The Lamp July 2007

lamp the

magazine of the NSW Nurses’ Association

volume 64 no.6 July 2007

WORKLOADS Print Post Approved: PP241437/00033

BREAKTHROUGH for RPA midwives

There’s a lifetime of difference between HESTA and some other super funds

Compare the Pair: ✓ Same age ✓ Same income ✓ Same super contributions ✓ Same investment returns Yet Jenny’s final super payout may be higher

$327,274*

$407,100*

Jane is with a Retail Master Trust

Why the difference?

Jenny is with HESTA, an Industry Fund.

A TOP RATED FUND

✓ We have low fees ✓ We don’t pay sales commissions ✓ We are run only to profit members *The amounts shown are not predictions or estimates of actual outcomes. The comparisons show projected outcomes based on certain assumptions, applying today’s HESTA fees and the average fees of 19 Retail Master Trusts as at 30 June 2006 (research and modelling by SuperRatings, based on an employer plan size of $150,000, commissioned by HESTA). Differences in fees may change in the future and this would alter the outcome.

Assumptions: This example is a comparison of two employees, one who keeps their super in HESTA’s Core Pool and one with their super in a typical Retail Master Trust, that assumes: same inflation (2.5%), same annual investment returns (7.225% after deduction of tax but before deduction of fees), same age of 35, same retirement age of 65, both continue working uninterrupted, same starting balance of $50,000, same starting salary of $50,000 (indexed at 3.5% p.a.) and that the only contributions are employer’s 9% superannuation guarantee (made quarterly in arrears). HESTA’s weekly administration fee is $1.25, the cost of Member Benefit Protection is 0.02% (based on 2005/6), and investment management fees of 0.53% (estimate for 2005/6). The average Retail Master Trust weekly administration fee is $1.10, ongoing administration fee is 0.65% - 1.19% p.a. (based on different member account balance) and investment management fee is 0.68%. Fees from members’ account subject to 15% tax allowance. Investment management performance fees are not included for the purposes of this comparison. Other fees, such as entry, exit and contribution fees, which may apply to Retail Master Trusts, have not been taken into account. Past performance is not necessarily indicative of future performance.

This information has been produced by H.E.S.T. Australia Limited ACN 006 818 695 AFSL No 235249 RSE No L0000109 and is about HESTA Super Fund Reg. No. R1004489 SPIN HST0100AU. Consider our Product Disclosure Statement when making a decision about HESTA – call 1800 813 327 or visit www.hesta.com.au for a copy.

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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 7/2+,/!$3

"2%!+4(2/5'(

Workloads breakthrough for RPA midwives 12

News in brief

Professional issues

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

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35 NSWNA scholarships support nurses in education and research

THE LAMP PRODUCED BY Lodestar Communications T 9698 4511

Lifestyle

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

FOR 20! MIDWIVES

Cover RPA midwives celebrate workloads win Photography by Fiora Sacco

Government urged to sign workplace charter Abbott blames nurses for waiting lists Chinese nurses take up arms Campaign for health equality Online help for alcohol problems 37 billionaires top rich list Nominations open for Safe Work Awards 2008 scholarships for rural students

NSWNA education program

39 Members’ tips 40 Movie reviews 45 Book me

Obituaries

12 Staffing win for RPA maternity unit 14 Workloads breakthrough

42 Noel Pursey Butler: A dedicated nurse and community member 43 Lucy Lim (Tiong Hua): Much-loved and respected 43 Tony Dobson: A sharp sense of humour and a warm heart

Nurses getting active

Notice

11 What’s on in August ‘07

Workloads

16 Good chat and a cuppa with Labor candidates 19 Message of protest gets local

Choices in the 2007 Federal Election 20 Lack of foresight behind skill shortage 23 More funding needed for uni nursing places 25 No training. No English ...

Now you are a nurse

Industrial issues 26 27 28 30

4% pay rise for public nurses Career break scheme introduced Clinical classifications under review IR shorts

Aged care 31 Workshops to help protect aged care nurses 32 Nursing home gains collective agreement

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44 Warning! 48 workplaces without local branch representation

Regular columns 5

Editorial

by Brett Holmes 6 Your letters to The Lamp 37 Ask Judith 47 Our nursing crossword 48 Diary dates

Competition 15 Win a first-class trip to Canberra for four

Giveaways 40 100 double passes to see Evening and 25 double passes to La Vie En Rose and In the Land of Women

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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 THE LAMP ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised.

Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission.

Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44.

THE LAMP JULY 2007 Individuals $60, Institutions $90, Overseas $100.3

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4 THE LAMP JULY 2007

Drawn 30 Decem b 2007 er

Here’s how you can win c

cancel your payroll deductions and start paying your fees through direct debit and you will go in the lucky draw and/or

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

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E D I T O R I A L

BY BRETT HOLMES GENERAL SECRETARY

Education and skills are economic issues g With WorkChoices and his abuse of the skilled-worker immigration scheme, John Howard is setting us on a low-skill, low-wage economic path. Labor’s alternative is a policy of increased investment in education.

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here is a very vibrant debate going on in Australia at the moment – much of it initiated by the union movement – about industrial relations, the skills shortage, the use of s.457 and s.442 immigration visas and the under-investment in vocational and tertiary education.

What is interesting about this debate is the growing awareness that these issues are about the management of the economy and that their neglect will have a serious impact on our future prosperity.

In a federal election year this debate is also about a choice we have for our future: whether we adopt a high-skilled, highwage route or whether we go down the path of a low-skilled, low-wage economy.

For the past 11 years our TAFEs and universities have been starved of funds and we are now reaping the harvest of that neglect with a severe and chronic skills shortage that can be seen across a wide spectrum of industries and sectors from mining to nursing.

The Australian Industry Group estimates that Australia will need 270,000 more skilled workers over the next ten years.

Yet, incredibly, we have turned away over 300,000 people from our TAFEs since 1998 and nearly 150,000 people from our universities since 2001.

There has been a cut to our public investment in tertiary education of 7% (as a share of GDP) since 1995. It is a disgrace that we are the only country in the developed world that has cut funding to the tertiary education sector.

The consequences of this neglect are profound and dire: c the ACTU estimates that underinvestment in traditional apprenticeships will have cost the Australian economy $9 billion by 2014;

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Australia’s productivity has dropped alarmingly between 1998 and 2005; predictions estimate a shortfall of 40,000 nurses nationally by 2010.

need to consider if this will lead to a lowskill, low-wage economy.

After many years of dysfunction, Labor’s revival under Kevin Rudd has led to a more robust debate about the issues confronting Australia and is providing a genuine policy alternative to what we have had for the past 11 years.

Labor has flagged what it is calling a ‘third wave of economic reform’ that is centred on an increased investment in education, a commitment to a highskilled workforce, a modernisation of the economy with the creation of a comprehensive, high-speed broadband network, and more money for infrastructure.

And, of course, it has promised to abolish WorkChoices.

A threat to our prosperity This debate is of great relevance to nurses.

A key reason for the nurse shortage is the neglect and under-investment in our universities. The enrolled nurse program in TAFE NSW is almost exclusively funded by NSW Health contracts.

The NSWNA has serious concerns about the way s.457 and s.442 visas are being used to bring in what is effectively cheap, unskilled labour under the guise of ‘a skilled immigration scheme’ that could undermine not only nurses’ current pay and conditions but the standards and quality of our health and aged care.

And we clearly believe that the federal government’s IR laws are intrinsically bad for nurses.

There is now a wealth of economic evidence that links the lack of investment in our TAFEs and universities with the skills shortage and a drop in productivity. This is a major threat to our future prosperity.

There will be a lot of talk about economic management in the lead-up to the federal election and these issues – investment in education and skills and how economic growth is redistributed through decent pay and conditions – must be core components of that debate. n

There is now a wealth of economic evidence that links the lack of investment in our TAFEs and universities with the skills shortage and a drop in productivity.This is a major threat to our future prosperity.

There is now an alternative policy direction The Howard government is now being asked some searching questions about its track record in these areas and so it should be.

Even harder questions are being asked of the government about its plans for the future.

What we can deduce from its IR laws, its anti-union rhetoric and even its advertising is that we can expect more of the same.

When the neglect of tertiary education is seen in the context of WorkChoices and the flagrant abuse of the s.457 and s.442 skilled immigration visas (see story page 25) you

THE LAMP JULY 2007 5

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LETTER of the month

L E T T E R S

Marlene Palmai

When will I qualify for CEA? I read with interest the letter in the June issue of The Lamp from Jennifer CalovDalton about her inability to claim the continuing education allowance due to the Associate Diploma not being recognised for this allowance.

I was one of the 100 students in the course for the Associate Diploma Community Health. I made various attempts to claim the allowance and after being referred to NSW Health for determination, I was not approved. I believe that particular course ran for several years and had a similar intake for each two-year intake.

I now read that the NSW Nurses’ Association is finally in negotiations about this issue. Is this true, or just in print to satisfy the writer whose letter was published? Should I resubmit my application? The process for my original application took about 12 months or more.

I am aware of one colleague working at Parkes who is being paid the allowance for this qualification (the original actually states ‘being paid for this award’) and has been for over 12 months.

Marlene Palmai, CNS Juvenile Health Editor’s response: At a recent meeting between the NSWNA and NSW Health the issue of qualifications undertaken before the Australian Qualifications Framework system was introduced was discussed. It was agreed that the Associate Diploma in Community Health Nursing from Cumberland College would be recognised for payment at the post graduate certificate level.

in Indonesia to assist with earthquake relief under the Ausaid banner.

I packed a backpack and went, not sure how long I was going for. After two amazing weeks I came home, tired but so thankful I had taken the opportunity.

During the past 12 months I have recounted my experiences to groups of people such as Probus and Rotary. In our small community I am now sometimes introduced as ‘the girl who went to Indonesia’.

I feel a bit guilty that I got more out of going than I gave. Those two weeks in the lives of the victims of the disaster are such a small part of their recovery.

Eventually most of their wounds will heal but it may take the rest of their lives to rebuild their homes; it will be so difficult to build something out of nothing.

As I describe in my talks, the courage and resilience of these people is just incredible and inspiring.

My experiences during and since those weeks have given me greater confidence in myself, thankfulness for the wonderful country we live in, a more positive approach to challenges and most of all great pride in being ‘just’ a rural nurse and midwife which were the very skills that enabled me to effectively participate in the group selected to go to Indonesia.

Our town and hospital were very supportive and I was able to take up a collection of baby items for a Yogjakarta clinic. I have kept in touch with one of the translators and also the paediatrician who was part of our group and has since gone to work in Canada. The group had a reunion at an Indonesian restaurant in Sydney which was a great night.

I look at a painting I bought that was done by one of the men in a village we assisted and it reminds me that great things can be done by ‘ordinary’ people. I am often asked if I would go again. My bag is packed and I am waiting for that phone call (better to pray there will be no need).

Peta Broekman, RN Branch President, Scott Memorial Hospital

Package cheered me up Peta Broekman

Earthquake relief was life changing It’s been 12 months since I received a phone call that would change my life. I was asked to go that night to Yogyakarta 6 THE LAMP JULY 2007

Thank you NSW Nurses’ Association and The Lamp for the beautiful pamper package I received in the mail today. I was feeling down in the dumps so this has really cheered me up.

Sharon Emerson, RN Albury Wodonga Hospital

Glen Barrington

Branch deserves credit An article on page 21 of the May 2007 issue of The Lamp headed ‘Nurse managers won’t be displaced’ reported a well-deserved win for both the union and the Wollongong Hospital nurse managers who will not be displaced.

The article mentioned the Association and, while I wish to praise our regional organiser Elizabeth Ulm who is outstanding, I also believe that acknowledgement should go to the branch and its officials. It is only when members see that their branch is active and involved that interest and support for their branch and the union itself is generated.

It would be sad to think that the hard work and countless hours given freely by officials and members of a branch is not validated and acknowledged, adding to a perception that all comes from and is undertaken

by Sydney head office.

Glen Barrington, EEN, Wollongong Hospital Branch President/ Delegate Glen Barrington won the prize for this month’s letter of the month, a $50 David Jones voucher.

Catherine Hugo

Celebrating in style My family celebrated International Nurses Day in style thanks to Sydney’s Luna Park and the NSW Nurses’ Association.

We spent the day being swung from great heights over beautiful Sydney Harbour and the less appealing hard ground of Luna Park; hurtling, either forward or backwards around speeding circuits while locked in our seats (giving me an idea of how my confused patients sometimes feel) and screaming loudly to be allowed to stay for longer!

Thank you for an excellent day out.

Catherine Hugo, CNS Hunter Community Health Service

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.

The Three ‘Sisters’ (from left): Lorel Adams (Research Nurse, Motor Neurone Disease DNA Bank, Sydney University), Jan Shannon (RN, Neurosurgical-ICU, Royal North Shore Hospital) and Natalie Cutler

Join the Bourgeois Bushwalkers A year ago I began arranging regular bushwalks on the last Sunday of the month for friends and friends of friends who enjoyed getting amongst the trees and pushing themselves a bit physically.

There are a number of nurses in our group, and they come from backgrounds as diverse as ICU, emergency department, university-based research and mental health ... a good mix in case of a disaster!

We call ourselves the Bourgeois Bushwalkers because part of the deal is we must have good coffee at the beginning of every walk, and a great lunch at the end (usually accompanied by a bottle of chilled white).

Our walks are: c Mostly between 6 -10 kms and within 50 kms of Sydney c Always somewhere scenic and/or historic c Starting at 10am (not too early) c Open to anyone who is moderately fit and aware that the walk may take a number of hours over varied terrain c Voluntary, and everyone is responsible for his or her own health and safety needs c Sometimes B for bushwalk (such as when we walked from morning till dusk in the Royal National Park) c Sometimes B for bourgeois (such as when we did a 3km walk in the Blue Mountains and spent the remainder of the afternoon in a Moroccan teahouse in Lawson).

We usually have around 8-10 people on the walks, and rarely the exact same group twice. There is always someone new to talk to, and the regular members of the group are becoming great friends.

We have shared some stunning walks, including Taronga Zoo to Balmoral, West Head to Mackerel Beach and the Bundeena Coast Walk. One of our most unusual ‘walks’ last year was actually a kayak to Shark Island in Sydney Harbour to celebrate Christmas. This year, we are having a great time trying out walks few of us have done before.

Our group is quite diverse and people often ask to be included on the list to receive emails for upcoming walks when they hear what we are doing.

Our walks are generally on the last Sunday of the month, and walk plans (meeting point, time and venue) are emailed to everyone beforehand. There is no need to ‘book’ for a walk; you can just turn up. It might be worth letting us know by email the first time you are coming though, so we can look out for you. We usually wait for half an hour (over coffee of course) for any latecomers.

Sydney-based nurses or nurses visiting Sydney who are interested in being on the email list for future bushwalks are very welcome. Please send me your email details.

Natalie Cutler, RN & Principal Advisor, Nursing and Midwifery Office, NSW Health

Grateful for extended leave Thank you to everyone at the NSW Nurses’ Association who has helped negotiate better working conditions for all members over the years.

I am on unpaid maternity leave for 12 months and wanted to extend this by six months.

I contacted my manager who, I am pleased to report, notified me I was entitled under our award to extend my maternity leave for 12 months.

