The Lamp May 2007 by NSW Nurses and Midwives' Association

lamp the

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

volume 64 no.4 May 2007

Print Post Approved: PP241437/00033

NURSES

FIGHT UNSAFE WORKLOADS

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.

2 THE LAMP MAY 2007

ABOUT THE LAMP

C O N T E N T S

Contacts NSW NURSESâ&#x20AC;&#x2122; ASSOCIATION For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. SYDNEY OFFICE 43 Australia Street Camperdown NSW 2050 PO Box 40 Camperdown NSW 1450 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9550 3667 E gensec@nswnurses.asn.au W www.nswnurses.asn.au HUNTER OFFICE 120 Tudor Street Hamilton NSW 2303 ILLAWARRA OFFICE L1, 63 Market Street Wollongong NSW 2500

Cover story

LAMP MAGAZINE OF THE .37 .URSES !SSOCIATION

VOLUME NO -AY

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Nurses fight unsafe workloads 14 Cover Members of the NSWNA Morisset branch

News in brief

Lifestyle

9 9 9 10 10 11 11 13

37 Membersâ&#x20AC;&#x2122; tips 38 Movie reviews 45 Book me

Health graduates encouraged to stay home New laws could stop 300,000 from voting Nurses most respected profession Spotlight on menâ&#x20AC;&#x2122;s health Lawyers tell how to cut nursesâ&#x20AC;&#x2122; pay by â&#x2026;&#x201C; Fun run helps breast cancer research Celebrating all nurses Safety award for Newcastle Mater Hospital

NSWNA education program 13 Whatâ&#x20AC;&#x2122;s on this month

Industrial issues 20 WorkChoices bites aged care 21 Nurse managers wonâ&#x20AC;&#x2122;t be displaced 23 IR shorts

Agenda 24 Women the biggest losers under WorkChoices 25 Nurses and the fight for equal pay 26 Work is eating our lives

THE LAMP PRODUCED BY Lodestar Communications T 9698 4511 PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au

Obituaries 40 A most loved nurse: Sandra Ayoub 41 Her kindness and compassion remembered: Kerin Baker

Notice 42 Summary of the Financial Report of the NSW Nursesâ&#x20AC;&#x2122; Association

Regular columns 5

Editorial by Brett Holmes 6 Your letters to The Lamp 33 Ask Judith 47 Our nursing crossword 48 Diary dates

Competition

Aged care 28 Strong benchmark for aged care agreements

Professional issues 31 Revised vaccination policy for health workers

41 Win a sensational Blue Mountains escape

Giveaways 38 10 double passes to Hey, Good Looking, Breach, Orchestra Seats and Infamous, and 25 double passes to Georgia Rule

Nurses getting active 34 Volunteer work puts life in perspective 35 Operation open heart in Vanuatu

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

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 libraryâ&#x20AC;&#x2122;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 contributorsâ&#x20AC;&#x2122; 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 MAY 2007 Individuals $60, Institutions $90, Overseas $100.3

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

NORFOLK ISLAND PRIZE INCLUDES; Return air fares with Nor folk Air from Sydney to Nor folk Island for two people 7 nights at Poinciana Cottages 7 days car hire Half Hour Hot Stone Massage per person Talpacific Holidays Convict Club Card offering gifts and discounts on shopping, touring & dining. WIN DAVID JONES VOUCHERS Once you have recruited 4 new members to the NSWNA, you will be awarded a $20 David Jones voucher, and for every member after that you’ll receive a further $5 voucher. It’s that easy! MEMBERSHIP APPLICATION FORMS HURRY – CALL THE ASSOCIATION NOW FOR YOUR RECRUITMENT KITS! PH: 8595 1234 (METROPOLITAN AREA) OR 1300 367 962 (NON-METROPOLITAN AREA) OR GO TO

www.nswnurses.asn.au

4 THE LAMP MAY 2007

COMPETITION CLOSES 30 JUNE 2007

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

I thank you for your confidence g Your right to vote is no small thing. Your vote at the federal election will be a referendum on Howard’s IR laws.

arlier in the year I said in a Lamp editorial that 2007 was to be a pivotal year for all nurses and workers in this country with work conditions, livelihoods and economic security at risk. I said this in the context of two important elections at the state and federal level which I said should be referendums on the federal government’s IR laws if our rights at work are to be protected. NSW nurses had a significant and telling impact in the NSW state election and forced both parties to improve their positions on nursing as a result of our campaigning. It is also an election year for the NSWNA and I have just been informed by the Electoral Commission that I have been re-elected unopposed as General Secretary. I consider it to be a great privilege to be the General Secretary of this union and I feel honoured by this show of confidence. It is with genuine humility that I accept the opportunity to continue to work for members. It is something I will never take for granted.

An experienced and committed team

NSWNA staff have risen to the challenges presented by the federal government’s IR laws with admirable commitment and resolve. NSWNA councillors, a very committed and impressive group of nurses who give enormous amounts of their time and

The NSWNA is in a healthy state I am satisfied about the health of the union as we chart our way through these difficult political and industrial waters. Unlike many other unions, we continue to grow our membership. We have increased the number of staff to deal with the increased needs of our members arising from the federal government’s new laws. We have established a Nurse Power fund so we can run high profile campaigns in the interests of nurses. Our assets and finances remain robust. We have increased the number of branches and delegates. We have expanded the range of services to members including NurseCover and Union Shopper.

I remain vigilant But I also remain vigilant. No union leader can afford to be complacent in the current political environment. I will continue to do everything necessary to improve the lot of nurses no matter what the circumstances and political legal environment we operate in. At one level we will continue to put resources and energy into defending the interests of nurses in aged care and private hospitals which are now engulfed in the federal system. We will pressure the state government to stick to the promises it made to public hospital nurses during the state election campaign. But at another level we will continue to campaign for the abolition of WorkChoices so all nurses and their families are rewarded for their hard work and have the right to a fair go. There is no more critical time than now for strong, consistent and unflinching leadership for this union in the face of the biggest attack we have faced in 100 years.n

NSW nurses had a significant and telling impact in the NSW state election and forced both parties to improve their positions on nursing.

Although we have been operating in the most hostile period in recent history in Australia the Association has achieved some excellent improvements for nurses in their pay and conditions. I am proud of these achievements during this very difficult time for our union. I am also proud of the team that has helped me deliver them.

energy to the running of this union as well as to maintaining their nursing jobs, have been pillars of support for me. Much of what they do is unheralded and they deserve respect from nurses in NSW for their contribution to the success of this union.

THE LAMP MAY 2007 5

LETTER of the month

L E T T E R S

Ken Procter

Better off under public management Two years have passed since Port Macquarie Base Hospital returned to public management. What has changed in that period? Branch officers have taken every opportunity to remind nurses that we have some protection from WorkChoices due to the state government’s initiative to make public hospital nurses Crown employees. While the Association rightly ran a media campaign on the preservation of this job security in the lead-up to the state election, nurses from this branch would also have been mindful that the Coalition still had a policy of privatisation of public hospital services. In 2005, the doomsayers predicted that a return to public management would see a reduction in the broad range of medical specialists available at the hospital. This has not occurred. Waiting lists have been considerably reduced and the Area Health Service has made considerable capital expenditures. There has been some recovery from the lean staffing structure under private management. While recruitment is not as quick as we would like, at least under public management there are mechanisms, including the reasonable workloads clause, to achieve improvements. Staff morale has generally improved. In particular, discontent over nurses working alongside one another but under different awards has dissolved. There has been an end to buck-passing, as the purse-holder is now the manager. Finally, while there has been some regrowth in the Branch membership, the percentage of unionised nurses still lags well behind the average for the public sector. At least under public management, there is guaranteed access to all orientation groups in order to promote the benefits of membership. Ken Procter RN, Branch Secretary, Port Macquarie Base Hospital 6 THE LAMP MAY 2007

Patricia Purdy

Aster Haskas

Better deal at St. Vincent’s

Reality check on vaccinations

Nurses at St Vincent’s Hospital Lismore have been very appreciative of the pay and conditions secured in their enterprise bargaining agreement in 2005. Wage parity with the public sector made nurses feel valued, with the next and final pay rise under the agreement due in July 2007. The reasonable workloads clause remains a collection of words. The branch has not been able to develop a reasonable workloads committee and the DON is not supportive of a reasonable workloads tool. The granting of six weeks’ paid maternity leave has been a bonus for many of our nurses who have become new mums for the first time. Prior to this condition nurses either took leave without pay or used their annual leave for maternity leave. Casual nurses employed for six months and working shifts on a regular basis have not been able to convert their terms of employment from casual to permanent due to management restructure and financial constraints, but hopefully this will occur in the future. Some nurses whose contracts have expired have been offered reduced hours, while others have had their terms of employment converted to casual. Australian Workplace Agreements have so far been averted but this has not stopped management from issuing nurses with contracts containing illegal or unsatisfactory clauses. Examples include a ban on participating in any political activity without permission from their manager. With the threat of WorkChoices legislation the branch is keen to ensure fair work practices for nurses. Our current Enterprise Bargain Agreement expires in June 2008, with negotiations commencing early 2009. The experiences of the last few months will assure some interesting times during the bargaining period. Hopefully by then the government and industrial relations laws will have changed to allow nurses more possibilities for negotiations. Patricia Purdy RN, Branch Secretary St Vincent’s Hospital, Lismore

While RN Pitman (‘Vaccinating needs debating’ The Lamp April 2007) contemplates debating this issue, perhaps she should also reflect on the consequences of not ‘protecting’ health personnel. During 2006 we endured a ‘positive’ Pertussis epidemic among our Neonatal Intensive Care Unit (NICU) staff. The initial source case was an adult nurse educator who infected a novice NICU nurse, who consequently infected a premature baby. Twenty-one percent (28) of all staff returned positive Pertussis IgA results and prophylactic antibiotics were given to 108 nurses, 13 doctors, five ward clerks, two speech pathologists and one pharmacist. Inpatient and outpatient neonates were also screened. Overtime was required to cover resulting staffing shortages within the NICU, staff health and the neonatal follow-up clinic. We can debate all we like about ‘injecting a mix of foreign substances into the body’, but spend a few hours caring for a baby with Pertussis and it’s an instant reality check. The financial cost and potential health implications for patients surely should add weight to the argument for compulsory vaccinations. Aster Haskas, Clinical Nurse Specialist NICU, Westmead Hospital Aster Haskas won the prize for this month’s letter of the month, a $50 David Jones voucher.

No time for quilting Whose idea was it to publish an article comparing quilting to nursing (p35 March edition)? It makes me embarrassed to say I belong to the NSW Nurses’ Association – honestly what were you thinking? Do AMA journals publish similar articles? The article trivialises our whole existence as RNs. Maureen Collins RN, Mullumbimby District Hospital

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.

Marienne Shanahan

Why no allowance for NPs? I read with delight The Lamp’s report that the CEA had been won for CNS, and that NSW Health and the NSWNA need to negotiate for payment of the allowance to CNC and CNE. But as I read on, I became disappointed. Once again nurse practitioners were not mentioned. I am an authorised NP with a Master of Nursing (Nurse Practitioner) and at this stage I am not entitled to the CEA. Like many NPs, I undertook postgraduate studies at great financial and often personal expense. Please tell me why NPs are not being considered for this payment? Surely, if we want more NPs in NSW we need to give them the same recognition for their qualifications as other nurses. Marienne Shanahan, Emergency Nurse Practitioner, Albury Base Hospital Editor’s note: The Association pushed hard for Nurse Practitioners to be paid continuing education allowances in our claim to the Commission. Unfortunately, in both the initial 2004 court decision and the review just completed this year, the Commission declined to extend the allowance to NPs.

chosen speciality. They have committed themselves to extra study and expense in order to gain their qualifications. Clinical Nurse Educators and Clinical Nurse Consultants are the nurses who will inspire the next generation to attain clinical excellence and reach for career goals. Our educators and consultants need to be financially remunerated for their time, effort and commitment to the nursing profession. Carolyn Hook RN, NUM and Branch Secretary, Prince of Wales Hospital

The further qualification allowance for Clinical Nurse Specialists is a fresh victory for the NSWNA, illustrating the Association’s commitment to improving nursing conditions including via the Industrial Relations Commission. The Commission’s recommendation that there is a further case for allowances for Clinical Nurse Educators and Clinical Nurse Consultants highlights the value and importance of these roles. These nurses are driven by a passion for expert knowledge within their

Roseann Slattery-Quinn, RN, Branch Secretary, Cowra District Hospital

Michael Grant

Flush WorkChoices down the toilet Roseann Slattery-Quinn

Skaters out of hospital A year ago The Lamp reported how local youths had turned the vacant third floor of Cowra hospital into an illicit skateboard park (p12 March 2006). After this and other publicity in local newspapers, many changes have occurred to rid our workplace of the skaters. More security cameras have been installed, especially on the third floor. The lift leading to their favourite skating place is locked down after hours, so access is not available. The exit door, through which skaters were let in by their fellow skaters, has been deemed a non-fire escape door and is also locked. Community Health has been moved to the third floor and security measures tightened.

Carolyn Hook

Educators, consultants deserve allowance too

As a result of all the publicity, the public has worked hard to raise funds to build a skate park in the town. This will give the skaters of Cowra somewhere to use other than partly vacant buildings and shopping centres.

