joins in the social life. Julie, assuming he is miserable, is seeing beyond herself and is becoming less depressed as she enjoys her role as supportive and understanding spouse back down south. The northerners speak a dialect that provides some of the humour for the film, and the subtitlers have done a great job at translating this into English. It’s not too hard to imagine an Aussie version – we nurses often end up working far from ‘home’ and come across similar stereotypes and know well the misunderstandings and hilarity that can result.

Review by Maria Larkin, RN, Operating Theatres at Tamworth Rural Referral Hospital.

Before the censor’s axe … Before the critics’ attacks … Before the Brazillian wax… Not Quite Hollywood is the wild, wonderful, untold story of ’OZPLOITATION’ films. It irreverently documents an era when Australian cinema got its gear off and showed the world a full-frontal explosion of sex, violence, horror and foot-to-thefloor, full bore action!

THE DIVING BELL AND THE BUTTERFLY DVD release on 27 August

The Lamp’s rating

The Diving Bell and The Butterfly is the remarkable true story of Jean-Dominique Bauby (Mathieu Amalric), a successful and charismatic editor-in-chief of French Elle, who believes he is living his life to its absolute fullest when a stroke leaves him in a life-altered state. While the physical challenges of Bauby’s fate leave him with little hope for the future, he begins to discover how his life’s passions, his rich memories and his newfound imagination can help him achieve a life without boundaries. 2007

festival de cannes

best director JULIAN SCHNABEL

WANTED We are 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 movie review team. Call Editorial Enquiries now on 02 8595 1219 or email lamp@nswnurses.asn.au This comedy was a smash hit in France – in fact their most successful movie ever – and is presumably even funnier if one is actually French. It’s a warm, fun story that will have universal appeal. The cast is great and they must have had fun making it. If you want a light, likeable comedy and a chance to learn some French slang then go see Welcome to the Sticks.n Welcome to the Sticks opens on 24 July.

“AN ASTONISHING, DEEPLY MOVING FILM, SCHNABEL’S THIRD FILM IS ALSO HIS MASTERPIECE, UNMISSABLE.” The View London

FROM THE DIRECTOR OF ‘BASQUIAT’

2007 american film institute festival

audience award feature film

AND ‘BEFORE NIGHT FALLS’

2007 san sebastian film festival

tcm-audience award

PATHÉ RENN PRODUCTION IN CO-PRODUCTIONWITH FRANCE 3 CINÉMA CRRAV NORD-PAS DE CALAIS SUPPORTED BY RéGION NORD-PAS DE CALAIS WITH THE PARTICIPATION OF CANAL+ CINECINEMA IN ASSOCIATION WITH BANQUE POPULAIRE IMAGES 7 A KENNEDY/MARSHALL COMPANY AND JON KILIK PRODUCTION A FILM BY JULIAN SCHNABEL “THE DIVING BELL AND THE BUTTERFLY” MATHIEU AMALRIC EMMANUELLE SEIGNER ANNELINE CONSIGNY PATRICK CHESNAIS NIELS ARESTRUP E-JOSéE CROZE OLATZ LOPEZ GARMENDIA JEAN-PIERRE CASSEL MARINAMARI PRODUCER FRANÇOIS-XAVIER DECRAENE HANDS AND MAX VON SYDOW SOUND JEAN-PAUL MUGEL FRANCIS WARGNI ORIGINAL ER DOMINIQUE GABORIEAU COSTUME MUSIC PAUL CANTELON DESIGNER OLIVIER BERIOT PRODUCTION DESIGNERS MICHEL ERIC LAURENT OTT ASSOCIATE EDITOR JULIETTE WELFLI DIRECTOR OF PRODUCER LéONARD GLOWINSKI EXECUTIVE PRODUCERS PIERRE GRUNSTEIN JIM BASED ON THE LEMLEY PRODUCEDBY KATHLEEN KENNEDY AND JON KINGLIKPHOTOGRAPHY JANUSZ KAMINSKI NOVEL BY JEAN-DOMINIQUE BAUBY ENTITLED “LE SCAPHANDRE ET LE PAPILLON” PUBLISHED BY éDITIONS ROBERT LAFFONT I N 1997 SCREENPLAY BY RONALD HARWOOD DIRECTEDBY JULI AN SCHNABEL PRESENT

www.thedivingbellmovie.co.uk

BASED ON A REMARKABLE TRUE

STORY

The Lamp has 100 double passes to see the preview of Welcome to the Sticks, 25 double passes to The Edge of Love and Not Quite Hollywood and 10 DVD packs of The Diving Bell and The Butterfly. To enter, email lamp@nswnurses.asn.au with your name, membership number, address and contact number. First entries win! THE LAMP AUGUST 2008 37

