The Lamp December 2006 - January 2007 by NSW Nurses and Midwives' Association

lamp magazine of the NSW Nurses’ Association

volume 63 no.11 December 2006 – January 2007

Print Post Approved: PP241437/00033

NURSES

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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 magazine of the NSW Nurses’ Association

volume 63 no.11 December 2006 – January 2007

NURSES

Nurses win back rights 12

RIGHTS

Cover

Print Post Approved: PP241437/00033

WIN BACK

Lamp_Dec-Jan06_1.5.indd 1

Nurses at Calvary Retirement Community home

24/11/06 3:29:45 PM

News in brief

Notice

8 8 9

7 Australian Nursing Federation Election 36 2007 NSWNA Election of Branch Delegates and Alternate Delegates

Devastating impact of vision loss Election only chance to dump IR laws Labor seeks better deal for aged care nurses 9 Perfect OHS score by Macksville Health Campus 11 Workplace answers via email 11 Case of the vanishing pool

Benefits to members

THE LAMP ISSN: 0047-3936

Industrial issues

Obituary

20 Defending nurse manager roles

45 ‘Determined advocate for her patients’: Margaret Giddy

22 Nurses demand clerical support 23 Nurses act against overcrowding

Nurses getting active 24 27 28 29

Vision to reinstate workers’ rights Election result lies in local hands NSWNA discusses IR in the wards IR shorts

Profile 30 Chief Nurse backs a strong role for nurses and midwives

Agenda

Retirement 47 Greener pastures: Ballina farewells Frances

Editorial by Brett Holmes 6 Your letters to The Lamp 37 Ask Judith 51 Our nursing crossword 53 Diary dates

Xmas giveaways 32 Merry Christmas from the NSWNA

34 Alternative health solutions by New Matilda

Occupational health and safety

Giveaway 41 100 double passes to see Pan’s Labyrinth 43 25 double passes to see Deck the Halls

35 Problems ahead for footsore nurses

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

Regular columns

Lifestyle

18 2006 – A year of good wins

Workloads

THE LAMP PRODUCED BY Lodestar Communications T 9698 4511

THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Coonabarabran District Hospital Jonathan Farry, RPA Hospital Mark Kearin, Wyong Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Therese Riley, St George Hospital ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE - LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au

38 Save with Union Shopper

40 Member’s tips 43 Movie review 49 Book me

A year in review

NSWNA COMMUNICATIONS MANAGER Noel Hester T 8595 2153 NSWNA COMMUNICATIONS OFFICER Olivia Nassaris T 8595 1263 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

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.

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

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4 THE LAMP DECEMBER 2006 – JANUARY 2007

COMPETITION CLOSES 30 JUNE 2007

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

Our rights at work are worth voting for g IR laws are technically legal but this doesn’t mean they are fair.

he High Court decision on the legal basis of using corporations powers in the constitution to implement the federal government’s IR laws confirms the extreme radicalism of the Howard government’s agenda. This agenda is not just about a substantial realignment of power in the workplace away from employees towards employers. It goes even further. There is also a substantial realignment of power away from the states towards Canberra. The High Court decision not only has consequences for industrial relations but also for health, opening the way for the federal government to directly exercise its power in the sector – rather than just influencing it through control of the money. The Howard government now has the power to revamp OHS and workers’ compensation laws in the image of its IR laws. For over a year John Howard and Kevin Andrews have been dismissive of union critiques of the IR laws saying nothing substantial has changed and the unions are ‘chicken littles’ making a fuss about nothing. Unions have argued these laws are about changing Australian society in a fundamental way and the High Court agrees on this. These laws give employers enormous power in determining wages and workplace conditions and will be particularly significant in an economic downturn. Already some employer groups have flagged that their members will be more prepared to take advantage of the new laws in 12 to 18 months.

All the judges on the High Court were critical of the powers given to Minister for Workplace Relations, Kevin Andrews, to prohibit content in workplace agreements.

The NSWNA will also fight these industrial relations laws in the court of public opinion because we are convinced they are clearly detrimental to the interests of nurses. We cannot see the workplace conditions that give nurses power over their jobs – how they work, how often they work, how they are treated at work, how their working hours are governed – eroded without a fight. Just because the laws are legal doesn’t mean they are fair.

NMB to publish aged care guidelines As The Lamp goes to press, the Nurses and Midwives Board is considering new guidelines for RNs on the delegation of the administration of medications. We expect these guidelines to be published in December. The board is considering a push from employers to have RNs exercise their power to delegate the administration of medications to other categories of care worker in an aged care setting. These guidelines aim to give nurses a framework to understand their professional responsibilities against the backdrop of a nursing shortage. The NSWNA believes employers have a duty of care to provide systems at the workplace that support nurses in making decisions about the delegation of the administration of medications. Our job as a union will be to support our members and to help them make sure such systems are in place so nurses can carry out their professional responsibilities in assessing, planning and directing the care provided to aged care residents. We will also inform our members and the community of these developments in aged care. n

‘These laws give employers enormous power in determining wages and workplace conditions and will be particularly significant in an economic downturn.’ With this power he can declare any issues off limits to bargaining, whether in collective or individual agreements. Effectively, the decision means that millions of workers have lost their rights. The ACTU has clearly indicated that the way forward for union members and the millions of other Australians who oppose these laws is to intensify the campaign for a fair set of industrial relations laws and seek community support for a change of government at the federal level.

THE LAMP DECEMBER 2006 – JANUARY 2007 5

LETTER of the month

L E T T E R S

Kerry Mackin

Wagga’s disappointing attitudes to ENs I would like to write in response to the article ‘Beds may close at Wagga’ in the October Lamp. As an RN new to Wagga Base Hospital I was disappointed at the attitudes held within the establishment towards Enrolled Nurses. The talk of increased workloads due to the lack of nursing staff was always mentioned, and yet Trainee Enrolled Nurses are unable to gain employment upon completing their studies at Wagga Base Hospital due to the fact that the hospital management won’t let ENs work in certain areas. The culture within the hospital is one that is both archaic and not conducive to the promotion of ongoing education for nurses. Enrolled nurses are now able to administer medications, thus making these nurses more of an asset to the hospital, but as yet Wagga Base Hospital policy does not reflect this and therefore ENs do not administer medications in this hospital. These attitudes are not held or promoted at an area level of management within the greater southern area health service, so come on Wagga Base, it is time to embrace and nurture the staff you do have. Kerry Mackin, Wagga Base Hospital

resources available to facilitate this transition. However, more recently there has been a steady decline in university placements and resources. The University placements and upgrading of qualifications are often expensive and inconvenient, especially to people in rural areas where rural nurses are at a serious shortage. How can we creatively entice more nurses and ‘would-be’ nurses to the health system? Pathways to grants and scholarships are complicated. Pathways through the University admission procedures are also difficult to navigate and at times discouraging, And all the while the existing staff base asks themselves why they are putting themselves at risk of illness, injury and burnout related to high workloads and excessive amounts of overtime. The Government’s solution is to recruit from overseas, which seems strange as overseas hospitals are recruiting our Australian-trained nurses. This may be a short-term solution to correct a problem that should have been addressed 20 years ago. Are the shortfalls in the current recruiting process solely related to monetary issues or is the importing of nurses a symptom of a bandaid approach? Whichever reason, this system is not encouraging young people into the profession nor doing them justice. Anna Wurth, Kenmore Hospital

Leigh Bryant (left)

Thanks to Direct Debit

Anna Wurth

What’s the government doing about nursing shortages? I would like to ask what the Federal and State Governments are doing to address the problem of the critical nurse shortages throughout Australia, especially in rural areas. I would also like to ask what is our voice (the NSWNA) doing to protect the career of nursing for the future and, therefore, the health of the population at large. When the change was made from the hospital training system to the university system, there were ample 6 THE LAMP DECEMBER 2006 – JANUARY 2007

A few short moths ago I was notified that I was the Direct Debit holiday prize winner for June 2006. My husband and I have just returned from our luxury holiday in Cairns, where we were treated superbly to a luxury cruise right up to Cooktown and further on to open reefs with perfect snorkelling and great company. Furthermore our two nights at the Cairns Hilton made our stay especially complete. I must not let this opportunity pass with out also giving thanks to the Howard Liberal government whose ludicrous workplace proposals prompted my decision to change to direct debit from payroll deductions. I feel very strongly that if Labor don’t win the next election then we as nurses will be further devalued and disempowered as a profession. Leigh Bryant, Lismore Base Hospital

Stephen Murphy

Stop violence against nurses After reading about the charges being dismissed in the case of the elderly woman charged with assaulting nurses who were treating her for head injuries (‘Patient cleared of assault charge’, The Lamp, November 2006, page 11), I had to write this letter. Trish Butrej is quoted as saying: ‘One has to wonder whether the decision would have been the same had the patient been a youngish man instead of an elderly woman’. If an assault occurred in one of our mental health facilities, chances are it wouldn’t even be reported to the police. I am a RN in an acute psychiatric ward. Earlier this year I was severely bashed by a young male patient. I was king-hit over the head, then punched repeatedly in the head, face, neck, jaw, chest and abdomen. I feared for my life during this severe sustained assault. The ward did not have duress alarms at the time. I am currently unable to work as a result of being assaulted. I am also not being paid any Workers’ Compensation. The NSWNA has provided me with free legal representation to pursue my compensation. The young male patient who assaulted me was never charged. In fact, the Area Health Service did not even report the assault to the police. The police would not take a report from me because the patient was detained in a mental health facility and they said the hospital should deal with it. Assaults on nursing staff are commonplace in our mental health facilities. This unacceptable level of violence in our hospitals motivated me to launch the website www.stopviolen ceagainstnurses.com to stop a blind eye being turned to all the violence nurses put up with in our jobs. Stephen Murphy, Cumberland Hospital Stephen Murphy 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.

Pele Lutui-Palmer

Chief Nurse above politics The Executive of the Nursing and Midwifery Unit Managers Society of NSW would like to comment on the Letter to the Editor concerning the Chief Nursing Officer in the November Lamp. The Society Executive has been able to meet three to four times per year with the CNO to discuss issues that are of concern to our members. These meetings were established formally under the immediate past CNO Ms Kathy Baker. Previous CNOs Ms Judith Meppem and Ms Mary Chiarella would write or contact a member informally to gain information regarding the workplace. These Nursing Officers were appointed to represent the nursing and midwifery professions so that we have an opportunity to have professional access to Health Department executives to give expert advice and influence for the better good. The position was never an industrial one, we have Brett Holmes and the NSWNA to represent us. Having recently listened to Toni Hoffman (Bundaberg) at our annual NUMs’ Society conference, we are very grateful to have such a strong and supportive union in NSW. Because the CNO allows us to discuss our issues, we are able to effect changes such as updating the curriculum for the

College of Nursing courses for NUMs. We advise the incumbent of IT, HR, corporate supply problems, education difficulties and the restructuring that is affecting staff recruitment and retention. She has been able to relay these concerns when called upon, to speak up and say, ‘No, my nurses and midwives are telling me something different!’ While some issues cannot always get resolved at least we are able to express them. We have a communication vehicle to the bigger and wider health industry, when in the past we had almost none, at that level, except through medical representation. The Office of the Chief Nurse should be above politics. It must remain without the publicised attention on every issue so that the CNO can effectively support and lobby, often behind the scenes, to our professional advantage. It is naive to think that the CNO, or for that matter the General Secretary of the NSWNA, must publicly support all issues. The Society Executive knows it has the support of Mr Holmes for improving our work life, but we understand it is the quiet lobbying that will see the most effective outcome for us. This is so with the Chief Nurse. Please note that at our recent AGM, the name of the Society was changed to the Nursing and Midwifery Unit Managers Society of NSW Inc. We look forward to seeing you all next year at our stall at the NSWNA conference. Executive N&MUMS President: Pele Lutui-Palmer

THE TROUBLE WITH TUESDAYS

You may be finding it hard to talk to our information officers on Tuesdays. This is because Tuesday is the one day of the week when all our staff are in the office for staff and team meetings. These meetings are essential for information distribution and planning activities. If at all possible, please don’t ring on this day as there can be considerable delays. But if you need urgent assistance, you will get it. Our information department receives approximately 900 calls per week, and the phones are ringing hot from 8am to 5.30pm. We are working hard to meet your needs and thank you for your patience. Call 8595 1234 (metro) or 1300 367 962 (non-metro).

LETTER of the month The letter judged the best each month will be awarded a $50 DJ 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.

AUSTRALIAN NURSING FEDERATION ELECTION NOTICE Workplace Relations Act 1996 Nominations are called for the following offices: c Federal Secretary c Assistant Federal Secretary c Federal President c Federal Vice-President Written nominations which comply with the Rules of the Federation, must reach me not later than 12 noon on Wednesday, 3 January 2007. Nomination forms are available, on request from me, or the Branch Office of the Federation. STATEMENTS: In accordance with Federal Rule 47.4, candidates may submit a 200 word (maximum) typewritten statement and a photograph of themselves, in support of their candidature. The statement will be reproduced in a form suitable for posting

to voters with ballot material. Statements must reach me not later than 12 noon on Wednesday, 10 January 2007. ADDRESS FOR LODGING NOMINATIONS By Post: Australian Electoral Commission, GPO Box 4382, Melbourne VIC 3001 By Hand: Level 22, 2 Lonsdale St, Melbourne VIC 3000 By Fax: (03) 9285 7149 BALLOT: The ballot, if required, will open on 29 January 2007 and close at 9:00am on Friday, 16 February 2007. Changed Address? Advise the Federation now. Note: A copy of the AEC’s election report can be obtained from the organisation or from me after the completion of the election.

Tony King, Returning Officer • Tel: (03) 9285 7146 • 4 December 2006 • Australian Electoral Commission (AEC)

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

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N E W S I INN BBRRI IEEFF

DEVASTATING Election only chance to dump IR laws

IMPACT OF VISION LOSS ision loss due to age-related macular degeneration (AMD) can harm patients’ quality of life and psychological well-being as much as cancer or heart disease, according to the Macular Degeneration Foundation in Australia. The MD Foundation wants health workers to become more aware of the risks of depression, suicide and social isolation linked to the condition. The foundation says macular degeneration is the leading cause of blindness in Australia, affecting an estimated 800,000 people, and the dire consequences can be mitigated by early detection, diagnosis and access to care. Foundation chairman Leslie Lofthouse says people with vision loss are more than three times more likely to experience depression compared to the general population. AMD is a degenerative disease that affects the macula, located in the central part of the retina – the area responsible for central vision that allows us to read, drive and recognise faces.

here was no surprise from union leaders about the High Court decision that confirmed the right of the federal government to use the Corporations’ power of the Constitution to seize control of state IR laws. But they were blunt and unanimous in their assessment of where to from here: the only option for getting rid of the laws is to change the government at the next election. ‘All this High Court judgement has done is make it very clear that millions of

vulnerable to federal intervention and more dependent on the goodwill of the prime minister of the day,’ he said. ‘In practical terms, the power could be used to directly regulate corporations that run schools and hospitals.’ Two judges on the High Court – one the most conservative and the other the most progressive – gave strongly dissenting judgements. The conservative Justice Ian Callinan said that upholding WorkChoices is ‘an unacceptable distortion of the balance intended by the founders’.