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

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NSW is saved…wrong! The real work must now begin. We managed to get the Labor government back into power in NSW, which makes it more difficult for the Liberals to bring WorkChoices legislation into our health industry. But the federal Liberal government has great financial power over all states. How long before the Liberal government finds a way of forcing Labor states to trade their stance on WorkChoices, for perceived benefits to the majority of workers? We must campaign among our clients, families and friends. A vote for the Liberals, Nationals or independents, is a vote for Howard to bring in WorkChoices. WorkChoices’ initials, WC, also stand for water closet, and that’s exactly where our awards will go – down the toilet. We need to show support for a federal Labor government next election. Vote WorkChoices OUT. Michael Grant, RN, Branch President, Stockton Hospital

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

Medicraft,

David Jones’ voucher, Australia’s

largest

manufacturer of hospital beds and furniture. For more information on Medicraft products, visit www.medicraft.com.au or call 9569 0255.

THE LAMP MAY 2007 7

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

8 THE LAMP MAY 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.

N E W S I INN BBRRI IEEFF

HEALTH GRADUATES

ENCOURAGED TO STAY HOME n alliance between Charles Sturt University (CSU) and the Greater Western Area Health Service (GWAHS) looks to be a positive step for improving health services in rural NSW. The university offers students a variety of health degrees including nursing. CSU and GWAHS signed an official memorandum with the aim to keep university health graduates in country areas. This is good news in light of the current nursing shortages in rural NSW, and for residents who don’t always have sufficient access to medical treatment. According to CSU ViceChancellor, Professor Ian Goulter, approximately 80% of health graduates accept a country job after graduating. He said students were more attuned to life in the country after studying in a rural setting.

NURSES MOST

RESPECTED PROFESSION t will come as no surprise to members that the nursing profession has once again hit first place as the highly ethical and honest career path in a recent Morgan Poll. The annual Image of Professions survey indicated that 91% of people surveyed believe nurses are honest and ethical workers. Nurses have maintained the top position in the survey since its inclusion in 1994. This year’s figures are up 2% from last year. Car salesmen were the lowestranked profession – a position they have held since the survey began in 1976.

New laws could stop 300,000 from voting

ew laws passed by the Howard government could stop up to 300,000 people voting at this year’s federal election. The Electoral Integrity Act, which came into effect on 16 April, will close the electoral rolls on the day the election is announced. The new law also tightens ID requirements for people needing to enrol and vote.

‘Regardless of your political views, I think all of us would support the right to vote as essential to a healthy democracy.’ Until now, people had seven days from the announcement of the election date to enrol. Tens of thousands of Australians traditionally enrol in the week after the announcement. Unlike NSW elections, which are based on a fixed four-year term, federal elections can be called anytime over three years by the governing party. An election is due in 2007 but the date will be a surprise.

In the week after the 2004 federal election announcement, according to the AEC website, a total of 423,975 enrolment cards were received. Of those, 78,816 were new enrolments. The new law will stop these people voting. More than 200,000 people also changed their enrolment address in 2004. People in this situation, and many others who are overseas, will be also prevented from voting. NSWNA General Secretary Brett Holmes said that nurses should ensure that they and their families are correctly enrolled to vote. ‘Regardless of your political views, I think all of us would support the right to vote as essential to a healthy democracy. ‘That’s why I urge all NSWNA members to check their own enrolment and to encourage friends and relatives, especially young people, to do the same,’ said Brett. Besides young people, the new law is expected to make it hard for renters, rural populations and travellers to enrol to vote. The federal government says the new law will increase the integrity of the electoral roll. However, in 2002 the Australian National Audit Office found over 96% accuracy, which rose to over 99% when matching the roll against Medicare data. n THE LAMP MAY 2007 9

N E W S I INN BBRRI IEEFF

SPOTLIGHT ON MEN’S HEALTH very hour, five men die from preventable conditions and on average men live six years less than women. In a society where men don’t always seek the medical attention they need, Foundation 49 is an organisation established to raise awareness of men’s health issues and improve men’s health. The group’s title is a direct reference to the male population percentage, 49. Foundation 49 hopes to alleviate this growing problem of men shrugging off their health responsibilities. It recommends that men visit their GP regularly, be aware of their bodies and any changes and know the health risks for their age and how they can be reduced. Another organisation committed to men’s health is the Prostate Cancer Foundation of Australia (PCFA). They have 84 support groups around the country to offer advice and support to prostate suffers and their families. They also offer funding for research into the disease. Other initiatives include the PCFA Men’s Health Promotion Forums for health professionals and the general public. PCFA chooses to target both sufferers and health professionals when promoting awareness about prostate cancer and men’s health – a clever means to cover all bases and really push men’s health to the forefront. In conjunction with La Trobe University, PCFA also offers Prostate Care Nursing Scholarships to help nurses specialise in this area. The PCFA also runs an Ambassador Public Speaking Program, which is in its primary stage at present, for which they are hoping to attract funding and recruit people to promote the foundation and raise awareness about prostate cancer. For more information on Foundation 49 go to www.49.com.au and PCFA go to www.prostate.org.au

10 THE LAMP MAY 2007

Lawyers tell how to cut nurses’ pay by ⅓

ohn Howard claims that AWAs will not be used against nurses but – behind the scenes – lawyers and IR consultants are showing employers how to do exactly that.

A document from law firm Connor Hunter pulls no punches in describing just how WorkChoices can slash nurses’ pay and conditions. The law firm suggests nurses’ pay could be cut by one-third. We’ll let this document speak for itself. n

CONNOR HUNTER LAW FIRM

EMENTS WORKPLACE AGORE AND WORK CH ICE ployers an

e Agreements offer em More than ever Workplac ... t and increase flexibility opportunity to reduce cos lishment of the abo the t change is WorkChoice’s most significan ent would eem agr e lac rkp viously a Wo No Disadvantage Test. Pre an d employee age Test if it disadvantage not pass the No Disadvant wages and conditions. the compared to their award only need to comply with ent regulation Workplace agreem s now and on issi mm Co Pay r set by the Fai ual ann minimum conditions as rk, of wo um conditions of hours and with the four minim ve and parental leave. leave, personal/carer’s lea it will result, reement is viable where Ag e Now a Workplac conditions of in the overall terms and on balance, in a reduction yee. employment of the emplo are not covered award conditions which ove rem can s yer plo Em sating the pen com ut tho Commission wi Pay r Fai lian stra Au the by ekly pay employee at all. opportunity to reduce we This affords employers the loading, ve lea es, rat alty rates, overtime s. yee through making cuts to pen plo em g tin era er forms of remun st 2005 gu Au shift allowances and oth in s ter nis Mi ry rito and ter A joint statement by state : could reduce incomes for claimed that WorkChoices a week ... 59 $3 or pay e om e-h tak • Nurses – ⅓ of their Dispute Resolution e ativ ern introduce Alt Employers can also now uce the ability of Agreements. This can red (ADR) provisions in their pute to the Industrial employees to take their dis Federal Government e Relations Commission. Th registered provider a if ies even provides subsid is used. now available at Workplace Agreements are to wait for the ent em uir any stage. There is no req ... expiry of old Agreements e of Introducing Workplac ts efi ben the To discuss ase ple es, issu ent ym plo er em Agreements or for any oth contact Connor Hunter.

FUN RUN HELPS BREAST CANCER

RESEARCH he 10th Mothers’ Day Classic charity fun run/walk will take place on Sunday, 13 May at various venues across the country. It is the largest event of its kind in Australia with all proceeds going to the National Breast Cancer Foundation. With one in eight women diagnosed with breast cancer in their lifetime, most of us know someone who has been affected in some way by this disease. The Mothers’ Day Classic is a fun way to raise money for a very worthy cause. Not up to running the distance? Don’t worry, you can walk it at your own pace. Everyone can join in. Groups are also encouraged. All participants will receive a medallion and there are larger prizes for individual race-winners and top fundraisers. In NSW, events will take place in the Domain, Parramatta and on the Central Coast. You can also participate in the ‘Walk in the Park’ option and simply walk in your local area. Registering is easy and there are even training tips on the website. If athletics isn’t your thing or you'll be busy on the day, you can also pledge donations. For more information and to register go to www.mothersdayclassic.org

Authorised by Brett Holmes NSWNA

Celebrating all nurses

n May 12 nurses worldwide will be recognised for their tireless work and achievements as a part of International Nurses’ Day. Coinciding with the birthday of celebrated nurse, Florence Nightingale, International Nurses’ Day is a great way to acknowledge the contributions nurses make in their jobs and to society in general. The day aims to highlight and promote the good work of nurses and to give nurses a chance to celebrate with each other, giving themselves a well deserved pat on the back. There are many great activities planned all over NSW to celebrate the day, and nurses are encouraged to organise activities at their place of work to make the day a success.

There will be lots of picnics, lunches and barbeques with some creative twists including international cuisine and allday morning teas. Other events include writing competitions, talent shows and the fastest bed making competitions. Nepean Hospital will be hosting an open day with various display and activities – the local schools have also been invited to show the community the great work that nurses do. The event not to be missed is the annual Glitz and Glamour Ball on May 11, organised by nurses in the Illawarra region. Over 300 nurses attended in 2006, with similar numbers expected again this year. The ball is a fun way to celebrate and always a memorable night. For information about the Glitz and Glamour Ball contact Glen Barrington on 0402 000 841 or email barringtong@iahs.nsw.gov.au n THE LAMP MAY 2007 11

NSWNA announces its new Direct Debit Travel Prize!

WIN A TRIP FOR 2 TO THE GLORIOUS SOUTH ISLAND OF NEW ZEALAND!

Dr 30 awn J 200une 7

Fly in to Christchurch where you will pick up your hire car courtesy of Hertz, for your 8 day visit. This prize allows you to choose where you want to go on this majestic island – places such as Queenstown, Dunedin & Milford Sound. Prize includes a 7 night Gold Hotel Pass, including one night at the Warners Historic Hotel in Christchurch.

HERE’S HOW YOU CAN GET ONE OR MORE CHANCES TO WIN Q cancel your payroll deductions and start paying your fees through

direct debit and you will go in the lucky draw. Q convince your colleagues to convert from payroll deductions to direct debit and you, and each of your colleagues who switch to direct debit, will go in the lucky draw. Q sign up a new member using the direct debit method of paying their fees and you, and the new member, will go in the lucky draw. 12 THE LAMP MAY 2007

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.

N E W S I INN BBRRI IEEFF

Safety award for Newcastle Mater Hospital

he Newcastle Mater Hospital’s Emergency Department was recently awarded a Certificate of Achievement from Unions NSW and WorkCover NSW for outstanding accomplishments and contributions to workplace safety. The award was presented to NSWNA Branch Emergency Department staff at Newcastle Mater Hospital accept President Robyn Keath. the OH&S award from NSWNA Branch President Robyn Keath (front The Hon. Industrial centre) and OH&S Coordinator at the Mater, Adelle Le Cussan (right). Relations Minister John Della Bosca presented ‘Despite being a small and extremely the award to the Mater’s NSWNA Branch busy department, staff injury statistics show Representative, Robyn Keath at the there have been no new lost time injuries in Union’s NSW Occupational Health and the Emergency Department in two years.’ Safety (OH&S) Conference. Ailsa Hawkins, Director of Clinical The OH&S Coordinator at the Mater, Services (Nursing) said, ‘ongoing Adelle Le Cussan, commended the staff assessment, staff education and new at the hospital for their continued hard OH&S policies have all contributed to work in OH&S. these outstanding results’. n

PROFESSIONAL OFFICER – STUDENT LIAISON We are looking for a recently graduated nurse who is passionate about both nursing and trade union principles. The Student Liaison Officer is a new position and will be part of the Professional Services Team. You must hold a current driver’s licence and be able to travel. The position will be responsible for the recruitment of undergraduate/trainee enrolled nurse students as members of the Association as well as responding to the information needs of these students. You will be responsible for identifying potential professional/trade union issues of interest or concern to the students and the Association and involved with developing student Branches. You will actively represent the Association in a wide range of forums as well as networking and forming alliances with key stakeholders, such as

university lecturers and key government departments. You will be required to provide educational sessions to enhance students’ knowledge of nursing and the NSWNA. To be successful in this role it is essential that you are able to demonstrate excellent written and verbal communication skills. You must have a good understanding of the health system, and contemporary issues that affect nurses both professionally and politically. Further enquiries can be directed to Kate Adams, Manager Professional Services Team 8595 1234 (metro) or 1300 367 962 (rural callers). Applications should be received by 25 May 2007 to: Brett Holmes, General Secretary NSWNA PO Box 40, Camperdown NSW 1450

cation progr u d e a am swn

WHAT’S ON THIS MONTH s Legal & Professional Issues for Nurses 11 May, Tamworth, 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 Improve your Health, Wellbeing & Waistline 14 & 28 May, Camperdown, 2 x 3 hours This course aims to educate and provide you with the tools and motivation to make some small changes in your life and help improve your overall health. No matter what your health goals (to lose weight, recover from an injury or increase your energy) we guarantee you will learn something new to take with you for the rest of your life. Members $39.50 • Non-Members $85 Branch Officials $28 s Basic Foot Care for RNs & ENs 14-15 May, Wagga Wagga, 2 days A VETAB-accredited course that aims to provide nurses with the competence to provide basic foot care. Members $203 • Non-Members $350 Branch Officials $175 s Basic Foot Care for AINs 16 May, Tamworth, 1 day A VETAB accredited course that aims to provide nurses with the competence to provide basic foot care. Members $101 • Non-Members $175 Branch Officials $87.50 s Stress Management for Nurses 18 May, Tamworth, 1 day This seminar is intended to heighten awareness of mental health needs of nurses and provide useful exercises to assist nurses to manage stress at work. Members $85 • Non-Members $226 Branch Officials $74

For registration and more information: go to www.nswnurses.asn.au THE LAMP MAY 2007 or ring Carolyn Kulling on 1300 36713962.