O B I T U A R I E S

Nursing in a by-gone era EILEEN HOLDEN SMITH (NÉE KINSEY) 1911-2004

ileen Kinsey was born at St Peters in 1911. She lived with her family at Punchbowl and as a child she remembered bringing eggs to school to sell to help raise money for the new hospital at Campsie. This became Canterbury Hospital where she did her general training from 1930-1934. Although they were hard times she loved nursing and her training days and made many lifelong friends. At that time there was no central sterilising department and all the equipment was cleaned and boiled in the ward kitchen. As well as cleaning the entire ward (with the exception of floors) nurses also made all the combine dressings. If patients wanted eggs for breakfast they had to bring their own which the nurses cooked for them. It was compulsory to live in the nurses home and the regulations were very strict. They had to be in by 10.30pm at night and were allowed two late passes until 12 midnight per week. If they wished to go home for days off, they had to ask the matron’s permission. After completing her training she worked for the very fashionable Miss Toshack’s Nursing Agency. One of her assignments was to work as a relieving community nurse at Timsvale in the hinterland west of Coffs Harbour. Timsvale was a town set up by Beahl’s Pianos for the men who felled the trees to make the piano cases. When she arrived at the railway station late one evening this elegant young lady was met by a huge unshaven man who drove her the 100km along a narrow unsealed winding mountain road in a truck with no doors. He told Eileen that

the vehicle was the school bus, ambulance and the town hearse. She stayed there for several months and loved the warm hospitality offered by those wonderful people. Her last assignment was in 1936 when she went to Wagga Wagga to a special private patient. When there she met a handsome young accountant who worked in the Commonwealth Bank. His name was Athol Holden Smith and 10 days later they married. Athol was soon promoted to bank manager and they lived in Vaucluse, Nowra, Kingsford and then Earlwood after his retirement. Living in Nowra in the 1950s Eileen used to voluntarily escort seriously ill patients by ambulance to Sydney. It was a nerve wracking four-hour trip as the road was only two lanes wide and there was no hospital to stop at between Wollongong and Sydney if the patient’s

condition deteriorated. She longed to get back to nursing but at that time it was not acceptable for married women to work. Eileen was an active member of the Shoalhaven Hospital Auxilliary worked tirelessly to raise money to build the new hospital. After retiring from the bank and moving to Earlwood, Athol died in 1970. In 1971 at the age of 60 Eilseen achieved the ambition of returning to nursing and went back on the staff at Canterbury Hospital. It was a tough decision as there were no refresher courses then and there had been many changes. She continued working there until 1975 making many more nursing friends. She was a foundation member of the Canterbury Hospital Graduate Nurses Association. She used to knit clothes for the premature babies until just before her death when it became too difficult to hold the needles. Another one of her many interests was quilting and she was involved in making the Quilts of Love for the premature babies. Eileen was very proud to be awarded life membership of Canterbury Hospital in recognition of her contribution. Before her death in November 2004 her health deteriorated quite rapidly but she desperately wanted to celebrate the 75th anniversary of the opening of Canterbury Hospital. Unable to walk she attended the ceremony in a wheelchair and had a wonderful time meeting her old friends. Sadly, several days later she died peacefully in her sleep. Eileen is survived by her three children and seven grand children and great grandchildren.n By Roslyn van der Sandt, RN & Nurse Educator

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38 THE LAMP AUGUST 2008

Contributor and tireless friend BERYL JOYCE LE BRETON 1927-2008

orn 81 years ago at Punchbowl, Beryl was the younger of two daughters born to Adolphus and Lilian le Breton. Beryl received her schooling at Punchbowl Primary, Bankstown Girls’ High and Canterbury Girls’ High. She chose nursing as a profession and went on to have a very distinguished career. Training at Canterbury District Memorial Hospital from 1945-1949, Beryl went on to gain many other qualifications in nursing. These included an obstetrics course at King George V Memorial Hospital at Camperdown, and a special course in Infant Welfare at the Tresillian Mothercraft Centre, Petersham. On her return to Canterbury Hospital, she was in charge of the Nursery Section, later becoming Deputy Matron of the Hospital.

Beryl won a Health Commission Scholarship, which took her on a study tour of the United States, Canada and Britain. She went on to become Matron and then Director of Nursing at the Bankstown Hospital. She was a ‘people orientated person’, making friends with patients and staff alike. She had the ability to recognise attributes in her staff and she encouraged them to develop fully. She was a foundation member of the Institute of Nursing Administration of NSW and the ACT, and for 12 months was its President. As a foundation member of the Canterbury Hospital Graduate Nurses’ Association, she served for many years as an office bearer and worked tirelessly to raise money for her training school. She retired from nursing in 1992 at the age of 65. Beryl was a member of the Bankstown Uniting Church where she made a valuable contribution, in various ways, including the committees responsible for the Aged Care

projects of the Church. She was also on a local community committee for Bankstown TAFE. Beryl was a good conversationalist, she loved children and was fond of her animal pets. Her sister Daphne suffered a stroke and became wheelchair dependent for 10 years before her death in 1995. Throughout that decade, Beryl gave Daphne expert help and loving and devoted care. Her willingness to care for her sister knew no end. In life, Beryl was a strong-minded, independent person. She lived all her life in the house she was born in and she quietly passed away there on 29 March 2008. Beryl will be remembered with appreciation and love for many things by many people, especially for her dedicated nursing career.n By Roslyn van der Sandt, RN & Nurse Educator

THE LAMP AUGUST 2008 39

WHERE TO GET THIS MONTH’S NEW RELEASES

L I F E S T Y L E

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 Reviews by NSWNA librarian, Jeannette Bromfield.

