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2006

ABOUT THE LAMP

C O N T E N T S

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

Cover story

lamp the

magazine of the NSW Nurses’ Association

volume 63 no.10 November 2006

Nurses key to

QUALITY Print Post Approved: PP241437/00033

AGED CARE ACCUSED AiNs EXONERATED

Nurses key to quality aged care 12 Cover Sally Baker, RN

Lamp_November06_2.8.indd 1

31/10/06 12:42:21 PM

News in brief 8 8 9

Government pushes hospital privatisation Clampdown on reporting hospital errors Wanted: 250 nurses for mental health scholarships 9 Women’s health and well-being 9 ALP to remove limits on nurses 11 Patient cleared of assault charge 11 Rising interest rates hit women

NSWNA education program 11 What’s on this month

Industrial issues 22 AiNs vindicated after 12 months of hell 24 Nurses slam plan to abolish DON 25 Protection for Affiliated Health Organisation nurses 25 Happy staff help the bottom line, review finds 27 Strong campaign beats the heat at John Hunter 28 Your Rights at Work: National Day of Action 29 IR shorts

Occupational health and safety 33 Safety priority in aged care

Services to members 37 Union protection in UK

Lifestyle 39 Members’ tips 41 Movie review 45 Book me

Obituary 42 Dedicated and kind hearted: Dianne Marie Kendall (Williams) 43 Excellence and devotion: Gwen Steiner (Myall)

Regular columns 5

Editorial by Brett Holmes 6 Your letters to The Lamp 35 Ask Judith 47 Our nursing crossword 49 Diary dates

Workloads

Competition

30 Big workloads win for Manning maternity nurses 30 Royal Newcastle backdown on AINs

27 Win the ultimate Grand Pacific Drive experience

Giveaway 41 30 double passes to see The Road to Guantánamo

NSWNA COMMUNICATIONS MANAGER Noel Hester T 8595 2153 NSWNA COMMUNICATIONS OFFICER Olivia Nassaris T 8595 1263 For all Lamp editorial enquiries, letters and diary dates: Salim Barber T 8595 1234 E sbarber@nswnurses.asn.au M PO Box 40 Camperdown NSW 1450 THE LAMP PRODUCED BY Lodestar Communications T 9698 4511 PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Coonabarabran District Hospital Jonathan Farry, RPA Hospital Mark Kearin, Wyong Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Therese Riley, St George Hospital ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE - LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au THE LAMP ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44. THE LAMP NOVEMBER Individuals $60, Institutions $90, Overseas2006 $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 NOVEMBER 2006

COMPETITION CLOSES 30 JUNE 2007

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

Aged care nurses stung first by new IR laws g Events unfolding in aged care have implications for all nurses in NSW

ur colleagues in aged care have been the first to be exposed to the realities of the new federal industrial relations system imposed on us this year. I strongly believe that what happens to nurses in this sector will have wider implications for nurses working in private and public hospitals. In this issue of The Lamp (see p16), we are looking at the industrial and professional challenges facing nurses in aged care. It is important we all get our head around these issues because they are a cautionary tale for us all. John Howard’s new laws will force us to bargain employer by employer rather than across the entire aged care industry as before. This will be a serious logistical challenge for your union. It will pose the risk of aged care nurses being on different rates of pay and conditions. We also look at the challenges posed by aggressive employers taking advantage of the new laws and the threats posed by AWAs. If you work in a public or private hospital and you think this is not relevant to you, think again. Ask any New Zealand public hospital nurse what happened when similar laws were enacted there. Nurses in NSW public hospitals are protected for the moment from the federal legislation, thanks to the Iemma government’s intervention to make them Crown employees. But even in the short term this protection is at risk. A change of government at the state election in March would open up the possibility of

a state Coalition government being forced to impose its federal colleagues’ industrial relations policies on all workers in NSW, including nurses.

already made it a condition of funding that the universities offer AWAs to their employees. There are also formidable professional challenges for nurses in aged care, not the least being the use of unlicensed workers to administer medications. Again, we need to be vigilant as a practice that can be established in one sector is more easily translated to another. It is very important that we not only know what is happening to aged care nurses but that we support them. In many ways, they are at the forefront of defending the interests of all nurses.

We want to know what issues are important to you The Association will be phoning a random selection of members soon to identify the most important issues for you for the Federal Election next year. We want to ensure that all political parties have the opportunity to respond to questions that the Association will put to them prior to the election, and the first step is to identify the important issues. John Howard’s federal IR laws were not even mentioned before the last election. They were thrust upon us without any mandate. It was a travesty of the democratic process. Next year will be a defining moment in Australia with elections to be held at both the state and federal levels. This time round we have the right to know what we are all really voting for. If you do get a call on behalf of the Association, I would encourage you to participate. n

If you work in a public or private hospital and you think this is not relevant to you, think again. Ask any New Zealand public hospital nurse what happened when similar laws were enacted there. And even if Labor retains office in NSW, the Howard government could still use its muscle through its control of health funding to impose its will on NSW industrial relations. This is not a fanciful idea. It is a tactic that has already been used in the university sector. The Howard government has

THE LAMP NOVEMBER 2006 5

LETTER of the month

L E T T E R S

our campaign. Wear your T-shirts, spread the word. Come to our nurses’ rally on 30 November. Deborah Knight, RN, Long Jetty Community Health Centre, Killarney Vale Deborah Knight (centre) with Long Jetty Community Health Centre’s nurses

Not Mills and Boon

Please contact Anne Willsher on 02 6232 6533 or anfcanberra@anf.org.au for further information about the position.

I read with dismay Gemma Horsburgh’s letter in the September issue of The Lamp. Ms Horsburgh clearly doesn’t understand that the NSWNA is not a social club for nurses but a union and The Lamp is not a magazine for feel good stories about nurses but a journal, whose purpose is primarily to inform its members of industrial issues. The roles of a union are too numerous to cover in a short letter to the editor. However, it is important unions promote legislation favourable to the interests of their members. I can see nothing favourable in the current IR legislation passed by the Howard government and any attacks on this legislation by our union should be applauded, not criticised. My grandfather started his working life in 1912 down a mine as a 12year-old, working six days a week. My working life started a good deal easier in 1975 but even so, nurses’ pay and status were a lot poorer than they are now. Any improvements in the work environments my grandfather and I enjoyed did not come about because of beneficent governments but directly as a result of unionism. This current federal government is eroding gains that our predecessors fought hard to attain. The Lamp should be used as a political wheelbarrow – that is indeed one of its purposes. This does not mean that it is a mouthpiece for any political party but rather it raises issues of concern to members and keeps them informed of what various politicians and their parties are doing. If coverage in The Lamp of Mr Howard’s IR laws is extreme, that is because the laws themselves are extreme and The Lamp has a duty to expose them. If Ms Horsburgh wants feel good stories, I suggest Mills and Boon.

Applications should be sent to Jill Iliffe, Federal Secretary, Australian Nursing Federation, PO Box 4239, Kingston, ACT, 2604.

Anne Lenert, RN, Mt Colah Anne Lenert won the prize for this month’s letter of the month, a $50 David Jones voucher.