C O V E R S T O R Y

Workload, safety win at Morisset g Extra nurses if patient cap is exceeded

ental health nurses who banned patient admissions at Morisset Hospital have won a major breakthrough in their campaign for more staff and better facilities. The NSW Industrial Relations Commission recommended as an interim measure that patient numbers in Morisset’s Kestrel Unit be capped, with extra nurses to be employed if the cap is exceeded. NSW Health has agreed to the recommendation while it negotiates with the NSWNA for a long-term solution to overcrowding and understaffing. NSWNA Assistant General Secretary Judith Kiejda congratulated the Morisset nurses on their strong stand and said they 14 THE LAMP MAY 2007

had the full support of the Association. ‘They have acted in the best traditions of nursing for the welfare of current and future patients,’ she said. Morisset Hospital is on the shore of Lake Macquarie north of Sydney on the Central Coast. Morisset’s NSWNA branch in December put a ban on admitting new patients to the 30-bed forensic unit, which houses some patients in continuous seclusion. The branch acted after management failed to resolve long-standing concerns that overcrowding posed a security risk to staff and patients and an unacceptable workload on nurses. Branch secretary Graeme White said the Kestrel unit had two patients in

long-term continuous seclusion. They had satisfactory accommodation with individual bedrooms and bathrooms. ‘Late last year nurses decided to ban admission of a third patient for continuous seclusion. Any third patient would have been housed in an inadequate room 3x2.4 metres for a prolonged period, with insufficient staff to care for more than two,’ Graeme said. ‘Kestrel takes patients who can’t be managed anywhere else effectively or safely. They usually have a long history of aggression and violence and we need adequate facilities and nurse numbers to ensure the safety of other patients and staff. ‘With more than two patients in seclusion there would not have been enough staff to carry out the mandatory observations of these patients every 10

Back row (left to right): Bob Pearson, Leslie McGuinness, Terry Carroll, Graeme White, Jenine Bice, Cheryl Ellis, Peter Quist. Front (left to right): Roderick Green, Kerry Tyler, and Vivianne Lee.

minutes and also provide daily care to the majority of patients not in seclusion. ‘And we don’t always have access to a doctor overnight, which places an additional burden on nurses. ‘Nurses were extremely frustrated and concerned about patients’ welfare. If these patients can’t get adequate care and supervision at Kestrel they won’t get it anywhere else.’ After the NSWNA branch banned new admissions, management set up a ‘working party’, which met seven times but left NSWNA members unhappy with the process and disagreeing with the outcome. ‘We asked for an extra nurse for each shift and modifications to the premises to provide adequate accommodation for patients in seclusion,’ Graeme said.

‘The working party’s solution was to call on us to be more flexible.’ Nurses refused to lift the ban on new admissions, so management filed a dispute against the union in the Industrial Relations Commission.

‘Patients can still be admitted and discharged but they can’t go over those numbers without extra staff, which was our main demand to begin with,’ Graeme said. ‘The commissioner’s recommendation is a positive move but

‘If these patients can’t get adequate care and supervision at Kestrel they won’t get it anywhere else.’ The Commission came down on the nurses’ side in the interim, with a recommendation for patient numbers to be capped at 28 including no more than two in seclusion. If these caps are exceeded management are to employ an extra nurse on each shift.

we are still looking for extra physical space for patients in seclusion.’ Hunter New England Area Health Service was due to report back to the commission in May on progress in achieving a safer working environment. n THE LAMP MAY 2007 15

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

Safety in jeopardy g Ballina nurses demand more staff

ith its endless white beaches and myriad waterways, the Northern Rivers town of Ballina looks like paradise. But if you’re a nurse at the local hospital emergency department, it can feel more like hell. Ballina District Hospital can be a solitary and dangerous workplace for the single registered nurse on the 10-hour night shift in the ED. After the doctor has assessed a patient the doctor often catches up on some sleep, leaving the RN alone and isolated. The wards are some distance away, the hospital security assistant is out of the department attending to cleaning duties and outside security can take from 10 to 30 minutes to respond to the duress alarm. Morning and afternoon shifts are a little better, with two RNs on duty. But with triage to take care of and a frequent need to escort patients to outside radiology or transfers to other hospitals, one of the RNs is often left alone to manage the nine-bed ED – which is only funded for six beds. With backing from NSWNA head office, the union branch at the hospital is campaigning for more staff to ease workloads and improve job safety and patient care. The NSWNA branch took its concerns

Ballina Hospital staff (from left): RN and union branch president Rita Lewis, Dr Tamsin Franklin and RN Sharn De Kruijff.

This means that two RNs are now rostered for eight hours in the ED. Another commission hearing was scheduled to take place as this edition of The Lamp went to press.

‘Present staffing levels do not allow us to do our job effectively or safely.’ to the hospital’s Reasonable Workloads Committee which recommended a staff increase. The recommendation is supported by the ED operational plan released last August. But Area management has refused to endorse the recommendations and claims the operational plan is merely a draft – though it had never been marked as such. The union went to the NSW Industrial Relations Commission whose Deputy President R W Harrison recommended, as an interim measure, an additional two hours’ nursing time on the morning shift in a timetable for resolving the issue. 16 THE LAMP MAY 2007

Union branch president at the hospital, Rita Lewis, said nurses would continue to press for a second RN on night duty and another RN from 9.30am to 6pm to cover meal breaks, which are often not taken due to workload demands. ‘The branch first raised concerns about ED staffing last October after two RCAs [critical incidents],’ Rita said. ‘There are difficulties in managing the ED waiting room as one of the two RNs is allocated for triage but has to assist with up to nine patients in the ED including acute areas such as resuscitation.

‘Often there is little chance to retriage patients who are in the waiting room. If their condition changes while they are waiting we are often unaware of it.’ Rita said that since CT scan and ultrasonography are not on-site, nurses are sometimes required to escort admitted patients by hospital car or ambulance to these appointments. ‘This can take a nurse off the floor for between 20 minutes and four hours, and this nurse is not usually replaced. At times ED can pull staff from the ward to assist but quite often they haven’t got excess staff either. Therefore nurses in ED are working solo and often without meal breaks.’ Rita said Ballina Hospital nursing and medical staff are committed to safe and effective patient care. ‘We embrace the changes and opportunity offered by the challenges associated with this commitment, but present staffing levels do not allow us to do our job effectively or safely.’ n

Bellingen battles for more staff g Workloads tool not for you, rural nurses told

n area health service’s reluctance to give a district hospital more nurses highlights the difficulty small rural hospitals may face, when seeking to use the workloads tool to measure staff requirements. North Coast Area Health Service (NCAHS) knocked back a staffing request from Bellinger River District Hospital after its Reasonable Workloads Committee calculated that the hospital’s 18-bed medical ward needed 1.83 FTE extra nurses. The workloads committee applied the workloads tool as provided for under the reasonable workloads clause of the nurses’ public sector award. Chris Moore, vice president of the NSWNA branch at the hospital, said hospital management recognised that the medical ward, which cares for a high proportion of aged patients, was understaffed. ‘But six months after we put in our staffing request to NCAHS, area management told us the workloads tool was not applicable to a small rural medical ward,’ Chris said.

Bellingen Hospital nurses (from left): Chris Moore, Sue Butcher, Jenny Jolly, Peter Rothberg and Charlotte Rogers.

The NSWNA branch responded with a resolution criticising the failure to provide adequate staff. Area management then sought a ruling from NSW Health on whether the workloads tool could be applied to the Bellingen medical ward. Nurses did not know if the ruling had been provided when this edition of The Lamp went to press. Chris Moore said nurses could not see why the workloads tool should not be applied to the medical ward regardless of its size. ‘The other part of the hospital is casualty, theatres and a second ward with a maternity unit all combined, which

admittedly makes it harder to calculate reasonable workloads,’ he said. ‘By comparison, the medical ward is fairly straightforward. ‘Nurses should not be denied their rights under the award because they work in small rural hospitals.’ With only one RN and one EN on the evening and night shifts, and the NUM and two ENs on day shift, Bellingen nurses are feeling the pressure. ‘Low morale is an issue when nurses regularly have to make an extra effort to compensate for lack of staff,’ Chris said. ‘We have made a bona fide attempt to put the workloads tool into practice but we can’t even get our submission addressed.’ n

Nurses! Celebrate International Nurses’ Day on

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Saturday 12 May 2007 at Luna Park In recognition of the wonderful work nurses do Luna Park is offering members and their families

Classic Unlimited Rides Passes at $27.50 per person* To book contact: 02 9033 7600 • 1300 244 867 • www.lunaparksydney.com (click on “Whats On”) All you need to do is give your credit card details and quote your membership number. * Limit of 10 passes per person. Children under 85 cm free.

THE LAMP MAY 2007 17

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

Tomaree wins more staff for Easter g Tourist numbers put hospital under pressure

omaree Community Hospital nurses fed up with extreme workloads won increased staffing for the Easter holiday period. The NSW Industrial Relations Commission supported a staff increase resulting in more registered nurses being employed for morning and afternoon shifts – especially on the weekends – and additional on-call staff being trialled for night shift. The Commission recommended the hospital’s Reasonable Workloads Committee continue to work towards determining adequate staffing needs for both peak and non-peak times. Tomaree Hospital at Nelson Bay serves a permanent population of 22,500 and about 45,000 visitors at any given weekend year round. This tourist population further increases during peak holiday periods. Yet nurses have been forced to justify the need for extra staff during holidays to management of Hunter New England Area Health Service, said NSWNA Assistant General Secretary Judith Kiejda. For example, only two nurses per shift were rostered to cover the 14-bed medical ward and emergency department in the pre-Christmas holiday period. Judith said pressure from the NSWNA branch resulted in extra staff being

provided at the last minute to cover the Christmas holidays. Barbara Frost, a nurses’ rep on the workloads committee, said it was very hard to deal with a crisis when only two nurses were rostered on duty. ‘Sometimes we were seeing more patients than bigger hospitals in the area. We might see 50 people a day through the ED as well as looking after in-patients with high acuity and palliative care patients,’ Barbara said.

‘It is unsafe to leave the patients in the ward in order to triage and treat patients in the ED when there are only two staff on duty at any one time.’ ‘It is unsafe to leave the patients in the ward in order to triage and treat patients in the ED when there are only two staff on duty at any one time.’ The region’s high permanent population of retirees puts additional pressure on Tomaree Hospital. Barbara said Tomaree nurses worked between 300-400 hours in addition to their rostered hours, each month for the past year. ‘All the staff are behind our push for a reasonable workload – we are very supportive of each other,’ she said.

WE’RE ALL IN THIS TOGETHER Your donation to the Red Shield Appeal will give people a new chance in life.

Please donate on 13 SALVOS (13 72 58) salvos.org.au 18 THE LAMP MAY 2007

Barbara said it was a long process to gather data to support the case for more staff. Backed by NSWNA head office, the Tomaree branch was able to put a strong case to the Industrial Relations Commission. The branch had earlier agreed to impose bans on administrative work, but these did not go into effect because the commissioner asked nurses to withhold them. Gary Spain, president of the

Association branch at the hospital said the branch resolved to continue to work towards a positive and safe staffing level for the hospital through continued consultation with management and workload committee meetings. He said specific numbers for various shifts were being negotiated as this issue of The Lamp went to press. The branch declared its support for all other rural hospitals in their continued battle for appropriate staffing levels. n

Workloads campaign gains ground in Armidale

fter successfully insisting on their right to a 10-hour break between shifts, Armidale Hospital nurses have won further gains in their campaign to reduce excessive workloads. The nurses opted for an 8-hour break between shifts in 2004 but sought a 10-hour break in January after the hospital switched responsibility for recovery from the ICU to theatre. Management granted the request, but on terms that were impossible to meet with existing staff numbers. These were to roster an evening shift to cover overtime and provide a later start after an on-call shift. After the NSWNA informed nurses of their award entitlements, they insisted on their right to a 10-hour break, and got it. â&#x20AC;&#x2DC;We thought we were in heaven after that,â&#x20AC;&#x2122; said Janet McColl, NSWNA delegate and Past President of the Association branch at the hospital. Janet said management had gone some way towards meeting the branchâ&#x20AC;&#x2122;s request for more staff, including an additional nurse employed for two shifts per week and fulltime hours for a part-timer. â&#x20AC;&#x2DC;Itâ&#x20AC;&#x2122;s a partial solution and we have a long way to go to achieve reasonable workloads,â&#x20AC;&#x2122; she said. â&#x20AC;&#x2DC;We are being asked to work heaps of overtime and we canâ&#x20AC;&#x2122;t come to an agreement with management about what reasonable overtime means. â&#x20AC;&#x2DC;Management has not replied to our request for a nurse educator. They are replacing senior staff with mostly inexperienced staff and staffing has become very bottom-heavy. â&#x20AC;&#x2DC;They want registered nurses to do the job of a nurse educator, but we need updating and educating ourselves.â&#x20AC;&#x2DC; The union branch is helping to reconstitute the hospitalâ&#x20AC;&#x2122;s Reasonable Workloads Committee to make it more effective. n

â&#x20AC;&#x2DC;We thought we were in heaven after that.â&#x20AC;&#x2122;

At Armidale Hospitalâ&#x20AC;&#x2122;s operating theatre (from left): Lucy Sauer EEN, Janet McColl RN and NSWNA delegate, and Matt Krug RN.