This is a condition I did not know I would one day be very grateful for. I am now able to stay at home with my new baby for an extra six months. This has made a huge difference to our family, so THANK YOU very much.

Kate Drew RN, John Hunter Hospital

NSWNA RECRUITERS: For every member you sign up between 30 June – 30 December 2007, you'll receive a $10 David Jones gift voucher! See NSWNA website for full details.

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’s voucher, courtesy Medicraft, Australia’s largest manufacturer of hospital beds and furniture. For more information on Medicraft products, visit www.medicraft.com.au or call 9569 0255.

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

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Abbott WORKPLACE blames nurses for CHARTER waiting lists GOVERNMENTS URGED TO SIGN

ll governments in Australia are being asked to sign a new charter of workplace rights for occupational health and safety and workers’ compensation.

Launched by the ACTU, the charter sets out minimum health and safety and compensation standards that can apply to all workplaces around the country.

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‘Governments, business and unions agree there is a need for a nationally consistent approach to health and safety across the country.’

The ACTU wants all state and territory governments, along with the federal government, to adopt minimum standards.

ACTU President Sharan Burrow said the charter includes the right of workers to be represented by unions on health and safety matters, the right to receive 100% income replacement after an injury, and an absolute duty of care on employers to provide healthy and safe workplaces.

‘Workers’ rights, entitlements and protections are under threat from the raft of changes to safety and compensation laws introduced by the Howard government,’ she said.

‘Governments, business and unions agree there is a need for a nationally consistent approach to health and safety across the country, but the federal government is driving a race to the bottom.

‘This charter provides a better, fairer and safer vision for health and safety in Australia.’

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g We won’t be bullied, union tells government

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ederal Health Minister Tony Abbott has made a nasty attack on the professionalism of NSW nurses, blaming them for long waiting lists for elective surgery.

‘No wonder the elective surgery lists are blowing out so badly in New South Wales’ hospitals – it is because the nurses are all at ACTU indoctrination lessons,’ Abbott told federal parliament.

‘Political standover men like Tony Abbott will not bully nurses out of fighting for their rights at work.’

Assistant General Secretary of the NSW Nurses’ Association, Judith Kiejda, said Abbott owed every NSW nurse an apology for his statement made under parliamentary privilege.

‘Mr Abbott’s outrageous slur on the professionalism of NSW nurses indicates how desperate and shrill this federal government is becoming over industrial relations issues,’ Judith said.

‘That is a despicable thing to say about dedicated, hard-working nurses, who are keeping our public and private hospitals and nursing homes running and often doing so under difficult circumstances, which are largely attributable to his own government’s funding policies.’

Judith said nurses would not hold their breath waiting for Abbott to apologise. Nor would they be diverted

from their legitimate and effective campaign against his government’s industrial relations laws.

‘The Howard government and its political standover men like Tony Abbott will not bully nurses out of fighting for their rights at work,’ she said.

‘We will continue our Nurses Rights at Work: Worth Fighting and Voting For campaign right up to federal polling day.

‘And we will be engaging the wider community seeking as much support for that campaign as possible.

‘We make no apology for pointing out to the wider community the negative implications of the Howard government’s industrial relations policies for nurses and the health and aged care systems.

‘Over the next few months the people of NSW can expect to see thousands of nurses working hard in their local communities, right across the State, to overturn these unfair and unbalanced IR laws.

‘There is also little doubt that many nurses will also be voting, at the next federal election, to restore their rights at work.

‘Most of the current national prosperity the Howard government talks so much about, is only being shared by nurses and their families because of the work of the NSWNA and the recent big pay rises we achieved through negotiation and the arbitration processes of the NSW Industrial Relations Commission.

‘Pay rises, by the way, that Howard government ministers, including Treasurer Peter Costello and Tony Abbott, spend so much time attacking state governments over. It is those pay rises that are keeping many nurses and their families going,’ Judith said.n

CHINESE NURSES

TAKE UP ARMS hinese nurses have taken to wearing helmets and carrying police truncheons at work to protect themselves from violent attacks from patients and their families.

Medical staff at No. 1 People’s Hospital in Zhenjiang, Jiangsu province, have also requested 24hour security guards and security cameras after a spate of attacks left them fearing for their safety at work.

A staff member was quoted in the Beijing Youth Daily saying that ‘until effective measures are taken to ensure their protection, doctors and nurses will attend work with helmets and police truncheons for use in self defence.’

With 10,000 attacks on hospital staff recorded by the Health Ministry in 2006, it seems nurses have every reason to be fearful of their safety.

Attacks have ranged from verbal abuse to serious beatings, resulting in many injuries and resignations.

Some staff have even been the target of death threats.

In another hospital, nurses were spat on and jostled by relatives seeking compensation over a patient’s death.

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Campaign for health equality

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broad-based campaign is underway to get Australian governments to commit to achieving health equality for Indigenous peoples within 25 years.

Health industry organisations such as the Australian Nursing Federation, which includes the NSW Nurses’ Association, are playing a major role in the campaign.

Doctors’ organisations, church organisations and human rights groups have joined Aboriginal organisations in calling on national, state and territory governments to take action.

‘Indigenous children are dying at almost three times the rate of nonIndigenous children,’ they say in a joint letter.

‘We are deeply concerned that Aboriginal and Torres Strait Islander peoples have not shared in the health gains enjoyed by other Australians in the last 100 years.

‘It is a national scandal that Indigenous Australians live 17 years less than other Australians.

‘Indigenous Australians die from preventable diseases such as rheumatic

heart disease, eradicated among the rest of the Australian population and they have lower access to primary health care and health infrastructure that the rest of Australia takes for granted.’

‘It is a national scandal that Indigenous Australians live 17 years less than other Australians.

The letter says there are already national commitments and policies in place to address Indigenous health inequality.

‘What is missing are appropriately funded programs that target the most vulnerable. There are many stories of Indigenous success and high achievement that exist, which we can celebrate and learn from.

‘It is inconceivable that a country as wealthy as Australia cannot solve a health crisis affecting less than 3% of its population.’ n THE LAMP JULY 2007 9

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ONLINE HELP FOR ALCOHOL

PROBLEMS ydney West Area Health Service has launched an online initiative to help people suffering from alcohol problems.

The website is a self-help program that requires the participant to complete a 15-minute clinical questionnaire in order to receive personalised feedback and clinical advice.

SWAHS chief executive, Steven Boyages, said the program is the first of its kind in Australia. ‘We aim to reduce excessive alcohol consumption and the associated problems within the community,’ he said.

Alcohol is the most commonly used drug in Australia, and burdens us with economic costs of approximately $7.6 billion per year.

Health problems are an obvious primary effect of alcohol but there are also many less obvious effects such as crime and loss of productivity at work.

Organisers hope that by providing a service that is free and accessible in the privacy and comfort of one’s home, people will be more willing to seek help for their alcohol problems.

Visit the Control Your Drinking website at www.acar.net.au

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37 billionaires top rich list

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he gap between the super rich and the rest of society is growing fast, according to data published by the business journal BRW in its annual list of the 200 wealthiest Australians.

The data has been analysed by Canadian economist Dr Jim Stanford, a visiting scholar in Melbourne.

‘The list confirms that the concentration of national financial wealth in the hands of a shockingly small elite is proceeding at an accelerating pace,’ Dr Stanford says.

Among the billionaires on the list are 30 individuals and seven families whose combined wealth equalled $81.6 billion at the end of 2006, for an average of $2.2 billion each.

The combined wealth of these individuals and families (on a weighted average basis) grew by 31% in 2006.

‘If we think of the increase in wealth as the annual “income” of these billionaires, each one “earned” on average last year as much as 12,143 average Australian workers (whose 2006 average earnings were $833 per week, or $43,300 for the year),’ he points out.

‘In 2005, the “cut-off” point for inclusion on BRW’s rich list was $130 million. In 2006, the cut-off point grew to $180 million. It is therefore increasingly difficult to qualify for “super-rich” status, so quickly are gigantic fortunes being amassed.

‘According to the Australian Bureau of Statistics, the combined net worth of the bottom two million Australian households (representing about 30% of all Australian households) equalled the combined wealth of the 37 billionaires.

‘The situation is even more unequal for financial wealth (since the wealth of most working families is concentrated in their own dwellings). The combined gross financial assets of the bottom 45% of Australians roughly equals the net worth of these 37 billionaires.

‘Even this is a conservative measure, because it does not deduct household’s financial liabilities, whereas the billionaire’s wealth is reported on a net basis.

‘It is safe to conclude, therefore, that Australia’s 37 billionaires own more financial wealth than the bottom half of Australian society,’ Dr Stanford says.n

Nominations open for Safe Work Awards

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orkCover NSW has opened nominations for its annual Safe Work Awards, designed to encourage and recognise high standards of occupational health and safety in NSW workplaces.

The awards acknowledge workplaces that have excelled in OHS and promote the need for focus and innovation in this area.

Do you know someone who has developed a program or strategy for a safer workplace? Or perhaps a system that reduces workplace injury or illness? If so, enter them in the Workplace NSW Safe Work Awards.

Entries close on 9 July at 5pm – to

The awards acknowledge workplaces that have excelled in OHS and promote the need for focus and innovation in this area. vote go to www.safeworkawards.com.au or call (02) 4321 5344.

Winners will be announced in style at a black-tie dinner on 25 October at the Waterview Convention Centre, Homebush.

For information about the dinner go to www.thesafetyshow.com.au n

2008 scholarships for rural students

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he Royal College of Nursing Australia is encouraging current and future students from rural and remote areas to apply for the RCNA’s 2008 Nurse Scholarship Program: Rural and Remote Undergraduate Scheme.

The scheme offers financial assistance to people who want to study nursing but find the costs too high.

Successful applicants can receive up to $10,000 for full-time university study.

There are 110 scholarships available to students currently undertaking or

planning to enrol in an accredited Australian university course to become a registered nurse.

Ten of these scholarships are reserved for Aboriginal or Torres Strait Islander applicants.

There are a further 20 scholarships of $5,000 available to enrolled nurses who are studying part-time to upgrade their qualification to registered nurse.

Applications close 13 July. For more information go to www.rcna.org.au or call toll-free 1800 117 262.n

education progra a n m nsw

WHAT’S ON

IN AUGUST ‘07 s Legal & Professional Issues for Nurses 15 August, Newcastle, ½ day Topics covered include the Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements.

Members $39.50 Non-members $85 Branch Officials $28 s Basic Foot Care for RNs & ENs 16-17 August, Tamworth, 2 days VETAB accredited course.

Provides nurses with the competence to provide basic foot care.

Members $203 Non-members $350 Branch Officials $175 s Mental Health Nurses Forum 24 August, Camperdown, 1 day Forensic Mental Health: Victoria’s Experience (Dr Trish Martin from Forensicare) Members $30 Non-members $50 Branch Officials $28 s Psychology of Smoking 31 August, Liverpool, ½ day Workshop designed for nursing staff to assist their patients to stop smoking based on current evidence-based research.

Members $39.50 Non-members $85 Branch Officials $28 For registration and more information: go to www.nswnurses.asn.au or ring Carolyn Kulling on 1300 367 962.

THE LAMP JULY 2007 11

s

N EOW W R SK LI O NA B D RS I E F

Staffing win for RPA maternity unit g Midwives’ determination delivers results

O

verworked midwives at Royal Prince Alfred Hospital, under intense pressure from a huge increase in births, are celebrating victory after a two-year campaign for more staff.

The Camperdown Women and Babies Service is getting an extra 8.42 full-timeequivalent midwives for the delivery ward and postnatal ward, in the first significant staffing increase since the unit was reorganised and rehoused in 2000.

Initially staffed for a projected 3,500-4,200 births per year, the service managed 5,043 births in 2006.

Staff have been hit by high rates of burnout and stress from severe workloads, and have expressed concerns about their capacity to provide a high standard of care and ensure patient safety.

Sydney South West Area Health Service rejected calls for more staff until 12 THE LAMP JULY 2007

the NSW Nurses’ Association lodged a dispute last month. The breakthrough came a week later, at a meeting of the Area Reasonable Workload Dispute Committee where NSWNA officials and representatives of the midwives sat down with senior management.

Staff were ‘absolutely thrilled’ when Area management agreed to fund additional midwives, said Nanette Stacey, a Clinical Midwifery Specialist and acting NUM in the postnatal ward.

‘We are very pleased and impressed with the support we received from our union – both the local branch officials and organiser and industrial officer from head office. They all did a brilliant job and without them we wouldn’t have got anything through,’ Nanette said.

Staff levels fixed in 2000 were based on predictions that the number of births would remain static or even decrease as a result of area demographics.

The reality was the opposite: a steady increase to 5,043 births last year – almost 20% more than the predicted maximum of 4,200.

The postnatal ward has 60 full beds yet night shift has been staffed by just eight midwives – one third of the day shift number.

RPA Women and Babies provides services for a relatively high-risk population – women are transferred from other hospitals to RPA’s level 3 tertiary referral maternity unit, and patients from around the State are brought to the neonatal intensive care unit.

‘We are also getting younger babies of 35-37 weeks in the ward,’ Nanette said. ‘They need more observation, more blood sugars, have a greater need to be kept warm and often don’t feed very well. We also offer services to families affected by drugs and alcohol.

‘The workload is also increased by

A reasonable workload is our right: Nanette Stacey, Clinical Midwifery Specialist; Branch secretary Eleanor Romney; and Reasonable Workloads Commitee rep Nada Carroll.

RPA midwives celebrating the workloads win.

the rising caesarean rate. In the first three months of this year we had 94 caesars more than in the same period last year.

‘So at any one time the ward has eight midwives caring for 120-plus mothers and babies, with possibly 4050% of them having had caesars. And at the moment we’ve got three sets of twins.

‘Many staff have to do regular overtime to cover staff shortages – the burnout rate is huge and the stress levels high.

‘Some staff also need stress leave because they have been abused or threatened by a visitor or patient. Some staff have left because they can’t deal with it anymore.

‘The ones who stayed are getting exhausted to the point where they can’t keep working much longer.’

Midwives sought help from the NSWNA branch at the hospital in mid 2005.

The branch went into bat for the midwives’ representatives on the hospital

Reasonable Workload Committee – Nada Carroll, Robyn McGuire and Nanette. The RWC sought more staff for maternity based on recommendations from an independent review of postnatal services conducted in 2005.

Branch secretary Eleanor Romney said management took initiatives such as capping patient numbers by excluding patients from outside Sydney South West Area Health Service, removing trainee enrolled nurses from the postnatal ward, trialling a NUM1 position, improving security and reorganising the antenatal clinic.

‘Management did not address the core issue of inadequate staffing, claiming their hands were tied by a lack of funds,’ Eleanor said.

Workloads Committee where it presented a list of recommendations – including a call for increased staffing.

The RWC endorsed the union’s claim but area management again disagreed, prompting the NSWNA to lodge a dispute at the area level.

Management has now agreed to fund the equivalent of two full-time extra staff in the postnatal ward for night duty, raising staff numbers from 8 to 10. The delivery ward will get extra staffing on the morning shift, lifting FTE numbers from five to six, and the antenatal clinic will also get a staffing boost. Extra hours for ward clerks and ward assistants have also been funded.

Discussions are continuing over the union’s claim for an additional Clinical

‘The bottom line is that it is not the employee’s responsibility to sort out funding problems.’