Demand for respect and recognition The Nurses’ Rights at Work campaign is well and truly at work at Long Jetty Community Health Centre. By wearing our T-shirts every Wednesday, our passive protest reminds our clients and ourselves of the importance of our role as professional caregivers. We call on State and federal governments to acknowledge us as professionals who are educated and experienced and provide an invaluable service. Our protest is a demand for respect, recognition and improved conditions and pay. Our responsibility is not just to ourselves but also to the future of nursing and standards of nursing so as to attract student nurses into a fulfilling and important role with a rewarding future. We encourage all our colleagues to meet the challenge and get involved in

PROFESSIONAL

OFFICER An opportunity exists for a nurse in the professional and policy team of the Australian Nursing Federation Federal Office. The Federation has offices in both Melbourne and Canberra. The Federal Professional Officer will report to the manager of the professional team and will be responsible for: c identifying, researching and responding to professional nursing issues on behalf of the ANF; c representing the ANF at a national level in a range of forums; and c developing policy, managing specific projects, and liaising with the Australian government and other peak nursing and health organisations. This position is for a registered nurse or midwife. 6 THE LAMP NOVEMBER 2006

Anne Lenert

Kerry O’Brien (centre back) with fellow Holy Spirit Dubbo nurses

New branch at Holy Spirit Holy Spirit Dubbo now has it’s own branch of the NSWNA. Holy Spirit Dubbo was opened in August 2004. We are a 62-bed facility with both high and low care. Before moving to our new facility we were known as Lourdes House Nursing Home, which is part of a ‘schedule 3’ hospital. We not only have RNs and AINs working here, we have a majority of CSEs. With the changes to IR laws, we thought it was wise to form our own branch. Kerry O’Brien, Branch Secretary, Holy Spirit Dubbo The successful person will: c c

c c

have broad experience in the nursing profession at a senior level; have knowledge of contemporary issues affecting the nursing profession; have tertiary qualifications or equivalent in a relevant field; have at least two years’ membership of the ANF (including the NSWNA and QNU); be an excellent communicator and negotiator; and be politically astute with a strong commitment to trade unionism.

The position attracts excellent salary and conditions.

Got something to say?

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

understanding of each of the different roles is essential to provide a strong voice for nursing and midwifery. Judith Meppem, Life Member Judith Meppem

Chief Nurse should steer clear of IR As the NSW Chief Nursing Officer from 1990-2002, it was with concern that I read the letter Chief Nurse’s ‘disappointing’ response in the October issue of The Lamp. As outlined in my 2003 publication (Meppem, J.L. (2003). 1990–2002: Reflections of the NSW Chief Nursing Officer, NSW Health Sydney), when I was establishing the position of CNO, it was decided early that the CNO and staff would not be directly involved in any industrial relations negotiations as this activity was the province of the Industrial/Workforce Relations Branch of the department and the NSW Nurses’ Association. This allowed the CNO to remain impartial and to provide advice when requested. At times, there was the need for debate where the advice was not always valued. At times, it also meant that I had to offer my advice when it was not requested! This also means that it is inappropriate for the CNO to make public comment on a number of issues of the time. This division of activity was always (and still is) a little confusing to some of the profession and needs to be explained on a regular basis. However, I believe the strategy was correct and needs to be maintained. Many nurses and midwives would (understandably) not realise the amount of work that goes on ‘behind the scenes’ by the CNO. It is important to remember that: c Some decisions are not always what ‘an individual’ or ‘a group’ may want; c Each person gives their advice up the line – for many decisions it is someone else who decides. Let me assure you that the position of CNO is very challenging as you walk a very fine line between the different elements of what you believe is the way forward, what the department wants, what the minister wants and what the profession wants. Good open communication channels between the CNO, professional organisations and the profession and an

Josie Byrne

Uncaring and un-Australian The article on 457 Visas in The Lamp’s October issue was very upsetting. It is a sad reality that employers seemingly trade employment contracts in much the same way as a mobile phone plan or a consumer good. The situation where Fijian nurses are invited to work in our country on 18-month contracts by their sponsor and then terminated ‘four, six and eight’ months into their contract is disgusting – particularly when the termination was due to Wesley Gardens nursing home terminating its labour hire agreement with the recruitment company. Those nurses who come here from other countries leave their friends, families and homes in order to work side by side with Australian nurses. Presumably, they are promised any number of inducements by their labour hire firm in order to secure their employment. I find it astonishing that recruitment firms and labour hire companies can wash their hands of any obligation to the Fijian nurses and that Wesley Gardens nursing home is not required to honour the terms of the employment contract. The Wesley organisation professes to represent the poor, the vulnerable and the helpless. Yet it applies a very different standard to its employees. That standard dictates that the employees’ economic worth must correlate with the organisation’s needs; otherwise you can pack up and go back home to Fiji. Shame on you Wesley Gardens. What happened to mutual obligation? Does the corporate arm of Wesley Gardens not communicate with the charitable arm? I find the actions of both the labour hire firm and Wesley Gardens to be uncaring, uncharitable and un-Australian. I commend the NSW Nurses’ Association for its intervention in assisting the Fijian and Indian nurses. Josie Byrne, Ryde Community Mental Health

THE TROUBLE

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

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

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

ABC CLASSICS CD – FOR UPLIFTING ENJOYMENT! ABC Shops provide you with a window into the wonderful variety of programs seen and heard on ABC Radio, TV and Online by offering a range of quality DVDs, books, music and audio products. For locations, visit abcshop.com.au THE LAMP NOVEMBER 2006 7

N E W S I INN BBRRI IEEFF

GOVERNMENT PUSHES

HOSPITAL PRIVATISATION he federal government has shelved its sale of Medibank Private until after the federal election – while floating a plan to privatise the management of public hospitals. The government said the sale of Medibank Private would be delayed until 2008 to avoid a clash with the part-sale of Telstra this year and the federal election next year. The delay means the proposed sale is likely to become an election issue, as Labor opposes privatisation on the grounds it will push up health fund premiums. Meanwhile, federal health Minister Tony Abbott called for ‘further study’ of privatising the management of public hospitals. Mr Abbott said he had ‘rarely spoken to a doctor or nurse with current personal experience of public and private hospitals who didn’t prefer the private system’. He wanted to examine whether private management could ‘do the same kind of good things in hospitals that is done in so many other areas – banking, airlines, engineering projects and so on’. State Health Minister, John Hatzistergos, said there was no support for Mr Abbott’s proposal in NSW, particularly after the bitter experience with the failed publicprivate partnership involving Port Macquarie Base hospital. ‘The NSW Auditor-General famously declared in 1996 that the Coalition government had done the equivalent of “paying for the hospital twice then giving it away”,’ Mr Hatzistergos said.

Federal Health Minister Tony Abbott

8 THE LAMP NOVEMBER 2006

Clampdown on reporting hospital errors g Union supports law change

‘The community has no need to panic about all this.There is no cover up.’ NSWNA General Secretary Brett Holmes

he State Government has changed the law to restrict the release of information about errors in the public health system. The Government has amended the Health Administration Act to allow for fines and jail terms for people who release information relating to ‘reportable incidents’. The Health Minister, John Hatzistergos, said the amendment was necessary to protect individual patient records and would encourage more health workers to report errors. But critics claimed the real motive was to protect the government from potential embarrassment. Merrilyn Walton, associate professor of ethical practice at the University of Sydney and a former Health Care Complaints Commissioner, said it appeared the move was more about secrecy than protection of individual privacy. ‘We have to be as transparent as we possibly can so that the community understands the adverse events that can occur in this highly technical health system,’ she told The Sydney Morning Herald. NSWNA General Secretary Brett Holmes said the government had done the right thing in protecting people who provide advice and information to the NSW Health Reportable Incident Review Committee from having that information disclosed to the public. Brett said the committee’s job was to analyse information and identify issues relating to morbidity and mortality that may have statewide implications and provide advice on policy development to improve the health system. ‘The committee is there to develop solutions in a no-blame culture of openness and frankness,’ he said.