‘We’ve tried every legal option. If people want to get rid of WorkChoices they have to get rid of the Howard government.’ John Robertson

Upholding WorkChoices is ‘an unacceptable distortion of the balance intended by the founders’ Justice Ian Callinan

‘the imperative to ensure a fair go all round, which lay at the heart of federal industrial law … is destroyed in a single stroke’. Justice Michael Kirby

people have lost their rights,’ said ACTU Secretary Greg Combet. ‘We will intensify our campaign for a fair set of industrial relations laws and seek community support for a change of government.’ John Robertson, head of Unions NSW, was equally adamant. ‘We’ve tried every legal option. If people want to get rid of WorkChoices they have to get rid of the Howard government,’ he said. Constitutional experts such as Professor George Williams from University of NSW warned that the long-term political consequences were far reaching. ‘The decision leaves the states more 8 THE LAMP DECEMBER 2006 – JANUARY 2007

At the other end of the political spectrum, Justice Michael Kirby said ‘the imperative to ensure a fair go all round, which lay at the heart of federal industrial law … is destroyed in a single stroke’. Even in the majority decision that upheld the government’s right to use the corporations’ power there were strong criticisms of the Howard government’s use of regulations which gave excessive power to the minister to prohibit content in workplace agreements. Business groups were unanimous in their support for the High Court decision. n

Labor seeks better deal for aged care nurses

ged care would become a more attractive career option for nurses, with higher pay and greater incentives for training, under a federal Labor government. Labor’s approach to tackling nurse shortages in aged care is outlined in a discussion paper – Labor’s goals for an ageing Australia – released by Senator Jan McLucas, Labor’s spokesperson for Ageing, Disabilities and Carers. The paper cites the relatively poor pay and conditions of aged care workers along with ‘the perennial complaints about paperwork’. ‘With nurses in aged care being paid on average around $200 a week [in some states] less than their counterparts in acute hospitals, aged care is seen as a less attractive career option. ‘Workforce shortages are compounded by increasing workload

leading to disillusionment and burn out among staff.’ Policy options put forward in the paper include: c The development and implementation of a benchmark of care; c Linking the level of care subsidies to the benchmark of care with subsidies being indexed against changes in component costs to ensure funding is maintained in real terms; c More undergraduate and postgraduate scholarships in aged care nursing; c Incentives for staff to work in aged care in remote and rural areas. The paper points out that most government initiatives so far have focused on increasing the supply of qualified nurses for residential care. It says more should be done for the community care workforce, recognising the mobility of the current

Senator Jan McLucas

workforce across different sectors of care and the increasing cross-sector role of many providers. It calls for an expanded role for nurse practitioners and practice nurses in aged care, including in multipurpose services and integrated geriatric medical services in public hospitals as well as in residential care and community care. n

Perfect OHS score by Macksville Health Campus

acksville Health Campus has achieved a perfect score in the Occupational Health and Safety Inspection (Numerical Profile) carried out in September 2006. Macksville achieved the highest possible score of 100% – the only public hospital in NSW to achieve this remarkable result. The safety inspections are carried out every two years by independently-trained Numerical Profilers and

involve all NSW public hospitals and health facilities. The numerical profile concept was adopted by NSW Health in 1995 to provide a uniform means of measuring the performance of facilities in their management of occupational health and safety across the health system. Standards assessed include organisation and management; hazard control; fire control; occupational hygiene; participation;

motivation; training and post injury management. Scores in each standard are aggregated and converted to a percentage that represents the facility’s progress towards achievement of best practice in occupational health and safety. Macksville achieved best practice in all standards. The DON at Macksville Health Campus, Peter Harper, attributes the excellent result ‘to the diligence and commitment of the occupational health and safety committee, the management team and all of the staff at Macksville for their teamwork and dedication in ensuring a proactive approach to safety for all patients, visitors, contractors and staff. The Nambucca community should be very proud of their hospital in achieving this fantastic result.’ n From left: Julie Kent (Branch President), Jenny Zirkler (Nurse Manager), Andrea Mitchell (OH&S representative), Chevy Thomas (OH&S representative) and Janelle Ussher RN THE LAMP DECEMBER 2006 – JANUARY 2007 9

NSWNA announces it’s new

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deductions and start paying your fees through direct debit/auto credit and you will go in the lucky draw. Q convince your colleagues to convert from payroll deductions to direct debit/ auto credit and you, and each of your colleagues who switch to direct debit/auto credit, will go in the lucky draw. Q sign up a new member using the direct debit/auto credit method of paying their fees and you, and the new member, will go in the lucky draw. Membership Application Forms or Direct Debit or Direct Credit forms can be downloaded from our website www.nswnurses.asn.au. Alternatively call the NSWNA on 8595 1234 (metro area) or 1300 367 962 (non-metro area) for more information.

N E W S I INN BBRRI IEEFF

Case of WORKPLACE the vanishing pool

ANSWERS VIA EMAIL ohn Hunter Hospital nurses no longer have to wait for a union branch meeting, or go searching for a union delegate to find solutions to workrelated problems. The Nurses’ Association branch has set up an email service so members at the busy 550-bed hospital can ask questions and raise issues with branch officials. ‘We have a huge branch with many specialties, so it is difficult to get everyone together at one time,’ said branch assistant secretary Jade Starkey. ‘And due to increasing patient acuity nurses are finding it difficult to leave the wards to attend branch meetings. ‘Emails are checked on Mondays, Wednesdays and Fridays and promptly replied to. Only members of the branch executive have access to the emails which are treated in a confidential manner.’ Jade said more than 50 members have used the service to ask questions, seek representation and clarify issues since it was established in July. ‘It is a free email service that members can access from home. ‘We also use it to update members on current issues. ‘This has created a buzz around the hospital and I am being contacted every day by phone, post-it notes and via email with more people wanting to add their email addresses. ‘A lot more people email us for advice than ever approached us face to face. They feel more confident to ask questions, and if we resolve their problem swiftly and confidentially they are more likely to introduce themselves at a branch meeting and thank us for the help.’

g Outcry over Bathurst hospital plan

he case of Bathurst hospital’s vanishing hydrotherapy pool has been solved – by an exercise in people power. The pool was supposed to be included in plans for the $97 million redevelopment of Bathurst hospital. The Health Department promised a hydrotherapy pool as a replacement for the existing hospital’s rehabilitation centre pool. But when plans for the new hospital went on display, eagle-eyed members of the pensioners’ association noticed the pool was missing. They also noticed that, in an unusual coincidence, the plan for Bathurst Council’s new aquatic centre contained a ‘program pool’ exactly the same shape as the current rehabilitation centre pool. The pensioners began to suspect that the department was using the Council’s aquatic centre plan as a reason to ditch the hospital pool. Their suspicions were confirmed when Greater Western Area Health Service announced that users of the current hospital pool would be able to use the Council pool in future. ‘The exclusion of a pool from the redevelopment (of the hospital) allows more money and equipment to be directed to front line clinical services in the new facility, including additional spending on high cost surgical instruments,’ a GWAHS explained. This stirred the pensioners into campaign mode, lobbying politicians and calling a public meeting to demand the new hospital include a pool. The GWAHS announcement also came as a surprise to Bathurst Council, which complained it had not been consulted. Deputy mayor, Paul Toole, pointed out that the aquatic centre ‘is not a replacement for services a hospital should provide. It’s another example of the State government cost-shifting back to a council level.’ President of the NSWNA branch at Bathurst hospital, Craig Best, said the

Craig Best

strong community campaign persuaded the state government to reinstate the pool in the hospital plan. Craig said while nurses are pleased a hydrotherapy pool will be retained they are concerned about other aspects of the plan, including the lack of a dedicated palliative care unit of sufficient size and imposition of paid parking for staff. ‘The branch has pointed out that our current palliative care unit allows families to stay with patients as they go through the end of life process, but such a facility won’t exist at the new hospital,’ Craig said. ‘The department argues that most people die in their homes these days but that is not the case for country people who don’t have access to the level of athome services that exist in the city. ‘As for pay parking, country nurses are forced to use cars because we don’t have the same public transport services as big cities. ‘Our petrol costs are already very high because of the greater distances we have to travel, and the department can more easily afford to provide free secure parking for staff because there is not the same premium on space in the country as there is in the city.’ In another twist to the tale, Craig says the latest plan for the new hospital shows the reinstated hydro pool has been relocated to encroach on the staff parking lot. n THE LAMP DECEMBER 2006 – JANUARY 2007 11

C O V E R S T O R Y

Nurses win back their RDO g Union defeats move to subvert Award

nursing home has failed in a bid to get rid of 13 assistant nurses who refused to give up their monthly rostered day off. The Nurses Association defeated a move by the Calvary Retirement Community home at Cessnock to abolish the 19-day month and declare the 13 AINs redundant. The Industrial Relations Commission ruled in favour of the nurses and the Association. Commission Deputy President Rod Harrison said management had tried to create a ‘legal fiction’ to subvert the nurses’ Award and remove their Award entitlement to a 19-day month by duress. ‘The nurses felt it just wasn’t fair to take away a right that we had fought for way back, so we decided to stand our ground,’ said Bronwyn Downing, president of the NSWNA branch at Calvary. ‘The members should be commended for sticking together and winning back what they were entitled to,’ she said. 12 THE LAMP DECEMBER 2006 – JANUARY 2007

NSWNA General Secretary Brett Holmes said: ‘The Commission’s decision vindicates the nurses’ stand and is damning of the management position.’ Calvary is a 216-bed high-care facility owned by the Little Company of Mary Health Care, which operates health and aged care services in five States and Territories.

‘It just wasn’t fair to take away a right that we had fought for way back.’ The Little Company of Mary bought the home from the Hunter New England Area Health Service in 2002. The sale agreement included transitional funding from the Area Health Service. Nurses employed at the time of the sale maintained their public sector Award pay rates and conditions under a framework agreement between the Association and the State government.

Transitional funding ceased at the end of last year after Calvary management failed to gain additional funding. Management then embarked on a cost-cutting exercise to abolish the rostered day off by reducing shift lengths from 8 hours to 7 hours 36 minutes. As well as losing the RDO nurses would also have lost a tea break and suffered a reduction in handover time and contract hours for permanent part timers. The NSWNA branch unanimously rejected the cut in hours, saying they were not prepared to sacrifice their Award entitlement to a 19-day month in favour of a 20-day month. Management then announced that all 8-hour shift positions were ‘redundant’ and 31 AINs and four RNs were therefore ‘surplus to requirements’. Management said all 33 nurses, who had transferred from Hunter Area Health in 2002, would be involuntarily relocated back to the public sector under the framework agreement – probably to jobs in Newcastle, an hour’s drive from Cessnock.

Members of the NSWNA Calvary Hospital branch stood up for their rights

‘The Commission’s decision vindicates the nurses’ stand and is damning of the management position.’ Bronwyn said it was nonsense to claim the nurses were ‘surplus to requirements.’ ‘They were still rostered to work, still needed,’ she said. ‘And where were management going to find more nurses to replace them?’ She said relocation would have meant major disruption to family life. ‘It would have meant driving two hours each day, plus the extra cost of petrol and parking – and some people don’t drive or own a car.’ Calvary’s senior management admitted during the Commission hearing that nurses were selected for relocation without taking into account their personal circumstances. Deputy President Harrison noted that management ‘acknowledged that the

overwhelming majority of employees concerned are women, in their mid to late fifties, who have worked at the Calvary site for many years, live close by, and do not have a driver’s licence.’ Under the threat of forced relocation, some AINs accepted the reduction in hours and forfeited their RDO while two quit their jobs. The four RNs had a reprieve when management announced it would not seek to change their hours of work or relocate them. The NSWNA filed unfair dismissal claims for the remaining 13 AINs who stood firm and refused to accept the hours cut or relocation. In his judgement, Deputy President Harrison concluded that identifying staff as surplus under the framework

agreement was a strategy to apply pressure on staff and the Area Health Service. The framework agreement could not be used in this way, he said. ‘The strategic purpose was to bring the issue of additional funding from the Area Health Service to a head and to force staff to a choice between agreeing to change hours pursuant to the Award or lose their position (at Calvary),’ he said. ‘The notion that the full time positions are redundant in a new employment structure contemplating only part time positions is no more than a device of convenience in an attempt to create a legal fiction designed to avoid the rights held by the employees pursuant to their award to work a 19 day month. ‘The intention of (Calvary) to achieve a 20 day month without agreement of the employees concerned, whether they are employed pursuant to the Public Hospital Nurses (State) Interim Award or the Nursing Homes, &c, Nurses’ (State) Award, is an attempt to subvert operation of the industrial instruments and remove entitlements of employees by duress.’ n THE LAMP DECEMBER 2006 – JANUARY 2007 13

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

Nursing home retreats on hours cut g Union tackles management over OH&S

nursing home has been forced to backtrack on cuts to nurses’ hours after the NSWNA intervened on occupational health and safety grounds. Mudgee Nursing Home removed the equivalent of a full-time nurse from both the morning and afternoon shifts and refused to replace nurses who were off work due to illness. Management claimed the hours cuts were necessary because the home, then owned by the Moran group, was over budget.

NSWNA Assistant General Secretary Judith Kiejda said roster changes were announced with minimal consultation with staff, imposing a heavier workload on nurses and reducing the standard of care available to residents. Residents’ families contacted the Mudgee Guardian, saying nurses were being run off of their feet and stretched to provide a proper level of care. ‘Families complained of residents being queued up to be helped to the toilets in the daytime, some being left wet for periods of time, problems with food and with cleaning maintenance,’ the newspaper reported.

‘Roster changes were announced with minimal consultation with staff.’ NSWNA Assistant General Secretary Judith Kiejda

The home is one of 26 Moran facilities in NSW, six in WA, five in Victoria and two in Queensland that have since been sold to Principal Aged Care.

14 THE LAMP DECEMBER 2006 – JANUARY 2007

Nurses contacted the union, which informed management that a risk assessment of the roster changes was necessary.

Nurses tried to discuss the changes at the home’s OH&S committee but the committee was not functioning well. They then decided to ask Workcover to visit. A Workcover inspector attended a meeting of the OH&S committee, explained how the risk assessment procedure was supposed to work, and recommended that committee members receive training to help the committee function more effectively. All committee members have since attended OH&S committee training. The inspector also advised management to replace its complicated risk assessment form with a simpler document. Risk assessment forms are filled out by nurses and discussed by the OH&S committee, which then makes recommendations to management. Following the union’s intervention, management reinstated two four-hour positions on morning shift and agreed to replace sick nurses or modify duties if replacements were unavailable. n

Debbie framed and unfairly sacked g Unfairly dismissed nurse reinstated after NSWNA action

n aged care facility in Kempsey has been ordered by the Full Bench of the NSW Industrial Relations Commission to reinstate a nurse who had been unfairly sacked after months of victimisation and false accusations. Debbie Rudder returned to work as an AIN at the Booroongen Djugan Aboriginal Corporation in November, after the Industrial Relations Commission ruled that â&#x20AC;&#x2DC;substantial injustice had occurredâ&#x20AC;&#x2122; with her summary dismissal. Debbie also received compensation from the corporation for all income lost due to the sacking. Debbie was summarily dismissed by the Corporation in June 2005 after a documented series of allegations. The documentation later underpinned the NSWNA case that Debbie had been targeted and set up for dismissal by another employee of the Corporation. The problems started for Debbie when her aunt, Kerri Donnelly, was dismissed by the same company in February 2005. At the time of Kerriâ&#x20AC;&#x2122;s dismissal, another employee of Booroongen Djugan was reported as saying: â&#x20AC;&#x2DC;Now weâ&#x20AC;&#x2122;ve got rid of Kerri, weâ&#x20AC;&#x2122;ll get rid of Debbie.â&#x20AC;&#x2122; â&#x20AC;&#x2DC;The NSWNA achieved substantial compensation for Kerrie after arguing her dismissal was unfair and put the Corporation on notice that we knew

where the allegations and disciplinaries were heading for Debbie,â&#x20AC;&#x2122; said NSWNA Assistant General Secretary Judith Kiejda. Debbie said it was obvious what they were doing. â&#x20AC;&#x2DC;I was being set up for dismissal, so it was not a surprise when it happened.