‘The full bench of the NSW Industrial Relations Comission made the point that a lack of funds cannot be an excuse for an unreasonable workload.

‘The bottom line is that it is not the employee’s responsibility to sort out funding problems. There is a clause in our award that says all employees should have a reasonable workload.’

Dissatisfied with management’s response, the branch sought an extraordinary meeting of the Reasonable

Midwifery Educator and an expanded role for the Clinical Midwifery Consultant who is shared with another hospital.

Eleanor said the branch was impressed with the midwives’ determination and patience in pursuing their claim.

‘They’ve been working under difficult conditions for a very long time, yet remained committed to achieving a better workload, good patient safety and quality care,’ she said.n THE LAMP JULY 2007 13

s

N EOW W R SK LI O NA B D RS I E F

Workloads breakthrough g New guidelines put an end to excessive workloads in ED, community health and mental health inpatient units.

N

ew guidelines have been released on managing nurse workloads in emergency departments, community health services and mental health inpatient units, and will be immediately applied in the public hospital system.

Initiated by the NSWNA and NSW Health, the guidelines provide a robust framework for assessing nurse workloads in the specialty areas of ED and inpatient mental health units and community health services.

According to NSWNA Assistant General Secretary Judith Kiejda, the guidelines are a positive step to addressing excessive nurse workloads in these speciality areas.

‘Importantly, these new guidelines allow nurse input into the assessment of their workloads, and give them the power to address workloads issues. It is no longer acceptable that nurses in ED, or community health and inpatient mental health services endure ongoing, heavy workloads,’ she said.

‘These guidelines provide clear guidance on assessing a reasonable nurse workload in the ED, community health services and inpatient mental health settings.’ Judith Kiejda Legal right to a reasonable workload ‘Unsafe and stressful nurse workloads is a red hot issue for the NSWNA and the guidelines are another achievement that underpins nurses’ legal right to a reasonable workload,’ said Judith.

The guidelines build on Clause 53 – Reasonable Workloads For Nurses in the Public Health System Nurses’ and Midwives (State) Award and should be read in conjuction with the award provisions.

‘We’re also close to completing the adaptation of the Birthrate Plus tool, which will measure workloads in midwifery units,’ she said.

Assessing workloads in specialist clinical areas In assessing the factors that impact on nurse workloads, the guidelines consider the clinical requirements of ED, community health and inpatient mental health services, the individual setting and geography of each facility, service or unit and other factors such as leave and educational requirements.

For example, the ED guidelines state that triage nurses must be identified on all shifts, and in mental health units there is appropriate staffing in forensic health units or when forensic patients are admitted. For the community health services setting, allowance must be made for induction and compulsory education.

Input from senior nurse managers and clinical specialists The guidelines were developed after extensive consultation with ED, mental health and community health managers and clinicians and must be implemented by management.

‘It’s been a time-consuming and thorough process to develop these guidelines but the end result is clear guidance on assessing a reasonable nurse workload in the ED, community health services and inpatient mental health settings,’ said Judith.

Flexible approach tailored to individual workplaces Rather than just a mathematical calculation of nurse workloads, the guidelines set parameters for discussion and provide triggers for what issues should be considered when addressing workload issues.

‘We originally set out to develop mathematical tools but without a systematic and consistent method of collecting data, it was clear it was impossible to develop a workload calculation tool.

‘One size does not fit all. For example, what works on the Central Coast doesn’t apply in Broken Hill or the Illawarra. The guidelines need to accommodate a range of circumstances.’

The working groups advised that a flexible approach would be required, enabling adaptation to different situations. n

The Principles to Manage Nursing Workload in Community Health, Emergency Departments and Inpatient Mental Health Units can be found on the NSWNA website: www.nswnurses.asn.au 14 THE LAMP JULY 2007

How to address excessive nurse workloads A reasonable workload is your right The new Guidelines provide direction on managing nursing workloads in specialist areas. Nurses’ legal right to a reasonable workload is enforceable under the Public Health System Nurses and Midwives (State) Award. If you are experiencing workload problems in your workplace, use the following steps to resolve the issue.

1 2 3 4 5 6 7

Identify whether there is a workload issue in your ward, unit or health service.

3 Raise the issue with your manager.

C O M P E T I T I O N

WIN A FIRST CLASS TRIP TO CANBERRA FOR FOUR Win a relaxing trip to Canberra to experience the wonderful Floriade flower festival. You and three friends could be travelling first class on the CountryLink train from Sydney to Canberra, with two amazing nights accommodation at the Forrest Inn.

3

Canberra blooms to life during Spring and this year Floriade will be celebrating all things Australian with its theme, Aussie Icons, Myths and Legends. See great Australian history, identities, brands and inventions come to life in a collection of blossoming flowers.

3

Beyond the flower festival the nation’s capital has an assortment of attractions and sites to entertain you during your stay.

If the issue is not resolved, consult with other staff and notify the NSWNA Reasonable Workloads Committee (RWC) representative about the issue. Do this in writing, suggesting possible solutions.

The RWC reviews the issues and makes recommendations to management.

3

If the issue is still not resolved, the NSWNA RWC representative will notify the outcome to your NSWNA branch and organiser.

3

The prize is valued at $1,200 and is a fantastic getaway for you and your friends – so be sure to enter: Write your name, address and membership number on the back of an envelope to: Canberra Floriade Competition PO Box 40, Camperdown NSW 1450 Competition closes 31 July 2007

The NSWNA convenes an Area Health Service RWC, which reports back to the workplace RWC and NSWNA branch.

3

If the matter is not resolved, the NSWNA may commence dispute proceedings in the NSW Industrial Relations Commission.

A U T H O R I S E D B Y N S W N A G E N E R A L S E C R E TA R Y B R E T T H O L M E S .

Thanks to the Wollongong Hospital Branch for their input.

THE LAMP JULY 2007 15

s

NU E R WSSE SI N G E TB TRI INEGF A C T I V E

Good chat and cuppa with Labor candidates g Ryde Hospital nurses raised their concerns over a cuppa with Deputy Labor Leader, Julia Gillard, and ALP Candidate for Bennelong, Maxine McKew.

W

ith 1,300 NSWNA members living in John Howard’s own electoral seat of Bennelong, nurses are a strong voice and their vote will influence whether the seat will stay with incumbent Howard or swing to the fresh Labor candidate Maxine McKew in the federal election later this year.

Having recently moved to within the Bennelong seat, Maxine was keen to meet local nurses and hear first-hand their issues and concerns.

With Deputy Labor Leader Julia Gillard, Maxine joined nurses and midwives from Ryde Hospital for morning tea on a sunny winter’s morning in June.

Around 60 nurses and midwives attended the morning tea organised by the NSWNA Ryde branch where they embraced the chance to talk to their local candidate and the Deputy Labor Leader.

Nurses raised concerns about the new workplace laws, health funding and recognition of nurses’ professional skills.

Julia Gillard told the gathering that nursing is close to her heart, growing up with a father who worked as a mental health nurse.

She commended nurses on the valuable work they do. We’ve come a long way in recognising this, it’s been a long-term struggle, she said. ‘The pay and conditions of many nurses will be eroded if they are forced onto AWAs.’ Maxine spoke of the importance of health and a strong health system. ‘I have confidence in Kevin Rudd and Julia Gillard to take us forward in areas such as health and climate change. They have commitment and an intellectual discipline.

‘For the past 10 years we have had a Liberal government that has notched up surpluses with no investment or sight on the future.’n

Branch President Malcolm Watson (second from left) and Anna Winter, NUM, Ryde Midwifery Group Practice, discuss midwifery issues with Julia and Maxine.

16 THE LAMP JULY 2007

Julia Gillard and Maxine McKew with Josie Byrne RN and Matilda (2½).

Gwen Bernoth, 80 and still on the job, explains to Maxine and Deladern Amuzu-Hotowour how nursing has changed over the years.

Branch vice president Jill Fisher (left) and Secretary Val Elsmore (centre) with Julia.

THE LAMP JULY 2007 17

Later this year there is a federal election which 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 federal election will take place later in 2007.

The election 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

18 THE LAMP JULY 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.

s

NU E R WSSE SI N G E TB TRI INEGF A C T I V E

Local nurses in Bennelong gearing up for action.

Message of protest gets local g Nurses can send a message of protest to John Howard in his own backyard.

B

ennelong is the Prime Minister’s own electorate. It covers an area of northern Sydney from Carlingford in the west to Chatswood West in the east, bounded by the Parramatta River in the south and the Lane Cove River in the north. The main suburbs include Epping, Eastwood, Gladesville, Macquarie Park, Marsfield, Meadowbank, Putney and Ryde.

A Bennelong-based Your Rights at Work community group has been formed by nurses and other working people.

It covers exactly the margin that would see a change of government. In an electorate where just 3,000 votes are needed to change the status of the Prime Minister’s own seat, the 1,300 NSWNA

members in Bennelong will have a major role to play in this key campaign.

NSWNA members in Bennelong face many workplace challenges. In particular, those working in local nursing homes and private hospitals can no longer rely on the pay, conditions and protections provided under the award. At local branch meetings, members have been vocal that WorkChoices has created a situation where employers only need to include five minimum basic working conditions – and anything in excess of these minimum conditions has had to be negotiated between employers and employees.

In response to these many workplace changes, a Bennelong-based Your Rights at Work community group has been formed by nurses and other working people. The aim of the group is to be a representative cross-section of the workforce including nurses, teachers and retail, hospitality, community and public sector workers.

NSWNA members in Bennelong were also invited to attend an important community forum on 26 June on the future of industrial relations. Guests invited to speak included Sandra Hoot

OAM (Bennelong YR@W Committee), Judy King (Principal of Riverside Girls High School), John Robertson (Secretary UnionsNSW) and local representatives from NSWNA branches.

Workplaces with NSWNA members in Bennelong: c Ryde Hospital & Community Health Service c Royal Rehabilitation Centre Ryde c Gladesville/Macquarie Hospital Campus c Macquarie Hospital c Mary Potter Nursing Home, Ryde c Bethany Nursing Home, Eastwood c Calvary Retirement Community Ryde c Epping Surgery Centre c Ryde Community Mental Health Service c Marsfield Centre for Aged Care For more information on the Bennelong Your Rights at Work committee contact: Sandra Hoot (OAM) (02) 9808 2436; sandra.hoot@sswahs.nsw.gov.au or Rita Martin (02) 8595 1234; rmartin@nswnurses.asn.au n THE LAMP JULY 2007 19

s

CHOICES IN THE 2007 FEDERAL ELECTION

The Lamp begins a series of features exploring key issues for nurses in this year’s federal election. This month we look at education and the consequences of the lack of investment in our TAFEs and universities.

Lack of foresight behind skills shortage g Workforce planning requires vision and foresight, attributes that have been sadly lacking in Australia over the past 10 years as our desperate skills shortage shows.

A

doubling of investment in Vocational and Educational Training (VET) would add $1 billion a year to the Australian economy in 2010, rising to an additional $2.5 billion by 2025, according to new economic modelling by Access Economics. This extra investment would also generate 90,000 extra jobs in 2010, rising to 860,000 in 2025.

Access Economics’ analysis is contained in a new report released by the ACTU, which paints a damning picture of federal government neglect in the VET sector since it came to office 11 years ago.

The ACTU says the lack of investment in VET is the primary cause of the severe skills shortages impacting on the economy. Australia’s skills shortage has

The benefits of investment in vocational education and training The ACTU says the case for increased investment in VET is compelling: c People obtaining a VET qualification tend to earn up to 20% more than people who finish education at Year 12. c It is critical to getting the unemployed, mature age workers, welfare recipients and women back into the workforce. c Australian governments would benefit through reduced expenditure on welfare and increased taxation receipts.

The federal government’s failure to recognise the economic importance of training and education and its neglect

‘The Howard government has only in this budget ended a decade of neglect of education at every level. This is not a government that is big on foresight.’

Ross Gittens, SMH

become critical across a diverse spectrum of sectors from mining to nursing.

Nursing is one of the worst affected sectors. Australia faces a potential national shortfall of 40,000 nurses by 2010.

According to the Australian Industry Group, Australia will need 270,000 more skilled workers over the next 10 years. Most of these workers will have to be trained at TAFE colleges, yet over 300,000 people have been turned away from TAFE colleges since 1998.

The neglect of VET training has already impacted on the Australian economy. In 2004, the ACTU estimated that under-investment in traditional apprenticeships would cost the Australian economy almost $9 billion by 2014.

20 THE LAMP JULY 2007

of these sectors is puzzling as it is well on the radar of key advisers such as the Productivity Commission and Treasury, which effectively back the ACTU’s key findings.

The Chairman of the Productivity Commission, Gary Banks, has identified the best opportunities for improving productivity as ‘getting the best out of Australia’s social infrastructure – health, aged care and other community services’ and ‘raising the performance and accessibility of our education and training systems – primary, secondary and tertiary – particularly given the importance in deepening Australia’s human capital, on which innovation and economic growth will increasingly depend.’

2007 FEDERAL ELECTION:

OUR CHOICES ON EDUCATION AND VET The Howard government’s track record: a decade of neglect

c

The proportion of Australian adults with at least upper secondary education is now below the OECD average.

c

Australia ranks near the bottom of the OECD in terms of the annual growth rate of graduates with science and engineering degrees.

c

Our national investment in early childhood education is well below the OECD average.

c

Since 1998, more than 300,000 people have been turned away from TAFE.

c

Since 2001, almost 150,000 eligible applicants have been turned away from our universities.

c

Since 1995, Australia is the only OECD country to cut public investment in tertiary education (by 7%). The average increase in public investment by other OECD countries since 1995 was 48%.

Kevin Rudd

c

Labor is promising what it says will be an ‘education revolution’ – a sustained investment in early childhood education, schools, TAFEs, universities and research as well as programs for mature-age workers.

c

Labor says education needs to be seen as an economic investment and not just social expenditure claiming there is a strong link between investment in education and higher productivity growth.

c

Labor says this investment in education is necessary to turn around what it calls Australia’s woeful productivity performance, which has dropped, relative to the US economy, from 85% to 79% between 1998 and 2005.

CHANGES IN PUBLIC EXPENDITURE (SHARE OF GDP) ON TERTIARY EDUCATION INSTITUTIONS 1995 TO 2003 110

99

90

78

22

37

Canada

18

32

Sweden

11

32

Japan

11

Denmark

60

63

67 48

OECD Average

Ireland

Hungary

USA

Spain

-7 Czech Republic

-30

9

Germany

-10

6

Austria

10

Netherlands

30

Italy

OECD Average

51

Slovak Republic

50

49

Mexico

70

UK

‘Those with higher levels of education are generally more employable and are able to earn higher wages than those without,’ reports the Treasury.

Another informed commentator, The Sydney Morning Herald economist Ross Gittens, was scathing of the Howard government’s inactivity on training and education after the release of the budget.

‘All the greater pity that the Howard government has only in this budget ended a decade of neglect of education at every level. This is not a government that is big on foresight,’ he said.

The Labor Party has flagged that training and education will be a key pillar of its vision for government, promising what they call an ‘education revolution’.

Kevin Rudd has said his main aim is to make Australia ‘the best educated country, the most skilled economy and the best trained workforce in the world.’

Labor promises to back this up with adequate funding.