‘It is not – and should not be – a means of generating political and public controversy about particular incidents. It is also not in the business of judging individuals. There are plenty of other avenues for that, if that is considered necessary in particular situations. ‘The community has no need to panic about all this. There is no cover up, simply an attempt to give expert clinicians and advisers the freedom to help improve procedures and systems across the health system without being unnecessarily subjected to political conjecture and controversy. In fact, this committee’s key findings, which include data that does not identify individuals, are made public in an annual report.’ n

WHAT THE LAW SAYS Section 23 of the Act now provides for certain investigations and research carried out under the Act to be privileged, meaning restrictions are placed on how the information can be disclosed. According to a NSW Health policy directive (PD2006_058), the privilege operates on two levels. First, section 23(3) makes it an offence for a person who obtains information in connection with the work of an authorised committee (there are five such committees) to disclose the information. Penalty is a fine of $550 or six months’ jail. Second, section 23(4) prevents the information from being produced in any proceedings and also prevents a person from answering any questions about the information.

Women’s health 250 NURSES FOR and well-being

WANTED:

MENTAL HEALTH SCHOLARSHIPS he Minister for Health, John Hatzistergos, wants nurses to apply for one of five major mental health John Hatzistergos scholarships to boost the mental health workforce in the NSW health system. The scholarships, worth up to $10,000 each, are part of the Iemma Government’s plan to recruit and retain nurses specialising in mental health. Up to 250 scholarships are being offered for study next year – more than double the amount offered last year. ‘Nurses are the heart of our health system and play a major role in the care of people with mental illness,’ the Minister said. ‘But we need a well-trained workforce to support our mental health programs. ‘That’s why we are encouraging nurses to develop their skills in contemporary nursing practice with this scholarship program.’ The Mental Health Innovation scholarships currently on offer are available for specific projects across the lifespan in settings including: c Rural mental health; c Metropolitan mental health; c Community mental health; c Inpatient mental health; c Forensic mental health. The scholarships are a joint initiative between the Centre for Mental Health & Drug and Alcohol and the Nursing and Midwifery Office.

For more information and application forms, visit the NSW Health Nursing and Midwifery Office website at www.health. nsw.gov.au/nursing/scholar.html

g World experts gather to discuss women’s health

omen’s health and well-being will be discussed at one of the world’s largest meetings of women’s health specialists next month in Sydney. The University of Western Sydney will host the 16th annual International Council on Women’s Health Issues (ICOWHI) Congress – the first time the event has been held in Australia. Professor John Daly, head of the UWS School of Nursing and co-convenor of the conference, said: ‘The ICOWHI Congress is a multidisciplinary network of women’s health providers, planners, and advocates from all over the globe. ‘By exchanging ideas and forging partnerships, the congress can increase the impact of individual efforts in improving the health and well-being of women around the world.’ UWS researchers from across the disciplines will feature prominently at the congress, presenting almost 20 research projects. The unique social and psychological needs of women with heart disease will be explored by Dr Michelle DiGiacomo, from the UWS Nursing Research Unit.

Dr Jane Ussher

A conference theme of maternal health attracted the highest number of presentations, with almost 40 topics scheduled to be discussed. The psychological health of women will be also be explored, with Georgia Ovenden, from the School of Psychology, examining the experience of women in midlife transition. She will be joined by UWS Professor of Women’s Health Psychology, Dr Jane Ussher, who will present ground-breaking research on the experience of Premenstrual Syndrome for women in relationships. Over 700 delegates, trade representatives and guests are expected to attend the four-day event, which commences on Wednesday, 15 November.n For more details, or to register, visit www.icowhi2006.com

ALP to remove limits on nurses

abor leader Kim Beazley has promised to get rid of outmoded restrictions on what tasks nurses are allowed to perform. Mr Beazley said that as Labor developed its health policy leading up to next year’s election, he would pay particular attention to the Productivity Commission’s research report into the health workforce. ‘It supports a realignment of existing health workforce roles and the creation of new roles. To put it simply, it means getting rid of outmoded restrictions

on what nurses and other health professionals can do,’ he said. Mr Beazley noted that the response from some groups to changes in the roles played by different health professionals had been lukewarm. ‘Cultural change is never fast or easy. But it can happen and already we are seeing this in some of our medical schools, for example, where doctors and other health professionals train alongside one another…learning to use their skills in a spirit of cooperation and team work.’ n THE LAMP NOVEMBER 2006 9

NSWNA announces it’s new

DIRECT DEBIT TRAVEL PRIZE! PRIZE 30 DE DRAWN CEM 2006 BER

HERE’S HOW YOU CAN GET ONE OR MORE CHANCES TO WIN Q cancel your payroll

WIN A TRIP FOR 2 ON A WORLD EXPEDITIONS 7 DAY EXPLORE KAKADU AND BEYOND ADVENTURE Kakadu is possibly the most exciting adventure destination in Australia. Camping, swimming, and canoeing over crystal clear waters. Travelling in a small group, with your own guide you will explore the remote beauty of the Top End. 10 THE LAMP NOVEMBER 2006

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

N E W S I INN BBRRI IEEFF

Patient cleared of assault charge g Nurses kicked and punched ‘in self defence’

magistrate has dismissed assault charges against an elderly woman who kicked and punched nurses as they tried to treat her for head injuries. Magistrate Hugh Dillon said Roma Blackwell, 83, had acted in self defence. A police prosecutor told The Daily Telegraph Mr Dillon’s decision would be appealed. Ms Blackwell pleaded not guilty to assaulting two nurses – one heavily pregnant – in St Vincent Hospital’s emergency department. Downing Centre Local Court was told an ambulance took Ms Blackwell to the hospital after she was found on the street with a head wound. She resisted treatment at the hospital and was restrained, the court heard. Mr Dillon applauded the nurses’ conduct from a ‘humanitarian and moral’ viewpoint, but said they had ‘no right’ to treat Ms Blackwell against her will, even if it was for her own good. The Daily Telegraph also reported that NSW Health would consider any recommendation for changes to hospital guidelines made by St Vincent’s Hospital in light of the decision. Commenting on the case, NSWNA health and safety coordinator Trish Butrej said the magistrate’s decision ‘flies in the face of government policy and the efforts of the Health Department, the NSWNA and others who participated in the

Violence Taskforce to protect health care staff from violence’. ‘He sent the message that it is OK to assault health care staff who are doing their best to do their jobs,’ Trish said. ‘One has to wonder whether the decision would have been the same had the patient who assaulted the nurses been a youngish man instead of an elderly woman. One also has to wonder what the public reaction would have been if the nurses had let the woman go instead of trying to treat her, and she had subsequently died from her head injury.’ Trish said NSW Health had put a lot of work into protecting nurses from violence. ‘The Violence Taskforce convened in 2001 resulted in a survey of health care staff on their experiences of violence, developed the Zero Tolerance Policy, developed and rolled out an aggression management training package, upgraded the security manual, upgraded design guidelines, and provided hospitals with capital and recurrent funding to implement security measures. ‘The NSW government spent more than $24 million over three years on upgrading security in public hospitals and health services. ‘One of the Health Department’s achievements was to work with the Attorney General to have a section inserted into the Crimes Act that says that a person’s vulnerability to assault that results from their job is to be taken into account when magistrates are hearing cases and handing down penalties.’ n

cation progr u d e a am swn

WHAT’S ON THIS MONTH s Legal & Professional Issues for Nurses 16 November, Wagga Wagga, ½ day Seminar suitable for all nurses. Topics covered include The Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements. Members $39.50 Non members $85 Branch Officials $28 s Basic Foot Care for RNs & ENs 21-22 November, Tamworth, 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

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

Rising interest rates hit women

ising interest rates are pushing more women into the workforce – especially in NSW. The number of NSW women looking and available for work jumped by 17,100, or 23%, in August as interest rates rose for the third time in two years. The increase was bigger than in

other states because NSW home loans are bigger on average, economists said. Financial strain is also pushing NSW women to re-enter the workforce more quickly after childbirth. A researcher at the University of Sydney’s Workplace Research Centre, Mark Cole, said this was particularly acute in Sydney’s mortgage belt suburbs.