stolen computer equipment on the CEO,â&#x20AC;&#x2122; said Debbie. â&#x20AC;&#x2DC;I walked away stunned. Then it hit me: have I been sacked? I went back and asked them and they said I had to leave the facility right away.â&#x20AC;&#x2122;

â&#x20AC;&#x2DC;They accused me of threatening to poison the DoNâ&#x20AC;&#x2122;s dog, of planning to plant heroin on another employee and stolen computer equipment on the CEO.â&#x20AC;&#x2122; Debbie Rudder

â&#x20AC;&#x2DC;It was a very stressful time and I was pregnant, which they knew when they dismissed me. It was awful. You never knew what they were going to come up with next. â&#x20AC;&#x2DC;After my Aunty was dismissed they were constantly accusing me of things. In two months I got five yellow letters [disciplinaries]. Before that I had worked there for four and half years and there was not one complaint against me.â&#x20AC;&#x2122; The complaints mounted until the most outrageous accusation led to Debbieâ&#x20AC;&#x2122;s summary dismissal in June 2005. â&#x20AC;&#x2DC;They accused me of threatening to poison the DoNâ&#x20AC;&#x2122;s dog, of planning to plant heroin on another employee and

The NSWNA case was initially dismissed but subsequently overturned on appeal. The Commission ordered that Debbie be reinstated to her position and awarded her compensation for loss of wages. She returned to work on 16 November. â&#x20AC;&#x2DC;I didnâ&#x20AC;&#x2122;t expect backpay. It wasnâ&#x20AC;&#x2122;t about the money. I just wanted my job back because I have a mortgage to pay and children to support. â&#x20AC;&#x2DC;I also wanted my name cleared. I live in a small community where I know everyone. The whole thing was very humiliating and embarrassing for my whole family. â&#x20AC;&#x2DC;I would never have been able to get another job if they got away with this,â&#x20AC;&#x2122; she said. n

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THE LAMP DECEMBER 2006 â&#x20AC;&#x201C; JANUARY 2007 15

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

Louise $27/wk better off g Aged care nurses benefit from unions’ minimum wage win

ost AiNs working in aged care will pocket a $27.36 a week pay increase and ENs and RNs an extra $22.04 from the latest minimum wage rise, won as a result of union advocacy and campaign pressure on the Howard government over its new industrial relations laws. Overall, more than a million Australian workers will get the increase, effective from 1 December 2006. The ACTU argued that an increase of at least $30 was needed to maintain the real wage levels of more than 1.5 million award wage workers. Pay for low-paid workers had effectively been frozen for 18 months by the federal government after it took away the responsibility for setting the minimum wage from the Australian Industrial Relations Commission and gave it to its new Fair Pay Commission. The decision is consistent with the union argument that there is little or no relationship between a rise in minimum wages and unemployment, an argument 16 THE LAMP DECEMBER 2006 – JANUARY 2007

that had previously been accepted by the Australian Industrial Relations Commission when it had responsibility for setting the minimum wage. ACTU Secretary Greg Combet said the announcement by the Fair Pay Commission was a setback for the Howard government and the business

community who had severely criticised the ACTU for its stance. ‘This decision is a slap in the face for the Howard government and business groups like the ACCI who have tried to argue for lower pay rises for award wage workers.’ ‘This decision vindicates every submission put by the ACTU to national

‘The government and the business community suggested that an increase in the order of $30 a week, as the ACTU had claimed, would put upward pressure on interest rates and inflation and again we’ve won that argument hands down.’ ACTU Secretary Greg Combet.

WHO GETS THE INCREASE? You will get the increase if:

‘It’s about time low-paid workers are recognised as being low paid. I’m grateful for any amount of money that increases our wages but the Howard government’s IR laws means nurses working in aged care might lose penalty rates and shift loadings – these are the things that help us pay our mortgage.The increase doesn’t do anything to address the lack of job security that Howard has introduced into our society.’ Louise Milina, AIN, Bayview Garden Nursing Home

wage cases over the past decade. In 10 years of minimum wage cases, the Liberal Party and the Howard government has never, ever supported the union movement’s claim for pay rises for the low-paid.’ Combet had strong words for Workplace Relations Minister Kevin Andrews, who welcomed the decision. ‘The Fair Pay Commission has lived up to its name,’ Andrews said. Combet called him a hypocrite.

You are covered by the federal IR system and not the state system;

You are still working under a preserved state award such as the Nursing Home Nurses’ Award, not under a workplace agreement;

Your current rate of pay is below the new legal minimum.

NURSING HOMES AWARD CLASSIFICATION

$ PER WEEK – FULL TIME

AiN Year 1

up $27.36

AiN Thereafter

up $27.36

EN Year 1

up $27.36

EN Thereafter

up $22.04

RN Year 1

up $22.04

RN Year 8

up $22.04

To find out if you get this increase, check the NSWNA website at www.nswnurses.asn.au and click on ‘members only’.

‘He has criticised every pay claim we have made,’ he said. ‘Last year we asked for $26 and now he welcomes $27.’ While pleased with the outcome, Combet says union criticisms of the new system that determines minimum wages still hold water. ‘The problem with the system the Government has put in place is that it is secretive, unaccountable and too susceptible to political pressure. That is why the ACTU continues to believe that minimum wages in Australia should be set by the independent Industrial Relations Commission,’ he said. NSWNA General Secretary Brett Holmes also welcomed the increase, for aged care nurses in particular. ‘Nurses in aged care deserve this rise. We see it as another step in making aged care an attractive sector for nurses to work in,’ he said. ‘However, we can’t become complacent. This pay rise wasn’t given to us, it came through union pressure and organisation which we need to maintain if we are to retain the conditions we have and improve them.’ n

UNION CLAIMS VINDICATED The Australian Fair Pay Commission found in support of almost every proposition the ACTU has put in national wage cases over the past decade: c Minimum wages form part of the safety net and help to sustain the living standards of the low paid; c Vulnerable groups are over-represented among the low paid – including women in private sector employment – 31% rely on award minimum rates; c Contrary to government claims, most low-paid workers keep most of the increase awarded and do not have it sucked away in withdrawal of government benefits and allowances; c Solid wages growth over recent years has not been identified by the Reserve Bank as contributing to recent higher inflation; c Regular moderate increases in minimum wages do not cost jobs. The AFPC found that ‘increasing the minimum wage usually has a very small impact on average wages, and therefore, total employment’. THE LAMP DECEMBER 2006 – JANUARY 2007 17

N E YWE SA RI NI NB RR IEEVF I E W A

2006

A year of good wins David Ireland, CNS and NSWNA Branch President at St Vincent’s Hospital

PROTECTION FOR AFFILIATED HEALTH ORGANISATION NURSES

Members of the NSWNA John Hunter Hospital branch

PUTTING THE HEAT ON JOHN HUNTER The year started with nurses at John Hunter Hospital in Newcastle showing how innovative action can bring results. They handed out over 1,000 ice blocks to the local community and melted the health bureaucracy’s 15-year resolve to deny air conditioning to the hospital.

In November, nearly 1,000 NSWNA members working at publicly-funded but privately-owned facilities known as Affiliated Health Organisations saw their working conditions and rights protected for at least the next year when employers agreed to a referral agreement with the union.

BETTER PAY AND CONDITIONS FOR ALL SECTORS b From strength to strength in aged care Aged care nurses received their second 6% pay increase from 30 March 2006 from the arbitrated case in the NSW Industrial Relations Commission held during 2004, bringing the total pay increase to 25% for aged care nurses since 2003.

c Pay parity for private hospitals In March, as black clouds gathered on the IR horizon, 95% of private hospital nurses won some excellent pay increases – 14.75% at Ramsay, Healthscope and many others – and protected their conditions for now from any roll back under the federal government’s new laws. The increases bring private hospital nurses to the same pay levels as their public hospital colleagues over the period to mid 2008. Tina Health, RN at the RSL Veteran’s Retirement Village 18 THE LAMP DECEMBER 2006 – JANUARY 2007

Emma Fisher, RN and NSWNA Branch Secretary at Kareena Private Hospital

g The playing field has been strongly tilted in favour of employers with the new federal IR laws but the NSWNA has achieved some big wins for nurses in 2006.

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

IEMMA MOVES TO PROTECT PUBLIC HOSPITAL NURSES April saw the NSW Labor government take decisive action to protect public hospital nurses from the Howard government’s new IR changes, passing laws that are protecting their award conditions from attack.

... and strong campaigns Anne Woodward, NUM, Kapooka Health Centre

SACKED FOR DOING HER DUTY In June the federal IR laws were barely in place when the first prominent nurse casualty occured. Anne Woodward, a nurse unit manager at the Kapooka Health Centre near Wagga Wagga, was sacked for voicing her concerns with her defence force supervisor about the delay of an ambulance called in to attend a suspected cardiac arrest. Nurses from Wagga Base hospital and local private hospital and aged care nurses rallied in support of Anne outside Kapooka.

e Pay rise for public hospital nurses Public hospital nurses received a 4% pay rise from July 1 2006 arising from the Public Health – There’s No Fix Without Nurses campaign last year. n

From left: Julia Martin, RN at St Vincent’s Hospital; Robyn Jillings, EN at St Vincent’s Hospital; Olive MacKenzie, EN at RPA Hospital; Sharon Boys, CNS at at St Vincent’s Hospital; and Helen Saitannis, RN at St Georges Hospital THE LAMP DECEMBER 2006 – JANUARY 2007 19

I N D U S T R I A L

I S S U E S

Defending nurse manager roles g Progress in Area restructuring talks

he NSWNA is making progress in negotiations to protect the positions and roles of nurse managers under threat from a restructuring of area health services. Management structures are being reorganised to achieve savings following the amalgamation of 16 area health services into eight larger areas. The union is negotiating with each health service, because management structures are being decided at a local level, not centrally through NSW Health. Negotiations have resulted in agreement in some areas such as Hunter New England and South Eastern Sydney and Illawarra. In Hunter New England, the former community health services in Hunter Health and New England Area Health are being merged into the Hunter New England Health Primary and Community Networks. The union resisted a proposal to grade nurse managers at smaller primary/community facilities at the level

of NM2, successfully arguing for them to be graded at level NM3 (essentially a DON position). The agreement also provides for gradings to be reviewed six months after appointment, with a view to elevating nurse managers to NM4. This grading recognises that nurse managers at smaller sites manage all activity at the site, not just the nursing services. NSWNA Assistant General Secretary, Judith Kiejda, said nurse managers would compile duty lists to show they are functioning at the higher grade. The grading of these positions will then be discussed at the Area Grading Committee. ‘If we believe a nurse manager at a specific site is not properly graded we will take their case up at a grading committee,’ Judith said. ‘In Hunter New England we have also obtained agreement that nurse managers at primary and community operations are 100% management roles. ‘We have also got deputy DON hours reinstated at many sites where these positions had been deleted without the union’s involvement.’ The South Eastern Sydney and Illawarra Area network management structure has also been finalised after several months of negotiations, with the NSWNA succeeding in maintaining nursing line management. Judith said the Association had

groups in each network compared to the original management proposal,’ she said. ‘For example, management wanted two clinical groups in the network covering Prince of Wales and Sydney hospitals, but we were able to increase that to three groups. And we were able to negotiate for four groups in each of the other two networks.’ Other positive results achieved in the negotiations with South Eastern Sydney and Illawarra Area include: c Several new nurse manager positions created in area clinical streams c New deputy director nursing positions in hospitals where they previously didn’t exist or were not identified as such – and a commitment from the area to maintain these positions c Nurses applying for positions in the Clinical Performance Improvement Unit will be able to maintain their wages and conditions as per the Public Health System Nurses’ and Midwives’ (State) Award c A new nurse manager position for patient flow in each network c Nurses categorised as affected are given first option to apply for newly created positions. Coral Levett, president of the NSWNA branch at St George Hospital took part in negotiations with Area management.

‘If there is any increase in workload directly associated with the loss of those positions we will use the reasonable workloads clause of the Award to raise the issue at the Reasonable Workload Committee.’ Coral Levett, president of the NSWNA branch at St George Hospital

managed to retain a strong nurse manager structure including codirectorships with medical staff, plus operational responsibilities. ‘The union successfully argued for a greater number of clinical 20 THE LAMP DECEMBER 2006 – JANUARY 2007

Coral said she was not convinced that the Statewide restructure was in the best interest of patient care or the nursing profession, but the union went into negotiations determined to get the best outcome possible.

‘The union successfully argued for a greater number of clinical groups in each network compared to the original management proposal.’ NSWNA Assistant General Secretary, Judith Kiejda

‘Management in this Area took on board many of our suggestions and we certainly achieved a much better position than the original proposal, which would have had a serious impact on nursing services and nursing integrity within the Area,’ she said. ‘We were able to maintain Directors of Nursing in all facilities and nursing operational responsibility and budget control. ‘We have nursing co-directors managing the clinical groups, meaning there is equal nursing and nonnursing management at the top of the clinical areas.’ On the downside, Coral said St George Hospital had lost four or five senior nursing positions, though this

was fewer than management originally wanted to eliminate. ‘We should acknowledge that other parts of the Area benefited from the restructure by gaining some nursing positions that they desperately needed.’ She said no decision had been made about who at St George would bear the extra workload associated with the lost positions. ‘We have put management on notice that we will be seriously monitoring the workloads of the remaining nurse managers, including the NUMs. ‘If there is any increase in workload directly associated with the loss of those positions we will use the reasonable workloads clause of the Award to raise the issue at the Reasonable Workload Committee.’ n

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WORKLOADS

Nurses demand clerical support g Data system imposes greater workload

new patient data system introduced without adequate clerical support has left nurses at some public hospitals struggling to cope with a heavier workload. Many complaints have come from the Greater Western region, where nurses at Bathurst, Orange and Parkes have taken the issue to their Reasonable Workloads Committees. The Patient Administration System (PAS) is a Statewide system of recording and tracking patient data. It replaces numerous separate systems, many of which were unable to communicate with each other, and is supposed to allow staff to quickly identify patients and promptly retrieve their medical information anywhere in the State. PAS requires an increased data entry workload but it seems NSW Health bureaucrats failed to consider the impact on nurses who don’t have clerical support. ‘Nurses are already over-extended looking after patients and shouldn’t be burdened with even more clerical work,’ said Cheryl O’Brien, NSWNA branch secretary at Bathurst Base Hospital. ‘Bathurst is a 161-bed hospital yet we have no clerical support from 10pm to 8am – not even in Accident and Emergency,’ said Cheryl, a RN at the intensive care unit. NSWNA organisers report the situation is worse at smaller hospitals where nurses have even less clerical support. At Parkes, for example, nurses have to do the additional clerical work while also answering phones, looking after a mortuary and washing the theatre. At Lake Cargelligo the only two night nurses must do increased clerical work while running the ED. The NSWNA branch at Bathurst has called on management to provide 24/7 clerical support and taken the issue to the Reasonable Workloads Committee. ‘Our medical records people put in a total of four submissions for overnight 22 THE LAMP DECEMBER 2006 – JANUARY 2007

Shirley Roberts, RN, and Lyn Clancy, EN, from the paediatric unit under strain from the new data system

‘Nurses are already over-extended looking after patients and shouldn’t be burdened with even more clerical work.’ Cheryl O’Brien

clerical support to manage the new system, but their requests were refused,’ Cheryl said. ‘Management promised the new system would not have any greater impact on us overnight, but they were wrong and the situation hasn’t improved with time. The additional workload is an unreasonable workload.’ She said the new system requires night nurses to maintain handwritten records. ‘When a patient is admitted to a ward a nurse has to write the patient’s ID number, name, date of birth, and ward number, on each page of between 14-20 pages of records. ‘It takes about 45 minutes to complete admission paperwork including the nursing care assessment when admitting a patient. ‘If you are on a busy ward with half a dozen admissions at night, a nurse will be writing all the time. ‘All admissions, discharges, transfers and relocations within the wards at night must be written down on paper by the Acting DON. After-hours nurses must now telephone the A&E clerk or, if no clerk is available the ADON, and advise of all relocations and discharges.