Shadow Treasurer Wayne Swan said, ‘Education will be our main spending priority. This is the area we haven’t been investing in and we run the risk of being left behind if we don’t.’n

The Labor alternative

The past 11 years have seen a serious decline in federal government support for education and training:

Australia

Labour’s aim is to make Australia ‘the best educated country, the most skilled economy and the best trained workforce in the world.’

Source: OECD Education at a Glance 2006 Table B2.2

THE LAMP JULY 2007 21

7th NSW Nurses’ Association

PROFESSIONAL ISSUES CONFERENCE • Friday 5 October 2007 • 9.00am – 5.00pm • Swiss-Grand Resort & Spa Cnr Campbell Parade & Beach Road Bondi Beach • Parking available @ $8 for the day • Cost: Members $85 Non Members $100 Nursing Students Free (limited places)

The future of nursing and midwifery:

IT’S TIME TO ACT Come to this important conference and have a say on the future direction of nursing and midwifery.

We want to hear your views on the 4 major themes that emerged at the April Nurse & Midwife Leaders Forum. They are: • Cultural change • Health workforce redesign • Leadership • Political strategy

For further details check our website www.nswnurses.asn.au and also The Lamp for further details

Registration Download registration form from www.nswnurses.asn.au or contact Carolyn Kulling on Metro: 8595 1234 Rural: 1300 367 962 NSW Health Department has approved one day Special Leave to enable nurses in the public sector to attend this conference.

22 THE LAMP JULY 2007

Authorised by Brett Holmes, NSWNA General Secretary

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CHOICES IN THE 2007 FEDERAL ELECTION

THE SAD STATE OF OUR TERTIARY

More funding needed for uni nursing places

J

an Brown, coordinator of the nursing program at UNE says the problem of attracting people into nursing and then keeping them there is complicated but the funding Jan Brown of university places still remains a key aspect.

‘There are issues about attracting young people. They have choices. It remains problematic despite the money spent and the campaigns run,’ she said.

‘Employers could do more. They could be more flexible with rosters and provide more family-friendly workplaces for young families – better pay, more flexibility, better childcare. Workplace bullying is still alive and kicking and that remains a big problem.

‘Student hardship is also a big problem. It’s hard enough in the metro areas where they live close to the unis.

In the rural areas it’s even worse. To do their pracs, students may have to move large distances with the great expense of transport and accommodation.’

Jan says the funding of university places still remains a core part of the problem.

‘More money is needed for nurse education. There’s more money for medical education than nursing education. The government should put more money into nurse education considering nurses are the backbone of the health system,’ she said.

Jan says there are a number of initiatives the federal government could push to improve the situation.

‘The government could put more money into nurse places and more scholarships.

They could abolish HECS or drastically reduce it for students. That would really make a difference.’

Jan says a long-term strategy to solve the shortage will depend on educating our own nurses and ending the blame game between state and federal governments.

‘The government has always baulked at spending money. It’s about time the skills, dedication, commitment and intelligence of nurses are recognised. The health system depends on it.’

‘Bringing labour in from overseas is a short-term solution. Not a large number stay and when they go home we are left with the same problem,’ she said.

‘It’s a federal government responsibility to provide for the number of students and the quality of their education. That funding comes through the universities.

‘We’ve maintained the student intake numbers but they haven’t increased drastically. The government has always baulked at spending money. It’s about time the skills, dedication, commitment and intelligence of nurses are recognised.

The health system depends on it.’ n

EDUCATION A booming economy requires planning well in advance to cater for future workforce needs yet: c Since 2001, almost 150,000 eligible applicants have been turned away from Australia’s universities. c Since 1998, 300,000 have been turned away from TAFE colleges. c In 2005, 2,716 applicants were turned away from nursing courses, 235 in NSW. c since 1995, Australia’s public investment in tertiary education has dropped by 7%, compared with an average increase by other OECD countries of 48%.

TAFE NSW SHOWS HOW IT

CAN BE DONE hile TAFEs around the country have been creaking from under investment and neglect, there has been one shining example of how, with adequate funding and a sound relationship with an employer, TAFEs can be effective in turning out skilled trainees to ameliorate a shortage.

TAFE NSW has a unique relationship with NSW Health that provides sufficient funding and the clinical support necessary to be effective in supplying ENs for the state. Other states are more dependent on federal funding for EN training.

Students are paid to come to TAFE and then provided with employment. The area health services provide clinical training.

Viki Altas, who did the course as a mature-age student, thought it was a great program.

‘I came into nursing as a mature student. There’s a good balance between the theory and the clinical practice. The TAFE teachers at Ultimo were brilliant,’ she said.

‘I’m going to go on and do my RN training because of it.’

W

THE LAMP JULY 2007 23

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To order, fax the order form to Glen Ginty (02) 9550 3667 or post to: NSW Nurses’ Association PO Box 40 Camperdown NSW 145 Merchandise order forms available on our website www.nswnurses.asn.au

24 THE LAMP JULY 2007 Authorised by Brett Holmes, General Secretary, NSWNA

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CHOICES IN THE 2007 FEDERAL ELECTION

No training. No English …

Now you are a nurse g An NSWNA member went to China on an assignment to train nurses about aged care for Australian nursing homes. She came back deeply concerned about the integrity of the project.

E

arlier this year the Age newspaper exposed a Melbourne-based agency, NurseBank, that was sending Chinese nurses to work in Victorian nursing homes and hospitals for up to 50 hours a week, including Christmas day, for a flat $300 a week.

The Howard government had approved s.442 trainee visas for the nurses. These visas allow work if it is part of an approved training program.

Now, a NSW nurse has spoken out about the type of candidates recruited by Nurse Bank in China and the quality of their training.

Lara* was hired by Nurse Bank to train Chinese nurses in aged care to a level suitable for employment in Australian nursing homes.

Immediately on arrival at Nantong, a day’s drive north-west of Shanghai, she realised all was not as it was supposed to be.

‘I thought I’d be training to levels Cert III or Cert IV in nursing. I thought I’d be teaching them systems, about caring, about an understanding of aged care.

‘I found it a bit strange. There were about 50 girls.

They weren’t RNs. Only one of them was a nurse,’ she said.

Lara says the teaching facilities were extremely basic and the resources scant.

‘I was given some books by Nurse Bank. The students were given answer books. I was to write the answers on the board and they copied them.

‘The only other resources I had were some DVDs from Nurse Bank that I brought with me.’

But even these meagre resources proved to be useless with the students’ almost non-existent levels of English.

‘Basically I had to teach them English. I had to draw a body on the board and teach them the names of the parts of the body.

‘These students were paying thousands of dollars for the tuition. Many had borrowed money to do the course. Many had travelled to Nantong from the countryside. They were promised they would get a certificate.

They were promised they could then go to Australia to work,’ she said.

The course was meant to last for eight weeks but after five weeks Lara confronted one of the owners of Nurse Bank, Alan Hickling, about the problems and the inadequacy of the course.

‘I was pressured to sign the certificates. I couldn’t do it. It was a threat to my registration. They flew me out straight away after I refused,’ she said.

Lara said she was quite shocked by the experience and feels for both the Chinese women she met in Nantong and the Australian patients they would eventually care for.

It was an eye-opener and it’s sad for Australia to let it happen. It’s about standards and we don’t want to bring them down. Patients deserve holistic care. It frightened me that they wouldn’t be getting that care.

‘It’s also about exploitation. The women I taught in China would also be badly affected.’ n

*Not her real name. Lara is too afraid to reveal her identity in The Lamp.

S.442 VISA: A LICENCE TO EXPLOIT? c

Trainee, or s.442, visas, allow work if it is part of an approved training program.

c

Companies that sponsor the s.442 visa holders must deliver a 12-month, governmentapproved occupational training program with award wages.

c

The Age says Chinese nurses paid $12,000 for the s.442 visa training program in China. The same course costs Australians $4,000.

c

Nurse Bank paid the Chinese nurses $300 a week. Nurse Bank then charged them an administration fee, a performance retention fee and nursing home wage fee.

THE LAMP JULY 2007 25

s

INNE DWUSS TI R N I AB LR II SE SF U E S

4% pay rise for public nurses g New wages campaign next year.

A

ll public health system nurses get a 4% pay rise from this month. It is the last of four increases totalling 14.75% over 3½ years won by nurses in May 2005.

The 2005 There’s No Fix Without Nurses campaign succeeded after members of the NSW Nurses’ Association threatened strike action to force the state government to make an acceptable offer.

The current pay agreement expires on 30 June 2008 so next year will see a new wages campaign.

NSWNA General Secretary Brett Holmes said the NSWNA industrial strategy team is now conducting research to prepare for next year’s campaign.

‘Members can also prepare by helping their union to become as strong as possible,’ he said.

‘For example, you can ask a nurse in your unit to join the Association, and attend your next NSWNA branch meeting so you can get involved in union campaigns at your workplace.’

The 2005 campaign achieved significant

YOUR NEW PAY RATES

increases for public health system nurses. For example, weekly pay for an enrolled nurse thereafter grade rose from $734.20 before the agreement to $842.50 from 1 July this year. A 1st Year registered nurse went from $764.90 in 2004 to $877.70, and an 8th Year RN from $1,074.20 to $1,232.60.

Between 2000 and 2007 nurses have received a 47.3% increase in base pay.

Increases in base wage rates were not the only gains from the 2005 campaign.

Other improvements included: c 14 weeks’ paid maternity/adoption leave and one week paid paternity leave. c An average of $15 per week pay increase for ENs with medication endorsement. c Award entitlement to study leave. c Paid leave for union delegates to attend union education courses. c The right to take long service leave after seven years instead of 10 years.

Increases for private hospital nurses Many private hospital nurses are also in line for pay rises this year, following successful campaigns by members in 2005-2006.

Public health system nurses get a 4% increase effective from their first full pay period commencing on or after 1 July 2007.

Most allowances will also increase from the same date. The following table shows examples of the new weekly pay rates.

Enrolled Nurse - Thereafter

842.50

Enrolled Nurse with Medication Endorsement - Thereafter

859.80

RN 1st year

877.80

RN 5th year

1075.30

th

1232.60

RN 8 year CNS and CNE

1282.70

CNC grade 2, 2nd year

1636.40

NUM level 1

1546.20

NUM level 2

1619.60

Nurse Manager level 4 year 1

1793.70

Full pay rate schedules are at www.nswnurses.asn.au – click on members only, then awards.

26 THE LAMP JULY 2007

The next increase for Ramsay nurses under their union agreement is September 2007.

Healthscope nurses are due for an increase the same month, and Health-e nurses receive a rise in October.

‘Attend your next NSWNA branch meeting so you can get involved in union campaigns at your workplace.’

Many other nurses working for private hospitals in the ‘Named Employers’ preserved state agreement have a pay rise coming in July 2007.

For details go to www.nswnurses.asn.au – click on members only, then awards.

NSWNA General Secretary Brett Holmes said these agreements will expire late next year and private hospital nurses will then need to stick together to ask their employer for a union collective agreement.

‘A union-negotiated collective agreement is now the strongest way for private sector nurses to secure and advance their pay and conditions,’ he said.

‘They are now covered by the federal IR laws which have abolished the award system covering whole industries.

New agreements must be struck on an employer-by-employer basis – this is the new way in which increases to pay and conditions must be won.’

Aged care collective agreements In aged care, the NSWNA is encouraging members to ask their employer to offer them the NSWNA/HSU/ACS union collective agreement which delivers a guaranteed 7% minimum pay increase by June 2009.

‘Some employers such as Hardi Group, Uniting Care Ageing, Presbyterian Aged Care and the Salvation Army have already begun separate negotiations for a union collective agreement to provide their nurses with a legally enforceable set of conditions,’ Brett said.n

Career break scheme introduced

A

scheme to allow public health system nurses to take a year off work with pay by deferring part of their previous year’s salary is now in effect.

Under the Career Break Scheme, nurses may apply to defer 20% of their salary for four years, and be paid this deferred salary in the fifth year, taking that year off.

The scheme was introduced under the public health system award and details have finally been approved after long negotiations between the NSW Nurses’ Association and NSW Health.

During the four years, the nurse receives 100% of normal salary with a deduction of 20% from net salary. This 20% is deposited into a trust fund account (not a bank account), which will be established for each nurse approved to take part in the scheme.

In the fifth year – the leave year – deferred salary plus accrued interest will be paid, in either a lump sum or on a fortnightly basis.

Nurses may extend their break by taking annual or long service leave before or after the fifth year, subject to normal approval processes.

Area Health Services will call for

applications to join the Career Break Scheme once per year.

Nurses will not be able to work anywhere in the public health system during the fifth year. Normal approval processes will apply to work undertaken outside the public health system.

Nurses are guaranted a return to their previous positions after the fifth year.

The Career Break Scheme has implications for superannuation, salary packaging, payroll deductions and other matters. For full information go to www.health.nsw.gov.au/policies/ pd/2007/PD2007_042.html n

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THE LAMP JULY 2007 27

s

INNE DWUSS TI R N I AB LR II SE SF U E S

Clinical classifications under review g Association seeks wage increases and allowances.

T

he NSW Nurses’ Association is seeking wage increases for certain categories of public health system nurses in a review of nursing roles and classifications.

The review was guaranteed as part of the 2004-2008 wages agreement.

The Association and NSW Health are reviewing three classifications – clinical nurse/midwifery specialist (CN/MS), clinical nurse/midwifery educator (CN/ME) and nurse/midwifery educator (N/ME).

The Association is also seeking to create a new classification of advanced practice nurse/midwife to reflect the creation of new roles such as the ‘Clinical Initiative Nurse’ in recent years.

Assistant General Secretary Judith Kiejda said the review provides the Association with a rare opportunity to ensure that nursing classifications in the public health award stay up to date with the needs of the health system.

‘We want to ensure that the new structure encourages recruitment and retention by enhancing the attractiveness of these valuable classifications to members,’ Judith said.

As part of the review the Association is pressing for the continuing education allowance to be paid to CN/ME and N/ME classifications as well as the new classification of advanced practice nurse/midwife.

The CN/MS has already been awarded the allowance as a result of a recent Association win in the NSW Industrial Relations Commission.

The Association’s claim for new Award descriptions is summarised below:

CLINICAL NURSE/ MIDWIFERY SPECIALIST c c

Appointment by personal grading.

Has relevant post-basic qualifications and 12 months’ experience working in the clinical area of his/her specified post-basic qualification, or a minimum of four years’ post-basic registration experience, including

28 THE LAMP JULY 2007

c

c

three years’ experience in the relevant specialist field.

New three-year incremental wage structure (existing Continuing Education Allowance paid in addition).

New achievable criteria included in the award description: CN/MS is required to demonstrate at least one criterion listed under headings: Clinical Skill, Professional Behaviour and Professional Development.

A supporting policy directive should acknowledge that dedicated noncontact time is required by a CN/ME, promote the importance of the role and availability of the CN/ME to support all clinical staff across all shifts to enhance education and to improve patient care, and for the Department to monitor the number of CN/MEs every six months to ensure clinical service needs are adequately supported.

‘The Association is seeking to create a new classification of advanced practice nurse/midwife.’

ADVANCED PRACTICE NURSE/MIDWIFE

c c

c

Current ‘local criteria’ to be abolished.

Once deemed competent, a CN/ MS will be subject to the usual performance review processes.