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THE LAMP MAY 2007 19

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

WorkChoices bites aged care g Court action to stop phoney ‘agreement’

he NSWNA has launched legal action in the Federal Court against an ‘employer greenfield agreement’ introduced at Willowood Nursing Home in Sydney. Employer greenfield agreements are widely acknowledged as one of the most controversial and noxious elements of the Howard government’s IR laws. They allow employers to bypass any negotiations with employees and their representatives and unilaterally set wages and conditions in a workplace prior to the opening date (see box). They are, theoretically, limited to covering ‘new businesses’. Willowood Nursing Home in the Sydney suburb of Chatswood had operated under the nurses’ award for many years when it closed in 2005 for 18 months for renovations. Nurses and other staff were redeployed to other facilities during the renovations. Moira Devlin, who has worked at Willowood for more than 10 years as an AiN, says management assured staff they would have their existing jobs and conditions when they came back. Nothing would change. ‘That wasn’t to be,’ Moira said.

When Willowood reopened in August 2006, the employer – Columbia Aged Care Services – without consultation, changed all working conditions of nurses and other staff, reduced penalty rates and stripped a host of other award conditions under the guise of an ‘employer greenfield agreement’ – all of which meant lower pay. ‘When we came back we were called ‘Columbia Lifestyle Officers’ and not only did nursing but had other duties like cleaning and working in the kitchen,’ said Moira. ‘The DON justified the new responsibilities and pay and conditions by saying it was a new place, even though the facility was on the same site, had the same name, the same ABN number, the same residents and the same staff.’ After pressure from the NSWNA, Columbia increased the rate of pay but a host of conditions and penalties were still excluded from the agreement. NSWNA General Secretary Brett Holmes says the attempt by Columbia to call Willowood a new business is a fiction and the Association will fight it vigorously. ‘The Association met with Columbia several times to express our concerns about the agreement and request that the company enter into negotiations to right the wrongs by developing a new, fairer union collective agreement. Columbia made a change to the pay-rate

but have left the sub-standard greenfields agreement in place,’ he said. ‘We have started legal action in the Federal Court because we have received legal advice which says Columbia acted illegally.’ Columbia, which has been in business for more than 35 years, owns five aged care facilities in NSW: Strathdale, Rosedale, Mayfair, and Parkland, in addition to Willowood. Under WorkChoices, the Nursing Home Nurses’ Award has been frozen and the NSWNA has concerns that Columbia will attempt to extend substandard conditions in the Willowood agreement to their other facilities.

WHAT IS AN EMPLOYER GREENFIELD AGREEMENT? c

c c c c c

An employer greenfield agreement, introduced by the Howard government as part of its new IR laws, allows employers to set work conditions in any new business without negotiations with employees or unions before the new business opens and takes on any employees. Employer greenfield agreements effectively allow employers to negotiate with themselves the terms and conditions of their workers. an estimated 14,400 Australian workers have been put on an employer greenfield agreement since the new IR laws were introduced. 68% of these agreements eradicate workers’ protected award conditions. 75% provide no specified wage increases for workers. an ‘employer greenfield agreement’ is not to be confused with another type of agreement called ‘union greenfield agreement’, in which a union has negotiating rights and is a party on behalf of the workers.

20 THE LAMP MAY 2007

Moira Devlin

HOW WILLOWOOD ATTACKED PAY AND CONDITIONS c

c c

Pay rates in the Willowood greenfield agreement are less than the Nursing Home Nurses’ Award when conditions that have been abolished like uniform, laundry and in-charge of shift allowances are factored in. Penalty rates have been significantly reduced eg. Sunday morning shift has been reduced from 75% to 35%. Leave provisions have been reduced with leave calculated on the contract hours rather than the hours actually worked. Additional annual leave for working public holidays and Sundays has been totally abolished. The August bank holiday for nurses has been abolished. Accelerated long service leave for long-standing employees over 15 years has been abolished.

‘Nurses working in these facilities will need to be vigilant and organised to maintain their current pay and conditions,’ said Brett Holmes. n

Nurse managers won’t be displaced

he Association has fought off an attempt by management to ‘displace’ several nurse managers at Wollongong Hospital. Management at Wollongong Hospital decided more than a year ago to redefine certain nurse manager positions and displace the incumbents – 7.6 full-time-equivalent staff. The hospital wanted to change the job title and job description but maintain the grades at Nurse Manager 3. All jobs were to be spilled and advertised with the incumbents obliged to reapply for the positions. Management argued people had to be displaced because of the changed nature of the job. The union argued that the job

The Edith Cavell Trust Scholarships for the academic year

2008

The problem was successfully resolved at area level without going to the commission. description changes were minor and notified a dispute with the Area Health Service. The problem was successfully resolved at area level without going to the NSW Industrial Relations Commission to seek assistance. Existing staff will take on the new job titles and descriptions with no need to reapply for the positions. n

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’

THE LAMP MAY 2007 21

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IR SHORTS

MORE EVIDENCE YOU WORK HARDER FOR LESS ON AN AWA

he latest Australian Bureau of Statistics data shows that non-managerial employees on a registered individual contract or AWA (3.1% of workers) continue to earn less and work more hours than those non-managerial employees on a collective agreement. The ABS statistics show nonmanagerial employees on a collective agreement work, on average, 31.9 hours per week at $27.30 per hour. Non-managerial employees on an AWA work on average, 36 hours per week at $26.40 per hour.

WORKCHOICES FINDS A HOME IN BANANA COUNCIL

he Howard government is linking up with conservative-run councils in Queensland to move council workers, including garbage collectors and librarians, on to the federal IR system in order to scrap penalty rates, overtime and public holidays. Leading the charge is the Banana Shire Council in Central Queensland. It says it has legal advice that it can operate under the federal system. According to The Australian, federal workplace relations minister Joe Hockey has indicated the Howard government would support a federal court test case to legitimise the move. The union covering council workers, the AWU, says the move is a ‘fundamental realignment of the constitution through the back door.’ It cites the legal uncertainty about whether councils are corporations and are able to transfer to the federal system.

Joe Hockey

NURSES AND WORKPLACE RIGHTS TAKE CENTRE STAGE he NSWNA campaign during the state election has been successful in putting nurses and their workplace rights at centre stage with all political parties. Following the election Kevin Rudd challenged the Howard government to guarantee Australia’s nurses and health care workers will not be forced onto Australian Workplace Agreements by tying Commonwealth funding to the uptake of AWAs. The Howard government has already tied university funding to the use of AWAs. Labor voiced its concerns that the Howard Government would seek to do the same in Australia’s hospitals. Through Australian Health Care Agreements (AHCA), negotiated every five years with the state and territory governments, Labor fears the Howard government will seek to tie its funding of hospitals to the uptake of AWAs. The next AHCA is up for renewal in 2008. Ninety-five percent of Australian nurses working in the

The AWU claimed the move was not only the latest attack on workers’ rights but also another grab for power by the Howard government over the responsibilities of the states. ‘The Commonwealth can take over town planning, water supply, all the things that councils cherish, as their purview will be lost,’ said Queensland AWU Secretary Bill Ludwig.

WHEN THE MINIMUM WAGE HAS NO KNOWN MINIMUM

he Howard government and its new body, the Australian Fair Pay Commission – established to set minimum wages – have been embarrassed by revelations there are no legally enforceable documents that set out minimum wage entitlements. If employers want to find out what the minimum wage they have to pay is, there is no government agency that can tell them. Labor’s Workplace Relations spokesperson Julia Gillard said it was

public sector rely on penalty rates which make up about 40% of their pay. According to an OEA study, 60% of AWAs removed penalty rates all together. John Howard responded by saying the government would not do to nurses what they did in the tertiary education sector. He made no mention of the fate of nurses working in private hospitals and aged care who are already exposed to the federal system.

Kevin Rudd

unbelievable that businesses and workers were left in the dark about their legal wage entitlements.

If employers want to find out what the minimum wage they have to pay is, there is no government agency that can tell them. ‘It is causing confusion in Australian workplaces, particularly for small businesses but for business generally and for individuals who just want to make sure that they are getting paid the right amount,’ she said. She was joined in her criticism by a chorus from the business community and the union movement. n THE LAMP MAY 2007 23

AGENDA

Women the biggest losers under WorkChoices g 20,000 workers are robbed of award protection every month. Family life is increasingly dominated by work at the expense of our children and elderly. These trends, especially for women, are set to worsen due to the federal government’s IR laws.

ne year on, women are the biggest losers, according to a report on the impact of the federal government’s IR changes. Research by Professor David Peetz from Queensland’s Griffith Business School analyses the first 10 months of WorkChoices. It finds that almost 20,000 workers a month are losing award coverage with the rate of pay for women taking the biggest hit. Key findings of the research are: c a majority of award workers suffered a real wage cut averaging almost 1% since the introduction of the laws; c women’s pay has dropped significantly under the new laws with real average earnings for women in the private sector falling by 2%; c almost 20,000 workers every month are losing award coverage and being shifted onto AWAs or other non-union agreements that remove overtime and A WOEFUL SCORE penalty rates; CARD c Labour productivity The Griffith Busin ess School repo fell by 1.6% nationally rt found that since the introduction between the March and of the federal gove rnment’s IR chan September quarters ges there has been: of 2006; c a decline in c the share of national average real wa ges despite the econ income going to profits omic boom; c a real and re is at an all time high. lative drop in th e earnings of wom Professor Peetz en; says a comprehensive c a fall in lab our productivity ; analysis of the impacts c a rise in profi ts to record levels of the federal IR laws is . being impeded by the withholding of official information by the Howard government and its agencies. ‘Nonetheless, these are the patterns we would expect to see from a transfer of power from employees to corporations,’ he said. His research is backed up by an ACTU analysis of Australian

24 THE LAMP MAY 2007

‘These are patterns we would expect to see from a transfer of power from employees to corporations’ Professor David Peetz

Bureau of Statistics data in the 12 months since the introduction of WorkChoices. The analysis shows that the gap between full-time wages for women and men has blown out to $100 a week. Full-time women workers now earn on average 10% less than their male colleagues. This has taken Australia back to the same pay gap in percentage terms that existed in 1978. The ACTU says, with almost one in four women (23%) reliant on awards (compared to only 15% of men), the erosion of award conditions such as penalty rates, leave loading and public holiday payments is having a serious impact on women’s take-home pay. This is exacerbated by the federal government’s refusal to include in the new minimum legal standards, rights to family-flexible working conditions that were won in the ACTU Work and Family Test Case. n

Nurses and the fight for equal pay g The roll-back of women’s pay under John Howard’s IR laws is particularly galling, given the long and difficult battle for equal pay in which nurses were leaders.

urses were active in the early struggles for equal pay for women. In the 1940s, the NSW Nurses’ Association was affiliated to the United Associations (of Women). The Association participated in the first Women’s Charter conference in 1943, organised by the great Jessie Street, an untiring champion of women’s

1969 when the federal Arbitration Commission established a new principle of equal pay for work of equal value. By this time there was an increasing level of resentment in the overwhelmingly female nursing workforce at what they saw as blatant sex discrimination. The NSWNA channelled that

The Association participated in the first Women’s Charter conference in 1943, organised by the great Jessie Street, an untiring champion of women’s rights. rights. The Women’s Charter that emerged from this conference called for equal pay for men and women, with the issue of nurses’ pay being specifically mentioned. The United Associations (of Women) were influential in gaining support for the early fight for equal pay, which culminated when NSW legislated for equal pay for work of the same or like nature. This legislation was of no assistance to nurses who were excluded because it did not apply to work ‘essentially or usually performed by females’. Nursing awards in NSW continued to contain male and female rates of pay, with female rates set at 78% of male rates. The disparity in pay continued until

resentment into a campaign putting pressure on the State government to give NSW nurses equal pay. That campaign was successful in 1971 when the Hospitals Commission made an offer to the Association for female nurses’ pay to be increased in two stages to equal the male rate by 1973. n

Committed to the fight for equal pay: Jessie Street in the 1940s. THE LAMP MAY 2007 25

AGENDA

Work is Long hours killing relationships

report by Relationships Forum Australia has found a link between an increase in working hours and a general decline in wellbeing in relationships, especially in families but also in friendships and participation in the broader community. The cold statistics – 22% of Australians work more than 50 hours a week, 30% regularly work weekends and 27% are in casual work – hide immense human tragedy, the report says. Almost two thirds of those who work long hours say they interfere with their family and personal life. The report highlights the growing body of international research which shows that emerging work patterns of longer hours, and work at nights and weekends are associated with strained family relationships and parenting marked by anger, inconsistency and ineffectiveness.