‘Yet management claims we are not performing clerical duties because we don’t do data entry!’ Data is not entered into the system until the following morning and therefore is not available to staff at night. Nurses also cannot obtain patient labels once the clerical worker finishes their shift. ‘We believe it is an unsafe practice not to have labels for patients,’ Cheryl pointed out. She said there is no clerical support for the intensive care/coronary care unit and the paediatric unit. The union has taken the ICCU request for clerical support to the reasonable workloads committee. The issue of inadequate clerical support arose at Bathurst even before the new data system was introduced. After the NSWNA branch pressed for greater clerical support to the maternity ward, management agreed to provide 20 hours support per week – but then tried to change the job description of the clerical worker to also work as a cleaner. The dual-job proposal was eventually abandoned after opposition from the Health Services Union, but the dispute delayed clerical support for maternity by a further seven months. n

Nurses act against overcrowding

James Fletcher nurses take a stand against overcrowding: (from left) Carol Doyle, Martin Drinkwater, Greg Ribbons, Fiona Bridgeman and Steven Logan

g Psychiatric patients sleep on floors

ith acute psychiatric patients sleeping on fold-out chairs, emergency trolleys and mattresses on the floor, stressedout nurses at James Fletcher Hospital have taken a strong stand against overcrowding. They voted to ban patient admissions when the Newcastle psychiatric hospital’s acute wards were full. The hospital is gazetted for 64 beds but is usually 10-14 above that number, nurses say. Twenty-bed wards have accommodated 24 patients overnight, with another 15 patients out on leave. ‘We have been asking management to do something about serious overcrowding for over eight years – it’s become a nightmare,’ said Greg Ribbons, secretary of the Nurses’ Association branch covering James Fletcher Hospital and the psychiatric in-patient unit at Maitland Hospital. Mental health nurses at Maitland voted to apply the same ban. No patients have yet been refused admission because the dispute went to the State Industrial Relations Commission in October, with members voting to lift the bans while talks continue. The NSWNA wants to conduct an occupational health and safety risk assessment at James Fletcher, and wants the Commission to order management to provide a safe workplace. ‘The gradual erosion of patient care from the highest standards to almost

Third World bandaid psychiatric care adds to the disappointment and stress felt by staff,’ Greg said. ‘It also decreases patient safety which ironically is why most patients need to come into hospital.’ He said management has given the Commission a written undertaking to work towards not admitting patients “over census” and introduced a range of measures, but overcrowding continues.

we try to fill shifts because people have not been able to come to work.’ The union branch had raised the issue of overcrowding with management many times over the years and applied pressure including bans on duties such as clerical work. ‘We have a good mix of both senior and less experienced staff who by hard work have kept the hospital functioning with minimal serious incidents. As a

‘It is clearly unsafe for acute mentally ill patients to bed down on the floor or in patient lounge rooms.’ Management also agreed to request additional supported accommodation services for transitional beds, but these are not yet available due either to lack of funding or available housing. ‘It is clearly unsafe for acute mentally ill patients to bed down on the floor or in patient lounge rooms,’ Greg said. ‘At lunch we have up to 27 patients crammed into a dining room designed for 20 places. ‘In these conditions there is increased potential for problems to escalate and for patients to become aggressive. ‘Where does a patient go if they want peace and quiet or to sit by themselves?’ Greg said the accumulated stress had a ‘crippling’ effect on nurses’ health and morale and placed heavy strain on all the multi-disciplinary team. ‘There has been overtime galore as

result management felt they didn’t need to be proactive in solving the problem,’ Greg said. He said recent management changes have meant nurses are finally receiving some support on the overcrowding issue, including at meetings of the Reasonable Workloads Committee. However lack of funding meant there were still no practical measures to ease overcrowding. Greg said the State government had announced more funding for mental health services but that would take time to flow through. ‘Services are being relocated to the Mater Hospital with the provision of more beds, but this is some two to three years away with no guarantee it will be adequate. ‘We are not prepared to put up with serious overcrowding any longer.’ n THE LAMP DECEMBER 2006 – JANUARY 2007 23

NURSES GETTING ACTIVE

Vision to reinstate workers’ rights g Unions and Labor came together at the recent ACTU Congress to outline alternatives to the Howard government’s IR laws. Stronger workplace rights enshrined in law and a decent safety net of conditions underpin both policies.

MORE THAN WORKERS’ RIGHTS, WE’RE FIGHTING FOR OUR FUTURE

Greg Combet

There is a clear choice on many policy fronts between the federal government and the Labor movement, ACTU Secretary Greg Combet told ACTU Congress. And unions are playing an important part in defining this choice.

reg Combet said the latest attack on workers’ rights represented by the government’s new IR laws is undoubtedly one of the most vicious in our history. ‘That is why the decision we unanimously took two years ago to stand up and fight for rights at work was so historically important,’ he said. ‘It is not just a fight to restore the balance in the industrial relations system. We are fighting for the future of our democracy, we are fighting for the future of our kids.’ Combet said the union movement had much to be proud of in defending workplace rights and conditions. ‘We have successfully stood up with people in the workplace and defeated numerous attacks on workers’ rights. Our campaign alone has forced employers to be cautious in applying their new powers under the laws. Thousands of people, against all the odds and in the face of crippling potential fines, have taken action to support colleagues who have been victimised.’ But he warned there was plenty of work left to do in the lead up to the next 24 THE LAMP DECEMBER 2006 – JANUARY 2007

election. ‘It’s so important we see this through,’ he said. Combet was scathing of the Howard government’s justification for its IR laws and its economic record. ‘John Howard would have you believe that IR is the central economic policy issue. It is not. There are far more pressing economic issues. In fact, when it comes to the long-term economic challenges, the government has been lazy and irresponsible. ‘Productivity in the Australian economy has collapsed – it is less than half what it was five or six years ago. Capacity constraints on the economy are restricting economic growth. ‘Constraints like the skills crisis, the failure to provide leadership on infrastructure investment, the failure to provide for improved retirement savings to meet the needs of an aging population, the failure to deal with climate change, the acceptance of defeat in saving manufacturing jobs. ‘None of these problems will be fixed by labour cost cutting under the industrial relations laws.’ n Greg Combet’s full congress speech can be read online at http://www.actu.asn.au/work_rights/ news/files/Congress2006speech-GC2.doc

STRONGER RIGHTS AT WORK AND A DECENT SAFETY NET SAYS ACTU POLICY Unions have responded to the Howard government’s ideological obsession with destroying workers’ rights with a policy direction that aims to strengthen workers’ democratic rights. The principles underpinning the ACTU policy are: c A decent safety net for workers, comprising some legislated minimum standards and the award system; and c Collective bargaining over and above the safety net, and the abolition of individual contracts; c An independent tribunal to guarantee fairness, maintain the safety net, and oversee bargaining; c The right for workers to join a union and to be represented by a union. The ACTU policy is online at: http://www.actu.asn.au/downloads/ files/policy.pdf

LABOR WILL FORCE EMPLOYERS TO BARGAIN COLLECTIVELY In his speech to Congress, Labor leader Kim Beazley promised to introduce a new IR system that would force employers to bargain collectively if a majority of workers called for it.

Opposition leader Kim Beazley embraces Karen Palmer, who was fired from her job of 14 years at Greer Industries after returning from sick leave.

NEW COMMITMENTS FROM LABOR ON IR Kim Beazley made some important announcements at ACTU Congress about Labor’s IR policy. Under Labor’s policy: c If a majority of employees want a collective agreement, they will get one; c Employees and employers will be required to bargain in good faith; and c There will be no employer greenfields agreements. This builds on previous announcements made by Beazley earlier this year to: c Abolish Australian Workplace Agreements; c Deliver decent laws that protect against unfair dismissal; c Recognise a role for unions in the education of workers – especially in occupational health and safety training; c Protect penalty rates for working public holidays.

ronically, Beazley said he would use the same corporations powers John Howard used to override the state systems to establish a new and fairer system but this time by cooperating with the states. ‘I know I can only build a truly national system if I work with the States – with options like uniform Commonwealth/State legislation or harmonisation. Under no circumstances will I ride roughshod over the States, like John Howard. This is the only sensible way forward,’ he said. Beazley says he will put the right to collectively bargain at the heart of Labor’s new workplace policy.

‘Collective bargaining works. It gives employers and employees the right incentives – to work together to find ways to lift productivity and share the gains in profits and pay. ‘If the majority of workers want a collective agreement, they’ll get one. I do not believe in one-sided rules that let employers unilaterally refuse to engage in collective bargaining when a majority of employees want it. But that’s exactly what John Howard’s IR laws allow. That’s how they’re designed.’ Beazley also confirmed his commitment to abolish individual agreements. n Kim Beazley’s ACTU Congress speech can be read online at http://www.alp.org. au/media/1006/speloo240.php

A say from our nurse delegates ‘Labor’s policy has merit’ ‘I came home from the Congress on a buzz. I thought Beazley was genuine. What he was offering on industrial relations suggested that Labor had taken on board what we are after. I believe what he is offering us has merit and is worth considering.’ Ann Conning, RN, Gosford Hospital

‘It was emotional and inspiring seeing people stand up for their rights’

‘I’m proud of what we’ve been doing – and it’s having an impact’

‘It was my first time at Congress and I was very impressed by the workers who had been affected by the federal IR laws who got up and spoke. I was impressed by their dedication to the fight against the laws and inspired by how they stuck up for their rights. It was very emotional.’

‘It was good to see how much work the ACTU had done on its new IR policy to counteract the federal government’s laws. It was my second Congress and I realised how involved the NSWNA had been in fighting these laws along with the other unions. I’m proud of that.’

Peg Hibbert, CNS, Hornsby Hospital

Gary Clark, Nurse Manager, St George Private Hospital

THE LAMP DECEMBER 2006 – JANUARY 2007 25

Next year there are two elections that will have a huge impact on the lives of working people – yet many NSWNA members may not be able to vote because they are not correctly enrolled. Now is the time to fix that by checking you are on the electoral roll at your correct address. You should check your enrolment if: •

You are turning 18 and have never voted before;

•

You have moved house in the past two years;

•

You are not sure whether you are enrolled.

THE NSW election is on 24 March 2007. The federal election will take place later in 2007. Both elections will be decided by small numbers of voters in a few key seats. That’s why your vote can make a difference. So make sure you are correctly enrolled to vote. It’s important to enrol as soon as possible because John Howard has changed the laws to make it harder to enrol. Once the Prime Minister calls the federal election, it will be too late to get on the electoral roll.

Have your say in 2007 elections ENROL TO VOTE NOW

Jo Sudol, TEN, enrols to vote

26 THE LAMP DECEMBER 2006 – JANUARY 2007

For more information on how to vote or to download an enrolment application form, visit the Australian Electoral Commission website at www.aec.gov.au or call (02) 6271 4411 or 13 23 26. You can also pick up an enrolment application form at your local post office.

NURSES GETTING ACTIVE

Election result lies in local hands g Nepean hospital sets the pace in marginal seat campaign

urses and other health workers at Nepean Hospital are at the forefront of a concerted campaign to make the federal IR laws a central issue at the next federal election in Lindsay, a marginal NSW electorate. Kerry Rodgers, a NUM at Nepean Hospital, said the campaign aims to raise the awareness of Nepean Hospital employees about the federal government’s IR legislation and provide an avenue to get involved and do something about them. ‘Nepean Hospital is the biggest worksite in the Lindsay electorate and we want to spread the word through the wider community,’ she said. John Robertson, Secretary of Unions NSW, officially launched the Nepean Hospital Your Rights at Work campaign on 1 November.

‘I am privileged to launch the first campaign of this type in Australia where an entire workplace has come together to express their views to politicians,’ he said. Nepean staff are signing a petition to the Premier, Morris Iemma, asking him to guarantee that if elected he will protect penalty rates for weekend and shift work, protect Award conditions and the right for staff to bargain collectively through the unions. There is also a plan to raise money to sponsor a billboard in the electorate protesting against the laws. Denise Johnston, EN, admits she and many other employees involved have never been motivated to participate in a campaign before but recognised they could not ‘sit back and see what happens’. ‘We’ll only get one chance to fix this because the Liberal government will only

Kerry Rodgers from the Nepean Your Rights at Work group signs up nurse Dianne Willcox as a workplace contact.

go further with these laws if they get back into government,’ she said. John Robertson reminded staff at the campaign launch that although the Liberal government has spent over $50 million of taxpayers’ money on advertising to convince the public that this legislation is okay, ‘they cannot buy the one-on-one conversations that you are having with your colleagues, friends and family about the devastating impact that these laws will have on the hospital community.’ n To get involved in your local Your Rights At Work campaign, contact Rita Martin at the NSWNA (rmartin@nswnurses.asn.au)

The Nepean Hospital Your Rights at Work committee with John Robertson, Unions NSW Secretary (back row, third from left), who launched their campaign THE LAMP DECEMBER 2006 – JANUARY 2007 27

NURSES GETTING ACTIVE

NSWNA discusses IR in the wards

Mark Hope joins the union

Nurses Robbie Lea, Pene Ingle and Anna Williams enjoying pizza courtesy of the Association 28 THE LAMP DECEMBER 2006 – JANUARY 2007

SWNA officers have the resources we need to operate been visiting the wards effectively as a union,’ he said. of metropolitan public The road show has been a chance for and private hospitals and hundreds of nurses, such as Mark Hope to aged care facilities to join the association. raise awareness about the ‘I’ve been meaning to join for federal government’s IR laws. sometime. When the Association staff The nine-week metro road show will have visited the Prince of Wales, Westmead, Nepean and St Vincent’s campuses as well as the North Shore, Illawarra, South Western and Newcastle areas by the end of December. NSWNA General Secretary Brett Holmes said that with the High Court decision over the federal government’s IR laws legitimising Canberra’s grab for power over the workplace, the state election in March will now be a pivotal moment, especially for public hospital nurses. Helen Singleton with NSWNA ‘We believe public General Secretary Brett Holmes hospital nurses need to be aware of the impact the came to visit it was great to have a facefederal IR laws will have on their pay to-face discussion about why I should and conditions if they are to make an join the union,’ he said. informed decision at the state election. Mark said he appreciated the Just because the Iemma government workplace visit because it was ‘a more has made them into crown employees personal service’. doesn’t mean there is any room for Brett Holmes said the roadshow was complacency,’ he said. also a great way for members to outline Brett said the Association was also their local issues to the Association. using the road show as an opportunity ‘It has been important to listen to to encourage members to switch to the views of nurses on the current issues direct debit payment of their union fees. facing the profession. These include the ‘This is an important measure nurse shortages, workloads, pay and to protect the union. It removes any conditions and funding.’n possibility that employers could impede

IR SHORTS

GOVERNMENT HIDES AN INCONVENIENT TRUTH

IR LAWS A VOTE TURNER

he Howard government has been accused of a cover up after the Office of the Employment Advocate admitted it no longer analysed how many award conditions were being left out of AWAs. This decision follows revelations in May that in a sample of AWAs at least one award condition had been lost from all of the AWAs: 64% removed leave loadings, 63% abolished penalty rates and 52% eliminated shift work loadings. Stephen Smith, Labor’s IR spokesman, accused the government of orchestrating the move to prevent further embarrassment over its IR laws.