The Association also wants other detail included in a supporting policy directive such as examples of the types of criteria to be considered, an acknowledgement that dedicated noncontact time is required for the CN/MS, and that the Department is to monitor the number of CN/MS’s every six months to ensure that clinical service needs are adequately supported.

CLINICAL NURSE/ MIDWIFERY EDUCATOR c c

c

c

Has relevant post-registration certificate clinical or education qualifications.

New three-year incremental wage structure plus the Continuing Education Allowance paid in addition.

Is required to implement and evaluate non-award educational programs at the ward/unit level and performs functions as listed in the description in that ward/unit level.

Only provides direct clinical care in emergencies, not routinely to fill shortages.

c

c

c

New classification with a single wage rate above CN/MS for nurses who perform independent practice with characteristics such as the Delivery of direct clinical care, Extended autonomy of decision making, and Application of a high level of clinical knowledge and skill.

Has relevant postgraduate certificate or equivalent qualification and three years’ experience working in the relevant clinical area, or such qualifications and experience deemed appropriate by the employer.

Will provide an additional career pathway towards Nurse/ Midwifery Practitioner.

Examples include Clinical Initiative Nurses and Team Midwives.

NURSE/MIDWIFERY EDUCATOR c

c

c

New three-grade classification structure with incremental progression within each grade.

NSWNA claims the Continuing Education Allowance for qualifications above postgraduate certificate level.

Grade 1: • to possess postgraduate or equivalent nursing/midwifery clinical or education qualifications relevant to the clinical area, or such other qualifications or experience deemed appropriate.

• is responsible for the development, implementation and delivery of nursing education

MORE RESPONSIBILITY– AND BALANCING COMPETING DEMANDS ike all clinical nurse/midwifery educators, Kate Griew seeks to balance her education responsibilities with competing demands to provide a more direct clinical role – especially when wards are busy.

Now, in the midst of a general increase in the number of pregnancies, these demands are intensifying for Kate, a CME at Royal Prince Alfred Hospital who is currently acting as clinical nurse consultant.

‘CMEs are being used to meet staffing shortfalls more often because midwifery units across NSW are experiencing increased workloads,’ says Kate.

‘Many CMEs have to do a majority of clinical work and fit their education work on top of that. As a result we tend to do a lot of education work out of hours, so it is a growing workloads issue as well.

‘I work in the delivery ward and there are many times when they absolutely do need an extra pair of hands.

‘At the same time I know I have to meet my responsibilities for the education component as well. It’s a real challenge to organise your work in those circumstances.’

Kate hopes the union’s claim in the current review of nursing classifications succeeds in delivering both a wage increase and the continuing education allowance to classifications that still don’t receive it.

‘I agree that our responsibility to undertake extra education should be validated and recognised via an

L

c

programs within an area, group or public hospital.

Grade 2: • to possess postgraduate or equivalent nursing/midwifery clinical or education qualifications relevant to the clinical area, or such other qualifications or experience deemed appropriate; and • is responsible for either a nursing/ midwifery education portfolio across a complex hospital, or for a clinical division in a complex hospital.

allowance. But I would also like to see our additional responsibilities remunerated in the pay scale.

‘The wage itself doesn’t reflect the responsibility and seniority of the position.

‘That may be due to the relatively low priority given to nurse education, plus the fact that the job historically was a lot smaller than what it has become.

‘The job of a midwifery educator used to mainly involve taking students aside and supporting them.

‘The requirements of the job are a lot greater now than when I started seven years ago. The responsibilities are enormous – especially with so many people working part-time.

‘You’re not only supposed to be an expert in your field but you also have organisational responsibilities to maintain quality. You are very involved in regulation and tend to get a bit of everything put on your plate.

‘Resourcing is a big issue – a lot of educators don’t even have offices.’

With a background in general nursing, women’s health and sexual health, and having worked as an educator in family planning, Kate thinks nurses are likely to be attracted to an educator’s role because they love education, not because it’s well-paid – and the hospital system relies on this, she suspects.

‘The fact is you generally drop a very significant amount of pay to become a clinical nurse/midwifery educator because you’re no longer doing shifts.

c

Grade 3: • to possess postgraduate or equivalent nursing/midwifery clinical or education qualifications relevant to the clinical area, or such other qualifications or experience deemed appropriate; and • is responsible for either a nursing/ midwifery education portfolio in a major clinical division or across clinical divisions of a tertiary referral hospital, or across an Area Health Service.n

Kate Griew

‘When I first became a CME seven years ago my wage dropped $12,000 to $13,000. Today the gap would be even greater.

‘So I’m very hopeful that the union will get a good outcome from the current classification review.’

NSWNA CLAIMS

FOR CNS, CNE AND NE RATES

AT 1 JULY 2007 Registered Nurse/ Midwife

8th Year $1232.60

Clinical Nurse/ Midwifery Specialist

1st Year $1282.70 2nd Year $1308.40 3rd Year $1334.60

Advanced Practice Nurse/ Midwife

$1423.00

Clinical Nurse/ Midwifery Educator

1st Year $1308.40

Nurse/ Midwifery Educator

2nd Year $1334.60 3rd Year $1423.00 Grade 1 1st Year $1499.10 2nd Year $1577.30 Grade 2 1st Year $1604.60 2nd Year $1636.40 Grade 3 1st Year $1699.20 2nd Year $1730.90 THE LAMP JULY 2007 29

IR SHORTS

WALL-TO-WALL BIG BROTHER

33 MILLION REASONS TO LAUGH ALL THE WAY TO THE BANK orkChoices isn’t the only thing to get big business leaders rubbing their hands.

Macquarie Bank has announced that CEO Allan Moss will personally pocket $33.5 million this year — including a $12 million pay rise. This, the ACTU claims, is a clear indication of the widening gap between the rich and poor in Australia as working families struggle under John Howard’s unfair IR laws while big business racks up record profits.

‘Mr Moss may have been doing a good job but $33 million is an outrageous salary and bonus package while the average working person will be lucky to earn $50,000 per year,’ said ACTU President Sharan Burrow. ‘There are working families struggling under John Howard’s unfair IR laws while big business is raking in profits like never before because of the very same laws.’

W

Y

ou can’t tune into Channel 10 any evening or night without getting a full dose of reality TV porridge Big Brother. Now the Howard government is filling the ad breaks between the dross with its own Orwellian world view, forking out over $126 million (so far) to spruik its cosmetic surgery to WorkChoices ($5 million and counting), climate change ($52 million) and superannuation ($42 million), for starters. A government spokesperson admitted to a senate committee that there were at least 22 government advertising campaigns underway.

The Howard government has spent $1.7 billion on advertising since it was elected in 1996.

The Howard government was producing so many ads that, according to Harold Mitchell, the biggest media buyer in the country it is struggling to find room to place them. ‘It’s a great difficulty,’ he told 7.30 Report.

Labor voiced its outrage at the political nature of the ads. ‘You can’t claim to be an economic manager with discipline, when you’re spending public money in such a wasteful, and political way,’ said Shadow Treasurer Wayne Swan.

The Howard government has spent $1.7 billion on advertising since it was elected in 1996. John Howard said his government’s ad campaigns were pure fact, not public relations.

30 THE LAMP JULY 2007

SACKING WORKERS IS EASY, JUST RESTRUCTURE

D

espite Howard’s ‘fairness test’, it’s easy to sack someone for ‘operational reasons’, says the Australian Industrial Relations Commission.

The IR Commission has ruled that the restructuring of a company is a ‘genuine operation reason’ for sacking a worker, even if it breaches an employee contract and regardless of how badly the worker is treated when fired.

The court ruling, which was given after the implementation of John Howard’s so-called ‘fairness test’, actually broadens the scope for employers to get rid of employees under the ‘operation reasons’ of WorkChoices.

Previous judgements had said it was valid to fire someone then advertise the job at a lower salary if the company was in financial difficulty. In the latest case with Global Television Services, there was no evidence of financial difficulty.

WORKCHOICES DIRECTIVE: YOU SHALL NOT ADJUST YOUR BRA STRAP

E

very day there is another revelation that exposes the malevolence and/or absurdity of the Howard government’s IR laws. A template AWA has been designed for Australia’s hotel and hospitality workers by the industry’s employer peak body the Hotels, Motels and Accomodation Association that strips out every single award condition and penalty rate in return for the legal minimum wage of $13.47 an hour. Adding insult to injury, in at least one hospitality workplace, the Lilac City Motor Inn in Goulburn, the AWA is accompanied by guidelines that ban necklaces, bracelets and rings, perfume and aftershave, rubbing your nose, yawning and pulling at your bra strap.

The employer at the Lilac, Don Doolan, told the Daily Telegraph, ‘We follow the government legislation and that’s all you can do as an Australian citizen.’ n

s

NG A E W E DS CI A NR E B R I E F

Workshops to help protect aged care nurses g Confused about the new workplace laws?

Overwhelmed about negotiating a new Agreement? Workshops are here to help.

T

he NSWNA is running workshops to help aged care nurses understand the new workplace laws and help them negotiate strong agreements that secure pay and conditions.

This is part of our plan to support and work with our aged care members to help protect them from the adverse affects of John Howard’s workplace laws, said NSWNA General Secretary Brett Holmes.

‘Aged care members are especially under threat from the federal government’s new IR laws. WorkChoices will wipe out the award that covered aged care nurses so their pay and conditions are no longer protected!’

Across NSW, almost all aged care nurses will have to negotiate a new

NSWNA lends a helping hand to aged care nurses at a recent NSWNA workshop.

Agreement over the next 18 months to protect existing conditions and secure future pay rises.

The Association is running workshops designed to help you understand the many changes that are a part of new Workplace Agreements and help you negotiate a strong agreement that secures existing conditions and locks in future improvements and pay increases.

The workshops will provide you with the necessary information and skills

you need to get the best possible wages and conditions in your new workplace agreement.

‘Your new agreement in aged care’ will explain the new laws and how they will impact on your workplace. This will prepare you for the changes and show you how to get your workplace organised and prepared for the bargaining process.

For dates and more information on these workshops contact Tim Shaw at tshaw@nswna.asn.au or 02 8595 1234.n

THE LAMP JULY 2007 31

s

NG A E W E DS CI A NR E B R I E F

Nursing home gains union collective agreement g Union-negotiated agreement protects and improves conditions

KEY FEATURES OF COLLECTIVE AGREEMENT The union collective agreement and associated memorandum of understanding for Calvary Retirement Community, Cessnock, includes: c 10.5% wage increase between July 2007 and July 2009. If the Fair Pay Commission grants a higher increase, the difference will be paid; c Nine weeks’ paid maternity leave and one week for the partner; c A fair disputes procedure, consultation mechanisms regarding change and a fair process prior to termination;

N

urses have given overwhelming support to the first union-negotiated collective agreement at Calvary Retirement Community, Cessnock.

Ninety-six per cent of nurses voted in favour of the three-year agreement which retains all major award conditions, introduces paid parental leave and provides a 10.5% pay increase over the next two years.

Calvary Retirement Community, Cessnock, is owned and operated by Little Company of Mary Health Care which provides hospital, aged care and community services in several states. The Cessnock facility was formerly Allandale Aged Care Facility, a State government nursing home.

The new agreement applies to about half the nurses at the Cessnock facility who were under the private sector

Nursing Homes Award. The rest were employed before privatisation and remain under the public health system award.

‘The staff are pretty pleased with the result, especially getting paid maternity and paternity leave for the first time.’

The facility has 216 nursing home beds and a recently opened 80-bed hostel.

NSW Nurses’ Association branch president Bronwyn Downing said nurses are happy the agreement protects conditions despite new federal industrial laws.

Under recent WorkChoices legislation, industry awards are being phased out and

c AIN Certificate IV Team Leader allowance of $5 per shift; c Subject to a selection process, AIN Certificate IV payment of course fees; c Endorsed Enrolled Nurse classification structure and wage rates; c Calvary to pay for initial criminal checks for existing employees and to arrange for future checks (which attracts a group discount); c Calvary to pay for influenza vaccinations; c Retention of RDOs for full-time employees; c Principles for reasonable workloads; c Principles for medication management; c AINs will not to be used to replace laundry and kitchen staff; c Requests for leave and payroll errors to be resolved in a reasonable timeframe.

32 THE LAMP JULY 2007

Pleased with the new Agreement: Branch Secretary Rosie Smith (left) and President Bronwyn Downing.

may be replaced by site-specific collective agreements or individual contracts.

‘The staff are pretty pleased with the result, especially getting paid maternity and paternity leave for the first time,’ Bronwyn said.

‘We get reasonable wage increases and if the Fair Pay Commission grants a higher increase we get the higher amount’.

Bronwyn said workers and management got a better understanding of each other’s positions through the negotiations. ‘It shows you can get a good result if both sides go into the negotiations with an open mind and a constructive attitude,’ she said.

Other achievements include agreement for nursing staff of the newly opened hostel to be covered by the agreement, an improved definition of Assistant in Nursing and introduction of reasonable workload principles.

‘The reasonable workloads principles should provide the basis for settling any problems about understaffing if they arise,’ she said.

The NSWNA’s involvement in negotiations for the agreement included educating members about the new industrial relations system.

Ten new members joined the Association during the negotiation process.

CEO Ted Coupe said Calvary Retirement Community took the initiative to negotiate a union collective agreement as a way of offering certainty to employees and management.n

Natalie Bentley with baby daughter Chelsea-Lee.

MATERNITY LEAVE A BOON FOR NATALIE iN Natalie Bentley became the first Calvary nurse to benefit from the introduction of paid maternity leave – even though she was not strictly entitled to it.

Daughter Chelsea-Lee was born several weeks before the collective agreement came into effect, so Natalie was resigned to a brief period of unpaid leave.

But when she returned to work she learned that, as an act of good faith, management would grant her the nine weeks’ paid leave.

‘I was quite shocked when they told me I could take paid leave. It was

A

'JSTU "JE 5SBJOFST

great news, I still can’t believe it,’ Natalie said.

‘I have had three kids and this is the first time I’ve benefited from paid maternity leave.

‘I was working casual at other homes when I had my first two children so I missed out on paid maternity leave for them. I had given up all hope of getting paid leave for Chelsea-Lee as well.

‘I’m grateful that the union took up my case, and that management agreed to grant me the benefit even though the agreement hadn’t come into operation.’

-PDBUJPOT TUBUF XJEF

St John (NSW) is seeking motivated, enthusiastic and experienced individuals to fill vacancies for Casual and Fulltime First Aid Trainers.

It is essential you have a current Certificate IV in Training and Assessment, First Aid certificate or equivalent qualifications, demonstrated experience teaching adults, and excellent interpersonal skills. The job has been designated as child related employment.

Applications should be sent to trainsupport@stjohnnsw.com.au. For enquiries call (02) 9219 6854. St John is an Equal Employment Opportunity Employer.

THE LAMP JULY 2007 33

The Edith Cavell Trust Scholarships for the academic year

2008

Applications for the Edith Cavell Trust Scholarships are now being accepted for 2008. Members or Associate Members of the NSW Nurses’ Association or the Australian Nursing Federation (NSW Branch) are invited to apply.

Applicants should meet one of the following criteria: 1. Student nurses undertaking full-time courses leading to initial registration as a nurse.