There has been a decline in ‘family relational health’ which manifests in rising separations and divorce rates and record numbers of single parents. One Canadian study cited in the report found that toddlers were twice as likely to show signs of physical aggression if both parents worked atypical hours. Parents also were more prone to depression in these families. 26 THE LAMP MAY 2007

The report says there has been a decline in ‘family relational health’ which manifests in rising separations and divorce rates and record numbers of single parents. These problems are exacerbated by reduced job stability, more intense as well as longer hours of work and increased household debt. The report offers suggestions to counter these trends, but these are almost diametrically opposed to the policies which underpin the Howard

government’s workplace laws: penalty payments for long or atypical hours, limits on the hours of work and the empowerment of employees through collective bargaining. Australian Bureau of Statistics data shows that people in full-time nonmanagerial jobs who are on AWAs work 2.3 hours a week more than people on registered collective agreements. The independent reference panel for the report included former National Party leader John Anderson, National MP Kay Hull and the ALP’s Lindsay Tanner and Bob Carr. n The full report is downloadable from www.relationshipsforum.org.au

‘FAMILY-FRIENDLY’ AWAS EXPOSED hree quarters of Australian Workplace Agreements (AWAs) do not include the family-friendly work provisions that the Howard government has consistently trumpeted as a key benefit of individual contracts under its new IR laws. A Sydney Morning Herald analysis of 4,000 agreements leaked to it from the Office of the Employment Advocate – the federal government’s own so-called watchdog – shows that only a quarter had provisions allowing for familyfriendly work arrangements. The federal government and its agencies have consistently refused to release information about, or analyse the impact of, registered AWAs since an initial sample months after the passing of the laws clearly showed they were being used to roll back award pay and conditions.

A Sydney Morning Herald analysis of 4,000 agreements shows that only a quarter had provisions allowing for family-friendly work arrangements. This initial sample showed that 16% of AWAs had removed all of the award conditions the government said would be ‘protected by law’ under WorkChoices. The Howard government spent $55 million of taxpayers’ money to advertise this claim. The latest figures obtained by the Herald show that the number of AWAs that exclude all protected award conditions such as overtime, shift loadings and public holidays had risen to an incredible 45%.

s e v i l r u o g eatin Families need more time together

he Human Rights and Equal Opportunity Commission (HREOC) has released the results of a two-year inquiry into the balance between work and family life that finds people are struggling to manage work and family commitments. The Commission’s findings rest on 181 submissions, 44 consultations and focus groups with wide and diverse gatherings of people. The Commission concluded that, despite a decade or more of economic prosperity, many Australians are not living the life they want and feel pressured, stressed and overly constrained in the choices they can make, particularly at key points in their lives.

The community repeatedly told HREOC that the burning issue was about time: time pressures, conflicting demands on time and a desire for more time to enjoy family and friends that was at the heart of efforts to strike the balance between paid work and family responsibilities. HREOC says its report aims to broaden the work and family debate to better include men’s role in family life; to include forms of care other than child care – such as elder care and care for people with a disability – and to highlight the relationship between paid work and unpaid work. HREOC urges as a matter of priority a national, government-funded scheme of paid maternity leave of 14 weeks at the level of the federal minimum wage.

HREOC also says the government should phase in a comprehensive scheme of paid parental leave consisting of two weeks’ paid paternity leave to be taken at the birth of a child and a further 38 weeks of paid parental leave available to either parent. The federal government has rejected the recommendations, with Minister for Workplace Relations Joe Hockey telling the Sydney Morning Herald they would be too expensive and ‘would result in a significant impost on business’. n

‘Pathetic’ paid maternity leave and expensive childcare: how can young women stay in nursing? arla Sundquist, an EN at Kareena Private, says private hospitals need to think much harder about providing better family-friendly conditions if they are going to retain young nurses like her. Karla has just returned to work seven months after the birth of her second child. ‘I wasn’t ready to go back to work but had to for financial reasons. I didn’t want to go back until he was two. It’s a shame we are forced to go back early,’ she said. ‘Private hospital maternity leave is pathetic compared to public hospitals. Most of the nurses at Kareena are in their 40s or 50s and reducing hours and retiring. There aren’t many young people there. They need greater incentives for young women to work there.’ Karla says she supports the idea of government-funded maternity leave. ‘John Howard wants to encourage us to have babies but he won’t help us. He says increase the population but he offers nothing to help. The baby bonus is not

enough. We need paid maternity leave and better childcare,’ she said. ‘I’m originally from Canada. Over there the government pays 75% of your salary for 12 months after you’ve had a baby and the employer must hold your job open for two years. It’s a much better system.’ Childcare, said Karla, is another crippling issue in balancing work and family responsibilities. ‘I earn $44,000 before tax and I pay out $11,000 a year in childcare. It’s not much of an incentive to go to work.’ Karla agrees that finding time to spend with the family is a big pressure. ‘My husband works overtime to get a decent wage and I work every day that he has off. We need to have more time off together no matter who pays or else we’re never going to see each other. ‘That’s not good for a young family.’ THE LAMP MAY 2007 27

A G E D C A R E

Strong benchmark for aged care

he NSWNA has finished negotiations on a template union collective agreement that could protect the pay and conditions of more than half of NSWNA members working in aged care. According to NSWNA Assistant General Secretary Judith Kiejda, the template union collective agreement with HSU and the Aged & Community Services Association of NSW & ACT (ACS) locks in pay and conditions for the term of the agreement and improves existing conditions for aged care nurses. ACS is the employer organisation that represents around 300 of the not-forprofit aged care providers. ACS is working with the NSWNA and HSU to help their members make a simple transition from the NSW award system to the new decentralised bargaining system under WorkChoices. ‘Our motivation is to help establish a consensus on agreed minimum standards

WorkChoices abolished the award. Now the pay and conditions of aged care nurses are contained in what’s called a Notional Agreement Preserving a State Award (NAPSA). This is a temporary agreement that will be in place until March 2009. If no other agreement is in place when the NAPSA expires, aged care nurses may be forced to accept an agreement that contains only the five minimum standards set out in the Workplace Relations Act 1996. The previous award had 50 conditions. ‘For this reason, aged care nurses need to negotiate a new collective agreement that locks in pay rises and conditions for the term of the agreement,’ said Judith. ‘A Union Collective Agreement (UCA) is the best chance for a decent pay rise and the conditions that allow aged care nurses to balance work and family life. It is proven that the wages and conditions achieved under a Union Collective

‘There is no obligation under the new IR laws for employers to negotiate a UCA. However, if nurses stick together and are committed to negotiating a UCA, this will put pressure on their employer to come to the table.’

NSWNA Assistant General Secretary Judith Kiejda

c c

Other improvements include: Recognition and a pay scale for Endorsed Enrolled Nurses; Increased entry salary for newly qualified Registered Nurses, making aged care more attractive to new graduates; Updating the definition of an AIN with provision for an AIN to be team leader; A requirement that RNs be given hand-over time at the beginning of their shift; Staff cannot be forced to work overtime in unreasonable circumstances such as when they have family responsibilities. Long-term casuals also have the right to apply for their position to be made permanent.

in an enforceable document that covers the maximum number of members,’ said Judith. If taken up by all employers who are members of ACS, the ACS template agreement will set a good standard for agreements in aged care.

Agreement are significantly better than under other types of agreements. ‘With the help of the NSWNA, members are in a much better position to bargain with their employers,’ she said.

7% pay increase

Why do we need to negotiate an Agreement?

Conditions are legally enforceable

The template agreement preserves the majority of nurses’ existing employment conditions in aged care and delivers a minimum pay increase of 3.5% per year. The agreement also provides significant improvements in conditions such as the introduction of nine weeks’ paid maternity and adoption leave. It also increases the rate at which long service leave accumulates after 10 years’ service.

In the award, afternoon shift penalties applied if a nurse started work from 10am up to 1pm, and for a finish of 6pm or later. Under the template, penalties apply if a nurse starts work from 10.30am to 1pm in the template, and finishes 7pm or later. ‘However, the improvements in conditions overall far outweighs the compromises made in regard to shift penalties,’ said Judith.

Until WorkChoices took effect in March 2006, the pay and conditions of nurses in aged care were contained in the Nursing Homes &c. Nurses’ (State) Award. This was the legal document that delivered the pay increases and better conditions to aged care nurses. It provided a safety net of minimum pay rates and working conditions. 28 THE LAMP MAY 2007

agreements Importantly, the Dispute Settlement Clause has been included that allows for arbitration when matters cannot be resolved directly between the parties. This makes the agreement legally enforceable in the WorkChoices environment.

Will agreements be automatically negotiated at all facilities? ‘Howards’ new IR laws prohibit what’s called pattern bargaining, which is where the union negotiates an agreement covering all nurses in the sector or all nurses working for a group of employers who have signed the agreement,’ said Judith. Under WorkChoices, a new agreement has to be negotiated for every employer and, in some cases, at every facility.

g New template agreement secures wages and conditions for many aged care nurses.

‘Just because a strong agreement has been negotiated at one facility, this does not mean it will automatically pass through to nurses in other similar facilities, carrying out similar roles,’ she said

‘Aged care nurses need to start planning now so they are in a strong bargaining position to push their employer for a good agreement that delivers fair pay and conditions.

‘With the help of the NSWNA, members are in a much better position to bargain with their employers.’ ’There is no obligation under the new IR laws for employers to negotiate a UCA,’ said Judith. ‘However, if nurses stick together and are committed to negotiating a UCA this will put pressure on their employer to come to the table.

‘The starting point is making sure everyone at your workplace is a member of the Union. Remember, there’s strength in numbers,’ said Judith. More information on the ACS template agreement is available on the NSWNA website www.nswnurses.asn.au n

CAREGIVERS a change is as good as a rest

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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

Revised vaccination policy for health workers g Revised policy by NSW Health clarifies guidelines on vaccination against infectious diseases

SW Health has reviewed its policy on vaccinations against specified infectious diseases, in consultation with the NSWNA and various health unions. Vaccinations have always been compulsory for health workers in the NSW public health system and recent updates only mean minimal changes to the policy.

‘Vaccination has been shown to be a safe and cost-effective way to avoid preventable illness in patients, health care workers and the general public,’ said NSWNA General Secretary, Brett Holmes. ‘The NSWNA was consulted on the review and as part of this working group we supported changes and suggestions to ensure the protection of NSWNA members as well as patients,’ he said. The updated policy applies to nurses in the public health system and provisions have been made for existing employees who are not vaccinated. In these circumstances, the nurse’s duties and areas of work can be negotiated so that conditions are safe for both nurses and patients. ‘The NSWNA is here to protect nurses and in the case of unvaccinated nurses, each case will be considered individually

and the nurse will be offered alternative duties in order to reach the best outcome for all involved,’ said Brett Holmes. ‘Nurses’ jobs are not under threat because of the new vaccination policy. The NSWNA will work to ensure members’ jobs are secure and that existing staff who don’t wish to be vaccinated will be accommodated for.’ The reviewed policy also applies to new employees and nursing students on clinical placements. In these cases, nurses and students will need to provide verification of specific immunisations and protection levels from specified infectious diseases. NSW Health recommends that health care professionals have their Adult Vaccination Record Card current and updated, indicating their levels of protection. n

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32 THE LAMP MAY 2007

Q & A

ASK

JUDITH Inquiries about sick leave and annual leave I am an AIN employed in an aged care facility. I would like to know who I should approach to make an enquiry about my annual leave and sick leave entitlements. I have been informed by my colleagues to approach the payroll manager – is this the right person to ask or the DON?

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

been included on our payslips. How can I be sure that the figures represent my correct entitlements?

The payroll manager should be able to advise you of your leave entitlements. The correct procedure would be to put your request in writing to the payroll manager, but if they are not on-site you can then put your request in writing to the DON, you should also have a record in your personal file.

Firstly, there is no obligation on your employer to include the leave entitlements on your payslip. If you are not sure they are correct, you can put a request in writing to your employer for a record of your accrued entitlements and the amount that you have taken since your employment. It is always advisable to keep a record for yourself when you take leave. You also need to clarify what your award entitlements to annual leave and sick leave are or, if not sure, ring the Association and ask to speak to an Information Officer.

Leave to study Certificate III

On-call allowance

I currently work in a nursing home and have applied for the Certificate III course. The pay office has informed me that I need to use my annual leave to do this, is this correct?

If you have applied to do the Certificate III Course, there is no obligation on your employer to grant you study leave. But if they have directed you to do the course, then the employer should grant you the leave. However, you can still put in an application for study leave as it is not only for your benefit but the benefit of your employer and for your future employment and you should put this in your application request. You will also need to know what the policy is for your particular facility and fill in the appropriate forms.

Checking leave entitlements I work in an aged care facility and recently our leave entitlements have

I am a mental health RN working in the public system. I am rostered oncall overnight and get paid from the time I arrive at work, not the time I actually receive the phone call. Is this correct? Also, does the call-out time finish when I leave work or when I get home?

Under the Public Health System Nurses’ and Midwives’ (State) Award, call-outs are paid as overtime. Clause 25 (iii) says, ‘An employee recalled to work overtime after leaving the employer’s premises shall be paid for a minimum of four hours at the appropriate rate each time so recalled. If the work required is completed in less than four hours, the employee shall be released from duty. [emphasis added] The minimum call-out payment is four hours at overtime rates. It starts when you arrive at work and ends when you leave. Also, if you have left the premises and are in transit or at home and are called back again, that’s another

four hours’ call-back. This payment is in addition to the on-call allowance of $21.04 or $42.24 if on call on a rostered day off.

Am I entitled to maternity leave? I have just found out I am pregnant. I have been working part-time in a private sector facility for the past 10 months. Some colleagues tell me I am entitled to maternity leave and some say I am not. Could you please tell me what is correct?