Book me Medical-Surgical Nursing – Clinical Management for Positive Outcomes, (8th edition) 2-volume set by Joyce M. Black & Jane Hokanson Hawks, SaundersElsevier, RRP $115 : ISBN 97814160468-5 ‘Medical-Surgical Nursing: Clinical Management for Positive Outcomes provides a reliable foundation in anatomy and physiology, pathophysiology, medical management, and nursing care for the full spectrum of adult health conditions. The roles of various healthcare professionals in managing each disorder are clearly outlined, and evidence-based practice and clinical guidelines are integrated throughout the text’ – Provided by publisher

The Children’s Hospital at Westmead Handbook: Clinical Practice Guidelines for Paediatrics edited by Henry Kilham and David Isaacs, McGraw-Hill Professional, RRP $52.95 : ISBN 007471161X Originally conceived as the Hospital’s manual of protocols and diagnostic procedures, The Children’s Hospital at Westmead Handbook has developed into a comprehensive reference on common and serious clinical paediatric conditions. Highly practical and accessible, this handy reference manual is the essential guide for paediatricians,

S P E C I A L

physicians, residents, registrars and nursing staff involved in paediatic medicine.

The Nursing Experience: Trends, Challenges, and Transitions (5th edition) by Lucille A. Joel, McGrawHill Publishers, RRP $75 : ISBN 978-0-071458269 This outstanding introduction to the nursing experience covers trends, issues, and nursing history and is enriched by the experience and expertise of the authors. Readers will find essential coverage of the changing roles of nurses in managed care and institutional settings, the options within nursing, special help with finding the right fit, and growth opportunities within the profession.

A Passion to Care: Nursing and Nurses Western Suburbs Hospital 1894-1982 edited by Lesley Potter, Western Suburbs Hospital Graduate Nurses’ Association, RRP $34.00 : ISBN 9780646491295 (pbk) A Passion to Care is a first hand account of what it was like to be a nurse, particularly a trainee nurse, in the late 19th and 20th century, when nurse training was hospital based. While the book documents the history of the nursing staff of the Western Suburbs Hospital, it also celebrates the work of women, both through everyday events and the achievements of some who rose

I N T E R E S T

T I T L E

Fed Up: Understanding How Food Affects Your Child and What You Can Do About it by Sue Dengate, Random House Australia, RRP $24.95: ISBN 978-1-74166-72507 (pbk) Fed Up is a comprehensive analysis of the effects of foods on children’s behaviour, learning ability and health. This book is a guide for pressured parents and a revelation for puzzled teachers which will help parents to manage their children’s behaviour and learning problems, without medication, using remarkable new findings from Australian research into food intolerance. 40 THE LAMP AUGUST 2008

to positions of authority and influence in their profession. Many readers will find this book interesting as it records nursing in a particular era, which differed in so many ways from the practice of nursing today.

Nursing Leadership and Management: Theories, Processes and Practice. Includes CD-Rom for Windows by Rebecca A. Patronis Jones, F. A. Davis Company, RRP $46.95 : ISBN 978-0-8036-1362-1 Nursing Leadership and Management was developed on the philosophy that all nurses are leaders who use creative decision-making, entrepreneurship, and life-long learning to create a work environment that is efficient, cost-effective, and committed to quality care. This text provides a wide-ranging coverage of leadership and management theories and processes by synthesising information from nursing, health care, general administration and management and leadership literature.n

PUBLISHER’S WEBSITES • • • •

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buildebook.com THE LAMP AUGUST 2008 41

Investment returns – what’s happening?

An Update from First State Super In recent months there have been considerable rises and falls in investment markets making it more difficult to predict investment earnings. And if words like sub-prime market crash, credit crisis, inflation fighting, mortgage stress, rising interest rates have you worried it may be time to take long term view!

Choosing an investment strategy – 4 key tips for long term success – assess how much risk you are prepared to accept and the level of return you would like. Generally the higher the rate of investment returns over the long term the higher the risk in the short term (ie low to negative returns). Typically shares deliver higher average returns than cash in the longer term. It’s also possible for shares to deliver successive years of negative returns.

2. Diversify your assets – don’t put all your eggs in one basket! Generally, you can reduce the overall risk of a loss or negative return by investing across a number of different asset classes. By diversifying you may reduce the impact that a poor performance in one particular asset class may have on your account balance. First State Super offers a choice of five pre-mixed investment strategies to provide members with the benefit of diversification by accessing different asset classes, investment managers and investment styles.