Financial strain is pushing NSW women to re-enter the workforce more quickly after childbirth. ‘You do see this growth of female participation rates when interest rate pressures increase,’ he said. n THE LAMP NOVEMBER 2006 11

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

Nurses key to

QUALITY AGED CARE g Quality care for the elderly is a priority for the NSWNA and our committed members who are the face of aged care.

he aged care sector in Australia has undergone a seismic transformation in the past 10 years. This is in large part due to the federal government’s aged care reforms in 1997 and the introduction of the Aged Care Act 1997. The legislation resulted in increased regulation of the industry and the introduction of an elaborate funding tool called the Resident Classification Scale (RCS), which has made funding contingent on the completion of extensive documentation for every resident. The burden of completing this mandatory paperwork has fallen to RNs, meaning increased nurse workloads, less time for hands-on care of residents and less time to provide clinical support for nurses down the line. But the tool poses further implications on the quality of care. Under the RCS funding arrangement, Commonwealth funding is allocated to owners as a general pool to run the facility, rather than as specifically quarantined funds for staffing and care hours. As a result, some unscrupulous operators have drastically cut costs by reducing hours of qualified nursing staff and not replacing RNs who leave the facility, further increasing pressure on nurse workloads. The federal government will implement a new funding tool, the Aged Care Funding Instrument (ACFI), on 1 July 2007. The degree of paperwork burden that will be imposed by the ACFI and the ensuing impact on nurse workloads is unclear at this stage. Another pressure impacting on the aged care sector – and directly on aged care nurses – is the exponential increase in the number of frail aged residents with more complex care needs. With our rapidly ageing population, the average age of residents is increasing and their care needs are greater and more complex 12 THE LAMP NOVEMBER 2006

than 10 years ago, requiring a more skilled and qualified nursing workforce. In such an environment, how we ensure good quality care for the elderly is a critical concern for us all – as our parents age or as we age ourselves – but particularly so for nurses who are working in aged care.

Nurses key to quality care According to NSWNA Assistant General Secretary Judith Kiejda, the key to high quality aged care is having adequate levels of skilled and qualified nursing staff who can respond to the care needs of individual residents. ‘Just as not all employers in aged care are the same in regard to how they treat their employees, not all operators are the same when it comes to ensuring the quality of care delivered to residents,’ she said. ‘Skillmix and staffing levels vary greatly among residential aged care facilities. For example, there are good facilities that have two RNs and four AiNs rostered on a morning shift for 46 high-care residents but there are also poor facilities that have only one RN and five

CSEs for 120 residents including residents with dementia,’ she said.

Qualified staff essential for residents with complex health conditions and medication needs Judith said it is important licensed nurses are managing residents with complex health conditions and medication needs. ‘Resident and nurse safety are put at risk when care staff are not qualified, or when care staff are pressured to do more than they are skilled and competent to do,’ she said. A case of serious concern is advice issued by NSW Health that ‘there is no statutory requirement that registered nurses undertake distribution and administration of medication’. ‘The NSWNA believes this is poor public policy that places the aged at risk. It places RNs in a difficult professional dilemma where they are held professionally accountable for medications that they themselves didn’t administer,’ said Judith. n

‘NOT ENOUGH TIME TO DO THE JOB’ urses are not getting the same enjoyment out of aged care because there is not enough time to do the job properly,’ said Sally Baker, RN, who worked for seven years at aged care facilities in Sydney’s Inner West. ‘There are good nurses working in aged care but they are under constant pressure. It was not like that at first,’ she said. Sally said she was commonly working with staff shortages. ‘People called in sick and there was no-one to replace them. Staff shortages put other staff under pressure.

‘N

‘Workload pressure is constant in aged care but nurses just endure it. There’s a culture of just putting up with it – particularly in aged care. ‘People stay back, do unpaid overtime but it is rarely acknowledged by management. Not having enough time to do your work is just considered part of the job. ‘The facility I worked at underwent a restructure and the DoN position in my section was cut. This put extra management responsibilities on the RN. ‘I was told I had to attend an RN meeting but I refused because it would have meant the section would have been left unattended.

Sally Baker

According to Sally, the impact of inadequate staffing falls not just on nurses, residents suffer too. ‘Nurses need more hands-on time with residents, more time to communicate. It’s important to have that time,’ she said. It was Sally’s concern with the impact of inadequate staffing on the quality of care that spurred her to join the Quality Aged Care Action Group, a group initiated by the NSWNA to improve the quality of aged care. ‘There needs to be a really good look at the Commonwealth funding system to see how much funding is actually going to nursing staff and care hours,’ she said.

Sally said RNs play an important role in an aged care facility. ‘They are charged with responsibility for administering medication and managing medical conditions such as diabetes. We have responsibility for observing patients and referring residents to a GP if there are concerns. RNs also provide clinical support for other nursing staff. ‘The paperwork required for the RCS is very time consuming – it took about two hours every shift.’ Sally reflects that aged care has changed a lot over the past 10 years. ‘Acuity levels are much higher. A nursing home has become an extension of a hospital ward.’

After seven years in aged care, Sally is taking a break from the sector and is currently caring for a quadriplegic patient. ‘I liked my job but I was fed up with the heavy workloads and the sense that we weren’t being valued.’ According to Sally, nurses working in aged care are there because they want to be. ‘They love the job because they believe they are making a difference to residents’ lives. ‘However, it is a problem that nurses are not entering aged care. We need to attract younger RNs. But to do that we need to improve job satisfaction by having enough time to do our job,’ she said. THE LAMP NOVEMBER 2006 13

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

Nurses key to

QUALITY AGED CARE ‘AGED CARE IS MY PASSION’

heryl Edwards has been working in aged care all her working life – except for a short stint in intensive care and anaesthetics. ‘My real passion is aged care,’ she said.

‘I have the firm belief that our elderly residents have been the pillars of our society and they haven’t done anything wrong, except to grow old and frail and they deserve the best we can give them. ‘We need qualified nurses in aged care, so we can continue to provide the quality of care they so deserve.’ With the backing of 20 years’ experience as a senior nurse manager in the sector, Cheryl Edwards believes it is important to have nurse managers in aged care. Cheryl works as DoN at Anita Villa Nursing Home in Katoomba – a facility with 102, mostly high-care beds. ‘It’s definitely essential to have a nursing background in my position. On one hand, I understand residents’ care

Cheryl has witnessed a transformation of the aged care nursing workforce over the past ten years. ‘The aged care sector has changed a lot over the past decade. There is a greater need for people with nursing skills,’ she said. ‘Once untrained people were able to step into care roles because the care needs of residents were less. There was greater turnover of staff and staff were more easily replaced,’ she said. ‘Now we need staff with nursing qualifications and skills because residents have higher and more complex care needs. ‘There’s still a place for a range of nurse roles in aged care. ‘RNs play a more supervisory role now. The RN role is becoming