Most nurses working in the private sector will have their parental leave entitlements contained in a Notional Agreement Preserving State Award (which is the Federal Government’s term for the existing state awards) or Preserved State Agreements. These industrial instruments generally set out the entitlements of nurses as being those contained in the NSW Industrial Relations Act and also add a few additional conditions. You will need to have been employed continuously for 12 months before being entitled to maternity leave under the provisions of the Act. The industrial instruments then grant additional rights where the employer cannot show that the request is unreasonable. These additional rights include extending the period of leave for a further continuous period of 12 months or to return to work on a reduced part time basis until the child reaches school age. The Association has been able to negotiate some paid maternity leave entitlements with employers and you should check with your facility to see whether you are entitled to these paid provisions. n THE LAMP MAY 2007 33

NU E R WSSE SI N I N BARC ITEI O F N

Volunteer work puts life in perspective g A volunteer experience in Africa thirteen years ago changed RN Lyn Thorpe’s life.

n 1993, accompanying a plastic surgeon to Africa to assist in reconstructive surgery, she found all her life values were ‘put in the right perspective’. Lyn, a part-time RN at John Hunter Hospital, has a 40-year career as a nurse and NSWNA member. ‘I learnt the basic values of life. All these people wanted for their children was food in their bellies, clothes on their backs, a roof over their heads and an education – [in Australia] we never stop wanting things,’ she said. In 2006, Lyn and her husband David, a retired builder, went to Papua New Guinea with Australian Business Volunteers, an arm of AusAid, to build a classroom and library for Kapuna Christian Mission Hospital. The aim was to build facilities where nurses could train to become community health care workers and go out into villages and diagnose malaria, HIV/AIDS, scabies, leprosy, do minor surgical procedures and deliver babies. ‘Whilst my husband was building the classroom and library I was teaching the nurses basic nursing care terminology and procedures. ‘During this time I met Hadassah, a young woman who’d suffered severe burns in a kerosene stove accident. She would sit in a wheelchair on the hospital veranda every day. I’d hear her scream in pain each morning as they changed her dry dressings. I met her 18 months after the

34 THE LAMP MAY 2007

accident and there had been very little healing,’ she said. Lyn built up a relationship with Hadassah, whom she describes as an intelligent and articulate young woman. Lyn asked Hadassah if she would consider coming to Australia for medical attention if Lyn could organise financial assistance through her involvement with Rotary. When Lyn arrived back in Australia she began fundraising – so far collecting $40,000 to pay for approximately four operations. Dr Robert Gates is performing all procedures free of charge but the cost of the hospital bed per day and extras such as pharmacy, X-rays, pathology, scans and physiotherapy are the biggest expenses. ‘Hadassah has had her burns skin grafted and is healing well. However, she has a bad contracture of her left arm and both groins, which has limited her movements. She’s had an operation to straighten one leg and has one or two operations to go until she’s able to walk again.’

‘I learnt the basic values of life’ Rehabilitation will take about one year after which she hopes to return to PNG and finish her education so she can become a schoolteacher like her father, a primary school principal. Hadassah’s mother is a nurse. When asked if she would consider a nursing career like her mother, Hadassah laughed and gave a diplomatic answer, ‘I want to be a teacher so that I can educate children to become nurses.’ Hadassah said she is very grateful to Lyn and her husband for everything. n

Operation open heart in Vanuatu g Working as part of a cardiac team in Vanuatu was a moving and inspiring experience for Adam Williams, EEN at Sydney Adventist Hospital.

hen you mention Vanuatu, most people think of the sun, sand and surf. This trip was very different. I went behind the scenes and witnessed firsthand the suffering and sorrow of the Vanuatu people who suffer from various cardiac diseases. This is the story of our efforts as volunteers to give them a better quality of life with what we did and didn’t have in the way of equipment. When I was growing up, I remember my late mother telling me about caring for those less fortunate than myself and

I would reap untold rewards in return. Little did I know how true this would be when I started nursing. I wanted to go on an outreach trip to learn and experience performing cardiac surgery in another country – perhaps a third world developing one. After losing both parents to cardiac diseases and having a 13-month-old niece recovering from cardiac surgery, I felt compelled to give it a go. So, what started out as a clinical trip also became personal as well.

equipment and medical supplies were donated from various sources. I went as a nurse in the post-op ward, where I was able to spend a bit more time with the patients and their families. The contrast with the environment I am used to working in at the SAN to the conditions I worked under in Vanuatu was amazing. We performed ten operations on adults and nine on children, ranging from valve repairs/replacements to septal

‘I was welcomed into the lives of my patients and also their families, helping them to have a better quality of life and a much longer life span.’ The Operation Open Heart Program at the Sydney Adventist Hospital visits countries such as Myanmar, Papua New Guinea, Fiji, Solomon Islands, Vanuatu, Vietnam, Mongolia and, for the first time this year, Rwanda. The Vanuatu team operated at the Port Villa Hospital. Most of our

defect repairs. However, I was welcomed into the lives of my patients and also their families, helping them to have a better quality of life and a much longer life span. I came back to Australia with a bit of Vanuatu in me, and I hope I left a bit of me in Vanuatu. n

Adam Williams with Sylvia, one of the patients he helped in the Vanuatu project. THE LAMP MAY 2007 35

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L I F E S T Y L E

a r M ia’s n i c i s u hea M ling hands g Maria Bashford, RN at Tweed Valley Home Nursing Service, shares her passion for music with her patients and residents. Music is healing – it clears the mind and makes you feel great, she says.

alking to The Lamp this month, Maria Bashford was weeks shy of retiring from a 47-year career in nursing. This is an impressive feat for someone who initially had no desire to be a nurse. ‘The options for women were to become a nurse or a teacher and I always thought both sounded very boring,’ said Maria. After leaving school, she worked in a pharmacy and found she loved the medical aspects of the job. A visit to the Queen Elizabeth Hospital in her native Adelaide changed all her initial views on the nursing profession. ‘As I was shown around I was drawn to everything about the place, even the smell – I absolutely loved it.’ This immediate attraction to nursing was similar to Maria’s introduction to music at the age of 11 when she began violin lessons with a borrowed violin. ‘Mum said I had to borrow one to see if I actually enjoyed playing and I have never looked back.’ Maria’s husband used to be in the army so she has moved around Australia, undertaking various nursing roles at each new destination. ‘I have worked all over the place and would take what whatever work was there. ‘I have worked as a midwife, in labs, in aged care and surgical wards, preferring maternity and aged care the most – either end of the spectrum.’ Maria’s inclination to ‘get things done’ has guided both her career and music - ‘When I played in my first

amateur orchestra I thought I could never play the piece they gave me,’ she said. Maria now plays in a full symphony orchestra, which boasts about 70 members. She has progressed from the violin to the viola, which is ‘physically much harder than the violin as it is heavier and longer’. ‘Like life, music is not that hard once you get going, and now I play in concerts all over the place.’ Maria says she can’t live without music and credits it to helping her through tougher times including hip and knee surgeries and a battle with breast cancer. ‘After my first mastectomy, I was very worried about playing as the surgery was on my right side, which is my bowing side, but everything was fine and I was back at work after five weeks’. This positive attitude has helped Maria with her own health struggles and has been an asset in her work life. ‘Nurses are practical thinkers and level-headed – in life and nursing as well, there are things to do and you just have to do them’. Maria combines her work and passion for music by performing small concerts in the homes of elderly people and couples who are unwell. ‘In retirement I will set up a regular act at the nursing homes and continue to visit houses – it is my way of giving something to these people. ‘Music is extremely helpful in healing and I know it got me through some tough times – it clears the mind and makes you feel great’.n

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WANTED STAR REVIEWERS & TIPSTERS FOR OUR REVIEW PAGES We're seeking members with a non-nursing skill or talent they'd like to share with other nurses. You could be a whiz in the kitchen. Or have some DIY plumbing and homehandy tips. Or a wild and wonderful interest or skill. Be it strange, extraordinary or useful, we'd love you to come on board as a NSWNA tipster. We are also seeking closet film buffs to share with other nurses their views on the movies they love and hate. It’s a chance to see previews of next month’s new releases. Please contact us with expressions of interest to be part of our tipster and movie review team. Be part of the action by calling Editorial Enquiries now on 02 8595 1219 or email lamp@nswnurses.asn.au THE LAMP MAY 2007 37

F E E S S T T Y Y LL E E LL II F

Good-looking smash hit g Comme t’y es belle is an engaging and uplifting story of the chaotic lives and loves of four women in Paris. The tip from Stephanie Gray is not to miss this French smash-hit romantic comedy.

ey Good Looking (Comme t’y es belle) – a smash-hit romantic comedy with over a million tickets sold in France – is the story of the chaotic lives and loves of four savvy women in modern-day Paris. Isa, Alice, Lea and Nina are inseparable friends who

meet regularly for frank discussions about men, marriage and children. Isa (Michelle Laroque) is the owner of a beauty salon and mother of three, whose heart melts for an English bicycle rider and financial whiz callled Paul (Andrew Lincoln). Her sister Alice (Valerie Benguigui) is going through a rough patch with her husband, but is soothed by

T I C K E T

Reviewer Stephanie Gray, Practice Nurse, Kings Cross Traveller’s Clinic

The Lamp’s movie rating scale

the pleasant presence of the single father of her daughter’s schoolmate. Pampered heiress, Lea (Aure Atika) cannot forget her ex, and Nina (Geraldine nakache) is a ditzy brunette looking for ways to lose weight and gain a boyfriend. The girls are quirky, funny and selfabsorbed. The conversations intertwine with visual flash scenes with other activities in their hectic lives. The lives of these four friends move from one complication to another, which seems to be the story of their lives! It is a French version of Love, Actually. It has some bitter-sweet poignant moments with a happy feel-good ending. Grab your friends - it’s a must-see film. n Hey, Good Looking (Comme t’y es belle) is screening in Sydney from 26 April for an exclusive season at Hoyts EQ.

G I V E A W A Y S

F O R

N S W N

Orchestra Seats

(Avenue Montaigne) 10 double passes to be won!

The 2007 French nomination for the Best Foreign Film Academy Award. Jessica (Cecile de France), a beautiful young woman from the provinces, moves to Paris and lands a job waiting tables at a chic bistro on fabled Avenue Montaigne, the city’s nexus for art, music, theatre and fashion. Jessica’s customers include a popular TV actress (Valerie Lemercier) who is courting a major Hollywood director (Sydney Pollack) for her first serious film role; a wealthy art collector (Claude Brasseur) who is about to liquidate a

lifetime’s worth of treasures at auction; and an illustrious classical pianist (Albert Dupontel) who is at odds with his manager/ wife (Laura Morante) as to where his career is headed. Precisely because Jessica doesn’t know how celebrated these people are, her guileless and completely unintimidated engagement in their lives has a transforming effect on them – and ultimately her. Orchestra Seats opens nationally on 31 May.

The Lamp has 102007 double passes to give away to Hey, Good Looking, Breach, Orchestra Seats and Infamous, and 25 double passes to Georgia Rule. 38 THE LAMP MAY

g Another FBI action movie – featuring a young wannabe agent who grates on his co-stars and the audience alike – suffers a scarcity of suspense but is saved by a stellar performance by Chris Cooper.

ric O’Neill (Phillippe) is a young wannabe Fed agent-in-training, busting B-list crime rings until being unexpectedly propelled into the major-league, when an FBI internal investigation team wants him to go undercover to keep dibs on one of their own. Their leader, an Agent Burrows (Linney), asks O’Neill to work under renowned operative Robert Hanssen (Cooper) within a new department protecting classified FBI intelligence. The rouse is that Hanssen, although soon to complete a superficially distinguished career, is, himself suspected of selling secret squirrel info to the Ruskies. The ‘Beuuurow’ needs someone to dish the dirt on him. O’Neill has to go all out to gain Hanssen’s trust, with the young chook slowly drawing the sly fox out his den. The plum question being: has the boss been simply downloading porn at work (including too many shots of his wife), or is he actually in cahoots with the enemy. Pitched as being ‘inspired’ by the true story of ‘the greatest security breach in US history’ just prior to 9/11, the film has good moments,

all involving the always phenomenal Chris Cooper (Syriana, Capote); whose dampening of the young whippersnapper’s starched collars is sublime. Also effective are witty swipes at hot topics of the time, such as the Clintons and Enron. Unfortunately, the intended suspense is scarce and poorly staged; even the obligatory ‘baddy returning sooner than expected’ is a right kafuffle, needing to be rolled out twice in the film. On both occasions I was left wanting the dull Phillippe

Reviewer Martin Davis, CNC, Prince of Wales Emergency Department The Lamp’s movie rating scale

to be caught. His ‘I’m Matt Damon’ impersonation grates early on, and worse still is the (loveless) interest between him and his wife (Dhavernas), who’s own drab, whinging performance, surprises you into having some sympathy for the young man. Cooper’s stellar performance marginally substantiates the trip to the local dark room.n Breach opens nationally on 10 May.

N A

Breach

M E M B E R S

Infamous

Georgia Rule

10 double passes to be won!

25 double passes to be won!

Infamous follows the quest for artistic greatness as Truman Capote (Toby Jones), accompanied by lifelong friend and Pulitzer Prize-winning novelist Nelle Harper Lee (Sandra Bullock), travels to Kansas to investigate the brutal murder of the Clutter family. Throughout this journey, the eccentric, hilarious and cunning Truman Capote is revealed. With a truly impressive all-star cast, Infamous is a compelling study of the complex relationship between Capote and convicted murderer Perry Smith (Daniel Craig).