AWAs TARGET KIDS

fficial government figures show that thousands of young Australians are now signing individual contracts that are no longer subject to a ‘no disadvantage test’. 598 AWA individual contracts were signed by children under the age of 15 from July last year until May 2006, including many under the new IR laws. Another 7,779 individual contracts were signed by children aged between 15 and 18 years old and a further 13,269 individual contracts were signed by young workers aged 18 to 21 over the same period.

union members’ survey conducted in August and September by the ACTU has found that around two thirds (66%) of workers who supported the Coalition at the last federal election are now considering voting against the Liberal and National Parties as a result of the federal government’s IR laws. The ACTU argues the next election is winnable for Labor, which has promised to scrap the federal government’s IR laws, because each federal seat has an average of 12,000 union members and many of them voted Coalition at the last election. ‘In 16 seats, less than a few thousand votes changing hands will change the election. Our members have the power to decide the next election,’ ACTU Assistant Secretary Chris Walton told the ACTU Congress. ACTU President Sharan Burrow said recent ABS data shows average earnings for full-time workers dropped in real terms by 1% in the last

year and official government figures show more than one in five new individual contracts (22%) contain no pay increases over the life of the agreement. ‘Things are going to get much worse for working people as the full effects of the new IR laws take hold,’ she said.

Sharan Burrow

ALLOWANCES SLASHED IN NEW ENTERPRISE AGREEMENTS

survey by the University of Sydney’s Workplace Centre has found that employers have slashed the number of allowances paid to workers in enterprise agreements since the federal

government’s IR laws were introduced. The survey found that for ‘many of these agreements the primary focus is on reducing the number of allowances that workers receive.’ The survey also found that other award provisions such as rest breaks, bonus payments, overtime and annual leave loading had also been excluded. n

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P R O F I L E

Chief Nurse backs a strong role for nurses and midwives g The Lamp talks with Professor Debra Thoms, NSW Chief Nursing Officer, about her plans for the role and vision for the nursing profession.

he new Chief Nursing Officer, Professor Debra Thoms, is keen to ensure that nurses and midwives have a strong nursing voice and role in the NSW health system. In a role that provides linkages between the NSW Health Minister, NSW Health and the nursing profession, Debra will be promoting the importance of nursing roles at senior levels in the AHS and the need for good leadership and management by nurses and midwives – ‘for the profession and for high quality care’. Debra was appointed to the position of Chief Nursing Officer in NSW in May 30 THE LAMP DECEMBER 2006 – JANUARY 2007

2006. She was previously Chief Nursing Officer in South Australia. Her role serves as the professional link between the NSW Minister for Health, the Director-General of NSW Health and the public, private and education sectors of the nursing and midwifery professions in NSW. As Chief Nursing Officer, she provides advice to the Health Minister on professional nursing and midwifery issues and on policy issues, monitors policy implementation, allocates relevant funding and manages nursing and midwifery initiatives in NSW and represents the health department on various committees.

Six months into the job, Debra said she is enjoying the role. ‘While the profession is facing significant challenges such as a nursing and midwifery shortage and the increasingly complex care needs of an ageing population, it’s an interesting time for nursing and midwifery,’ she said. ‘I am looking forward to working with the nursing and midwifery profession to ensure we continue to make valuable contributions to the health system. It’s important we work to articulate how we make our contributions to healthcare and demonstrate how nurses and midwives are valuable to the system.’

Varied background provides a broad picture of health Debra comes to the position of Chief Nursing Officer with a varied nursing background. Her experience has been in cardiothoracic, remote area nursing, midwifery, and nursing education. By her own admission, the direction of Debra’s career has been unplanned. ‘After finishing school I didn’t know what I wanted to do. Prince of Wales and Prince Henry Hospital, with the University of NSW, was running a combined nursing degree. It sounded interesting and I was able to combine a Bachelor of Arts –majoring in psychology and economics – and a nursing degree.’ On completing her degree, Debra worked at Prince Henry Hospital in the cardiothoracic unit, then went to the Northern Territory where she worked in remote area nursing and in education and management roles. ‘I achieved midwifery qualifications while I was working in the Northern Territory – the varied experiences made it an interesting place to do midwifery,’ she said. Debra’s career then steered to nursing management when she moved on to a position as Assistant DoN at Royal Darwin Hospital. Back in NSW, Debra undertook a Masters in Nursing Administration. ‘From there my career moved in an upwards direction in nursing management.’

‘I believe I have an understanding of and empathy with the different situations in which people find themselves delivering healthcare. ‘With a good basic grounding in nursing, those principles can be applied across a range of settings. For example, when I was working in remote areas, I drew on my basic training even though I was inexperienced at nursing in this setting,’ she said.

Mindful that her role does not get directly involved in industrial relations issues, the Chief Nursing Officer is cautious on the subject of the AHS restructure but supports the need for senior nurse managers in the new structures. ‘Nurses and midwives have an important role to play in health services.

‘Nurses have an important role to play in health services.Their role is 24/7, they understand the needs of patients and clinical matters. Nurses are well placed to provide a valuable contribution to management.’ Since her early days in nursing, Debra has been a member of the ANF and NSW Nurses’ Association.

Role and training of ENs Debra welcomes the national review of EN education and the move to a national standard for EN education being undertaken by the Community Health Industry Skills Council. ‘The entry qualification for ENs currently differs between the States and Territories. Once signed off, there will be national standards in place. The changes in the Health Training package will

‘There is also good evidence that the recruitment and retention of nurses and midwives is improved by good leadership and management.’ There was a stint as Deputy DoN at Manning Base Hospital in Taree, before Debra moved to the Royal Hospital for Women – first as DoN, then Executive Director of the hospital. ‘I was then appointed CEO of Macquarie AHS – as it then was.’ In 2004, Debra moved to South Australia to take up the position of Chief Nursing Officer in South Australia, leading to her current appointment as Chief Nursing Officer in NSW. ‘My varied background has given me a broad-based picture of health,’ she said.

Maintaining a strong nursing voice in AHS restructure

provide ENs with greater opportunity to study in specialised areas,’ she said. ‘The role of ENs has shifted significantly in past 10 years. Their theoretical knowledge has expanded and their clinical practice has changed along with the theoretical changes. ‘The expansion of the EN role parallels developments in the RN workforce. ENs are now educated and it’s a role that has a broader scope of practice. ‘We need to consider how to best utilise their enhanced skills and capabilities.’

Their role is 24/7, they understand the needs of patients and clinical matters. Nurses and midwives are well placed to provide a valuable contribution to management in general,’ said Debra. ‘Good leadership and management by nurses and midwives is important for the nursing and midwifery profession and patient care.’

Valuable role of nurse practitioners The Nursing and Midwifery Office within NSW Health aims to increase the number of nurse practitioners, according to Debra. The Office is working to identify situations where nurse practitioners can play a role and is working with nurse and midwife practitioners in developing their guidelines. It also has a role providing advice on legislative changes that may be required to facilitate the role. ‘Nurse and midwife practitioners are meeting a real need in the health system – such as the needs of patients requiring chronic and complex care – and ensure patients receive continuity of care,’ she said. ‘It’s an important role for the nursing and midwifery profession. The role of nurse/midwife practitioners provides another clinical career path and enables senior nurses and midwives to maintain their clinical focus. ‘It is a mark of recognition of the capacity of experienced nurses and midwives,’ she said. n THE LAMP DECEMBER 2006 – JANUARY 2007 31

X M A S G I V E A W A Y S

Merry Christmas from the g With some big wins after a tough year fighting to improve the working lives of nurses, the NSWNA invites members to be part of our celebrations. We have prizes and special offers worth more than $2,500 to give away

UNWIND WITH A GOOD BOOK We have 6 of the following books to give away

Scandal in Spring by Lisa Kleypas After spending three London seasons searching for a husband, Daisy Bowman’s father has told her that she must find a husband. And if Daisy can’t snare an appropriate suitor, she must marry the man he has chosen – the ruthless and aloof Matthew Swift.

SHOAL BAY RESORT & SPA – AUSTRALIA’S HIDDEN GEM

hoal Bay Resort & Spa lies on the white sands of Shoal Bay, by the entrance to Port Stephens. The 4½ star resort is just 2½ hours drive north of Sydney. Facilities at Shoal Bay Resort & Spa include 200 luxurious self-contained apartments, 4 restaurants, 3 bars, pampering and total relaxation at the Aqua Spa, Kids Club on weekends and daily during NSW school holiday periods. For more information go to www.shoalbayresort.com We are giving away a luxury 3-night stay for 2 in a Resort Poolside Studio, with a buffet breakfast in the Promenade Dining Room each morning and 2 Spa facials.

Special offer for NSWNA members The NSWNA is offering members and their families a mid-week getaway special of $72* per person per night twin/double share in a studio apartment. Offer valid to 30 April 2007, Sun-Thurs nights only. Excludes peak periods. Subject to availability. For reservations, call Shoal Bay Resort & Spa on 1800 181 810 or email reservations@shoalbayresort.com and quote ‘NSWNA’. 32 THE LAMP DECEMBER 2006 – JANUARY 2007

To Distraction by Stephanie Laurens The Bastion Club reigns supreme in this latest instalment. Also in the series: A Lady Chosen, A Gentleman’s Honour, A Lady of His Own and A Fine Passion – a slew of rakes you’ll want to take home.

Blondes have More Felons by Alesia Holliday December Vaughn’s life was a lot less stressful before she opened her own practice. She’s supporting her best friend, who is being threatened by senior citizens, shot at, taking on a huge corporation and she’s been branded a drug dealer.

Dance of the Gods by Nora Roberts Shapeshifter Larkin and modernday warrior Blair prepare for the final battle against an evil vampire determined to rule the earth. You need look no further for your dose of romance, murder and mayhem! Order online at www.rendezvousbooks.com or www.crimeink.com and receive next business day delivery. Call or email for a free catalogue.

NSWNA WIN TICKETS TO THE SYDNEY FESTIVAL 2007 Telophaza Capitol Theatre, January 6–10 The 2007 Festival bursts into life with Telophaza, a dazzling large-scale work for 40 dancers by the renowned Batsheva Dance Company.

Lost and Found Orchestra Concert Hall, Sydney Opera House, January 15–21 Fasten your seatbelt for the festival event of the year. From cacophony to symphony – this is a celebration of found sound. The creators of Stomp present their brand-new production, Lost and Found Orchestra, featuring 50 musicians including the complete Stomp cast and very special guests, in a unique evening of irresistible orchestral manoeuvres. Lost and Found is the 2007 Sydney Festival’s loudest, brashest and most exhilarating offering.

The Adventures of Snugglepot & Cuddlepie and Little Ragged Blossom Theatre Royal, January 9–31 Roll on up for a big-hearted new musical about that unmistakable, loveable pair of nuts, Snugglepot and Cuddlepie. A sprawling visual feast with a cast of Company B’s finest and a flock of kids will recreate May Gibbs’ iconic world in all its squawking, brawny splendour. There’s something for nuts of all ages in this uniquely Australian story of accidentally growing up and stumbling across wisdom. Recommended for children 6+.

RINGSIDE SEATS TO THE WORLD’S BEST TENNIS

he Medibank International 2007 hits Sydney from 7-13 January at the Sydney Olympic Park Tennis Centre. See the world’s leading tennis stars do battle live, including four-time champion Lleyton Hewitt, world number two Rafael Nadal, Australian Open finalist Marcos Baghdatis and defending champion and world number four James Blake. Win one of five double passes to Centre Court at the Medibank International on Sunday, 7 January 2007.

Special offer for NSWNA members Enjoy a deluxe experience at the ‘Medibank International Cocktail Party’ on Wednesday, 10 January 2007 at 5.30pm for $70 per person. Benefits include access to Corporate Bar, two-hour food and beverage service comprising canapés and premium beer, wine and soft drinks, and reserved Centre Court seating for the night session. Strictly limited availability, book now through Ticketek 132 849, and use special keyword ‘cocktail’ to access this special offer. n

The NSWNA has a double pass to give away to Telophaza and Lost and Found and a family ticket (x4) to Sugglepot & Cuddlepie. To win, include the name of the event on your entry.

HOW TO ENTER For your chance to win any of these prizes, write your name, address and membership number – along with the

prize your would like to win – on the back of an envelope and send it to: NSWNA Christmas Giveaway, PO Box 40, Camperdown 1450

You need to send a separate envelope for each prize you want to win. Competition closes 18 December 2006. Available to NSWNA members only. Winners will be notified by mail. THE LAMP DECEMBER 2006 – JANUARY 2007 33

A G E N D A

Alternative health solutions by New Matilda g Fundamental reform needed to restore an equitable and efficient health system

nline magazine and ‘think tank’ New Matilda has released a health policy that presents some ‘alternative’ solutions to those offered by Australia’s mainstream political parties. This feisty new voice in the health policy debate calls for an end to short-term patch ups of our health system, in favour of fundamental reform of Australia’s health policies to ‘restore universalism, and to achieve improvements in both equity and efficiency’ of our health systems. A Health Policy for Australia claims ‘the short-termism of successive governments has given Australia a set of health policies which are increasingly complex, inequitable, inefficient and incoherent’. Rather than the ‘patch ups’ that have characterised health policy for many years, the policy paper recommends a fundamental re-design of the Australian health system – one where universalism should be restored and embedded. It sees the private sector maintaining a strong role in the provision of services, but warns of problems when private financial agencies – health insurance funds – become involved in the funding of health care. ‘Government support of health insurance funds is clearly damaging our health system,’ it said. The policy recommends the move to a single, universal health insurer but does not propose that we have a free system. Payments should be according to means, it said. 34 THE LAMP DECEMBER 2006 – JANUARY 2007

It also recommends a major reorientation of health services in Australia through the staged development of multidisciplinary community health centres, enabling delivery of a more integrated range of services. While retaining Commonwealth responsibility for funding and standard setting, health programs need to be delivered through joint Commonwealth/state administrations in

Chairman of the Australian Healthcare Reform Alliance and Emeritus Professor of Medicine at the University of NSW; and Ian McAuley, lecturer in Public Sector Finance at the University of Canberra. When released it was lambasted in Parliament on 13 October 2006 by Commonwealth Health Minister Tony Abbott for criticising his support of private health insurance – one of the signature policies of the Howard government.

Rather than the ‘patch ups’ that have characterised health policy for many years, the policy paper recommends a fundamental re-design of the Australian health system – one where universalism should be restored and embedded. order to move away from the ‘wretched jurisdictional dysfunction between state and federal programs’. ‘A health policy for Australia’ was developed with input by health professionals and service users, with discussion papers contributed by health professionals and academics in public policy and health including John Menadue, who was Chair of the NSW Health Council in 2000; John Dwyer, founding

New Matilda is an independent publisher of a weekly online magazine that provides commentary on current issues and news. Its policy thinktank Reclaiming our Common Wealth was launched in June 2006 to inject an independent voice in policy debates. A Health Policy for Australia is the first in a series of major policy papers to be published. n You can access a full transcript of A Health Policy for Australia at www.newmatilda.com

NEW MATILDA SPECIAL OFFER The New Matilda health policy portal publishes opinion, analysis and ideas from health policy experts and topic specialists. For a limited time, New Matilda is offering readers of The Lamp a discount subscription of just $55 a year (usually $88). Go to www.newmatilda.com/institutional/

default.asp and enter the access code ‘Lamp6’. (code is ‘case-sensitive’). New Matilda will then invoice you for $55. Offer available until 14 December 2006. For further information or any queries you may have, please contact New Matilda at (02) 9211 1635 or email enquiries@newmatilda.com

OCCUPATIONAL HEALTH AND SAFETY

Problems ahead for footsore nurses g Don’t ignore sore feet, experts warn

ustralia’s nursing workforce may face an ‘epidemic’ of foot problems as it ages, a podiatric researcher has warned. Queensland University of Technology lecturer Lloyd Reed says foot problems are widespread among nurses and are likely to worsen as the nursing workforce ages and spends more time on its feet. ‘The average age of nurses in Australia is 43 years and we know that as they age, they are more vulnerable to foot problems,’ he said. Age, combined with longer working hours could create an increasingly painful mix for nurses, he said. Mr Reed conducted a study among nurses at a major Brisbane hospital earlier this year.