2. Registered or enrolled nurses who wish to attend: • an accredited clinical nursing education course of six months or less, either full-time or part-time; • an accredited nursing conference or seminar relevant to applicant’s clinical practice.

3. Properly constituted nursing organisations, faculties or schools of nursing or registered or enrolled nurses wishing to: • attend full-time, relevant post-basic studies at an approved institution for a period or periods of more than six months; • undertake an academically approved research program in the theory and practice of nursing work; • conduct or fund a relevant professional or clinical nursing educational program.

Applicants must be currently registered or enrolled with the NSW Nurses’ Registration Board (or the Registration Board of the state where practising).

Applications close 5pm on 31 July 2007

Applicants must use the official Edith Cavell Trust application form. Details of the Edith Cavell Trust Rules are available on request and will also be supplied with the application form.

For further information or forms, contact: The Secretary – The Edith Cavell Trust PO Box 40, Camperdown NSW 1450 Tel: Mrs Glen Ginty 1300 367 962 Email: gginty@nswnurses.asn.au Web: www.nswnurses.asn.au – click on ‘Education’

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34 THE LAMP JULY 2007

JOIN US 04/07

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N RE O P WFSE SI S N I OB N RA I EL F I S S U E S

NSWNA scholarships support nurses in education and research g The Edith Cavell Trust awards scholarships to NSWNA members to support their education and nursing research. Applications are still open for the 2008 scholarships.

T

he Edith Cavell Trust was established by the NSWNA in memory of the British nurse of the same name, who was tragically executed in World War I. Last year, 22 scholarships to the value of $125,000 were awarded to nurses for the academic year of 2007.

Anthony Sokolowski, CNS/ NP was a scholarship recipient in 2006 as he was finishing his Master of Nursing (Nurse Practitioner). ‘The support of the Edith Cavell scholarship helped ease my financial burden and stress during a busy period in my life, when I working fulltime and studying part-time,’ he said.

Anthony has worked in emergency since 2001 and loves his working environment – ‘I really enjoy

what I do so it seemed only logical to upgrade my qualification to nurse practitioner.’ While studying, Anthony was given the opportunity to work in a provisional nurse practitioner role on the weekends at Mona Vale Hospital. ‘This was really fulfilling as I was able to enhance my skills and put my study into practice while gaining the practice hours I required for my authorisation as a nurse practitioner.’ Anthony was encouraged to apply for the scholarship by some senior colleagues and he

Scholarships in memory of heroic nurse Edith Cavell.

is glad he did – ‘Winning the scholarship helped me fund my university fees which offered much security and relief – I would definitely recommend applying.’ NSWNA encourages all nurses who are continuing their studies or engaged in research to apply for the scholarships, which are a great financial benefit when juggling work and academic pursuits.

Applicants must be a financial or associate member of the NSWNA, and entries close on 31 July 2007.

For more information contact Glen Ginty on 1300 367 962 or email gginty@nswnurses.asn.au or go to www.nswnurses.asn.au and click on ‘Education’.n

‘I was able to enhance my skills and put my study into practice while gaining the practice hours I required for my authorisation as a nurse practitioner.’

Anthony Sokolowski

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THE LAMP JULY 2007 35

Will the tax man be coming after your super contributions this 1 July?

If your super fund doesn’t have your Tax File Number you could be paying more tax than you realise!

No Tax File Number?

■

Additional tax of 31.5% comes out of your employer contributions (including SG!), and

The Government has introduced new rules to start from 1 July 2007.

■

any contributions other than employer contributions will be returned.

Why pay more tax than you have to – make sure your super fund has your tax file number!

Contact Us Website: www.firststatesuper.com.au Phone:

1300 650 873

Email:

enquiries@firststatesuper.com.au

36 THE LAMP JULY 2007

First State Super ■

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* There may be scope to provide your TFN later and avoid these outcomes – see the Government’s changes to super fact sheet on our website. # Chant West Financial Services Pty Limited ABN 75 077 595 316 AFSL 255320. SelectingSuper, a company of Rainmaker Information Pty Limited ABN 86 095 610 996. SuperRatings Pty Ltd ACN 100 192 283. † Conditions apply, please consider the First State Super Product Disclosure Statement (PDS) having regard to your own situation before deciding whether to become a member or continue membership. A copy is available by calling us or visiting our website. The information contained in this document is current as at May 2007. Prepared by FSS Trustee Corporation ACN 118 202 672, AFSL 293340, RSE L0002127, the trustee of First State Superannuation Scheme RSE R1005134.

TFN2 05/07

The rules mean that, if your super fund doesn’t have your Tax File Number, contributions will be taxed at a much higher rate or in some cases get sent back*.

s

Q & A

ASK

JUDITH

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

Union Collective Agreement delivers better pay and conditions I work in the private sector and my employer has informed us that under the new federal IR laws they will be negotiating a new workplace agreement.

All staff are required to attend a meeting where management will provide us with a copy of the new agreement for discussion and seek our agreement on the document. I have spoken with some of my colleagues and we would like to have a Union Collective Agreement. Is this possible and how do we organise it so that the Association is involved?

A Union Collective Agreement (UCA) is the best way to protect your pay and conditions and an employer who values their nurses will recognise that a UCA is better for everyone. Unfortunately, Howardâ&#x20AC;&#x2122;s workplace laws mean that an employer can offer whatever type of agreement they choose. This doesnâ&#x20AC;&#x2122;t mean that nurses canâ&#x20AC;&#x2122;t influence their employerâ&#x20AC;&#x2122;s decision.

A strong and united voice from the nurses in asking for a UCA can convince employers. We can help you develop that strong voice in your workplace.

The first thing you should do is to notify the Association that your employer is beginning to discuss a new agreement. This way youâ&#x20AC;&#x2122;ll be able to get the most up-to-date information and assistance. Prior to attending the meeting speak with as many of your

colleagues as you can and all agree to ask for a UCA at the meeting. You should also attend one of the Associationâ&#x20AC;&#x2122;s workshops on bargaining, which will provide you with the knowledge and skills needed for getting the best workplace agreement possible. Call Tim Shaw at the Association to register.

Finally, donâ&#x20AC;&#x2122;t be fooled that an Employee Collective Agreement is as good as a Union Collective Agreement. Employee Collective Agreements donâ&#x20AC;&#x2122;t allow for true negotiations, and they donâ&#x20AC;&#x2122;t always have clauses in them that allow the Association to help you enforce the agreement. If you want the union to be involved in an Employee Collective Agreement you should call us as soon as possible.

The most important thing is for nurses to work together and speak as one voice in asking for a Union Collective Agreement.

relevant to the competency and skills used by the nurse in their day-to-day clinical practice. Nurses with multiple qualifications are only entitled to one allowance. Nurses must provide evidence of the qualification for which they are claiming the allowance. If a dispute arises in regard to your application for the CEA the departmentâ&#x20AC;&#x2122;s policy directive states how the matter is to be dealt with.

A copy of this policy directive is available on the NSW Health website under policy directives and guidelines.

Relevant qualification eligible for CEA

All employees who work their ordinary hours on Sundays and/or public holidays are entitled to receive additional annual leave up to one week depending on how many shifts you work. For example, if you work 32 or more Sundays in a 12-month period from one anniversary date to the next anniversary date, the additional annual leave is five days.

Part-time employees are entitled to the same amount of leave as a full-time employees.

However, payment for leave is based on the employeeâ&#x20AC;&#x2122;s average hours of work. In your case, being part-time your payment should be for your weekly averaged hours of work ie. 16 hours per week. n

I hold a certificate from the College of Nursing that I completed about 10 years ago. I currently work in the area to which the certificate applies. After I applied for the CEA, my employer told me that my course would qualify for the CEA but only if it was more recently obtained.

They indicated that my qualification was â&#x20AC;&#x2DC;too oldâ&#x20AC;&#x2122; to qualify. Is this correct?

No, this is not correct. Under NSW Health Policy Directive PD2007_027 payment of the CEA allowance is subject to the qualification being accepted by the employer as directly

Additional annual leave for Sundays and public holidays I am a nurse working part-time 16 hours a week in a public hospital. I work every Saturday and Sunday and I was wondering how much extra leave I am entitled to if I work every Sunday for 12 months?

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THE LAMP JULY 2007 37

38 THE LAMP JULY 2007

s

L I F E S T Y L E

The write stuff g Working in a psychiatric rehabilitation

facility is hard work and Felicity Daphné Baldry, RN, finds poetry is a great escape.

F

elicity Daphné Baldry, RN, has always loved writing and her interest in poetry was roused when a neighbour sent her off to a local poetry reading in 1989. ‘That was when I began writing my own poems,’ said Felicity, who became a registered nurse at Lewisham Hospital in 1972 and completed her training as a psychiatric nurse only a few years later and has remained in this specialty for nearly 30 years.

‘There is a very therapeutic quality in poetry writing for me – I find it is a great outlet. I also think there are a lot of parallels with nursing and poetry writing – both require observation and focus, as well as discipline.’ said Felicity.

Poetry writing, like nursing, also requires ongoing learning and the desire to improve one’s skills.

‘I have attended various courses and workshops to hone my writing skills and currently belong to two poetry workshop groups, which are great for feedback and inspiration,’ said Felicity.

Her dedication is certainly paying off – Felicity has had various work published

Voices softly I speak your name say it’s dinner time

and is currently working on a collection of poems that are to be translated into French.

‘It is difficult to get published with so many poetry magazines folding so I have been fortunate in being approached about my work in light of publication. I have been published through my connections in various writing circles and the Poet’s Union,’ said Felicity.

Creative visualisation is a technique Felicity uses to plan her poems in her mind before she puts pen to paper. ‘This is a great way to gather one’s thoughts and I always encourage my patients to do the same.’

Felicity cites TS Eliot and Octavio Paz as poets she enjoys and relates to for their surreal writing style. She draws inspiration from the everyday and mundane and finds ideas can come to her at any and odd times, so she is often ‘capturing’ her ideas on paper, then later developing them into longer poems.

For more information on writing courses and poetry go to www.nswwriterscentre.org.au and www.poetsunion.com n

this goes howling through your mind you snatch and grab as it teases past your memory furrows your brow it is intense repetitive vaguely familiar you shiver, concentrate then wander, lost it’s more than one, you say it claws and clammers something is drowning this is your struggle every minute for twenty years now give me a cigarette, you shout yet it persists determined to have you now nicotine stained fingers fumble leave me alone, you say arms flailing above your cowered head once again I speak your name say it’s time for dinner as if hearing me for the first time you look up say dinner time thanks Felicity Daphne Baldry.

Felicity Daphné Baldry THE LAMP JULY 2007 39

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L I F E S T Y L E

The triumphs and tragedies of Edith Piaf g La Vie En Rose is a moving and superbly directed film that celebrates the life and times of one of France’s most successful entertainers.

Highly recommended, says Meg Collins.

E

dith Piaf was born in 1915 and died in 1963.

She lived in Paris almost all of her life. She was the daughter of a circus contortionist and her mother was a ‘wannabe’ singer, who abandoned her family and eventually made some money as a prostitute. When very young, Edith was also placed in a brothel by her father. Although living in a brothel was a most undesirable environment for a child, she was treated with kindness and love by the whores – one in particular.

Edith’s father eventually returned to the brothel and removed Edith. He went on to have a falling out with his colleagues in the circus, and he and Edith took their act to the streets. It was through busking on the streets of Paris that little Edith discovered her voice – and so did the owner of a nightclub!

Marion Cotillard is outstanding as Edith Piaf. I predict, at the very least, an Oscar nomination

T I C K E T

Reviewer Meg Collins, RN, Royal Prince Alfred Hospital The Lamp’s rating

for her performance. She portrayed Piaf beautifully, as a talented and extremely vulnerable woman.

Piaf was a slave to her mood swings, substance abuse and alcoholism; yet she managed to remain defiant about her past and continued forward.

This is a very moving film. The screenplay is complicated but it is successful in guiding the audience back and forward through different timeframes.

The artistic direction is superb and the soundtrack is wonderful.

This is a subtitled film and with a running time of almost two and a half hours, it is a little long. Despite this, it is worth waiting for the end, when Edith sings what I (and many) believe to be her greatest hit, Non, je ne regrette rien (I regret nothing).

I highly recommend this film. n La Vie En Rose opens nationally on 12 July.

G I V E A W A Y S

F O R

N S W N A

M E M B E R S

EVENING – In cinemas 19 July Evening is adapted by Pulitzer Prize-winning author Michael Cunningham (The Hours) from the bestselling novel by Susan Minot. It is a moving, romantic and poignant drama boasting one of the strongest female casts ever assembled; Glenn Close, Toni Collette, Claire Danes, Vanessa Redgrave, Natasha Richardson and Meryl Streep. The film also stars two sets of real mothers and daughters: Vanessa Redgrave and her daughter Natasha Richardson and Meryl Streep and her daughter Mamie Gummer.

Evening explores the romantic past and emotional present of Ann Grant (Vanessa Redgrave) and her daughters. As Ann lies dying, she reflects on the time in her youth when she met the love of her life, a man she has never forgotten. It is a film about the moments in life that define one’s future. It is a timeless, universal and deeply emotional story about the secrets we share and the defining moments of connection between mothers and daughters, family and friends, and the loves of our lives.

40 THE LAMP JULY 2007

The Lamp has 100 double passes to give away to Evening, as well as 25 double passes each to La Vie En Rose and In the Land of Women. To enter, email lamp@nswnurses.asn.au with your name, membership number, address and contact number. First entries win!

In the land of women

Reviewer Jenny Rex, CNC, Royal Prince Alfred Hospital

g An enjoyable movie about a man’s friendship and connection with women.

H

eartbroken and depressed after a long-term relationship break-up, writer Carter Webb (Adam Brody) flees LA to care for his sick grandmother (Olympia Dukakis). In Michigan, not only is he caring for his eccentric grandmother who has a death wish, he is seeking inspiration to write a book.

Carter becomes involved in the lives of the Hardwicke family who live across the road from his grandmother. There’s Sarah (Meg Ryan) and her daughters, Lucy (Kristen Stewart) and Paige (Makenzie Vega).

Carter’s relationships with all the women in this movie give him a deeper meaning to life as he knew it in LA: his grandmother constantly talks of her own eminent death; Sarah is a lovely lady who

The Lamp’s rating

is trying to keep it all together whilst facing health and marriage issues; Lucy is typical teenager, angst-ridden, with boy and image issues; and Paige is sweet and loving to her family but is a precocious, 11-year-old girl.

All these women develop a bond with Carter. He works hard to keep Grandmother on track. Sarah pours her heart out to Carter and discusses her innermost secrets and feelings with him. There is a definite attraction there. Lucy is also attracted to Carter and seeks advice from him about her relationships with boys. She asks him to accompany her to a party because he is a cool-looking, older man. Paige is a very forward girl and likes Carter so much she asks him to marry her.

Carter handles all the women so well. This is a true-life movie, definitely one to see.n In the Land of Women opens nationally on 26 July.

WANTED 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

Our reviewers & tipsters receive a delightful ABC Classics CD – for uplifting enjoyment!

Gifts so good, you won’t want to give them away. There is an ABC Shop near you.

For locations visit abcshop.com.au or call 1300 360 111. Ask about our rewards program.