For regular updates on investment information N N N

Read the latest investment market update See why superannuation is still a good investment Take a look at our guide to making an investment choice

Visit www.ﬁrststatesuper.com.au

3. It’s time in the market not timing the market that counts – it may be better to invest in growth assets like shares for a greater number of years to smooth out the ﬂuctuations in returns than to pick when investment markets will move (up or down) and switch your investments – remember it’s difﬁcult to predict market moves.

4. Take a long term view Once you have made your choices depending on your personal circumstances, it may be best to take a long term view, stay with the strategy you feel comfortable with and review your choices when you circumstances change. When looking at investment earnings, look at 3 and 5 year returns as well as the latest performance ﬁgures. And don’t forget to consider getting advice from a licensed ﬁnancial adviser before you choose or change your investment strategy.

More information Web: www.firststatesuper.com.au Phone: 1300 650 873 Email: enquiries@firststatesuper.com.au

Consider the First State Super Product Disclosure Statement having regard to your own situation before deciding whether to become a member or continue membership. A copy is available by calling us or visiting our website. The information contained in this document is current as at June 2008. Prepared by FSS Trustee Corporation ABN 11 118 202 672, AFSL 293340, the trustee of First State Superannuation Scheme ABN 53 226 460 365.

42 THE LAMP AUGUST 2008

INVEST Lamp 0606

1. Understand your risk versus return proﬁle

N U R S I N G

O N L I N E

Diversity in nursing research he most recent edition of the Australian Journal of Advanced Nursing provides a broad range of articles reflecting the diversity of nursing research activities undertaken in Australia.

Nurses’ and carers’ spiritual wellbeing in the workplace John Fisher, MSc, MEd, PhD; David Brumley, MBBS, FRACGP, FAChPM, MSc The aim of the study was to investigate nurses’ and pastoral carers’ spiritual wellbeing (SWB) and how it relates to their workplace. The study design was a survey of total populations in selected health care services. The setting was a public and a private hospital in a regional setting, and three hospices in major cities which had a religious affiliation. The Spiritual Health and Life Orientation Measure (SHALOM) was used to provide insights into staff ideals for spiritual wellbeing, as well as their lived experiences in relating with self, others, the environment and/or God. The nurses’ and carers’ perceptions about how well clients are supported in these four domains of spiritual wellbeing in their workplace were also explored. The study found that the beliefs and worldview of health care staff influence their ideals for SWB to a greater extent than age, gender, or workplace setting. These ideals markedly impact on their lived experiences which reflect their SWB. Ten percent of these staff showed spiritual dissonance in more than one of the four domains of SWB. The major finding of this study is the influence that nurses’ and carers’ personal experience has on the level of help they thought clients received from the services offered in their workplace. Those who

are more fulfilled in relationships, with themselves, others, the environment and/ or God, believe that clients receive greater help in these areas from the services provided in their workplace. c www.ajan.com.au/Vol25/Vol_25-

4_Fisher.pdf

Faking it: social desirability response bias in self-report research Thea F van de Mortel, RN, M.HlthSc., FRCNA, FCN (NSW) The tendency for people to present a favourable image of themselves on questionnaires is called socially desirable responding (SDR). SDR confounds research results by creating false relationships or obscuring relationships between variables. Social desirability (SD) scales can be used to detect, minimise, and correct for SDR in order to improve the validity of questionnaire-based research. The aim of this review was to determine the proportion of health-related studies that used questionnaires and used SD scales and estimate the proportion that were potentially affected by SDR. c www.ajan.com.au/Vol25/Vol_25-

4_vandeMortel.pdf

After the graduate year: a phenomenological exploration of how new nurses develop their knowledge and skill during the first 18 months following graduation Lisa McKenna, RN RM PhD; Jennifer M. Newton, RN EdD This study seeks to understand how new nurses develop their knowledge and skill during the first 18 months following graduation, as well as factors promoting or inhibiting their development. The graduate year requires the new nurse to make the transition from student in an academic setting to nurse employed within the health workforce. To facilitate the transition, many public and private

hospitals in Australia offer formalised 12-month duration, graduate nurse programs that provide graduates with rotations through a number of clinical areas, preceptor support, and study days. Initially, 25 participants were followed for a period of 18 months, incorporating the graduate year as well as the next six months when they no longer had support from a structured program. Findings from the focus groups after completion of the final six months are reported in this study, at which time nine participants from three hospitals continued in the study. c www.ajan.com.au/Vol25/Vol_25-

4_McKenna.pdf

The strengths and weaknesses of transitional support programs for newly registered nurses Jennifer Evans, RN, EdD; Elaine Boxer, RN, MN; Dr Shukri Sanber, PhD The transition experiences of new graduate nurses from university to the workplace have not changed since the transfer of nurse education to the tertiary sector despite the implementation of transition support programs. This study aimed to determine the strengths and weaknesses of transition support programs for newly registered nurses. Three themes arose from the analysis: programs operate in a clinical environment which result in unsupportive behaviour toward new graduate nurses; nurse unit managers influence the experiences of new graduate nurses in their workplace; and transition support programs are provided to redress the perceived inadequacy of university preparation for registered nurses. The research revealed that a key weakness within the system is unrealistically high expectations of what can reasonably be expected of newly registered nurses.n c www.ajan.com.au/Vol25/Vol25-