He said preliminary findings showed that: c 17% of nurses had foot problems severe enough to prevent them from performing normal activities including working c Foot problems were the third most common workplace musculoskeletal complaint among nurses after back and neck problems.

‘The danger is that nurses just put up with the pain and say it’s part of the job.’ Mr Reed said overseas research showed workers who spend more than 30% of their working day on their feet were at increased risk of significant foot and lower limb discomfort.

‘The danger is that nurses just put up with the pain and say it’s part of the job. That’s when problems develop.’ The Australasian Podiatry Council lists stress fracture, sprains, corns, calluses, in-grown toenails, chilblains and tinea as some of the problems that can occur in the workplace or be aggravated at work. Council president Matthew Slattery urged nurses who spend long hours on their feet to monitor their feet and lower limbs and to seek help from a podiatrist if pain persists. ‘Podiatrists are experts at evaluating general foot health and are able to identify and treat problems,’ Mr Slattery said. ‘They are also able to make recommendations that could improve workplace foot health and avoid crippling injuries on the job.’ Solutions include properly fitted shoes, anti-fatigue matting and orthoses or shoe inserts designed to support, align or improve the function of the foot. n

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http://www.newengland.tafensw.edu.au THE LAMP DECEMBER 2006 – JANUARY 2007 35

NOTICE

2007 NSWNA Election of Branch Delegates and Alternate Delegates

ursuant to the Industrial Relations Act, 1996, Robert Leslie Whyburn will be the Returning Officer for the election of branch delegates and alternate delegates to the Annual Conference and the Committee of Delegates of the NSW Nurses’ Association.

NOMINATIONS Nominations in writing are requested on and from 1 January, 2007 for the following positions: Branch delegates and alternate delegates to the Annual Conference and the Committee of Delegates. Each branch shall be entitled to elect such delegates according to the number of financial members in that branch as at 31 December, 2006, as follows: (information as to the number of financial members in each branch is available from each branch secretary, or the NSW Nurses’ Association, (telephone 1300 367 962) c 50 financial members or less – 1 delegate c 51-130 (inclusive) financial members – 2 delegates c 131-300 (inclusive) financial members – 3 delegates c 301-500 (inclusive) financial members – 4 delegates c 501-750 (inclusive) financial members – 5 delegates c 751-1,000 (inclusive) financial members – 6 delegates c 1,001-1,250 (inclusive) financial members – 7 delegates c 1,251-1,500 (inclusive) financial members – 8 delegates c 1,501 financial members or more – 9 delegates Each branch shall be entitled to elect alternate delegates equal to the delegate

entitlement of that branch, provided that a branch shall be entitled to elect at least two alternate delegates. Note: A person may nominate for one position only. Candidates for election to the position of branch delegate or alternate delegate are required to be financial members of the Association at the date of opening of nominations i.e. 1 January 2007. A person is not eligible to nominate for, be elected to, or hold any office in the Association, Committee of Delegates or branch thereof if (i) such person holds any office in any other registered trade union of a like or kindred nature or having objects similar to the objects of the NSW Nurses’ Association other than the Australian Nursing Federation, (ii) such person has been, within the period of 2 years immediately preceding the date of nomination or election, dismissed from any office or position in accordance with rule 14 of the Association’s Rules. Pro forma nomination forms may be obtained from the returning officer, Robert Leslie Whyburn, c/- NSW Nurses’ Association, 43 Australia Street, Camperdown or from NSW Nurses’ Association (telephone 1300 367 962) or from the Association’s member only section of the website.

CLOSE OF NOMINATIONS Nominations must be received by the returning officer, Robert Leslie Whyburn, not later than noon on Wednesday 21 February, 2007. They may be hand delivered to Returning Officer, Robert Leslie Whyburn, c/- NSW Nurses’ Association, 43 Australia Street, Camperdown; posted to P.O. Box 239, Camperdown, 1450 or faxed

to (02) 9550 4943. Nominations received after the time and date specified will not be accepted. Nominations cannot be lodged with the NSW Nurses’ Association. Any defect in a nomination must be rectified by the candidate prior to the close of nominations. A candidate may only withdraw his/her nomination in writing so as to be received by the returning officer prior to the close of nominations. Should more than the required number of nominations be received a draw will be conducted to determine the order of candidates’ names on the ballot paper at 43 Australia Street, Camperdown at 2.00pm, Monday 26 February 2007. Candidates or their representatives are invited to witness the draw.

VOTING If the election is contested, a postal ballot will be conducted to close at 10.00am, Thursday 22 March 2007. All members of the relevant branch of the New South Wales Nurses’ Association financial as at noon, Wednesday 21 February 2007 and entitled to vote will be sent a ballot paper on Monday 5 March 2007. The method of voting to be observed for this election will be first past the post. Any candidate in a contested election may nominate another person to act as their scrutineer at the counting of the ballot. Candidates should ring the Association to ascertain the date and time of counting. Members should ensure that the Association is aware of their current residential address as voting material will be posted to each member’s residential address. Any enquiries concerning this election should be in writing or by fax and be addressed to R L Whyburn. Robert Leslie Whyburn, Returning Officer for the 2007 NSWNA Election

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Q & A

ASK

JUDITH Debited hours deducted from termination pay As a registered nurse working in a private hospital I have the opportunity to bank my hours. I have recently decided to leave my current job but on investigation I have been informed that I am in debit with my hours. If I am unable to make up the hours before I leave, is my employer able to take that out of my termination pay?

The answer to your question can be found in Clause 6 (viii) Banking of Hours in the Private Hospital Industry Nurses’ (State) Award. This clause states that ‘On termination of employment the employer must pay the employee for all hours in credit and may deduct from termination pay the value of any hours in debit’.

Adequate notice for cancelled shift I am employed to work 24 hours per week in a public hospital. Recently, when the roster was displayed, there were extra shifts available and I was asked by the NUM to work an extra shift, but three days before the shift I was notified that I was no longer required to work the shift. Can this occur and should I be paid for the shift?

As a permanent part time employee, if you have been rostered to work an extra shift it can be cancelled with ample notice. But if it has been cancelled with less than 24 hours’ notice then you are entitled to be paid four hours at ordinary rates ie. at your base rate of pay. This is accordance with the Public Health System Nurses’ & Midwives’ (State) Award, Clause 29, Part 1-Permanent Part-Time Employees, sub-clause (xii).

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

How many ADOs? Could you advise me as to how many ADOs I am entitled to in a year. My understanding was that my entitlement was 13, one for each four week cycle. However, my NUM informed me that we only receive 12. Can you tell me who is correct?

Your NUM is correct as you are entitled to 12 ADOs each year. This is implemented by way of granting an ADO each 28-day roster cycle, excluding the first four weeks of annual leave which you are entitled to each year. The above information is set out in Department of Health circular 95/17 Annual Leave and ADOs.

Additional annual leave for Sundays and public holidays Can you explain how extra annual leave for Sundays and public holidays is calculated? I do not believe that I have been credited correctly.

In addition to the normal annual leave you are entitled to, you are also entitled to additional leave if you work your ordinary hours on Sundays and/or public holidays whether you are full-time or permanent part-time. The leave is calculated as follows: c 4 to 10 Sundays and/or public holidays: 1 day additional annual leave; c 11to 17 Sundays and/or public holidays: 2 days additional annual leave; c 18 to 24 Sundays and/or public holidays: 3 days additional annual leave; c 25 to 31Sundays and/or public holidays: 4 days additional annual leave; c 32 or more: 5 days additional annual leave.

You are able to elect to either accrue this as additional paid leave days or to be paid in lieu of taking the extra leave. If you choose the latter and you are entitled to five days additional annual leave, for example, you will effectively receive 53 weeks’ pay for 52 weeks’ work. You must advise your employer in writing at the commencement of each year of service and your decision is not reversible during that employment year. The extra leave will be either paid to you, if you have made that election, or credited to you at the end of that employment year. This leave is additional to leave that may be accrued if you are a permanent employee who can and has elected to accrue additional annual leave for public holidays worked rather than be paid the extra 150% loading for the public holidays worked.

Vaccinations to protect employees My employer has insisted that I take part in the vaccination program run by the hospital. I object to having the vaccinations but have been told I cannot refuse, and also that I have to pay for the privilege. Is this correct?

Your employer has an obligation to protect their employees under the Occupational Health & Safety (OH&S) Act 2000 (NSW) and to provide a safe and healthy work environment. As employees who work in a hospital or other health facility would be at greater risk of acquiring an infection, they are obliged to offer vaccination and screening. The provisions for this are covered by Department of Health Circular 2003/91 ‘Occupational Screening and Vaccination against Infectious Disease’.n

THE LAMP DECEMBER 2006 – JANUARY 2007 37

B E N E F I T S T O

M E M B E R S

Save with Union Shopper g Renovating their house, Brett Holmes and Wendy Smith enjoyed cost savings and peace of mind thanks to Union Shopper

SWNA General Secretary, Brett Holmes, and his wife Wendy Smith, Nurse Educator at Liverpool Hospital, suffered a stressful three months doing some renovations on their house. When it came time to purchase some major appliances they put Union Shopper to the test.

38 THE LAMP DECEMBER 2006 – JANUARY 2007

‘Renovating can be stressful and using Union Shopper alleviated some of that stress,’ said Wendy. ‘We spent just one day looking around for what we wanted and then rang Union Shopper. They got back to us in 24 hours and we negotiated delivery times to coincide with the renovations and when we needed each item – the discounted prices also included delivery!’

Brett and Wendy saved a total of $941 on items including a fridge, dishwasher, stove top, oven and an air conditioner to get them through the summer heat. Brett recommends that Association members take advantage of this service as it is one of the benefits of NSWNA membership, ‘Union Shopper is a great service that will save you money and time.’ n

$650 savings leads to sewing machine upgrade

icia Thomas, RN at Bathurst Base Hospital, picked up a Union Shopper pamphlet at a branch meeting and decided to call the service when she was looking around for a new sewing machine. ‘I knew exactly what I wanted but had looked at prices and decided on the middle of the range machine because in the shops it was a couple of hundred dollars cheaper than the top of the range model. Using Union Shopper, it turned out that I was going to save a whopping $651 so I could afford the superior model.’ Licia said the savings and service provided by Union Shopper were

‘fabulous’. The price included delivery and the machine had all the required guarantees that she would have received if she purchased the item at a store. ‘I found the service excellent, and I mean excellent. They rang me back within 24 hours and it was delivered to my door in just a few days. Now, whenever I want to purchase something I ring Union Shopper first to check with them. I’ve recommended the service to everyone.’ n

Use Union Shopper to purchase Christmas presents, organise a family getaway or to buy an air conditioner to get you through a long, hot summer. It’s simple: c c

Research the make and model of what you want to buy; Call Union Shopper on 1300 638 117, quote your NSWNA membership number and tell them the product you’re interested in;

Union Shopper is a 100% union-owned organisation working exclusively for unions. It uses the combined bargaining power of unions to offer members discounts on a wide range of products and services, including:

c c c c c c c c

c c c

More information is available on the Union Shopper website at www.unionshop.org.au.

Union Shopper will get back to you with a price, usually within 24 hours.

Whitegoods and appliances; Travel and accommodation; Computer hardware and software;

Home entertainment; Cars and accessories; Cameras; Magazine subscriptions; Entertainment tickets; Garden products; Health and fitness; Insurance.

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L I F E S T Y L E

The best ever Christmas cake g Roz Norman, RN, spills the beans on her mother’s famous but closely-guarded secret recipe for the most scrumptious Christmas cake ever.

ere at the NSWNA we travelled far and wide and munched our way through some slabs of fruity fare in our search for the best Christmas cake in NSW. We knew our search was over when we tasted some sweet treats prepared by NSWNA councillor Roz Norman. Roz works as RN at Tamworth Base Hospital, where she is famous for her Christmas cake, made from a family recipe handed down by her mother. ‘Every year, mum used to make three or four cakes to give away to friends and one for the family to enjoy. I took on the job of baking the cakes when my mother passed away – until then, we left it up to her because she was so good at it.

‘Unlike me, Mum was a natural cook. She would put in a pinch of this and a handful of that and it would be perfect – I’m someone who has to follow a recipe.’ Roz’s big secret to a baking a good fruit cake is to soak the fruit overnight and ‘don’t hurry’. ‘Soaking the fruit for a long period of time helps it to absorb the brandy properly. The plump fruit makes the cake beautiful and moist,’ she said.

INGREDIENTS: c ½ lb or 227g butter c 1 tbs raspberry jam c 5 eggs c ½ lb or 227g brown sugar c 1 tbs golden syrup c 1 tsp glycerine c 10 ozs or 283g plain flour c ½ tsp salt c 1 tsp cinnamon c 1 tsp mixed spice c 4 tbs brandy or rum c ½ lb or 227g

each of sultanas, raisins and currants c 4 ozs or 113g each of mixed peel, cherries, almonds, chopped dates or figs.

METHOD: c c c c c c c c

c c c

Wash and dry fruits a few days before making. Mix sultanas, currants, raisins, peel, cherries, almonds and dates. Add brandy, cover and leave overnight. Cream butter and sugar. Add eggs and beat mixture. Stop mixture from curdling by adding a small amount of the flour. Add jam, glycerine and syrup. Mix. Add flour, spices and fruit. Mix well. Grease a cake tin and line with brown paper. Make sure the paper is approx. 5cms above the edge of the tin. Bake in a slow oven (150ºC or 300ºF) for 3½ hours. When cooked sprinkle with extra brandy and cover with baking paper and foil. Paper can be left around cake and the whole wrapped in foil and stored until required. n

THE ORIGIN OF THE CHRISTMAS CAKE hristmas cake as we know it comes from two customs that became one in Victorian England. Plum porridge was a dish used to line the stomach after a day of fasting on Christmas Eve. The original recipe, which was much like a soup, contained a mixture of finely chopped meats. Spices, dried fruit and honey were added to make it sweeter and gradually the meat was eliminated in favour

C 40 THE LAMP DECEMBER 2006 – JANUARY 2007

of the sweet stuff. It got so rich and dense that they would tie it in a cloth and boil it for hours – this turned it into Christmas pudding. Later, butter and eggs were added to hold it together better. Butter and oatmeal were replaced by wheat flour. Christmas pudding and fruitcake became a tradition and the only difference was the ingredients used. Another custom is to put a silver coin in the pudding, which is said to bring good luck to whoever finds it.

MORE EASY TIPS FROM ROZ’S KITCHE N… What to do with left-o ver Christmas cake Crumble cake into a bowl, moisten with rum (or brandy) until able to be formed into walnu t siz ed balls. Place on a cold tray and drizzle top wit h white chocolate. Decorate wit h small pieces of red & green cherries before the cho colate sets. Great wit h afterdinner drinks. Home-made Baileys 30 0mls cream, 1 tsp chocolate topping, ½ tsp cocon ut essence, 3 eggs, 250mls scotch whiskey. Blend all together & store in clean bottles in the ref rigerator. This must be used fai rly quickly (Roz assures us this usu ally isn’t a problem!).