Rebellious teenager Rachel (Lindsay Lohan) is uncontrollable. With her latest car crash, she has broken the final rule in Mum Lily’s (Felicity Huffman) home. With nowhere else to take Rachel, Lily hauls her daughter to the one place she swore she’d never return … her own mother’s Idaho farm. Georgia (Jane Fonda) lives her life by a number of unbreakable rules, demanding anyone who shares her home do the same. Now saddled with raising the young woman, it will require each patient breath to understand Rachel’s fury. Her journey will lead all three women to revelations of buried family secrets and an understanding that the ties that bind can never be broken.

Infamous is screening exclusively at Dendy Opera Quays from 17 May.

Georgia Rule opens nationally on 10 May.

To enter, email lamp@nswnurses.asn.au with your name, membership number, address and contact number. FirstTHE entries LAMPwin! MAY 2007 39

O B I T U A R I E S

A most loved nurse SANDRA AYOUB 3 January 1958 – 3 January 2007

n 3 January 2007, the town of Coonabarabran lost one of its most loved nurses, Sandra Ayoub. Sandra was born and grew up in Sydney. She began her nursing

40 THE LAMP MAY 2007

career working in nursing homes in Sydney before moving to Baradine in 1983. She worked at Cooinda Nursing Home in the mid ’80s and while there went to Eversleigh Hospital in Sydney and completed her Enrolled Nurses training. She then returned to Coonabarabran Hospital. In October 1992, Sandra achieved a Diploma of Counselling and Psychotherapy. After surgery in 1999, Sandra decided on a seachange and left Coonabarabran in 2001 and went to Queensland for 12 months. She enjoyed her time away with a good friend and worked with the Bone Density Screening unit. She returned to Coonabarabran in 2002. Sandra was always aiming to increase her knowledge and skills to improve her patient care. In the last two years she completed ‘EN – Assisting in Emergency Situations’ certificate through the College of Nursing and the Certificate

IV in Enrolled Nurse Conversion Medication Administration. She also completed Dialysis training in 2005 and was very competent in this area. Sandy, as she was affectionately known, always had a smile on her face despite what she was going through herself. She always made her patients smile with her cheerful, outgoing attitude and was very patient and tolerant with all people and had a gift of making people happy and feel good about themselves. Sandy was a wonderful, supportive mother to her four sons – Daniel, Matthew, Jonathan and Jack. She had a remarkable zest for life and was always full of fun and made people around her have fun, too. She will be sadly missed by all her friends and the nursing profession has lost a valuable member. n by Debbie Korff, RN, Coonabarabran Hospital.

C O M P E T I T I O N

Her kindness and compassion remembered KERIN BAKER 25 August 1948 – 10 October 2006

he staff at Lady Davidson Private Hospital suffered a huge loss with the passing of our dear friend Kerin Baker on 10 October 2006. Kerin completed her nursing training at St Vincents’ Hospital. After graduation, she ventured to Scotland to complete her midwifery certificate and she subsequently worked as a midwife in London. Upon return to Sydney, Kerin’s practice focused on coronary care and education. Kerin completed her BA at the University of New England in 1988 and then joined the nursing staff at Lady Davidson Hospital as a part-time registered nurse while she undertook a Masters of Health Personnel Education at the University of New South Wales, which she completed in 1991. It was during this time that Kerin discovered her love of rehabilitation nursing. Kerin’s commitment to excellence in nursing practice was always evident. She worked for some time as a clinical nurse specialist before being appointed as a nursing unit manager where she was both respected and admired by her colleagues. She was fiercely loyal to her team. She led by example. Kerin was never afraid of a challenge and took on many special projects over the years. In 1999 she was seconded to take on the role helping to commission the new hospital building project. Over the 12-month period, Kerin could tell us where every single piece of furniture and equipment was located. She took great delight in providing all our areas with furniture that just seemed to appear out of nowhere. Kerin loved a good debate and did not shy away from controversy but she was always fiercely loyal to all staff in her unit. There were many acts of kindness and compassion that never went unnoticed by us but she would wave them off as not worth mentioning. Kerin had a ‘larger than life’ personality. She had a unique and spontaneous sense of humour that we will never forget. We all still chuckle when we remember how she used to tell us to ‘get a life’ or ‘in your dreams’. Kerin fought hard but finally lost her battle with breast cancer and died in the Sacred Heart Hospice on 10 October 2006. Her brother Christopher was able to spend the precious moments of her last week with her before returning to his home in North Carolina. We will miss Kerin always, she will live in our hearts forever, and forever. May her laughter ring above us always. n By Michelle Craine, Lady Davidson Private Hospital

WIN A SENSATIONAL BLUE MOUNTAINS ESCAPE The Lamp is offering members the chance to win a sensational Blue Mountains escape! Less than two hours from Sydney, it’s your chance to discover Australia’s most accessible World Heritage wilderness in the Blue Mountains where you can enjoy the breathtaking scenery as you take a short stroll or a longer bushwalk among tall gums and rainforests, deep canyons, plunging waterfalls and magnificent sandstone escarpments. Or you can pamper yourself at a luxurious day spa, or indulge at one of the region’s award-winning restaurants where the fine food is matched only by the stunning views. There are quaint villages to explore with cosy cafes, art galleries, boutique shops and antique emporiums. Courtesy of Blue Mountains Tourism, this fantastic prize includes: c Two nights’ accommodation for two adults and two children in a valley room at the historic Grand Mercure Hydro Majestic Hotel, including full buffet breakfast each morning#; c Jenolan Caves day tour from Katoomba including return coach travel and caves entry; c Half-day abseiling adventure with High’n’Wild*; c Family pass to Mount Tomah Botanic Gardens, including complimentary devonshire tea; c Family pass to Featherdale Wildlife Park, (Doonside, en route to the Blue Mountains); c Family pass to the Katoomba Leisure Centre; c Three-day Explorer Link family pass including return train trip from Sydney and unlimited travel on Blue Mountains Explorer Bus; and c Family day pass on the unique Trolley Tour hop-on, hop-off sightseeing trolley bus. To enter, write your name, address and membership number on the back of an envelope to: Blue Mountains Escape Competition PO Box 40, Camperdown NSW 1450 To find out more about the Blue Mountains region or to order your free Blue Mountains Accommodation & Experience Guide go to: www.visitbluemountains.com.au or Freecall: 1300 653 408 #valid midweek only. Not valid on public holidays; *some age restrictions apply

THE LAMP MAY 2007 41

N O T I C E

Summary of the Financial Report of the NSW Nurses’ Association

he financial report of the Association has been audited in accordance with the provisions of the Industrial Relations Act, 1991 (NSW) and the following summary is provided for members in accordance with Section 517(2) of the Act, as applied by Section 282 (3) of the Industrial Relations Act, 1996. A copy of the auditors’ report and financial report will be supplied free of charge to members on request. Certificates required to be given under the Act by the Accounting Officer and the Committee of Management have been completed in accordance with the provisions of the Act and contain no qualifications. In accordance with the requirements of the Industrial Relations Act, 1991 (NSW), the attention of members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as follows: 1. A member of an organisation, or the Industrial Registrar, may apply to the organisation for specified information prescribed by the regulations in relation to the organisation.

An organisation must, on the making of such an application, make the specified information available to the member or the Industrial Registrar in the manner, and within the time, prescribed by the regulations.

AUDITORS’ CERTIFICATE We certify that the attached Summary is a fair and accurate Summary of the financial report of the New South Wales Nurses’ Association for the year ended 31 December 2006. Our Auditors’ Report dated 3 April 2007 on the financial report did not contain particulars of any deficiency, failure or shortcoming, as referred to in the Industrial Relations Act, 1991 (NSW), as applied by Section 282 (3) of the Industrial Relations Act, 1996.

A J WILLIAMS & CO Chartered Accountants Sydney NSW 2000

D S MCLEAN Registered Company Auditor 3 April 2007

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RETIRE 03/07

42 THE LAMP MAY 2007 RETIRE 03_07.indd 1

26/3/07 3:41:44 PM

INCOME STATEMENT FOR THE YEAR ENDED 31 DECEMBER 2006

BALANCE SHEET AS AT 31 DECEMBER 2006 2006 ($)

2006

2005

($)

17,718,392

17,144,631

NursePower Income

4,707,187

Other Income

1,909,651

1,578,454

Total Income

24,335,230

18,723,085

Less total expenditure

18,092,674

17,547,303

Non-Current Liabilities

Surplus for the year

6,242,556

1,175,782

Total Liabilities

Transfer to NursePower Reserve

4,151,313

Income Subscriptions

Surplus for the Year After Transfer to Reserve

2,091,243

2005 ($)

Assets Current Assets

1,175,782

NOTE: In accordance with Australian Equivalents to International Financial Reporting Standards (AIFRS) the surplus for the year includes income of $938,519 (2005: expense $216,604) in respect of changes in the net assets of defined benefit plans to which the Association contributes. This does not represent funds currently available to the Association.

5,436,964

3,407,491

Non-Current Assets

24,916,545

19,455,196

Total Assets

30,353,509

22,862,687

4,488,734

3,811,549

Liabilities Current Liabilities

352,136

298,030

4,840,870

4,109,579

25,512,639

18,753,108

Accumulated Funds

19,930,436

17,839,193

Available-for-Sale Investment Reserve

680,890

163,915

4,151,313

Net Assets Accumulated Funds and Reserves

NursePower Reserve Legal Reserve

750,000

25,512,639

18,753,108

STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES FOR THE YEAR ENDED 31 DECEMBER 2006 Accumulated Funds ($) Balance at 1 January 2005 Net increase in value of Available-for-Sale financial assets Net Surplus for the year Balance at 31 December 2005 Net increase in value of Available-for-Sale financial assets Net Surplus for the year

NursePower Reserve ($)

Legal Reserve ($)

Available-forSale Investment Reserve ($)

Total ($)

16,663,411

750,000

17,413,411

163,915

1,175,782

17,839,193

750,000

163,915

18,753,108

516,975

6,242,556

Transfer from Accumulated funds

(4,151,313)

4,151,313

Balance at 31 December 2006

19,930,436

4,151,313

750,000

680,890

25,512,639

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44 THE LAMP MAY 2007

-E IN MY NEW HOME

WHERE TO GET THIS MONTH’S NEW RELEASES

L I F E S T Y L E

Book me Professional Portfolios: Evidence of Competency for Nurses and Midwives by Kate Andre and Marie Heartfield, Churchill Livingstone (available through Elsevier Australia), RRP $19.95 : ISBN 978-0-7295-3792-6 This book provides a practical, accessible and authoritative guide for students, clinicians and managers at all levels and stages in their nursing or midwifery career. A range of portfolio and documentation approaches are discussed, including those used for educational or regulatory purposes, and for professional development and planning.

The Clinical Placement: An Essential Guide for Nursing Students by Tracey Levett-Jones and Sharon Bourgeois, Churchill Livingstone (available through Elsevier Australia), RRP $29.95 : ISBN 978-0-7295-3798-8 The Clinical Placement explores the clinical learning environment,

N E W

R E F E R E N C E

using actual ‘tales’, the complex dilemmas and concerns faced by nursing students, and suggests how potential problems can be prevented or resolved. Anecdotal and empirical evidence suggests that students experience feelings of stress, anxiety, alienation, disillusionment and disempowerment as a consequence of problems they encounter while on clinical placement.

Breastfeeding management for the Clinician: Using the Evidence by Marsha Walker, Jones and Bartlett Publishers (available through Elsevier Australia), RRP $79.00 : ISBN 0-7637-2260-X (pbk.) From the author of Core Curriculum for Lactation Consultant Practice, this musthave resource provides the newest thinking and research in a convenient evidence-based guide for managing breastfeeding and breastfeeding problems. It provides a review of literature, and covers the incidence, etiology, risk factors, prevention, prognosis and implications, interventions, expected outcomes, care plans, clinical algorithms, and more, providing clinicians with a research-based approach to breastfeeding care.

B O O K S

A V A I L A B L E

Angels of Augustus: Pioneers of the Living Land by Stephanie Somerville, Elk & Ice Books, RRP $29.95: ISBN 978-0-64646-529-6 In the 1940s massive tracts of the Australian Outback had no Flying Doctor service or bush nurses and only a scattering of hospitals. Marjorie Wilkinson and Ethel Helyar, two nursing deaconesses, set out to cover 90,000 square kilometres in the NSW and Queensland Outback, to provide free health and pastoral care to all in need. Set against the reality of the Australian rural and city life, Angels of Augustus is a socially and historically important record of the growth of public health care in Australia – and a reminder of the remarkable legacy of the Methodist Nursing Service. Reference items are not available for loan but may be viewed by visiting the NSWNA Library.

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

Saunders Nursing Survival Guide: Pharmacology (2nd edition) by Linda E. McCuistion and Kathleen Jo Gutierrez, W.B. Saunders Company, RRP $65.00 : ISBN 9778-104160-2935-9 Saunders Nursing Survival Guide: Pharmacology, 2nd Edition is a study and review aid that offers students a visual, interactive approach that clearly explains topics such as drug pharmacodynamics, pharmacotherapeutics, and pharmacokinetics. Visual cues help the student retain the information by expressing the material in a fun, engaging manner with activities created to appeal to students with different learning styles.