‘We need qualified nurses in aged care, so we can continue to provide the quality of care the elderly so deserve.’ needs; on the other, I also understand nurse roles and the issues affecting nurses such as workloads.’ Cheryl describes her role a frontline position. ‘An important aspect of the job is communication – communication with families, residents, staff and the facility owners. A large part of my day is spent meeting with staff, residents and management, and keeping up with what’s happening across the facility,’ she said. ‘As a senior nurse, I’m also there to provide clinical support and back up to staff when required.’ 14 THE LAMP NOVEMBER 2006

more academic, away from bedside. Accreditation has meant a lot of paperwork for RNs. ‘ENs and AiNs play a vital role in aged care. They are the hands and feet who deliver care. I try to acknowledge their contributions. ‘It’s important nurses are undertaking nursing duties, and that non-nursing duties are delegated to non nurses. For example, rostering,’ she said. Cheryl said care staff at her facility are encouraged to undertake training to develop their skills and qualifications. ‘Only today I gave flowers to an EEN who has embraced the opportunity to expand her role. She came on board here and undertook a Certificate III to become an AIN. Then she did further training to become an EN, and then went on to become an EEN. She’s done really well and is doing a great job,’ she said. n

Cheryl with resident Hazel March and pooch ‘Mordecai’

Discussing safe work practices with AINs Colleen Watson and Ginette Kinder

Conducting a review of a resident’s care plan with RN Helen Jansons

GETTING ACTIVE FOR QUALITY CARE he NSWNA initiated the establishment of the Quality Aged Care Action Group (QACAG) in October 2005 in response to care quality concerns posed by funding pressures and the pursuit of bottom line by some facility owners. QACAG provides a forum for concerned relatives of aged care residents, community supporters, consumers, nurses, care workers and

medical practitioners to discuss quality care issues and develop strategies to improve the quality of aged care. QACAG aims to raise awareness among the public about issues affecting the quality of care in aged care and lobbies the federal government for quarantined funding to be allocated for adequate staffing and care hours rather than just allocating a general funding pool to facilities.

Another point of concern is that not all care workers are licensed to ensure the safety of aged care residents. QACAG meets at the NSWNA on a bi-monthly basis. If you would like to find out more about QACAG, email QACAG@nswnurses.asn.au or write to: QACAG Secretariat PO Box 40 Camperdown 1450 THE LAMP NOVEMBER 2006 15

16 THE LAMP NOVEMBER 2006

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

Nurses key to

QUALITY AGED CARE PROUD TO BE AN AGED CARE NURSE

ynda Amidy, AiN at Nazareth House in Tamworth, loves working in aged care. ‘I am an aged care nurse because I like my role and I like caring for older people,’ she said. ‘You can see you are helping them.’ ‘I want to be working in a nursing role caring for residents. I wouldn’t stay if I was reclassified as CSE (Care Service Employee) and allocated nonnursing tasks.’ During a restructure at her facility last year, Lynda explained this in a report to management. It helped reverse the decision to cut nursing hours and reclassify AiN positions to CSE. ‘We were able to work it out with management. During the restructure, they told me to put in a report if I had any concerns and they responded to my report and put on an extra nurse. We are lucky that management is open to input from staff,’ said Lynda. ‘I told them I wanted to be a nurse and was not interested in switching to CSE.’ Lynda has worked at Nazareth House for seven years as an AiN in a section with 30 high-needs residents. She explained there are four nurses on each shift with an RN covering all three sections in the facility, each with 30 residents. ‘We’re pretty flat out and sometimes we have to work with heavy workloads. We certainly couldn’t cope with any cutbacks to hours,’ she said. n

Lynda Amidy THE LAMP NOVEMBER 2006 17

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

Building strength in aged care g We’ve come a long way in aged care but more commitment and focus than ever is needed to face the challenges presented by the new industrial relations laws.

he NSWNA is proud of our achievements for nurses in aged care. Our Fair Share for Aged Care campaign and wage case delivered a 25% pay rise for aged care nurses between 2003 and 2006. 25,000 aged care nurses in NSW benefited from this pay rise. Now John Howard’s new federal IR laws present fresh challenges if we are to further improve pay and working conditions in the sector. The Australian Industrial Relations Commission no longer has the power to hear work value cases, which was the way we won our previous pay rises. The award system – the way by which the pay increases and better conditions were delivered to aged care nurses – has been gutted under these new laws.

Our current conditions are now only preserved in a transitional way and whether they remain will be dependent on the next round of bargaining. The Lamp looks at the enormous challenges this new environment presents if we are to improve the pay and working conditions of aged care nurses.

Aggressive employers The federal government’s new IR laws are designed to shift power away from employees towards employers, giving them a strong hand in bargaining. The NSWNA anticipates that some employers will try to take advantage of these laws to drive down pay and conditions. Under the new laws: c employers have the unilateral right to refuse to bargain collectively with workers, even if that is what the majority of workers at a workplace want; c workers and unions will be restricted from using collective bargaining to protect employees from AWAs and unfair dismissal; c once an agreement has expired, an employer can terminate its provisions with 90 days’ notice, then lower your pay and reduce your conditions. But unions and workers are not without our own strengths. The nursing shortage can be seen as an advantage when we argue for better wages and conditions. Aged care is a growing sector and it will be important for employers to make jobs attractive to provide the sort of care required to win or hold their share of the market. Progressive employers will work with the union to make the industry more attractive. Greedy employers will think short term and take advantage of the federal government’s anti-worker laws. C OUR CHALLENGE

Members welcomed a 25% pay rise: (clockwise from top) Lucille McKenna, Tina Heath, Lorraine Read and Lynnette Flanagan. 18 THE LAMP NOVEMBER 2006

We need to negate the excessive power given to employers through the new laws with everyone in the union and strong organisation on the ground.

Scale of the sector Single facilities are the dominant model in aged care. c There are 1,259 residential aged care facilities in NSW. c Sole operators dominate the industry, with 63% of approved providers only operating one service or facility. C OUR CHALLENGE John Howard’s new laws will force us to bargain employer by employer rather than across the entire industry as before. The large number of facilities and employers will confront us with a serious logistical challenge. This decentralisation of bargaining will pose the risk of aged care nurses being on different rates of pay and conditions and the laws are aimed at achieving exactly that.

The threat of AWAs AWAs are the federal government’s individual contracts for workers. They allow employers to undermine collective agreements and leave employees much worse off. Employers now have the power to: c Ask workers to sign individual agreements that cut take-home pay and remove familyfriendly clauses such as public holiday entitlements, paid maternity leave and shift allowances; c Make signing an AWA a condition of getting a job or promotion; c Divide staff by only offering pay rises to those who sign AWAs; c Sack workers and offer them their jobs back on an AWA that cuts take-home pay. Of the AWAs signed since the new laws came in: c More than 20% provide no pay increase at all; c 40% got rid of public holiday entitlements; c 63% removed penalty rates; c All removed at least one award condition. By contrast, collective bargaining has delivered for Australian workers for over 100 years: c Average weekly wage figures for 20022004 show that wages were down by $110 a week (11%) for those on AWAs; c Wages were up by $46 a week (6.2%) for those on collective agreements. C OUR CHALLENGE We must fight to make sure nobody gets left behind. A collective agreement is the best chance for a decent pay rise and the conditions that allow us to balance work and family life. n

‘You have to make ends meet and without weekend rates and overtime it would be very hard. I’ve talked to others at work and we’re all stressed when we think of the future.Why have they done this?’ Ghenet Abraha

‘WHY HAVE THEY DONE THIS?’ henet Abraha, AiN at Rosedale Nursing Home, said she is angry at John Howard and his government for bringing in new laws that threaten her livelihood when she is already just keeping her head above water. ‘You have to make ends meet and without weekend rates and overtime it would be very hard. I’ve talked to others at work and we’re all stressed when we think of the future,’ she said. ‘I ask myself, why have they done this? ‘I’m a single mum. I had two jobs – both in aged care – but the other home has closed down so I’ve had my hours reduced.’ Ghenet says she is committed to her job but she also has to think about how she can survive. ‘I like my job, I like aged care and my residents but if the money went down I’d have to look at everything.’ Ghenet says she also worries about the uncertain future ahead for her daughter. ‘My daughter finished high school last year and I wanted her to go to uni and become a nurse but now I’m not so sure. I’m worried about her future.’