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L I F E S T Y L E

Reviewer Di Mannion, RN, St George Hospital

Deck the Halls g Don’t mind some rehashing of old themes and gags, Deck the Halls offers a great cast and a sack full of laughs. This is the perfect film to get you into the Christmas Spirit, says Di Mannion.

ou might think this is just another Christmas movie – but wait, it has a great cast with Danny De Vito, Matthew Broderick, Kristin Davis and Kristin Chenoweth and laughs by the dozen. This is a family comedy about one-upmanship, jealousy, clashing neighbours, home decoration and the true spirit of the Christmas holidays. It’s

about two very different men genuinely trying to celebrate Christmas, each in his own special way. Matthew Broderick plays optometrist Steve Finch who has a very ordered life in Cloverdale, a nice little Massachusetts town. He is a well-respected citizen and has the honor of being the local ‘King of Christmas’. For years he has carried out a series of heartfelt but corny Christmas traditions which his family are barely able to tolerate such as the annual family Christmas card photo, the ritual Christmas tree harvesting and the neighbourhood caroling night. Suddenly, Steve’s well-organised life is turned upside down by the arrival of new neighbor Buddy Hall played by Danny DeVito. Buddy plans to start a new life in this quiet little town with his wife Tia (Kristen Chenoweth) and his two blond bombshell daughters, Ashley and Emily (Sabrina and Kelly Aldrich). Buddy’s aim for the Christmas season is to decorate his new house with enough lights so it will be visible from outer space. With each passing day come more lights, and more spectators which are driving mild-mannered Finch to distraction. It all becomes too much for him when Buddy decides to add a live manger complete with donkeys, cows, sheep and an imported camel. To add insult

GIVEAWAY The Lamp has 25 double passes to give away to see Deck the Halls, thanks to Twentieth Century Fox. To enter, email kristen@lodestar.com.au with your name, membership number, address and contact number. First entries win!

WANTED STAR REVIEWERS & TIPSTERS FOR OUR REVIEW PAGES

We're seeking members with a non-nursing skill or talent they'd like to share with other nurses. You could be a whiz in the kitchen. Or have some DIY plumbing and homehandy tips. Or a wild and wonderful interest or skill. Be it strange, extraordinary or useful, we'd love you to come on board as a NSWNA tipster. We are also seeking closet film buffs to share with other nurses their views on the movies they love and hate. It’s a chance to see previews of next month’s new releases. Please contact us with expressions of interest to be part of our tipster and movie review team. Be part of the action by calling Editorial Enquiries now on 02 8595 1219 or email lamp@nswnurses.asn.au to injury, Steve discovers that Buddy has been tapping in to his electricity supply to power the display. To complicate matters even further, the wives and children from each family have become good friends and don’t seem to understand the bitter rivalry between the two men. While the general theme is not very original – let’s face it, it’s hard to come up with a new slant on some very old traditions – writers Matt Corman and Chris Ord have done a fine job of displaying why the Christmas period is often called ‘the silly season’. The film underscores the idea that there is no right or wrong way to celebrate Christmas. It’s a movie that will remind audiences not to let the pursuit of good things blind us to right things. Along the way, there are lots of funny moments. It’s all been done before but the humour comes from old faithfuls and lots of old fashioned slap-stick humour. It’s very light entertainment but, after a hard day Christmas shopping, I recommend you pop into a lovely cool cinema, relax in a comfy seat and enjoy a few easy laughs and hopefully get yourself and the family into the Christmas spirit. n THE LAMP DECEMBER 2006 – JANUARY 2007 43

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THE LAMP DECEMBER 2006 – JANUARY 2007 For 44 more information go to www.msf.org.au

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O B I T U A R Y

‘Determined advocate for her patients’ MARGARET GIDDY 16 AUGUST 1938 – 29 JULY 2006

he many friends of Margaret Giddy will be saddened to hear of her recent death after an illness of six months’ duration. Margaret was Director of Nursing at Trundle District Hospital during the 1970s. She will be remembered as an excellent nurse and a determined advocate for her patients who never compromised the quality of care given. Margaret was never fearful of change. Indeed, when there were opportunities for action to improve health service procedures, within the hospital or community, she enthusiastically embraced them. Her extensive range of nursing qualifications and experience were often instrumental in saving lives in at least a dozen towns and cities from Darwin to Perth. To Trundle’s benefit, she came here from the position of Nurse Unit Manager of the children’s section of The Prince of Wales Hospital, Randwick.

Margaret came to Trundle in January 1971 with her eight-month-old son, Jonathon, for a home, security and the supportive community of a small country town. They both loved Trundle and Jonathon still thinks of this town as his real home – a tribute to the many people involved in his early life. Further opportunities presented themselves after Margaret left Trundle in 1978. She took up the position of Nurse Unit Manager of Bathurst’s district nursing services – introducing extensive staff development opportunities and flexible district nursing hours to more adequately meet the needs of those in need, for example, palliative care services. She revolutionised a vital service often neglected by hospital management, and provided a model for other District Nursing Services in the region. After Jonathon finished school in Bathurst, Margaret moved back to her home village, Bilambil, near Tweed Heads, built

a lovely home and settled in again to the demanding advocacy needed as Discharge Planner for Murwillumbah/Tweed Heads area hospitals. This was a typical role after her years of patient advocacy, and woe to those wanting a patient discharged to an unsupported environment! This time last year, Margaret was at Jonathon’s wedding to Dianna in the Lakes District in England. It was a beautiful wedding, in every way perfect. Margaret was so very happy to see her beloved son embraced within a warm extended family in the UK. As Jonathon so aptly put it, ‘after a lifetime of restless adventure, she is settled.’ Margaret passed away on Saturday, 29 July 2006 following a long illness and her funeral was held at Tweed Heads followed by interment in the Tweed Heads Cemetery.n By Robyn O’Bryan, Trundle District Hospital

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THE LAMP DECEMBER 2006 – JANUARY 2007 45

ADVERTORIAL

STATE SUPER SAS Trustee Corporation

SASS – Salary Sacrifice from 1 April 2007 From 1 April 2007, SASS members will be able to pay their compulsory personal SASS contributions as Salary Sacrifice contributions. However, before making this decision, we recommend that you seek professional financial advice. Provided your Employer agrees, from 1 April 2007, you will have more choice in how you make your compulsory personal superannuation contributions to SASS. ■ You can continue to pay all your compulsory personal contributions from after-tax salary; OR You can choose to pay your compulsory personal contributions: • entirely from your before-tax salary; or • from a combination of before-tax and after-tax salary. ■ Any additional Salary Sacrifice or undeducted contributions you make will continue to be paid into another superannuation scheme of your choice. SASS is still not able to accept these contributions. IT’S ONLY DECEMBER … WHY ARE YOU TELLING ME NOW? ■ By 31 December 2006, you must complete your Contribution Election Form and return it to Pillar. ■ In selecting the percentage of salary for your compulsory personal contributions, you might want to consider the implications of being able to make those contributions as Salary Sacrifice contributions after 1 April 2007. ■ You need to be aware that Salary Sacrifice contributions are treated as employer contributions and attract the 15% contributions tax on entry to the Fund. ■ This means that your contribution rate needs to be increased so that you make the same net contribution to SASS that you would have made through after-tax contributions. For example, if you elect to contribute at 6%, you would need to contribute 7.06% of salary, i.e. an additional 1.06% of salary on a before-tax basis. (Formula: Contribution Rate ÷ 0.85.) The grossing up of the contribution

rate is arranged with your Employer, as part of overall Salary Packaging arrangements. After-tax Salary Sacrifice OTHER MATTERS TO CONSIDER Do Salary Sacrifice contributions affect the salary used to calculate my benefits? No. Your superannuation benefits are calculated using your salary before any superannuation contributions (beforetax or after-tax) are deducted. Can I pay additional Salary Sacrifice contributions into SASS? No. SASS can only accept your compulsory SASS contributions. Do Salary Sacrifice contributions count for the Commonwealth Government Co-contribution? No. Only after-tax contributions qualify for the Commonwealth Government Co-contribution. APART FROM THE 15% CONTRIBUTIONS TAX, ARE THERE OTHER TAX IMPLICATIONS? Yes. The Australian Taxation Office requires any Salary Sacrifice arrangement with your Employer to be made in advance. i.e. it must be based on future salary. You also need to advise your Employer in advance so that appropriate deductions can be made from your salary. Salary Sacrifice contributions: • count towards your Reasonable Benefit Limit (2006 Commonwealth Budget proposals include abolishing the Reasonable Benefit Limits from 1 July 2007).

I’M INTERESTED IN SALARY SACRIFICE ... WHAT SHOULD I DO NOW? ■ Seek professional financial advice. ■ Complete your Contribution Election Form and return to Pillar by 31 December 2006. ■ Check whether your Employer will allow you to make Salary Sacrifice contributions and when you will have to advise changes to your Salary Packaging arrangements to include any Salary Sacrifice of your compulsory personal contributions. ■ Advise your Employer what portion (if any) of your SASS contributions you want to make under a Salary Sacrifice arrangement.

Like more information? FACT SHEETS

More information is contained in the SASS Salary Sacrifice Flyer. This was provided with your Annual Statement. A copy is also located on the State Super website. In early 2007, we will include a calculator on the State Super website to assist you.

• are subject to tax on benefit payment (2006 Commonwealth Budget announcements included a proposal to remove tax on benefit payments if taken after age 60). • are counted in full towards the employer contribution limit (2006 Commonwealth Budget proposals include removing the age based employer contribution limit. Discussions continue on how the notional employer contributions are to be calculated for SASS. Contributions above the limit will be taxed at the highest marginal tax rate instead of the concessional rate of 15%).

CUSTOMER SERVICE Customer Service is available to help you with general information and can be contacted on 1300 130 095 between 8.30am and 5.30pm Monday to Friday. SASS_SALSAC_LAMP_1106

www.statesuper.nsw.gov.au

46 THE LAMP DECEMBER 2006 – JANUARY 2007

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

R E T I R E M E N T

Greener pastures Ballina farewells Frances

olleagues and After PNG independence friends gathered in 1976, Frances and her to farewell Frances family returned to Australia. Eyre, who recently Frances worked in WA, NSW retired after 21 and Brisbane before finally years working as settling in Ballina. RN at Ballina District Hospital. Frances obtained her Frances commenced at degree in 1991 and saw many Ballina in 1985 as night sister changes in nursing, most in charge. Over the years she of them good, especially in worked as clinical educator cardiac and surgical techniques. for SCU, as well as relief Frances encouraged all Frances Eyre (centre front) with colleagues at Ballina District Hospital cardiac facilitator for cardiac people to fulfil their potential Frances trained at Launceston General rehabilitation and chronic heart and take every opportunity to Hospital in Tasmania and did her midwifery advance their careers. Her parting wishes failure program. Frances was also the workplace training at Queen Victoria Hospital. to her colleagues: she hopes everybody assessor and was involved in her local After marrying a fellow nurse, finds nursing as enriching, varied and as NSWNA branch as president and delegate. Frances moved to PNG where she worked rewarding as her career was. n Many staff attended the speechcraft courses as a nurse tutor in Port Moresby and that Frances organised while an active By Vicki O’Sullivan Madang, as well as having four daughters member of Toastmasters International. AIN, Ballina District Hospital long the way.

NSW Nursing and Midwifery Scholarship Fund

MENTAL HEALTH SCHOLARSHIPS NSW Health is offering mental health scholarships in 2007: • Mental Health Enrolled Nurse to Registered Nurse Scholarships (applications now closed) • Mental Health Postgraduate Scholarships; and • Mental Health Innovation Scholarships

MENTAL HEALTH POSTGRADUATE SCHOLARSHIPS

MENTAL HEALTH INNOVATION SCHOLARSHIPS

Available to registered nurses employed in the NSW public health system working or seeking employment in mental health and undertaking postgraduate study in 2007 in a mental health course accredited under the Higher Education Act (2001). Up to $5,000 available per applicant in 2007*. Applications open 1 December 2006 and close 28 February 2007 (for study in 2007).

Available for mental health speciﬁc projects that stimulate the development of ﬂexible, contemporary models of practice in the areas of rural, metropolitan, community, inpatient and forensic nursing. Five scholarships up to $10,000 each available*. Applications open 1st October 2006 and close 31 December 2006 (for projects that commence before 31 January 2007).

For further information and application forms visit the Nursing and Midwifery Ofﬁce website at www.health.nsw.gov.au/nursing/scholar.html or contact the Project Ofﬁcer Scholarships via email on nscholar@doh.health.nsw.gov.au *further criteria applies

THE LAMP DECEMBER 2006 – JANUARY 2007 47

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WHERE TO GET DECEMBER – JANUARY NEW RELEASES

L I F E S T Y L E

Book me The Longest Mile: A Nurse in the Vietnam War 1968-69 edited by Pam Barlow, Magnetic Island, QLD, RRP $29.95 : ISBN 0-646-45348-3 The Longest Mile offers a record of one year of the Vietnam War as perceived by Joan MacLeod, a Scottish nurse at the 1st Australian Field Hospital. Pam Barlow, who attended officer training with Joan and later served alongside her in Vietnam, has edited the letters sent to Joan’s mother and included reminiscences from a number of other people who knew her at that time to bring together stories of courage and resolve. It will provide an enlightening read for those interested in medical or military history, or for anyone who appreciates tenacity in the face of adversity. Editor’s note: All proceeds from the sale of this book will assist the Returned Services League (Townsville Sub-Branch) Welfare and Vietnam Veterans Association of Australia)

The Art and Science of Mental Health Nursing Edited by Ian Norman and Iain Ryrie, McGraw Hill Professional, RRP $75 : ISBN 0335212425 The Art and Science of Mental Health Nursing helps prepare qualified mental

N E W

R E F E R E N C E

health nurses and those in training with the information and grounding necessary to question practice, contribute to decision making in multi-disciplinary care teams, and draw upon research-based knowledge in the delivery of care and development of mental health services. It attempts to marry the two views of mental health nursing both as an ‘art’ concerned with nurses’ therapeutic relationships with patients, and as a ‘science’ concerned with evidencebased interventions.

Abnormal Laboratory Results (2nd edition) edited Geoffrey Kellerman, McGraw Hill Professional, RRP $44.95 : ISBN 0074-71586-0 Abnormal Laboratory Results is a comprehensive collection of common abnormal test results and examines the dilemmas of abnormal tests and outlines how to approach them. Each test is analysed and interpreted in a structured, logical way and assessed in terms of its abnormal and normal reference range. The results are then presented in a variety of clinical contexts so an accurate prognosis and recommendations on management can be made. This second edition is an excellent guide to understanding the increasingly complicated array of laboratory tests, is readily digestible yet sufficiently detailed to prove useful to medical students, hospital clinicians, and general practitioners.

B O O K S

A V A I L A B L E

Mosby’s Pediatric Drug Consult By Kelley Ward and Tracy M. Hagemann, Elsevier-Mosby, RRP $37.95 : ISBN 0-323-03174-9 Mosby’s Pediatric Drug Consult is a portable drug handbook that includes all essential data pediatric nurses need for administering the most commonly-used generic and trade name drugs. Extensive pediatric considerations are presented for each drug in a concise, practice-oriented framework. Quarterly online drug updates are available on a companion website: http://evolve.elsevier.com/productPages/s_730.html Reference items are not available for loan but may be viewed by visiting the NSWNA Library.

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

Nursing Today: Transitions and Trends (5th edition) by Joann Zerwekh and Jo Carol Claborn, Saunders Elsevier, RRP $64.90 : ISBN 1-4160-2313-5 This book includes pertinent topics for nursing students and nurses in practice in the 21st Century. Issues such as collaborative practice, conflict resolution, effective communication and managing change within the health care setting are clearly imperative skills that nurses must have. The authors stress the importance of selfcare and nurturing for nurses themselves as well as assertive communication and the need for strong interpersonal relationships.

A Palliative Ethic of Care: Clinical Wisdom at Life’s End by Joseph J. Fins, Jones & Bartlett Publishers, RRP $69 : ISBN 0-7637-3292-3 A Palliative Ethic of Care offers clinicians, medical students, patients, and family members a practical guide to the subject and employs the ground-breaking Goals of Care Assessment Tool (GCAT) as a framework of knowledge that links practical considerations about patient care with more theoretical concerns. Written by a world-renowned authority on medical ethics and endof life care, Dr Joseph J. Fins of New York-Presbyterian Hospital/Weill Cornell Medical Center, the book helps ease the transition from curative to palliative care, with practical advice on issues like formulating goals of care. n THE LAMP DECEMBER 2006 – JANUARY 2007 49

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50 THE LAMP DECEMBER 2006 – JANUARY 2007

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CRoSSWoRD This month’s crossword has a focus on diseases 1

6 7 8

19 20

21 22

s ACROSS

s DOWN

3. 6.