4.pdf

The entire AJAN edition is available online at www.ajan.com.au/ajan_25.4.html. THE LAMP AUGUST 2008 43

PROFESSIONAL ISSUES

CNS career path strengthened

From page 20

Definition of the new CNS/CMS Grade 2 positions

ccording to the Public Health System Nurses’ and Midwives’ (State) Award: Clinical Nurse/Midwife Specialist (CN/MS) Grade 1 means: a Registered Nurse/ Midwife who applies a high level of clinical nursing knowledge, experience and skills in providing complex nursing/ midwifery care directed towards a specific area of practice, a defined population or defined service area, with minimum direct supervision.’ To qualify for a CN/MS Grade 1 position nurses must satisfy the following minimum criteria: c Relevant post-registration qualifications and at least 12 months’ experience working in the relevant clinical area of their post-registration qualification; or four years post-registration experience, including three years experience in the relevant specialist field. c A CN/MS Grade 1 is distinguished from an 8th Year Registered Nurse/ Midwife by being required to satisfy the following criteria: a) Actively contributes to the development of clinical practice in the ward/ unit/service

b) Acts as a resource and mentor to others in relation to clinical practice c) Actively contributes to their own professional development. The Public Health System Nurses’ and Midwives’ (State) Award states: Clinical Nurse/Midwife Specialist (CN/ MS) Grade 2 means: a Registered Nurse/ Midwife appointed to a position classified as such with relevant post-registration qualifications and at least three years’ experience working in the clinical area of their specified post-graduate qualification. The CN/MS Grade 2 classification encompasses the CN/MS Grade 1 role criteria and is distinguished from a CN/ MS Grade 1 by the following additional role characteristics: c Exercises extended autonomy of decision making; c Exercises professional knowledge and judgment in providing complex care requiring advanced clinical skills and undertakes one of the following roles: • leadership in the development of nursing specialty clinical practice and service delivery in the ward/ unit/service; or

• specialist clinical practice across a small or medium-sized health facility/sector/service; or • primary case management of a complete episode of care; or • primary case management of a continuum of specialty care involving both inpatient and community-based services; or • an authorised extended role within the scope of Registered Nurse/ Midwifery practice. Assessment of a registered nurse appointed to a CN/MS Grade 2 position should be undertaken at the unit/clinical service level and the functions which the nurse/midwife will undertake in performing the CN/MS Grade 2 role should be agreed between the nurse/ midwife and the Nursing/Midwifery Unit Manager as part of the annual appraisal process, taking into account the strengths of the individual, the clinical/operational needs of the unit and the reasonable workloads provisions. For more information on the definition of the new Grade 1 and Grade 2 positions, go to www.nswnurses.asn.aun

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TIMELINE FOR IMPLEMENTING NEW CN/MS GRADE 2

Process for implementing new CN/MS Grade 2

N/MS Grade 2 positions will be identified in two phases.

Phase 1

The first phase in identifying CN/MS Grade 2 positions will proceed as follows: 1. Directors of Nursing (DoN) and Health Service Nurse Managers will identify positions for potential classification as CN/MS Grade 2 with reference to the Award criteria and this Policy Directive - and submit them to the Area DoN for consideration (in a form determined by the Nursing and Midwifery Office (NaMO)). 2. The Area DoN will review submissions with reference to the Award criteria, this Policy Directive and internal consistency – and submit the positions identified for potential classification as CN/MS Grade 2 to NaMO (in a form determined by NaMO). 3. NaMO will consolidate the submissions and supporting documentation sufficient to facilitate a review process. 4. NaMO, together with Workplace Relations and Management, will conduct a review process with the Area DoNs, to determine those positions to be classified as CN/MS Grade 2. The focus of this step is to ensure consistency in application and implementation of the criteria. 5. The outcomes from the preceding step will be provided to the NSW Nurses’ Association for information and concurrence with the process.

6. Area DoNs will circulate a list of those positions considered for classification as CN/MS Grade 2, identifying those that will be classified as CN/MS Grade 2 and those which will not. At the same time Area DoNs will consult with the NSW Nurses’ Association at the local level in accordance with local custom and practice. 7. Area Health Services will proceed to fill the positions identified as CN/MS Grade 2. Concurrent with proceeding to fill the positions identified in the last step of Phase 1, Phase 2 will proceed as follows: 1. Nurses who substantively occupy a position which they believe meets the Award criteria, but which has not been considered as a CN/MS Grade 2, will have the opportunity to submit that position for consideration by the Area DoN. 2. Area DoNs will forward such submissions to NaMo with comments as to whether or not it is supported and why (in a form determined by NaMO). NaMO will consolidate the submissions and supporting documentation sufficient to facilitate a review process. 3. NaMO, together with Workplace Relations and Management, will conduct a review process with the Area DoNs and consider the submissions to determine any to be classified as CN/MS Grade 2. The focus of this step is to ensure consistency in application and implementation of the criteria. 4. The outcomes from the preceding step will be provided to the NSW Nurses’