THE LAMP NOVEMBER 2006 19

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

Building strength in aged care g Funding must be directed to staffing and care hours

SW received $1.9 billion of recurrent funding and $11 million in capital grants in 2004/2005 for aged care from the federal government. Pressure exerted by the NSWNA through our Fair Share for Aged Care campaign led to more funding for nursing homes and a greater transparency and accountability from employers. Evidence presented by the NSWNA and accepted by the industrial relations commission during the last aged care pay case found that employers had the capacity to pay increases.

C OUR CHALLENGE We must ensure that taxpayers’ money is spent on quality care not on profits. It is a political challenge to ensure that the sector is appropriately funded to deliver high quality care. It is an industrial challenge to ensure a fair share of the funding flows through to better pay and conditions for employees.

Defending our workplace rights The federal government’s new IR laws are unquestionably a threat to your rights at work. These laws: c Remove protection from unfair dismissal; c Strip back award conditions; c Make it easier for employers to cut penalty rates, overtime pay, redundancy and work allowances. But you still have rights. They’ve been watered down but they still exist. C OUR CHALLENGE We must be organised, strong and united. If we stick together employers will still have to listen to our voice and deal with us collectively. But in the longer term, we need to change the system to preserve our rights. Ultimately, getting rid of these laws can only be achieved via the ballot box. 20 THE LAMP NOVEMBER 2006

MORE NURSES AND MORE FUNDING FOR QUALITY CARE

iane Hudson, DDON at Anita Villa Nursing Home, said working in aged care is a brilliant job and she wouldn’t work elsewhere but the challenges in the sector are formidable. ‘We need more funding for aged care. There is not enough. In nursing homes you can see it impacting on patient care – they’re just not employing enough staff,’ she said. ‘I can see it from a manager’s point of view – where does the money come from? We need better wages and conditions but we also need more funding so we can have better wages and conditions.’ Diane says the big challenge is to keep staff. ‘We’re the lowest paid among nurses – public hospital nurses get paid more. We train AiNs to be EENs, then they go and work in the public hospitals where they can earn more money and get different experience.

‘It’s almost impossible to get RNs and EENs in aged care and we need to get and keep this expertise.’ Diane said she is fearful of how the federal government’s new laws will exacerbate these problems. ‘These laws aren’t fair; wages are already low as it is in aged care. If they cut penalty rates and overtime, why would you want to work night shifts or weekends? For many aged care nurses, this is the only way to make ends meet,’ she said.

Diane Hudson

Getting organised for better pay and conditions 30 March 2007 is the anniversary of the last 6% pay rise in aged care. From this date, the NSWNA will be able to make claims on employers for even better pay and conditions. But to be successful we need to be organised and we need to start now. The advantages given to us in bargaining by the nurse shortages will only be successful if we are well prepared on the ground during any bargaining campaign. This will require us to: c Sign up as many people as possible into the union; c Ensure that all aged care facilities have an NSWNA branch; c Get members to attend union meetings so we are united in what we want; c Improve our communications across different company facilities.

C OUR CHALLENGE We must get organised early so we are in a position to negotiate with employers as a united group and be clear in what we want to achieve. n

FORGET TOUCHY FEELY, GET ORGANISED ay Davis says the federal government’s new IR laws provided her and some of her colleagues at Springwood nursing home with ample reason to form an NSWNA branch.

WE’VE ALREADY PROVEN THAT EMPLOYERS CAN AFFORD TO PAY

n the 2004 Aged Care work value case Professor Bob Walker, one of Australia’s pre-eminent authority on accounting practices, submitted evidence on behalf of the NSWNA that proved the capacity of aged care employers to pay the pay rise. His analysis highlighted the need for better financial accounting in aged Professor Bob Walker care for residents and families. Professor Walker examined financial documents from 18 aged care facilities submitted by employers and concluded they were unrepresentative of the industry as a whole. Professor Walker said that most evidence presented by employers dealt with nursing homes in isolation, rather than as integrated businesses combined with retirement villages. The employers’ evidence also failed to take into account sources of income such as revenue from retention of accommodation bonds.

WE’RE PREPARED

IN THE UNION OFFICE

he NSWNA has prepared for the consequences of the federal government’s new laws to ensure the union is well equipped to defend the interests of nurses even in such a hostile environment. The NSWNA has evolved a new internal structure so we are well prepared to bargain effectively in this new workplace environment. We will retain our SWOT team, which will continue to focus on growing our membership in targeted workplaces and will prepare workplaces in pre-bargaining campaigns. Our DOT team will continue to provide our members with information and advice and represent you on claims and industrial matters. A new team – the Strategic Industrial and Bargaining Team – will oversee our bargaining strategy for all our members. We are broadening our communications with sector newsletters such as Aged Care Action and cross-company newsletters to complement the information you receive in The Lamp. Our website – www.nswnurses.asn.au – continues to grow as an information and resource centre for union activists and is where you can do business with your union 24/7 including paying fees online and joining the union.

‘I could see the writing on the wall. We might not have needed a branch in the past but we’ll definitely need it in the future,’ she said. Jay said they are trying to build the union membership up again at Springwood so they are prepared as a union when they have to negotiate a new contract. ‘You need to get organised before

the fact. We need to be ready as a union when the negotiations start,’ she said. ‘Even though our employer is a charity, their bottom line is to make money. No touchy feely here.’ Jay says she is clear about one thing she would like out of any pay talks. ‘I’ll be looking for a collective agreement. I don’t want to negotiate an AWA with my employer.’

Jay Davis THE LAMP NOVEMBER 2006 21

I N D U S T R I A L

I S S U E S

AiNs vindicated after 12 months of hell g Spurious accusations of sexual misconduct and a deeply-flawed investigation by their employer led to a horrific ordeal for four AiNs in a Sydney nursing home.

or Jasmin Lata, Millie Rodriguez and Vijay Khan – all migrant and deeply religious women – the last 12 months have been a nightmare. Their ordeal started with outrageous claims of sexual harassment of a resident made by a fellow worker, who was later thoroughly discredited. It escalated through a bumbling and inept investigation by their employer, Hammond Care, in a classic ‘kangaroo court’ that led to them being summarily dismissed. Throughout the ordeal, each suffered hurt and embarrassment, as did their family members. Each had difficulty in finding continuing employment in her chosen field because of the nature of the charges against her. After a year of heartbreak, all this was finally recognised by the Industrial Relations Commission, which awarded them the maximum amount of compensation permissible under the law. The three were represented in the Commission by the NSWNA.

Devastation for their families Jasmin says the accusations had a devastating impact on her and her family.

‘I was very upset. Last April my father-in-law passed away. In July my mum had a stroke. Then in October I was suspended and I lost my job,’ she said. ‘It was a very stressful time. It affected all my family. I felt so angry. I didn’t even want to go out.’ For Millie and Vijay, the impact was equally traumatic. ‘I was depressed. In our culture to be accused like that, even to talk about it, I felt ashamed,’ Millie said. ‘The allegations were disgusting. I was crying, I couldn’t sleep at night. I couldn’t get over it,’ said Vijay.