Community Health and Wellness: A Socio-Ecological Approach (3rd edition) by Anne McMurray, Elsevier Mosby Publications, RRP $62.95 : ISBN 978-0-7295-88-9 This new edition of Community Health and Wellness has been written on the premise that good health is a product of reciprocal interactions between individuals and the environments that shape their lives. This fully updated edition examines the factors influencing community health and development in the new century, including the first scholarly analysis of online communities. It examines in detail the health of communities and their interdependence, both with each other and their environments. n THE LAMP MAY 2007 45

Expand your career with a postgraduate program in Ageing and Health Macquarie University offers comprehensive postgraduate programs in ageing and health for people looking to enhance their employment prospects in the aged care and health sectors. Courses include a Postgraduate Certificate, Diploma and Master of Ageing and Health. The programs cover topics such as: • Legal and ethical perspectives on ageing and health • Health care delivery systems and health promotion for the aged • Structure and physiology of ageing • Social and demographic perspectives on ageing and health • The opportunity to undertake self-directed research in your own area of interest in ageing and health Most classes are held on weekends to accommodate working students. First closing date for applications for Semester 2, 2007 is 31 May 2007. Final closing date is 30 June 2007. For further information contact: Dr Elizabeth Latimer Hill Tel: (02) 9850 6197, Email: elatimerhill@els.mq.edu.au Website: www.postgradandbeyond.mq.edu.au

a u s t r a l i a’s i n n o vat i v e u n i v e rs i t y

46 THE LAMP MAY 2007

CRoSSWoRD Test your knowledge with this month’s nursing crossword. 1

9 10 12

23 25

s ACROSS

s DOWN

6. 8. 9.

1. 2. 3. 4. 5. 7. 11. 12. 15. 17. 19. 20. 22. 24. 26. 27.

10. 13. 14. 16. 18. 21. 23. 25. 28. 29. 30.

Overactivity of the thyroid (15) Blood vessels (5) The unit where coronary care patients go, abbrev (1.1.1) The fatty secretion of the sebaceous glands (5) A digit on the lower extremity (3) Triangle bone at the bottom of the spine (5) The belly (7) Relating to the heart (7) To process food (6) An egg (3) Hordeolums in the eyes (5) Group of drugs used to treat hypertention, … inhibitors, abbrev (1.1.1.) Bumps, nodes (5) Hypopnoea, shallow breathing (15)

Fever (7) A belt with a pressure pad to retain a hernia in place (5) The pharynx (6) The windpipe (7) Influenza, and HIV are this type of infection (5) Stitch 6) Adequate, sufficient (6) Baby’s bed (6) Car crash, arrbev (1.1.1.) Place to sleep, rest or recuperate (3) Vessel that distributes blood from the heart to the body (6) A pain killing drug available over the counter and by prescription (7) An indication of disease, sign (7) Lack of oxygen to an organ (6) Ointment, cream (5) Bones in the forearms (5)

Solution page 49 THE LAMP MAY 2007 47

DIARY DATES

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA CAREX 2007 – Sydney Aged Care Expo Date: 9 – 10 May, 9.30am to 4pm, Rosehill Racecourse, James Ruse Drive Contact: (03) 9571-5606. Book at www. totalagedservices.com.au/Sydney.asp Hunter Wound Interest Group Conf. Date: 10 – 12 May, Newcastle Town Hall Contact: Margo Asimus, 4924 6100, Margo.Asimus@hnehealth.nsw.gov.au SWSAHS Cardiac Health – a Holistic Approach. Date: 15 – 18 May, Thomas & Rachel Moore Education Ctr, Liverpool Hospital Contact Julie Lagudi, 9616 8153 Email: julie.lagudi@swsahs.nsw.gov.au Sydney Hosp. Graduate Nurses’ Assoc. Dates: 16 May International Nurses’ Day service in the chapel; 20 June meeting in Nightingale Wing 10.30am; 18 July AGM 10.30am Nightingale Wing. Contact: Karys Fearon (President), 4323 1849, jkfearon@iinet.net.au

Best Practice for the Treatment of Childhood Constipation Seminar Date: 18 May, 7 Holker Street, Newington Contact: Denise Edgar 8741-5699 Nurses Christian Fellowship – Spiritual Needs in the Elderly with Jean McCoy Date: Friday 18 May, 7pm NCF 5 Byfield Street Macquarie Park Contact: Diana, 9476 4440 Mental Hlth First Aid Course (Sydney) Date: 21– 22 May, Rex Centre Kings Cross Cost: $190. Contact: 9555 8388 Ext 0, info@mhcc.org.au, www.mhcc.org.au Women and Depression Conference 23 – 25 May, Carlton Crest Sydney Contact: Anique Duc Ph: 6567 1585 www.womenanddepression.herwill.net

Medical Imaging Nurses Assoc. of NSW & ACT Annual Conference Date: 26 May, Novotel Htl, Brighton Beach Contact: Lara Realph, 9828 3464 Email: lara.realph@sswahs.nsw.gov.au Housing & Support for People with a Disability (conference) Date: 31 May, 8.30am – 5.30pm Contact: Flora Armaghanjan, 9267 5733, flora@shelternsw.org.au Discharge Planning Professional Day Date: 1 June, Sydney Adventist Hospital Contact: Kerrie Kneen 9487 9750 Email: kerriek@sah.org.au Nurses Christian Fellowship Dinner Date: 16 June, 7pm, Asquith Golf Club Contact: Jane, 9449 4868

NSW Urological Nurses Society Study Day – “The Great Void and Beyond” Date: 25 May, Sydney Adventist Hospital Contact: Katrina So, 9767 5000, urological_nurses@hotmail.com

ACAT Nurses Special Interest Group Date: 19 June, 1pm – 3pm, Bankstown/ Lidcome Hospital – Lvl 4 Contact: Wendy Oliver, 9722 7300, Wendy.Oliver@swsahs.nsw.gov.au

Perusing the Perineum: Evidence, Experience and Education Seminar Date: 25 May, 8.30am – 4pm, UTS Broadway. Cost: $105 (full) or $75 (students). Contact: 9514 4834, priya.nair@uts.edu.au

ANCAN: A Minute on Your Motions Conference Date: 22 June, 8.30am – 4pm, St George Leagues Club. RSVP 8 June. Cost: members $50, non members $75.

Contact: Cheryl Meade, 9570 1273 cherylmeade@msn.com Australian Ophthalmic Nurses’ Association Annual Conference “A Growing Vision: AONA looks forward” Date: 23 June, Sofitel Wentworth Contact: Cheryl Moore, 9382 7409, Cheryl.Moore@SESIAHS.health.nsw.gov.au Clinical Nurse Consultants Association Development Day Date: 29 June, College of Nursing, Burwood Contact: CNCAN office 9745 9614 Email: cncan@nursing.aust.edu.au Adolescent and Young People’s Health Research Forum Date: 20 July, 8.15am – 5pm Venue: UWS Parramatta Campus. Contact: Michel Edenborough, 9685 9080, m.edenborough@uws.edu.au 4th International AIDS Society Conf. HIV Pathogenesis, Treatment & Preventions Date: 22 – 25 July, Sydney Visit: www.ias2007.org Nurses Christian Fellowship Professional Evening with Margaret Brown Date: Friday 27 July, 7pm, Liverpool Area Contact Diana 9476 4440

All you have to focus on is meeting new friends. At Hays, we make working in the UK and Ireland so easy, you’ll have more time to get on with enjoying your stay. Ireland We have a great selection of permanent contracts across Ireland for Theatre, ICU, General and Mental Health RNs. Your skills and experience are currently in demand! Irish nursing registration is very straightforward which makes everything easier for you to start when you’re ready! United Kingdom Exciting opportunities across the UK in both permanent and temporary contracts. Theatre Staff, PICU, Critical Care, Mental Health and General Nurses work in Wales or locations across the South East or South West of England. We offer excellent benefits and a heavily discounted ONP (conditions apply). For further assistance, information and to join our team, call now. We also have immediate opportunities Australia-wide!

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48 THE LAMP MAY 2007

Diary Dates

SWAN XV Trauma Conference Date: 27 – 28 July, Liverpool Hospital Contact: Thelma Allen, 9828 3927, Thelma.allen@swsahs.nsw.gov.au www.swsahs.nsw.gov.au/livtrauma Smart Strokes, 3rd Australasian Nursing & Allied Health Stroke Conference Date: 2 – 3 August, Star City Contact: Hanna Ulkuniemi, 9437 9333, smartstrokes@conferenceaction.com.au Navigating Neuro Neuroscience Conf. Date: 4 August, WIN Entertainment Centre, Wollongong Contact: Narelle Walton, 4253 4403, Email: Terese.Kathleen.Pinkis@sesiahs. health.nsw.gov.au NSWNA 7th Professional Issues Conf. Date: 5 October, Swiss Grand Resort & Spa, Campbell Parade, Bondi Beach. Cost: members $85, non-members $100 Contact: Carolyn Culling 8595 1234

INTERSTATE AND OVERSEAS Improving Emergency Care – Sharing the Lessons Learnt Date: 10 – 11 May, Brisbane, Qld. Visit www.changechampions.com.au International Diabetes Institute and Diabetes Australia – Victoria Annual Symposium Clearing the hurdles to good diabetes ctrl Date: 18 May, Sofitel, Collins St, Melbourne Contact: Tracie Manning, (03) 9667 1717 Email: tmanning@dav.org.au

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 8th National Rural & Remote Social Work, Welfare, Community Hlth Conf. Beyond the Great Divide, Bringing Communities Together Date: 12 – 13 July, Echuca, Victoria Visit www.aasw.asn.au The Mental Health Services (The MHS) 17th Annual Conference ’20-20 Vision: Looking Toward Excellence in Mental Health Care in 2020’ Date: 4 – 7 Sept, Melbourne Convention Ctr Contact: 9810 8700, info@themhs.org Registration available from May 2007 via the MHS website, www.themhs.org 9th National Conference – Congress of Aboriginal and Torres Strait Islander Nurses (CATSIN) Older, stronger, wiser Date: 19 – 21 Sept, Crowne Plaza Hotel, Alice Springs NT. Info: Susan Day, 8850 8317, days@wyeth. com. Deadline for abstracts: 30 May.

Reunions Western Suburbs Hosp. Reunion 2007 Date: 26 May, 12 – 4pm, Ryde-Eastwood Leagues Club Contact: Lesley Potter 9349 8387 Email: catch63@bigpond.net.au

Occupational, Health & Wellbeing Conf. Mental health – everybody’s business Date: 18 – 19 May Venue: Eden on the Park, Melbourne. Visit www.otausvic.com.au

Concord General (Repat) Hospital 30-Year Reunion. PTS Groups 123 – 126. Date: 9 June. Contact: Julie Ferguson, 4621 5000 or 0439 485 349, julie.ferguson@swsahs.nsw.gov.au

Optimising Patient Flow & Safety Conf. 2007 ‘Unravelling the patient journey & harnessing patient-centred care’ Date: 4 – 5 June, Mercure Htl Brisbane. Contact: 9223 2600, info@iqpc.com.au

Port Kembla Hospital Reunion Date: 13 July, 6.30pm – 11.30pm Rydges Hotel, Burelli Street, Wollongong $75pp includes Buffet, beverages and entertainment. Booking prior to 31 May

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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. Contact: Helen or Jocelyn, 0438 695 076, portkemblareunion@yahoo.com.au Concord General (Repat) Hospital – 50 year reunion Searching for nurses who did their training at Concord General from 1958 -1962. Anyone who has any info please contact Jeanette Bundy on 6341 2818 or write to 2/33 Logan St, Cowra NSW 2794

Social event Hunter Wound Interest Group 10th Birthday & International Nurses Day Date: 11 May, 7pm, Newcastle City Hall Dinner and entertainment $50 per guest. RSVP: 30 April, Margo Asimus Phone: 4924 6100

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. Bankstown Hospital 50th Anniversary Graduate Nurses Dinner Date: 26 May at 7pm, Memories Bankstown Trotting Recreation Club Cost: $40 (RSVP by 11 May) Contact: Mary-Ann 9743 7760 Shoalhaven Hospital Charity Ball Date: 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

Illawarra International Nurses’ Day Glitz and Glamour Ball 2007 11 May, 6.30pm – midnight, Fraternity Club Cost: $85/$20 pp deposit (non-refundable) Contact: Glen Barrington on 0402 000 841, barringtong@iahs.nsw.gov.au

MEMBER DEVELOPMENT OFFICER As the successful applicant you will be working in a strategic organising team in which you will be responsible for recruiting new members, identifying interested and active members and forming new Association branches in an effort to grow the membership of the Association and increase union activity among our members. It is essential that you have experience in organising others in a community or workplace environment and be committed to the trade union movement. You should have excellent written and verbal communication skills, negotiation and conflict resolution skills and be computer-literate.

You must be able to demonstrate excellent problem-solving and organisational skills as well as, experience with groups and enjoy field work. The ability to communicate in a language other that English would be advantageous. Current driver’s licence or the capacity to obtain a licence is highly desirable. Interested people should contact Susan Pearce by calling 02 8595 1234 or 1300 367 962 (country callers) to obtain more information regarding the position. Applications should be received by 25 May 2007 to: Brett Holmes, NSWNA General Secretary PO Box 40 Camperdown NSW 1450 THE LAMP MAY 2007 49

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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.

Comparison rate#

7.49% p.a.

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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

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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. A comparison rate schedule is available from Members Equity Bank. Fees and charges apply. Terms and conditions available on request. Applications are subject to credit approval. All interest rates are current as at 16/03/2007 and are subject to change. *Monthly repayment is calculated based on the comparison rate of the respective bank. 55731 03/07 55567/0307 52 THE LAMP MAY 2007