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1. Phase 1: All positions identified as CN/MS Grade 2 filled by 30 January 2009. If a position identified to be a CN/MS Grade 2 position has not been filled by 30 January 2009, where there is a substantive occupant of the existing position, they will be temporarily appointed to the CNS Grade 2 position until such time as it is permanently filled. 2. Phase 2: all positions identified as CN/MS Grade 2 filled by 9 April 2009. If a position identified to be a CN/MS Grade 2 position has not been filled by 9 April 2009 where there is a substantive occupant of the existing position they will be temporarily appointed to the CNS Grade 2 position until such time as it is permanently filled. The transition arrangements will end on 9 April 2009 after which CN/MS Grade 2 positions will be created and filled in accordance with standard practice and processes.

Association for information and concurrence with the process. 5. Area DoNs will circulate a list of those positions that will be classified as CN/ MS Grade 2. At the same time Area DoNs will consult with the Association at the local level in accordance with local custom and practice. 6. Area Health Services will proceed to fill the positions identified as CN/MS Grade 2. For more information on the definition of the new Grade 1 and Grade 2 positions, go to www.nswnurses.asn.aun

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20 21

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ACROSS

Childhood disease caused by lack of vitamin D (7) Lower part of the spine (6) Louse (3) Drug used in the treatment of breast cancer (9) Infection of the larynx (10) Enrolled nurse, abbrev (1.1.) Front of the head (4) Digit (3) Intensive care unit, abbrev (1.1.1.)

4. 8. 9. 11. 12. 13. 14. 15.

16. Major component of blood (6) 19. Condition present at birth (10) 21. Where the metacarpal bones are found (4) 22. Old, second-hand (4) 24. Bone of the spine (8) 25. Impairment of the body or mind (10) 26. Examine, check (4) s

DOWN

1. 2.

Relating to the kidneys (5) Clouding of the lens (8)

3. 5. 6. 7. 10. 13. 17. 18. 20. 21.

Straighten a limb (5) Birth by surgery (9) Type of skin cancer (8) Finish, perish (6) Lotion for dry skin (11) Splintered, broken (9) Care for the elderly, â&#x20AC;Ś. care (4) Person needing care (7) Person with substance dependence (6) Major organ that pumps blood around the body (5) 23. Where corneas are found (4) Solution page 49 THE LAMP AUGUST 2008 47

DIARY DATES

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA 63rd NSWNA Annual Conference Setting the Pace: Shaping the Future 6–8 August, AJC Randwick Racecourse. Contact: NSWNA, 8595 1234 ATCA/TNA 2008 (Transplant) National Conference – Bridging The Gap 8 Aug, Sydney Convention & Exhibition Ctr Contact: www.tna.asn.au Urology and Continence Waterworks Seminar 8 August, IDC Conference Ctr, Newcastle Contact: Wendy Watts, 4922 3431 Stroke 2008 Conference 13–15 August, Star City Contact: Hanna Ulkuniemi, 9437 9333, stroke2008@conferenceaction.com.au 18th Annual Spinal Injury Nurses’ Association Conference 14–15 Aug, College of Nursing Burwood. Cost: members $60, non-members $75 Contact: Wendy Jannings, 9926 5599, WJannings@nsccahs.nsw.gov.au NSW Day Surgery Nurses’ Association 16 Aug, Four Points by Sheraton, Sydney. Contact: www.adsna.info Natural Therapies & Natural Hlth Expo 21–22 August, Wharf 8, Sydney Contact: info@naturaltherapyexpo.com.au/ www.naturaltherapyexpo.com.au th

8 Rural Critical Care Conference 22–23 Aug, Batemans Bay Soldiers Club. Cost: $330 – $395. Contact: 1300 368 783 go to www.ruralcriticalcare.asn.au MIDWIFERY/ Between The Mountains & The Sea 22 August, Wollongong Hospital Cost: SEAIHS $33/ $66. Contact: Chris Comber, 4275 4271 Spring with the Kids Paediatric Perioperative Seminar 6 Sept, 9am–4pm, The Sebel Parramatta Cost: $110 (incl. lunch). Contact: Vanessa Ezzy, 9845 2112, vanessae@chw.edu.au 15th State Conference for Enrolled Nurses ’Full Steam Ahead ... The Patient Professional’ Call for abstract. 18–19 September, Penrith RSL Contact: 1300 554 249 or email garozn@optusnet.com.au NSW Baby Friendly Health Initiative (BFHI) Workshops in Queanbeyan 22 & 23 September. 48 THE LAMP AUGUST 2008