Accusations so vague it was unclear what they were answering for The Commission found that the investigation of the accusations by their employer was not only inadequate but gave unde-

‘The allegations were disgusting. I was crying, I couldn’t sleep at night. I couldn’t get over it.’ served substance to what proved to be outrageous and false claims. There was also scant regard given to procedural fairness.

WE STAND UP IN COURT FOR MEMBERS NSWNA General Secretary Brett Holmes says no nurse starts out their career planning to appear before a court or tribunal but the reality is that many nurses do. ‘It is a deeply distressing experience and we see it as an important role for the Association to provide comprehensive legal support,’ he said. The NSWNA employs a number of lawyers, some who are nurses with wide clinical experience. 22 THE LAMP NOVEMBER 2006

At two interviews each with management, the women were never even told of the details of the allegations or the identity of their accusers. ‘They didn’t tell us anything. We asked what had happened so we could defend ourselves. They just said it was sexual harassment. “Why did you do it?” they kept asking,’ said Jasmin.

Last year we supported: c 178 nurses in the Health Care Complaints Commission; c 19 matters in the Coroner’s Court; c 12 nurses in the Nurses and Midwives Tribunal; c 10 nurses before the Professional Standards Committee. This is on top of the large amount of legal representation for unfair dismissals, underpayment of wages and industrial advice.

At the first interview, they were told there was one witness to the alleged abuse. At the second interview they were told there were seven witnesses. The most vocal of these new witnesses was on work experience and had only been working at the facility for four days. Others signed statements they later either wholly or partly recanted. Some later complained of being frightened when they made their statements. ‘Everybody was worried about losing their jobs and they just agreed with what they were told,’ said Jasmin. ‘One girl said she was sorry that she signed the letter without even reading it.’ Vijay Khan strongly protested her innocence to the human resources managers who investigated the claims. ‘I deny it ever happened,’ she told them. ‘I would tell the RN if it did. I have

Exonerated after false claims: (from left) Vijay Khan, Millie Rodriguez and Jasmin Lata

values. This is sick and disgusting. I’ve worked here for seven years without a single complaint. It’s a second home. I want a complete investigation to clear my name.’ Unfortunately, that complete investigation never came from the company. It was only when their case came before the IRC that Jasmin, Millie and Vijay discovered the nature of the accusations beyond vague allegations of sexual misconduct. They had been accused by another AiN of ‘dancing suggestively’ in front of an 81-year-old resident with schizophrenia and dementia and then laughing at him. This behaviour was said by management to be ‘systemic’. Jasmin Lata says the accusations were vague, ridiculous and far fetched. ‘I’m a shy person. I would never have danced in front of the residents,’ she said. ‘They never gave us any chance to explain ourselves.’

Management’s bumbling investigation The Commission found that the company’s investigation ‘was coloured by the outrageousness of the claims by the original complainant, much of which was discredited by the end of proceedings, and the employer’s concern to protect its residents at any cost’. The tone of the management investigation was intimidating.

At one point, the nursing home’s human resources manager told Vijay Khan: ‘Even if you are not involved, there is an allegation against you – and unless you can give us an explanation – I can’t afford to take the risk with residents that you are an abuser.’ This accusing approach was despite the fact that all four AiNs had worked at the nursing home for more than six years with unblemished records with their employer. The RN responsible for the residents’ care was not even called to give evidence. She later described Millie Rodriguez as ‘liked and respected’. Another RN wrote that she was ‘compassionate’. ‘All the RNs supported us. They knew we didn’t do any of those things,’ said Millie. The Commission found that Hammond Care’s evidence was riddled with inconsistencies and discrepancies: c One incident allegedly occurred during the bathing of a resident. Records showed he showered that day; c Another incident allegedly happened in the TV room while the records show that the resident had stayed in bed all that day; c Jasmin Lata was described as the ringleader in one incident. The records show she was on sick leave at the time; c Many of the days on which incidents were alleged to have occurred were wrong.

Completely exonerated with maximum compensation In a damning decision, the Commission slammed Hammond Care for the inadequacy of its investigation. It found the evidence of Jasmin, Millie and Vijay to have been proven accurate and the accusations against them to be ‘untrue’ or ‘exaggerated’. It awarded the maximum compensation possible of up to 26 weeks’ pay. Millie says she hopes something positive will come out of it for other AiNs working in a similar environment. ‘I was very pleased after all I had been through. Now they will have to think twice and conduct a proper investigation before they sack anybody,’ she said. Jasmin says she is relieved by the decision but scars still remain from the experience. ‘It wasn’t about the money. It was about clearing our name – that was the main thing,’ she said. Vijay says there is a lesson for other AiNs. ‘The union was just excellent. I’ve encouraged other AiNs to join the union.’ As The Lamp went to press, Hammond Care was yet to apologise to the women. n The Commission’s judgement can be read online at http://caselaw.lawlink. nsw.gov.au/isysquery/irl62b3/2/doc THE LAMP NOVEMBER 2006 23

I N D U S T R I A L

I S S U E S

Nurses slam plans to abolish DON g Nurses outraged over proposal to have one DON for Orange and Bathurst Base Hospitals

urses are outraged by a proposal by Greater Western AHS (GWAHS) to have only one DON for Orange and Bathurst Base Hospitals. At NSWNA branch meetings on 10-11 October, more than 100 members at Bathurst and Orange Base Hospital branches unanimously voted to pass a resolution condemning the deletion of a senior nurse manager position in the GSAHS restructure. Members have written to the GWAHS demanding the withdrawl of the proposal. NSWNA Assistant General Secretary Judith Keijda said nurses at Orange and Bathurst Base Hospitals see this proposal as an attempt by the GWAHS to reduce the role of nurses in hospital management. ‘The proposal has serious implications for nursing practice,’ said Lee Taylor, president of the NSWNA Orange Base Hospital branch. ‘Orange is a busy tertiary hospital with 250 beds that receives referrals

NSWNA Branch President Lee Taylor tells local media ‘nurses will stand firm’

from across the state, and Bathurst is also a busy rural hospital with an extensive nursing workforce. ‘We need a senior nurse manager onsite at each hospital to provide nurses with clinical support and leadership. We need a senior nurse on hand who knows how the facility operates and understands nurse roles. ‘What the GWAHS is proposing is that one DON will be responsible for two hospitals that are an hour apart. There is no way one DON can provide the necessary leadership and support for such large Base hospitals,’ said Lee. ‘The proposal also undermines the

nursing career structure in this region. It takes away an important nursing position that nurses in the area can strive for in building a nursing career. ‘It is hard enough attracting nurses to the area – this will just make the problem of nurse shortages worse. We already have 20 full-time nurse vacancies at Orange Base alone,’ said Lee. Judith Kiejda said nurses at Orange and Bathurst Base Hospitals are united in fighting the proposal. ‘NSWNA members have taken a stand against this ridiculous proposal and if it is not dropped by the GWAHS they will meet again to consider industrial action,’ she said. n

Members voted unanimously against the proposal to cut the DON position.