THE LAMP JULY 2007 41

s

O B I T U A R I E S

A dedicated nurse and community member NOEL PURSEY BUTLER 13 August 1944 – 6 December 2006

N

oel was born in Malvern, Worcestershire, England, and was the eldest of six children. With her father in the army the family lived in various countries including India and Germany. After her schooling she travelled to Nigeria and worked as a nanny then she joined the Queen Alexander’s Royal Army Nursing Corps to start her nursing training.

Noel loved the army life – the travel, sport, fun and friendship suited her outgoing, adventurous personality well.

Arriving in Australia as a ‘10 Pound Pom’ in 1971, Noel was employed as an Enrolled Nurse at The Campbell Hospital Coraki.

In the winter of 1972 Noel met her future husband Keith. They married in 1973 and have three children – Rebecca, Robert and Sarah. Noel gave up full-time work at the hospital while the children were little and was a wonderful, kind and loving mother.

At this time she did a little relieving work at The Regional Library in Woodburn and at The Cedars Nursing Home in Casino.

Living on a farm on a flood plain meant that Noel had many obstacles to

face. During periods of extended flooding, she would catch the SES flood boat to the hospital and would stay in the nurses home so she could get to work each day.

As a true English lady, Noel was often on the losing side of numerous sporting events. After many matches she often had to buy a lottery ticket or soft drink after she had lost a small wager, as she always bet on the English side. But on the occasions that

England won, the Union Jack flew proudly at her home.

Noel was very community minded – she was actively involved in NSW Cancer Council’s Nurse in a Million Quest, Save The Campbell Hospital Committee, the local Ti Tree Festival, numerous fundraising committees and was a member of The Coraki Historical Society.

In February 2006, Noel became a grandmother to Harrison, who brought her much pride and joy during the last few months of her life.

Noel died (Noel never believed that people passed away or were ‘lost’) on 6 December 2006 after a stoic five-month battle with cancer. Noel was still working when diagnosed.

Her very traditional British funeral was attended by her family, friends and work colleagues past and present.

Noel was affectionately known as ‘The Queen of The Royal Campbell’.

She was a dedicated, caring nurse with a wonderful sense of humour and infectious laugh. She will be deeply missed by all those who had the privilege of knowing and working with her. She will live on in all our hearts. n Margaret Harris RN President, Campbell Hospital Branch, Coraki

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Much-loved and respected LUCY LIM (TIONG HUA) 11 November 1947-25 April 2006

L

ucy Lim (Tiong Hua) was born on 11 November 1947. She commenced her nursing and midwifery training in Kuching, Malaysia at 17 years of age and married Thomas Lim Fook Kong in Kuching. Lucy has three beautiful children, Louisa, John and Marry-Ann. The family migrated to Sydney in 1985 where Lucy commenced work at Cumberland Hospital and undertook a sixmonths intensive training course to obtain her RN qualification. Soon after she joined the team at Blacktown Hospital.

Lucy was a great mother and wife.

She loved her family dearly and loved swimming, aerobics, shopping, gardening, decorating and healthy cooking.

Lucy became unwell in October 2005 and died on the 25 April 2006.

A much-loved staff member of the Antenatal Gynaecology Ward at Blacktown Hospital, Lucy was respected by her colleagues, medical and ancillary staff and was admired for her skill and knowledge as a midwife. She was

regarded as one of the best midwives to work at Blacktown Hospital.

Lucy had a caring manner, was polite and honest. She always treated her colleagues and patients with respect and made time to talk to her patients at length, trying to ease their fears. She was a good friend to everyone – a teacher and a mentor and always looked on the bright side of things. Lucy encouraged her colleagues to achieve their best and gave credit where it was due.

Lucy was a valued member of the midwifery staff, we love her deeply and miss her terribly. Her passing has left a void in our workplace and in our hearts.

Lucy was born on Remembrance Day and left this world on ANZAC Day. She was an angel on earth. To quote a patient of Lucy’s: ‘They must have needed another Angel in heaven’. We remember her with love and Lucy lives in our hearts.

In 2006 Blacktown Hospital dedicated their celebration of International Midwives Day to Lucy. This year we take a moment to reflect and remember our absent friend.n

By Antenatal Gynaecology Staff, Blacktown Hospital

A sharp sense of humour and a warm heart TONY DOBSON

N

SWNA members will be saddened to learn of the untimely death of Tony Dobson.

A long-time member of the Association including a period as delegate for Rankin Park Hospital in Newcastle, Tony is remembered as a nurse who cared more for the patients and his work-mates than he did for the hierarchy.

He was in the first intake of students to undertake university-based education.

His first graduate position was at Rankin Park Hospital in Newcastle, where he went on to become CNS in Rehabilitation and then NUM.

In 1999 Tony was seconded to develop the first Transitional Aged Care unit in Australia – the Pacific Care Centre based at the Royal Newcastle Hospital. He was more recently managing CACPS and EACH services in the Port Stephens Area for CCA. Tony’s family, wife Pauline (a CNC in the Hunter New England Health Service), daughter Michelle and son Richard were joined by family and a large number of his colleagues at a memorial service to remember with great affection a man with a sharp sense of humour and a warm heart.

He was everybody’s great mate. n

By Ian O’Dea, Hunter New England AHS THE LAMP JULY 2007 43

s

BRANCHES NO LONGER EXISTING

N O T I C E

WARNING! 48 workplaces without local branch representation

T

he NSWNA workplace branches listed no longer operate because they did not hold or complete their 2006 elections. Under the Rules of the Association, members of these former branches may apply to the Council of the Association to belong to another branch.

However, not having a branch at your workplace limits your local representation and power.

A branch gives you a voice at work.

It gives you authority to meet, discuss and negotiate with your management under the umbrella of, and with the full backing of, the NSW Nursesâ&#x20AC;&#x2122; Association.

A branch is the source of collective power for large issues such as inadequate staffing, hospital closures, occupational health and safety issues.

Branches also take up local individual issues for members and are a source of advice and support close at hand.

Most importantly, branches give every individual member a chance to influence State action at the bimonthly Committee of Delegates, and set the policy of the Association at the Associationâ&#x20AC;&#x2122;s annual conference.

Donâ&#x20AC;&#x2122;t go without â&#x20AC;&#x201C; you may not have a problem today but thereâ&#x20AC;&#x2122;s always

tomorrow and you need to be organised.

Management is well organised with human resources departments, employer associations, and in the public sector, NSW Health, ready to step in. Not to mention the bevy of solicitors they can drum up at a momentâ&#x20AC;&#x2122;s notice.

The bottom line You have three choices: 1. Talk to nurses at the workplace and get support for the branch to be reformed. Then contact the NSWNA for help with the process; or 2. Write to the Council of the Association and request a transfer to another branch. This is possible under the Rules but obviously does not give you as much influence if other workplaces are involved; or 3. Do nothing and hope you never need the support of your colleagues in taking a united stand. Remember, itâ&#x20AC;&#x2122;s always easier to pick off individuals than deal with a determined group of nurses!

The choice is yours but think carefully, is there really a choice?

Contact your NSWNA organiser to reform your branch â&#x20AC;&#x201C; 8595 1234 (metro) and 1300 367 962 (non metro).n

c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c c

Albion Street Centre Albury Mental Health Nurses Amity Grand at Mosman Armidale Community Nurses Bayview Gardens Nursing Home Bellhaven Nursing Home Berkeley Village Nursing Home CAMHSNET Camden District Hospital Condobolin District Hospital Cootamundra Nursing Home David Berry Hospital Eastern Suburbs Private Hospital Edinglassie Nursing Home Frank Whiddon Masonic Homes Glen Innes District Hospital Griffith Community Nurses Hurstville Gardens Nursing Centre Ibis Care Bexley Junee District Hospital Karitane Carramar Langton Centre Lansdowne Nursing Home Lark Ellen Nursing Home Lithgow Community Private Hospital Lourdes Hospital Community Nurses Macarthur Private Hospital Manly Vale Nursing Home Mid West Community Nurses-Central Sector Moree District Hospital Mosman Private Hospital Mount Druitt Hospital Nepean Private Hospital Niola Centre for Aged Care North Shore Private Hospital Orana Nursing Home Parkview Nursing Home Port Kembla Hospital Prince Albert Memorial Hospital Raffles Assisted Aged Care School Nurses St Josephâ&#x20AC;&#x2122;s Hospital, Auburn Tamworth Mental Health Nurses Tresillian Family Care CSAHS Urbenville Multi Purpose Service Wauchope District Hospital Weroona Nursing Home Westside Private Hospital

"!)4 # 3 +

&OLLOWING RECORD BREAKING SEASONS THROUGHOUT !USTRALIA AND .EW :EALAND THE MUSICAL SENSATION RETURNS TO 3YDNEY

$O YOU THINK THAT !USTRALIAN WOMEN COULD BE WRONG 7E DON T THINK SO !FTER ALL THAT IS THE NUMBER WHO HAVE SEEN THIS HILARIOUS SHOW OVER THE LAST TWO AND A HALF YEARS !ND THEY LOVE IT 3O MUCH SO MANY OF THE AUDIENCE MEMBERS HAVE COME BACK TIME AND TIME AGAIN TO JOIN WITH THEIR SISTERS IN THIS MINUTE ONE ACT LAUGH A THON

-AYBE THE ATTRACTION IS THE SONGS THAT EVERYONE GREW UP WITH n 4HE 'REAT PRETENDER /NLY 9OU 4HE ,ION 3LEEPS 4ONIGHT 3TAND BY 9OUR -AN ) 7ILL 3URVIVE AND TWENTY MORE n ALL SUNG WITH GUSTO AND ALL WITH THEIR hNEWv LYRICS /R MAYBE IT IS THE REALISATION THAT THERE IS A WONDERFUL LIFE WAITING AFTER h4HE #HANGEv 4HE HILARIOUS CELEBRATION OF WOMEN AND 4HE #HANGE

"OOK AND ,YRICS BY *%!.)% ,).$%23

WWW MENOPAUSETHEMUSICAL COM

44 THE LAMP JULY 2007

#OME AND SEE FOR YOURSELF 7E GUARANTEE THAT YOU WILL LEAVE THE THEATRE UPLIFTED AND JOYOUS !S A SPECIAL OFFER TO MEMBERS OF THE .37 .URSES !SSOCIATION

ALL TICKETS FOR THE PREVIEWS ON &RIDAY !UGUST PM AND 3ATURDAY !UGUST AT PM HAVE BEEN REDUCED TO

4HATgS A SAVING OF OVER "OOK NOW 9OU CAN ALSO BOOK

BY PHONING OR BY VISITING ANY 4ICKETEK AGENCY 3IMPLY QUOTE @.37 .URSES !SSOCIATION TO RECEIVE YOUR DISCOUNT

4RANSACTION FEES APPLY

s

WHERE TO GET THIS MONTH’S NEW RELEASES

L I F E S T Y L E

Book me Complementary/Alternative Therapies in Nursing (5th edition)

by Mariah Snyder and Ruth Lindquist, Springer Publishing (available through Elsevier Australia), RRP $125.00 : ISBN 0-8261-1447-4 Complementary/Alternative Therapies in Nursing is a very sober and systematic approach to a wide range of alternative therapies, which can be used by nurses independently of other health care practitioners (i.e. they don’t need a doctor’s OK to go ahead and use). This edition continues to provide the scientific basis for the use of therapies with an emphasis on evidencebased practice. Studies relating to each therapy are included in each chapter and there is also a new chapter dedicated solely to research.

On the Edge of Justice: The Legal Needs of People with a Mental Illness in NSW

by Maria Karras, Emily McCarron, Abigail Gray and Sam Ardasinski, Law and Justice Foundation of NSW, RRP $35.00 : ISBN 0-909136-90-4 This study examines the legal and access to justice issues experienced by people with a mental illness. The methodology comprises a literature review, focus

S P E C I A L

group discussions with key stakeholders, in-depth interviews with 81 legal and non-legal service providers, and 30 semistructured interviews with people who have a mental illness. The study concludes that people with a mental illness experience a number of legal issues with potentially serious personal and financial consequences, and face many barriers in having these legal issues addressed.

Mosby’s Manual of Diagnostic and Laboratory Tests (3rd edition)

by Kathleen Deska Pagana and Timothy J. Pagana, Elsevier Mosby Publications, RRP $71.50: ISBN 978-0323-03903-1 The 3rd edition of Mosby’s Manual of Diagnostic and Laboratory Tests offers excellent guidance on diagnostic and laboratory testing for health professionals in both academic and clinical settings.

The chapters are organised by test type and each chapter begins with a list of the tests covered within the test type, as well as an overview of that category including specimen collection techniques. The tests are presented in a consistent format that includes normal findings, indications, contraindications, potential complications, interfering factors, procedure and patient care, test results and clinical significance, and related tests. This full-colour book is easy to use and covers virtually every clinically significant test, including more than 50 new to this edition.

I N T E R E S T

T I T L E

Mozart and the Whale: An unexpected love story

by Jerry and Mary Newport, Allen and Unwin, RRP $29.95, ISBN: 9781741146844(pbk.)

This extraordinary book puts a human face on Asperger syndrome by taking the reader into the thoughts and feelings of two astonishing and gifted individuals.

Mozart and the Whale is an important and valuable book that tells its story with respect and dignity and shows that even the most unusual people can find love and life partners, but that they must find themselves first.

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

Harvard Medical School Guide to Lowering Your Cholesterol

by Mason Freeman, M.D. with Christine Junge, McGraw-Hill, RRP $14.95 US : ISBN 0-07-144481-5 In The Harvard Medical School Guide to Lowering Your Cholesterol, Dr Mason Freeman, founder and chief of the prestigious Lipid Metabolism Unit at Massachusetts General Hospital and an associate professor of medicine at Harvard Medical School, provides the most expert, up-to-date advice on reaching and maintaining healthy cholesterol levels. This book also includes patient stories, questions doctors often hear, self-assessment exercises, and the most inclusive, up-to-date advice available on all ways to feel better and be healthier.

Damages for Psychiatric Injuries

by Des Butler, The Federation Press, RRP $75.00 : ISBN 186287-491-3 Damages for Psychiatric Injuries offers a critique of liability for psychiatric injury in Australia and England.

Author Des Butler examines current understandings of psychiatric medicine, evaluates the legitimacy of past and current approaches to limiting liability, and examines the policy considerations which promote such limits. Concise and clear, the book sets out a preferred approach to dealing with claims for psychiatric injuries, one which recognises the scientific advances of recent times and reflects good legal reasoning.n THE LAMP JULY 2007 45

Training for your career change • Certificate III in Pathology Specimen Collecting Get your qualification in just six weeks to become a venepuncture professional.

• Certificate III in Aged Care Nursing Great entry point for new nurses and stepping stone to a university degree.

• Certificate III in Business Medical Administration Secretaries and receptionists are in demand for surgeries, medical and specialist practices.

• AIN Recognition Get your qualification for the skills you already possess. Our assessors can come to you.

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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:

w w w. a n m c . o r g . a u (02) 6257 7960

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‘Facilitating a national approach to nursing and midwifery regulation’

46 THE LAMP JULY 2007 ad for LAMP Nov 6 resized.indd 1

24/11/06 10:36:47 AM

CRoSSWoRD Test your knowledge with this monthâ&#x20AC;&#x2122;s crossword.

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Large vessel near the heart supplying blood to the body (5) Condition of the liver of arising from longterm alcohol abuse (9) Gland above each kidney (7) Type of leukaemia where there is excess production of leukocytes in bone marrow (7) Alcoholics anonymous, abbrev (1.1.)