Cost: $120/day or $220 for both. Contact: Amanda Gear, 0408 658 643 or Elizabeth Steinlein, elizabeth.steinlein@ sesiahs.health.nsw.gov.au NSW Midwives’ Association Annual State Conference – ’Midwives Business: Peeling back the layers’ 17–18 October, Novotel Pacific Bay Coffs Harbour. Contact: Alex Weston, 9281 9522, admin@nswmidwives.com.au 100th Year of St George Hosp. Training 18 Oct, St George Leagues Club Kogarah Contact: Joan Wagstaff, 9771 2508

Assoc. Annual Scientific Meeting 27–29 August, Melbourne Visit: www.adea.com.au/index.aspx

30 Aug, Iguanas Waterfront, Gosford. Contact: gbaty@nsccahs.health.nsw.gov.au or hgordon@nsccahs.health.nsw.gov.au

Community Hlth Nurses National Conf. 28–30 August, Swan Valley, WA Contact: info@peppermint.com.au or visit www.peppermint.com.au

Maitland Nursing Home 25th Reunion 30 August, 6pm, Maitland City Bowling Club Auditorium. Cost: $40pp, payable by 15 Aug. Contact: Robyn Soper, 4932 7658 or Lorraine Gunstone, 4932 7003

National Association of Childbirth Educators Inc (NACE) Educators epicure: Recipes for success 3–5 Sept, Melbourne. Contact: Melinda Eales, meales@tpg. com.au, www.nace.org.au

Australian Asthma Conference 2008 20 October, Australian Technology Park Contact: 9265 5443 or email asthma2008@tourhosts.com.au, www.asthmaconference2008.com

The Psychogeriatric Nurses’ Assoc. Australia Inc. Biennial Conference 5 September, The Marque Hotel, Canberra ACT Contact: James R Turner, 0417 068 303 www.pgna.org.au

2008 Discharge Planning Association ’Critical Actions‘ 24 October, Rydges Hotel, North Sydney. Contact: Margaret Blackwell, abacus@abacusevents.com

10th National Congress of Aboriginal & Torres Strait Islander Nurses (CATSIN) 10–12 September, Mercure Grosvenor Hotel, Adelaide, SA. Contact: Susan Day, (02) 8850 8317

Mental Health Consultation Liaison Nurses Association of NSW and ACT 8th annual conference 14 Nov, Harbourview, North Sydney Abstracts closing date 19 September. Contact: mhclna.org.au

26th Council of Remote Area Nurses of Australia (CRANA) 11–15 September, Cairns, Qld Contact: www.crana.org.au

NSW BFHI Workshop (Baby Friendly Health Initiative) 22 Nov, 29 Douglas Street, Stockton. Cost: $120. Contact: Elizabeth Steinlein, elizabeth. steinlein@sesiahs.health.nsw.gov.au

2nd Palliative Care Nurses Aust. Conf. 12–13 Sept, Hilton Hotel Adelaide, SA. Contact: www.plevin.com.au/pcna2008/ welcome.htm Australian College of Midwives Breathing New Life into Maternity Care 18–20 September, Sheraton Hotel, Perth Contact: www.acmi.org.au

INTERSTATE AND OVERSEAS Royal College of Nursing Australia Lung Hlth Promotion Ctr at The Alfred • 6 August, Asthma Management Update •14–15 August, Principles and Practice of Spirometry • 20–22 August & 17–18 September, Respiratory Nurse Course • 27–29 August, Introductory Course in Asthma Education • 30 August, Presenting and Educating with Confidence. Contact: (03) 9076 2382 or email lunghealth@alfred.org.au 2008 Australian and New Zealand Cystic Fibrosis Nurses Conference ‘The Changing Face of Cystic Fibrosis’ 14-15 Aug, The Old Woolstore, Hobart. Contact: www.anzcfnurses2008.com Endocrine Nurses’ Society of Australasia Annual Scientific Meeting 24–26 August, Melbourne Visit: www.ensa.org.au Australian Diabetes Educators

Annual Conference 2008 25–27 September, Sheraton Perth, WA. Contact: (02) 6283 3400 34th Annual International Conference of the Australian College of Mental Health Nurses 6–10 October, The Sebel, Melbourne. Info: AST Management, (07) 5528 2501 International Society of Aeromedical Services (ISAS) and Flight Nurses Australia (FNA) Conference Date: 9–11 October. Contact: www.flightnursesaustralia. org./events.htm th

4 Annual Nurse Practitioner Association Conference 26–28 October, Telstra Dome Melbourne Cost: $525 by 1 Sept. Contact: (03) 6231 2999 or www.cdesign.com.au/anpa2008

Reunions Gosford Hosp. Groups 78b & 78c (30-year reunion)