8. 9. 10. 11. 12. 14. 15. 16. 17. 18. 20. 21. 23. 24.

Shortened name for common gut complaint (6) Disease common to developing countries often transmitted in drinking water (7) Substance that can stimulate antibodies (7) Illness, sickness (7) Fever of unknown origin, abbrev (1.1.1) Fatty nerve covering (6) An acute, rare disease in children, ……. fever (7) Skin infection common to the feet (5) A drug to treat depression, a metallic element (7) Sexually transmitted infection, abbrev (1.1.1) Cystic fibrosis, abbrev (1.1) Where surgery occurs, abbrev (1.1) Connective tissue affected by gingivitis (7) A renal calculus, kidney ….. (5) Vein in the neck (7) Paroxysmal dyspnoea (6)

An acute virus that attacks the central nervous system and can cause paralysis (5) 2. Fruit that can help prevent scurvy (6) 3. Family doctor, abbrev (1.1.) 4. See 11 Down. 5. Acute illness causing joint pain found in Northern Australia (4,5,5) 6. Infection known as ‘pink eye’ (14) 7. Disease caused by failure of the adrenal glands (8) 11, 4 Down. Degenerative disease characterised by muscle weakness and wasting (8,9) 13. Cancerous growth (6) 19. Lively, alert (5) 20. Arthritis caused by excess uric acid in the blood (4) 22. Urinalysis, abbrev (1.1) Solution page 53 THE LAMP DECEMBER 2006 – JANUARY 2007 51

CAREGIVERS a change is as good as a rest

use your nursing background to work as a temporary live-in care giver Do you want to Work and Travel? Are you capable of providing housekeeping support, have some care-giving experience or have trained as a nurse and are you eligible to work in the UK? Then we can help you work and travel in the UK. Placements involve live-in care for older people in their own homes. Depending on experience the pay is between $1000 and $1200 a week. All placements are short-term and include free board and lodgings, making them a great way to augment your cash in between travel excursions. Visit our website for more information about this fantastic opportunity – not only the great pay and conditions but also the good time off, holiday pay, free training and professional friendly support. To be eligible to work for us in the UK you must have one of the following: • A valid British or European Union Passport • A Working Holiday Visa for commonwealth citizens aged 30 or under • An Ancestry Visa by virtue of having a UK grandparent Email us on: enquiries@oxfordaunts.co.uk or visit our website at: www.oxfordaunts.co.uk

OXFORD AUNTS CARE 3 Cornmarket Street Oxford OX1 3EX UK Phone: ++ 44 1865 791017 Fax: ++ 44 1865 242606

go fur ther

than you ever imagined www.nursing.usyd.edu.au

The Faculty of Nursing and Midwifery offers an amazing array of Graduate Certiﬁcate, Graduate Diploma and Master’s programs in Cancer Nursing, Clinical Education, Clinical Nursing, Emergency Nursing, Gerontic Nursing, Health Services Management, Intensive Care Nursing and Mental Health Nursing. The Faculty also offers a Master of Nursing Research and a Master of Midwifery Research. Honours programs are available for all Master’s degrees. A Graduate Diploma in Midwifery and a number of research degrees that prepare nurses for leadership in research, teaching and administration are also available.

MORE INFORMATION For entry requirements and more information visit our website at www.nursing.usyd.edu.au, phone +61 2 9351 0693 or email fon@nursing.usyd.edu.au

The University of Sydney GO FURTHER go beyond 52 THE LAMP DECEMBER 2006 – JANUARY 2007

DIARY DATES

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA ACAT Nurses Special Interest Group Date: 5 December, 1pm â&#x20AC;&#x201C; 3pm, Bankstown/Lidcome Hospital â&#x20AC;&#x201C; Level 4 Contact: Wendy Oliver (02) 9722 7300 Email: Wendy.Oliver@swsahs.nsw.gov.au Healthcare Redesign for the Ageing population Date: 26 February 2007, 8:30am- 5:30pm Venue: Crown Plaza â&#x20AC;&#x201C; Darling Harbour Cost: $2,699 for the conference and $520 per workshop. $500 discount for public hospitals. Contact: Sam Morrow (02) 9229 1067 Email: sam.morrow@iqpc.com.au Aboriginal and Torres Strait Islander Health â&#x20AC;&#x201C; â&#x20AC;&#x2DC;Moving forward together: delivering improved indigenous health outcomesâ&#x20AC;? Date: 28 February 2007 Venue: Carlton Crest Hotel â&#x20AC;&#x201C; Sydney Contact: Sam Morrow (02) 9229 1067 Email: sam.morrow@iqpc.com.au

Working Together â&#x20AC;&#x201C; Australian College of Emergency Nursing Conf. 2007 Date: 9 â&#x20AC;&#x201C;10 March 2007, Manly Pacific Hotel, 55 North Steyne Street, Manly Contact: Mathew Welfare â&#x20AC;&#x201C; Conference Convener, (02) 9629 8688 Email: acenl@iprimus.com.au

Reunions

Diary Dates

Royal Hospital For Women, Paddington â&#x20AC;&#x201C; Midwives Group 1993-94 Date: 8 December, 7pm Venue: Royal Hotel Paddington Contact: Linda Bates (nee Mahoney), (02) 6542 5355, slbinvest@optusnet.com.au

Australian Association of Stomal Therapy Nurses Inc â&#x20AC;&#x201C; 36th Annual Conference 2007 â&#x20AC;&#x153;Licensed to Skillâ&#x20AC;? Date: 14 March 2007, Novotel, Wollongong Cost: $495 for registration before 30 January 2007 or $550 after. Contact: Trish Morgan, (02) 9382 3869, patricia.morgan@sesiahs.health.nsw.gov.au

St George Hospital PTS â&#x20AC;&#x201C; 1967 Reunion Date: 20 January 2007, Cheryls Place 4 Walker Avenue, Gymea NSW Contact: Cheryl Fibbins, (02) 9526 5265

Diary Dates is a free service for members. Please send the diary dates details, in the same format used here â&#x20AC;&#x201C; 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.

Hollistic Nurses Summer Retreat Date: 31 March â&#x20AC;&#x201C; 3 April 2007, 3-day summer retreat to Snowy Mountains. Bus will leave Sydney early Friday. Venue: Silver Brumby Lodge Cost: $300 for HNA of NSW members. $360 for non-members Contact: David Terelinck 409 031 191 Email: dterelin@bigpond.net.au

INTERSTATE

Australian Nurses Cardiovascular Heartbeat 2007 Cardiovascular Conf. and Hypertension Association 4HE ,AMP !D ;#ONVERTED= PDF !11th National Conference Date: 3 March 2007 Date: 7 December, 8am â&#x20AC;&#x201C; 5pm Venue: Australian Technology Park Venue: Prince Alexandra Hospital Contact: Caroline Jones (02) 8850 6796 Contact: Helen Tully, (02) 9926 6009, Email: caroline@corpconf.com.au th 9 National Rural Health Conference htully@nsccahs.health.nsw.gov.au Date: 7 â&#x20AC;&#x201C; 10 March 2007 Venue: Albury Convention Centre Contact: Information Desk, (02) 9285 4660, Email: conference@ruralhealth.org.au

Australasia Urological Nurses Society â&#x20AC;&#x201C; Annual Conference Date: 18 February 2007, Adelaide Contact: Karina So (02) 9767 5000

Royal Alexandra Hospital for Children 30 year Reunion â&#x20AC;&#x201C; PTS 1977 10 Feb 07, Wi Marn Thai Rest, 12 noon Cost: $30 per person BYO Contact: Jo Lee (Rabbidge) (02) 9477 2914, bobancolh@yahoo.com.au RGH Concord â&#x20AC;&#x201C; PTS Group Feb 1982 Date: 10 February 2007, Concord Hospital Contact: Katrina Hobbelen, 0410 001 823 Email: katieann63@hotmail.com RPA Hospital Nurses Reunion â&#x20AC;&#x201C; PTS March 1972 Group Date: 9 March 2007, Rydges Hotel, Missenden Road, Camperdown, NSW Contact: Sally Boyle (02) 9624 3117 Email: ssboyle@northnet.com.au

Crossword solution

Send information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667, mail: PO Box 40 Camperdown NSW 1450 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event. Due to high demands on the page, some dates too close to publication or too far in the future may be cut. The dates that are to be printed are for three months in total. For example, in the March Lamp = March, April, May dates will be printed. Only Diary Dates with an advised date and contact person will be published. Diary Dates are also on the web â&#x20AC;&#x201C; www.nswnurses.asn.au Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above.

Send us your snaps If youâ&#x20AC;&#x2122;re having a reunion, send us some photos and any information from the night, and weâ&#x20AC;&#x2122;ll publish them.

THE LAMP DECEMBER 2006 â&#x20AC;&#x201C; JANUARY 2007 53

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Crediting Rate of HIP’s Growth Option (%) Growth* 20.0 Compound Annual Return for Growth Option − 9.8%pa

17.0 15.5

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• 3 year compound return 13.6% • 5 year compound return 6.2% • Return since inception 9.8%

-5.9 *Note that prior to 1997, the default Option (Growth) was called the Balanced Option.

For quality super contact HIP: 1300 654 099 or hipsuper.com.au Note: The returns quoted are net of fees. The information is of a general nature only and is not intended as investment advice. Past performance is no indication of future performance and if you are unsure what investment option best suits your own personal financial situation, objectives or needs, then you may need to seek advice from a qualified financial planner. AFSL 247063 RSE L0001533

6004TL THE LAMP DECEMBER 2006 – JANUARY 2007 55

Calling all Directors of Nursing & Nursing Executives

I NEED

YOU!

I am conducting a study to explore how Directors of Nursing and Nursing Executives have made a successful transition from the clinical world to an executive position. I am keen to identify the secrets of your success as an executive. Your participation is vital for the development of more effective strategies for preparing and supporting registered nurses who wish to embark on a managerial career in healthcare. If you are a Registered Nurse and a Director of Nursing or a Nursing Executive in a NSW healthcare facility I would love to hear from you. Please telephone or email me in the ﬁrst instance to hear more about this exciting study. PRINCIPAL INVESTIGATOR: Dr Penny Paliadelis, Lecturer, School of Health, University of New England, Armidale, NSW, 2351. Tel: (02) 6773 3653 • Fax: (02) 6773 3666 Email: ppaliade@une.edu.au You will then be provided with access to a web site that contains more detailed information about the study and an anonymous on-line questionnaire, which will take approximately 10-15 minutes of your time This project has been approved by the Human Research Ethics Committee of the University of New England (Approval No HE06/124) valid from 28 August 2006 to 28 August 2007.

Choose your own Adventure with Austra Health!

At Austra Health we take the time to get to know you, to make sure we find the job that’s right for you. But our service doesn’t stop there. Once we’ve found you a great position we’ll provide you with ongoing support so your adventure is smooth sailing.

Australia Whether it’s the bright lights or a remote nursing experience you are looking for, we can help. Casual, contract and permanent positions are available Australia wide. RN’s, Midwives and Nurse Managers experienced in all specialties are in demand. Benefits include: Free Flights and Accommodation * Great Rates of Pay Assistance with Registration and Visa’s

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To begin your adventure call Austra Health

+61 3 9864 6010 www.baysidegrp.com.au 56 THE LAMP DECEMBER 2006 – JANUARY 2007

e-mail: ahvic@austrahealthint.com

Ph 9749 7666

Best Economy Class 2006 Injured at work? Looking for a rehabilitation provider? Need a hearing test? Want more info about hazards at work? The Workers Health Centre can help you. We are the only non-proÀt health and safety service in NSW and we’ve been helping trade union members and industry for 30 years. Medical • Work related injuries and diseases • Workers compensation • Medical screenings Hearing Tests • Management and prevention • Diagnostic facility • Soundproof venue • On-site testing Rehabilitation • Support and advocacy • Workers compensation • Accredited WorkCover provider • Vocational assessments OH&S • Workplace safety audits • Hazardous substances assessments • Research • OH&S accredited training • Education and information. For free advice, access to our library and friendly service call (02) 9749-7666 or email admin@WorkersHealth.com.au www.workershealth.com.au • Level 2, 12 Railway St, Lidcombe NSW 2141

And five other good reasons to fly Economy with us.

*Features available on B747 & B777 ﬂights.

For more information call 132 627 or visit www.malaysiaairlines.com.au

THE LAMP DECEMBER 2006 – JANUARY 2007 57

think (discover) conquer

NEW JOB/NEW CAREER

a new pharmaceutical sales career • • • •

in 4 weeks

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TRAINING & PLACEMENT

FREE information evening Call Alison on 0419 416 444 or email apply@trainingspecialists.com.au

Case Co-ordinator/Injury Management

www.trainingspecialists.com.au •

The Training Institute Sales Training Specialists

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Intensive 4 week training course in the Workers compensation (financial) industry You train, we negotiate interviews & salary Initial salary range $40-65k depending on quals Growth industry. Career potential

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ARE YOU AN RN (DIV1), AN EN (DIV2), A MIDWIFE, OR A NURSE PRACTITIONER?

Five Day Rehabilitation Nursing Professional Development Program for RNs 2007 This highly interactive program, facilitated by recognised leaders in rehabilitation nursing is designed for registered nurses working in rehabilitation or interested in developing rehabilitation-focused practice. The program is based on the ARNA rehabilitation nursing competency standards.

YES? ....THEN YOU NEED

12/10/06 3:40:33 PM

A COPY OF THE :

NATIONAL COMPETENCY STANDARDS CODE OF PROFESSIONAL CONDUCT CODE OF ETHICS To download free copies of these and other ANMC publications, as well as keeping up to date on the work of ANMC visit our website:

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PROGRAM 1 8, 9, 21, 22 & 23 March 2007 PROGRAM 2 14,15, 27, 28 & 29 June 2007 PROGRAM 3 6, 7, 19, 20 & 21 September 2007 Venue: Royal Rehabilitation Centre Sydney Fee: $880.00 inc. GST per person for the five-day program Morning tea, Lunch and Afternoon tea provided. On-site accommodation available at an extra cost.

(02) 6257 7960

For further enquiries and application forms please contact: Anne Gildersleeve, Learning and Development Department Tel: 9808 9626, Email gildera@doh.health.nsw.gov.au

‘Facilitating a national approach to nursing and midwifery regulation’

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

58 THE LAMP DECEMBER 2006 – JANUARY 2007 ad for LAMP Nov 6 resized.indd 1

24/11/06 10:36:47 AM

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

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THE LAMP DECEMBER 2006 – JANUARY 2007 59

Low cost banking for members

We said goodbye to our old bank. They didn’t reply. As NSWNA members, we had heard about Members Equity Bank and knew it was a bank, but we didn’t realise it offered all the beneﬁts of the big banks, but with lower fees and better interest rates. Then we found out and moved everything across – home loan, credit card, savings account and a personal loan. We started saving straight away. Needless to say, we don’t miss our old bank!

www.membersequitybank.com.au

Call 1300 654 993 and switch to Members Equity Bank Applications are subject to credit approval. Fees and charges apply. Terms and conditions available on request. This is general information only and you should consider whether the product is appropriate for you. Members Equity Bank Pty Ltd ABN 56 070 887 679 AFS Licence: 229500. 47221 LIB_AD33/1106

60 THE LAMP DECEMBER 2006 – JANUARY 2007