Blood vessels become wider (12) Gastrointestinal, abbrev (1.1.)

The tough membrane forming the outer covering of the eyeball, ... coat (9) Feeling of distress or suffering (4) Intravenous, abbrev (1.1.)

Sports drinks contain these salts (12) Human resources, abbrev (1.1.)

Employed, operated (4) The organ that secretes bile (5) Inability to recognise words (6) Where gastric juice is secreted (7)

29. Large masses of similar cells that make up a part of an organism and perform a specific function. (7)

s DOWN 2.

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An excessive amount of fluid in the tissues (6) Used to measure temperature (11) Dream state (1.1.1.)

Rear of the foot (4) An opening in the large intestine for a colostomy (5) Tranquilisation (8) Cancer causing agents (11) Very thin, extreme weight loss has occurred (9) Blood sucker (30) A severe reaction to an allergen (11) Herpes zoster (8) The intestine (5) Breathe out (6) Precursor to AIDS (1.1.1.)

Component of urine (4) Every (4)

Solution page 49 THE LAMP JULY 2007 47

DIARY DATES

Conferences, seminars, meetings

Contact: 9350 3192, elizabeth. steinlein@sesiash.health.nsw.gov.au

SYDNEY, HUNTER & ILLAWARRA

Nurses Christian Fellowship Prof. evening: 27 July, 7pm, Conference Rm 1, Bankstown Hospital.

Contact: Diana, 9476 4440.

Prof. b/fast: 18 August, 9am, Mount Annan Botanic Garden Contact: Jane, 9449 4868

Parkinson’s NSW Seminar 4 July, Salvation Army Conference Ctr -L4, 140 Elizabeth St, Sydney. Cost: Free Contact: Nancy Tung, 8875 8905, nancy@parkinsonsnsw.org.au University of Newcastle Conference Does Gender Matter in Ageing?

9 – 10 July, David Maddison Building (King St, Newcastle).

Contact: 1300 368 783 info@eastcoastconferences.com.au Discharge Planning Assoc. AGM 12 July, 2pm, Sydney Adventist Hospital, 185 Fox Valley Road, Wahroonga Contact: Kerrie Kneen, 9487 9750, kerriek@sah.org.au NSWNA – 62nd Annual Conference “We Stand Together” 18 – 20 July, AJC Convention Ctr Randwick Contact: Your Local NSWNA Branch Delegate/ NSWNA Switch: 8595 1234.

Aust. Asthma Respiratory Educ. Assoc.

27 – 31 Aug, Children’s Hosp., Westmead Contact: Lucy Keatley, 0411 212 303 Email: keatley@ozemail.com.au Web: www.aareducation.com

UTS research degree info. evening 1 Aug, UTS City Campus. Session 1: 3pm – 4.30pm and session 2: 6pm – 7.30pm Register by 25 July to Priya Nair, 02 9514 4834, priya.nair@uts.edu.au

The Institute of Health Care Fire Safety Bi-Annual Conference 14 September, Quality Resourt Sails Cost: $350-$450 members, $550-$650 non-members.

Contact: Wendy McCaig 0423-0276-48 wendy.mccaig@sesiahs.health.nsw.gov.au

Smart Strokes, 3rd Australasian Nursing & Allied Health Stroke Conference 2 – 3 August, Star City Contact: Hanna Ulkuniemi, 9437 9333, smartstrokes@conferenceaction.com.au NSW Midwives Association State Conference – “Climbing Mountains: Adventures in Midwifery” 3 – 4 Aug, Peppers Fairmont Resort, Leura Contact: Alex Weston, 9281 9522 Email: admin@nswmidwives.com.au

Working with Risk in Midwifery Practice Conference 20 July, 8.30am to 4.30pm, Rydges Camperdown. Cost: $100 Contact: Maureen Ryan, 9515 8416 rpawb.research@email.cs.nsw.gov.au

Navigating Neuro Neuroscience Conf.

4 August, WIN Entertainment Centre, Wollongong Contact: Narelle Walton, 4253 4403, Email: Terese.Kathleen.Pinkis@sesiahs. health.nsw.gov.au

4th International AIDS Society Conf.

HIV Pathogenesis, Treatment & Preventions 22 – 25 July, Sydney Convention and Exhibition Centre, Darling Harbour Visit www.ias2007.org

Bennelong YR@W Womens Forum Impact of WorkChoices on Women in the Workforce 23 August, Ryde Eastwood Leagues Club Contact: Rita Martin, 8595 1234, rmartin@nswnurses.asn.au 7th Annual Rural Critical Care Conf.

24-25 August, Ballina.

Simply Midwifery

MIDWIVES!!

SAVE YOUR ENERGY FOR WHERE YOU WANT TO WORK! At present Staffing Synergy has more work available than we can handle and we need your help! We can offer you full time, part time or casual hours.

We have full indemnity insurance (including Delivery Suite), an ongoing education program, great rates of pay and flexible hours. Why not call us today and become part of the Number 1 midwifery agency?

Call Kay at Staffing Synergy Sydney on (02) 9575 3901, Marc at Staffing Synergy Melbourne on (03) 9857 3544 or visit us at www.staffingsynergy.com.au 10334 48 THE LAMP JULY 2007

The Children’s Hospital Westmead – NAHRC. Paediatric Research Seminar 2007: Creating Futures.

29 August Contact: Donna Rose, 9845 0412, donnar@chw.edu.au

SWAN XV Trauma Conference 27 – 28 July, Liverpool Hospital Contact: Thelma Allen, 9828 3927, Thelma.allen@swsahs.nsw.gov.au www.swsahs.nsw.gov.au/livtrauma

Adolescent and Young People’s Health Research Forum 20 July, 8.15am – 5.pm, UWS Contact: Michel Edenborough, 9685 9080, m.edenborough@uws.edu.au

NSW BFHI (Baby Friendly Health Initiative) Seminar 26 – 27 July, Dubbo RSL Club

Contact: 1300 368 783, info@eastcoastconferences.com.au, www.ruralcriticalcare.asn.au

8th National Rural & Remote Social Work, Welfare, Community Health Conference – Beyond the Great Divide, Bringing Communities Together 12 – 13 July, Echuca, Victoria Visit www.aasw.asn.au CRX07 – A CCRE/ ACRP Conference Building the clinical research profession 17 – 19 August, Melbourne Contact: CRX07 Conference Secretariat, (03) 9682 0500, info@crx07.com The Mental Health Services (The MHS) 17th Annual Conference ’20-20 Vision: Looking Toward Excellence in Mental Health Care in 2020’ 4 – 7 Sept, Melbourne Convention Centre Contact: 02 9810 8700, info@themhs.org Registration available from May 2007 via the the MHS website, www.themhs.org

NSW 30th Infection Control Conference 19 – 21 Sept, Star City Darling Harbour Contact: 9745 9613/ ica@nursing.edu.au

9th National Conference – Congress of Aboriginal and Torres Strait Islander Nurses (CATSIN) Older, stronger wiser 19 – 21 Sept, Crowne Plaza, Alice Springs Contact: Susan Day, 02 8850 8317 Email: days@wyeth.com

Enrolled Nurse Professional Association Annual Conference “Enrolled Nurses Flying High” 24 – 25 September, Panthers Leagues Club, Penrith Registrations & Abstracts contact 0500 50187 or president@enpansw.org.au

3rd Annual Australian Nurse Practitioner Association Conf. – ‘Nurse Practitioners: Change, Choice & Challenges’ 21 – 22 September, Sheraton Hotel, Perth.

Contact: (02) 9954 4400, anpa@dcconferences.com.au, www.dcconferences.com.au/anpa2007

NSWNA 7th Professional Issues Conf.

5 October, Swiss Grand Resort & Spa, Campbell Parade, Bondi Beach.

Cost: members $85, non-members $100 Contact: Carolyn Culling 8595 1234

Reunions

INTERSTATE AND OVERSEAS Drug and Alcohol Nurses of Australasia 2007 Conference ‘Regional Perspectives in Practice’ Date: 11 – 13 July, Whyalla, SA Contact: James Mabbutt, Conf. Committee, 9515 6281, www.danaconference.com

Port Kembla Hospital Reunion 13 July, 6.30 – 11.30pm, Rydges Hotel, Wollongong. Cost: $75pp includes buffet, beverages and entertainment.

Contact: Helen or Jocelyn, 0438 695 076, portkemblareunion@yahoo.com.au Wollongong Hospital Reunion For all staff who worked there 1974-77.

22 July, 12 Midday, Towradgi Beach Htl Contact: Elaine, 4225 9944 or 0418 665 576

Diary Dates

Bankstown Lidcombe Hospital Emergency Department Reunion 11 August, 2pm, Carnarvon Golf Club, Nottingham St, Lidcombe.

Contact: Joanne Huggett 0408 256 586 Email: johug@bigpond.com Albury Mercy Hospital – reunion of past & present employees 25 August, 11am – 4pm, Commercial Club Albury.

Cost $30pp (buffet included).

RSVP & payment must be made by 4 Aug. Contact: Helen Allen, 6040 6980 helenallen@ozemail.com.au Manning Rural Referral Hosp. Taree 8 September Contact: Merle Wright, 6552 2956, Mhicks@Tpg.com.au

Pioneer Lodge Nursing Home Reunion 29 September, Griffith, NSW Contact: Joyce Moorhouse, 6962 4454 Concord General (Repat) Hospital – 50 year reunion Searching for nurses who did their training at Concord General from 1958 –1962.

Contact: Jeanette Bundy, 6341 2818 / write to 2/33 Logan St, Cowra NSW 2794

Social event Shoalhaven Hospital Charity Ball 28 July, from 6.30pm, Bomaderry Bowling Club. Cost $60 Contact: Michael Clarke (04) 3757 7792, michael.clarke@sesiahs.health.nsw.gov.au

Crossword solution

Children’s Ward Mt Druitt Hospital – 25 Year Staff Reunion Looking for all nursing, medical and ancillary staff who have worked on the ward since its opening in 1982.

22 September, 6.30pm, Woodruff Room Penrith Panthers Cost: $55 BYO drinks.

Contact: Wendy McCredie, 4754 3326.

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

Send information to: 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 – www.nswnurses.asn.au Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above.

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

5th Australasian Conference on Safety and Quality in Health Care Co-hosted by the Australasian Association for Quality in Health Care and the Australian Council on Healthcare Brisbane Standards. Key partners: Queensland Exhibition & Health and the Australian Commission Convention Centre on Safety and Quality in Health Care.

6–8 August 2007

For more info or to register go to www.aaqhc.org.au/conf2007.php

REGISTER NOW

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THE LAMP JULY 2007 49

NUM-2007.ai

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NURSING & MIDWIFERY UNIT MANAGERS’ SOCIETY OF NSW (INC.) P.O. Box 463, Randwick NSW 2031 ABN: 68 014 575 993 • www.numsociety.org.au Maximising Abilities – Optimising Lifeskills

Five Day Rehabilitation Nursing Professional Development Program for Registered Nurses 2007

“Unleashed and on the Prowl!”

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.

PROGRAM: 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.

For further enquiries and application forms please contact Anne Gildersleeve, Learning & Development Department on (02) 9808 9626, email anne.gildersleeve@royalrehab.com.au The Royal Rehabilitation Centre Sydney reserves the right to alter any details of its courses without prior notice.

Looking for an exciting change or starting your nursing career, then join us at: ROYAL REHABILITATION CENTRE SYDNEY The Royal Rehabilitation Centre Sydney is a non-for-profit, affiliated health organisation. We work in partnership with clients to maximise abilities and optimise life-skills following injury or illness, offering specialist rehabilitation and disability programs fro adults who have sustained spinal cord injury, brain injury, orthopaedic injury and illness, age related illness, burns, cancer, multi-trauma and other conditions. We offer a range of programs for our clients, including in-patient, outpatient, community and home-based rehabilitation and disability services.

Located at Ryde 20 mins north-west of the CBD and looking for:

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ROYAL REHAB offers a supportive, nurturing environment through: • Flexible rostering • Comprehensive orientation • Mentors • Rehabilitation Nursing Development Program • Individualised New Graduate and refresher programs • Professional development opportunities • Free parking • Free uniforms • On-site short-term staff accommodation • Library & Learning and Development Centre Information Pack: Human Resources on (02) 9809 9017. or email: jobs@royalrehab.com.au Enquiries: Christine Wyness, Acting Deputy Director of Nursing on (02) 9808 9280 or email: christine.wyness@royalrehab.com.au Apply On-line at: www.royalrehab.com.au

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All Nursing and Midwifery Unit Managers are invited to present at the Annual N&MUMS Conference to be held on Friday 19 October 2007 at the Taronga Zoo Function Centre, Sydney.

The content must reflect this year’s theme in relation to a midwifery or nursing leadership activity within the healthcare system. It can be your recent innovations or research, in either written or poster presentation.

Written submissions must be at least 200-250 words.

Prizes will be awarded to the two best papers and posters at the conference.

Get unleashed! The closing date will be on Friday, 3rd July 2007.

Mailing Instructions and Enquiries to: Ms Sheila Ryan: Sheila_Ryan@wsahs.nsw.gov.au • Ph: 9845 6130 Ms Prescilla Luzon: luzonp@email.cs.nsw.gov.au • Ph: 9767 8493 Ms Samantha Faithfull: sfaithfull@stvincents.com.au • Ph: 8382 2463

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THE LAMP JULY 2007 51

#

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APPLICATION FEE

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Start lovin’ your lower monthly payments Compared to the big banks, your special rate with Members Equity Bank means lower repayments every month and an overall saving of up to $21,046# over the life of the average loan#. Plus, because you can borrow up to 95% of the value of your home, it’s easier to get the loan you want. See an example of how much more you’re paying if you have a loan from one of the big banks shown below: Standard loan of $150,000 over 25 years

Members Equity Bank (SMHL)

CBA (Complete Home Loan)

NAB (Tailored Home Loan)

ANZ (Standard Home Loan)

Westpac (Premium Option)

Standard variable rate

7.49% p.a.

8.07% p.a.

8.07% p.a.

8.07% p.a.

8.07% p.a.

Comparison rate#

7.49% p.a.

8.19% p.a.

8.20% p.a.

8.11% p.a.

8.20% p.a.

Monthly repayments*

$1107.51

$1176.67

$1177.67

$1168.68

$1177.67

–

You pay $20,746 more

You pay $21,046 more

You pay $18,349 more

You pay $21,046 more

How much more do you pay with big banks? #

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# The savings compares the comparison rate (7.49% p.a.) for a Members Equity Super Members Standard Variable Rate Home Loan (SMHL) with the major banks comparison rates (as listed). Sourced by Infochoice. com.au - 02 March 2007. All comparison rates are for Standard Variable Rate Home Loans of $150,000 for a term of 25 years, repaid monthly. It is assumed interest rates and fees remain unchanged for the full loan term, all repayments are made on time and no additional payments are made. The features of these home loans may vary. In some circumstances lenders (including those shown in this table) may offer loans with lower rates. WARNING: These comparison rates are true only for the examples given and may not include all fees and charges. Different terms, fees or other loan amounts might result in different comparison rates.

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55731 03/07 55567/0307 52 THE LAMP JULY 2007