Griffith Base Hospital Reunion 6 September, Ex-Servicemen Club Griffith Contact: Brenda Bowen, 6969 5630, brenda.bowen@gsahs.health.nsw.gov.au Allandale Reunion 45th Anniversary Dinner & dance, 20 Sept, Cessnock Supporters Club, 6pm-12mn Cost $40. Contact: Arthur Dow, 4990 2517, Alan Lindsay, 4990 5109 or Warren Pockett, 4990 5109. Scott Memorial Hosp. Scone Reunion 4 Oct, 6.30 for 7pm start, Scone Bowling Club. Cost $25pp. RSVP by 12 Sept. Contact: Jan McPhee, 6545 1690/ Leigh Schalk, 6540 2100 Cowra District Hosp. 50th Anniv. Dinner 11 October, 7pm for 7.30pm start, Cowra Bowling Club. Cost $35pp. RSVP by 24 Sept. Contact: Wendy Hyde 63402332, wendy. hyde@gwahs.health.nsw.gov.au Wallsend District Hospital Graduate Nurses Association 50th Reunion 25 October. Contact: Margaret, 4953 2321 or Judi, 4953 0725 Mater Hospital 30 & 40 Year Reunion 26 October. Venue: TBA Contact: Christine Kirby (30-year), 0414 550 419, ckirby@nswnurses.asn. au/ Patricia Purcell (40-year), 0416 259 845, patricia@ppms.net.au Prince Henry Hospital Training Class of October ’66 Seeking interest to Oct reunion (graduated March & June 1970). Contact: Janis Montgomery née Coconis, 0423 179 974 Royal Prince Alfred Hospital 1962 April PTS Seeking interest in reunion. Contact: Rosemary Cuneo, 9953 5257 Email: rjohno@bigpond.net.au St Vincent’s Hopital Sydney: Nurses 40 Years Reunion – PTS June 1969 June 2009, Sydney. Contact: Carol Reidy, 9489 3960, reidycarolyn@yahoo.com.au/ Chris Doig, 6920 7431, doigy@activ8.net

Great legal advice for Nurses Diary Dates Diary Dates is a free service for members. Please send diary date 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.

Due to high demands on the page, some dates too close to publication or too far in the future may be cut. 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 information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667 PO Box 40 Camperdown NSW 1450

Send us your snaps

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.

If you’re having a reunion, send us some photos and any information from the night, and we’ll try to publish them.

Social events Young Carers NSW – looking for Camp Volunteers Under Age 25 4–8 October for a Blue Mountains camp for young people. Would suit AiNs. Contact: Maura, 9280 4744

Other notices Nurses’ Christian Fellowship • Professional Breakfast, 16 August, Blacktown. Contact: Jane, 9449 4868 • Annual General Meeting, 6 Sept, 10am, 5 Byfield St, Macquarie Park Contact Jane 9449 4868 • Annual Conference ’The Light Still Shines in a Suffering World’, 14 Nov, 9am, St James Church Turramurra. Contact Margaret 0407 110 538

4 National Centre for Ageing & Pastoral Studies (CAPS) Conference Ageing and Spirituality: a diversity of faiths and cultures 17–20 Aug, Rydges Eagle Hawk Resort. Contact: caps@csu.edu.au or visit: www.centreforageing.org.au Join The ’Fair Pay, Fair Conditions, Nurses Stay’ Facebook Group www.facebook.com/group. php?gid=24057856064

Crossword solution

ACAT Nurses Special Interest Group 19 August, 21 October, 2 December 2B Conference Rm, Bankstown Hospital Contact: Wendy.oliver@sswahs.nsw.gov.au

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Call the Association information line on 1300 367 962 Maurice Blackburn has ofﬁces in: Sydney T (02) 9261 1488

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Qualifications for PCAs and AINs Certificate III and IV in Aged Care Gain recognition for your skills and experience and meet current accreditation requirements. Our Certificate III in Aged Care is offered to PCAs and AINs by assessment – you could attain your qualification in just a few weeks, at a discounted rate. The program is open to individuals, and as a traineeship scheme to organisations. Graduates can then proceed to our Certificate IV in Aged Care course.

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THE LAMP AUGUST 2008 49

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Cost: Early Bird $75 before 5 Sept $75 members and $95 Non Members Contact: Sue Lee (ph) 9350 1623 or 9350 1111 Pg. 5114 susan.lee@SESIAHS.HEALTH.NSW.GOV.AU

50 THE LAMP AUGUST 2008

UnitingCare Ageing delivers the Uniting Churchâ&#x20AC;&#x2122;s aged services throughout NSW /ACT. Weâ&#x20AC;&#x2122;re one of Australiaâ&#x20AC;&#x2122;s largest not-for-proďŹ t providers, with a reputation for excellence and innovation. By joining our team in an exciting period of growth, youâ&#x20AC;&#x2122;ll enjoy stimulation, challenge and exceptional career development. We are currently seeking Registered Nurses to join our team at Wontama Village in Orange to work on various night shifts. We offer an excellent working environment with a dedicated and experienced team. Attractive conditions including Salary Packaging available. For more information on this position please contact: Bev Alexander-Fisher, Clinical Care Coordinator on Ph: 02 6393 1736. Written applications to Mrs Moira Weekes, Acting Director of Care: PO Box 8211, Orange, 2800. Applications Close on Friday 18 July 2008 - 1700 hours. UnitingCare Ageing is committed to OH&S and EEO principles. www.unitingcareageing.nsw.uca.org.au

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