24 THE LAMP NOVEMBER 2006

HAPPY STAFF HELP THE BOTTOM LINE,

Protection for Affiliated Health Organisation nurses

early 1,000 NSWNA members working at publicly-funded but privately-owned facilities known as Affiliated Health Organisations will see their working conditions and rights protected for at least the next year with employers about to sign a referral agreement with the union as The Lamp goes to press. The agreement covers around 20 facilities including St Vincent’s Darlinghurst, Newcastle Mater Misericordiae, Calvary at Kogarah, the Tresillian Family Care Centres, Karitane and Hope Health Care facilities. Employees at these facilities have been covered by the Public Health System Nurses’ & Midwives (State) Award – meaning they have received the same award wages and conditions as public sector nurses, including all the pay rises won by the NSWNA over recent years. With the introduction of the federal government’s new IR legislation, the majority of Affiliated Health Organisation employees have been forced into the federal IR system. Outside the Award, these nurses were excluded from the safety net offered by the NSW Government when the Premier Morris Iemma moved to protect public hospital nurses from the

federal government’s new IR laws by making them Crown employees. In addition, the NSW Government also varied the NSW Industrial Relations Act to allow NSW employers and Unions to continue to have their issues heard in the NSW Industrial Relations Commission. This was possible if NSW employers and Unions signed a Referral Agreement. That’s why the NSWNA, ASMOF, HSU and a majority of Affiliated Health Organisations have recently signed a ‘referral agreement’ that provides a safety net to staff for at least the next 12 months. The referral agreement means staff at these facilities are now notionally covered by the state IR system and any issues arising from the employment relationship will be dealt with under the more worker-friendly NSW system. For example, if there is a dispute about reasonable workloads it can be heard by the NSW Industrial Relations Commission; or if a nurse is unfairly dismissed or terminated because they are injured it can be dealt with in the NSW Industrial Relations Commission. NSWNA has provided information to members at workplace meetings and a fact sheet is available on the NSWNA website. n

Certainty and security ‘We welcome the referral agreement because nurses at St Vincent’s now come under the same umbrella as public hospital nurses. That has delivered us some certainty and security. Until now, we weren’t sure where we really stood. Hopefully, we’ll be able to continue to have the same conditions as the Award. But we can’t be complacent. Members need to continue to actively support their rights.’ David Ireland, CNS and NSWNA Branch President at St Vincent’s Hospital

REVIEW FINDS

anagement at a Sydney nursing home have saved money and improved care standards by making the facility a more attractive place to work. The outcome shows that all parties can benefit when managers look beyond simple cost-cutting and instead work with staff to deal with underlying issues. Last September, after years of substandard financial performance, the Holy Spirit nursing home at Croydon announced a review of operations. The review had a focus of not reducing resident care and looked at performance in all areas, including nursing. There was some concern among NSWNA members that the drive to reduce costs might lead to cuts to staff and working hours. But the operational review, which included staff consultations, soon identified massive bills for agency staff and high sick leave as crucial issues to be addressed. To solve the facility’s financial woes, the review found that more permanent staff had to be recruited and retained. As a result of the operational review, Holy Spirit, part of the Catholic Health Care Services group, resolved to: c improve revenue c increase permanent staff c boost bed occupancy. A reorganisation of staff saw some job losses but created a more favourable working environment for the remaining staff, with new rosters introduced on 16 October. Shift lengths have been increased from 7.5 to 8 hours, allowing RDOs to be re-introduced. Night duty staff no longer have cleaning duties and can devote more time to caring for residents. NSWNA Assistant General Secretary Judith Keidja said the improvements at Holy Spirit would benefit management, staff, patients and the bottom line. ‘To attract and keep good nurses, you need a working environment that makes staff feel proud and secure,’ said Judith. ‘Widespread use of agency staff tends to create a feeling of instability. High staff turnover increases the burden on permanent staff and adds costs in absenteeism, advertising and recruitment. ‘The re-introduction of RDOs is an excellent retention tool,’ said Judith. ‘It acknowledges that nurses do heavy physical and mental work and need that day off.’

THE LAMP NOVEMBER 2006 25

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NOVEMBER 2006

I N D U S T R I A L

I S S U E S

NSWNA members handed out ice blocks to inform the public of the hospital’s sweltering wards.

Strong campaign beats the heat at John Hunter g Measures are underway to put an end to nurses and patients sweltering in the wards

n January this year – when ward temperatures hit 48 degrees and bushfires burnt just five metres from the hospital walls – nurses at John Hunter Hospital decided to demand air conditioning. NSWNA members had unsuccessfully raised the issue with management year after year – this time nurses were determined to get a result. Faced with a powerful campaign from nurses and the NSWNA, management agreed that air conditioning was required. The NSW Government kicked in with $8.9 million to fund full air conditioning for the Newcastle hospital. An implementation committee was established to plan and oversee the huge task of installing air conditioning in a major city hospital. The installation began in October and will take a full 12 months. In the interim, several measures will alleviate heat stress on days where the ward temperatures exceed 30 degrees: c A cool room has been created for every ward for use by staff, patients and visitors; c Management has also agreed to

paid rest breaks for staff when ward temperatures exceed 30 degrees; Nurses will be able to wear suitable non-uniform items, like white cotton shirts, on very hot days; Management will supply easily accessible packaged water for staff, patients and visitors.

Faced with a powerful campaign from nurses and the NSWNA, management agreed that air conditioning was required. The air conditioning is being installed ward-by-ward. Each ward will be moved temporarily at some stage during the process. This summer will be considerably kinder to patients, staff and visitors – thanks to the interim measures. And the summer of 2007-2008 will see John Hunter as a fully air conditioned hospital. n

‘We handed out ice blocks’ ‘The heat has been an issue since John Hunter opened 15 years ago. We are the only tertiary referral hospital in NSW that is not fully air conditioned. We take the sickest people from our catchment area – serious cardiac cases, children in traction for months – and the last thing they need is to have to sweat it out. This year we won because we ran a fantastic campaign and had public support. It was also a particularly hot summer and the hospital almost caught fire. We used the area health service’s own OHS policy to prove that the hospital was not providing us with a safe and healthy working environment. When John Hunter celebrated its 15th birthday last summer, we were out the front handing out ice blocks and a copy of the OHS policy to visitors. After that, a lot of people wrote to management supporting air conditioning. We also got a lot of favourable media coverage and that helped win the campaign. Management has worked well with the NSWNA to implement the change.We meet with them weekly.’ Jade Starkey (left), CNS and NSWNA delegate and Assistant Branch Secretary THE LAMP NOVEMBER 2006 27

I N D U S T R I A L

I S S U E S

National Day of Action g Take action to say no to unfair work laws!

lmost a year ago, hundreds of thousands of Australians took to the streets and filled community venues to show their disgust for the Howard Government’s industrial relations legislation. Ignoring popular opinion, the government used its Senate majority to ram the laws through parliament. Since the IR laws came in, wages have gone down while costs like interest rates and petrol prices keep climbing up. At the same time, our job security has been undermined by the federal IR laws, which attack pay and conditions. On Thursday, 30 November there will be a national rally to say ‘No to unfair work laws!’ An address by ACTU Secretary Greg Combet will be broadcast live by satellite from Melbourne to meetings of workers and community members in all capital cities and in more than three hundred regional centres across Australia. The main Sydney protest will take place at Belmore Park, near Central Station, and Tumbalong Park, Darling Harbour, with screens linking us live to the Melbourne broadcast.

Be part of the action Try to get the day off on 30 November or organise to do an afternoon, evening or night shift. The NSWNA strongly encourages members to attend one of the main locations so that we can march together. We recommend that members catch public transport to and from the city. Meet at 8am for the broadcast at 9am at Tumbalong Park, Darling Harbour; Belmore Park, near Central Station; Win Stadium, Wollongong. Gather under the Association banners at each of the sites. The NSWNA website will have an up-to-date listing of the regional sites, such as RSLs, pubs and clubs, that will be broadcasting via Sky Channel. To make an impact, wear your uniform or scrubs or a ‘nurses rights at work’ t-shirt. We need to show that nurses care about our rights and conditions. Don’t be afraid to wear scrubs, accessorise with stethoscopes – or anything else that makes the statement you are a nurse.

your children’s school to attend, get your sporting team there, or if different generations of your family were represented at the rally.

Be part of the action at work If you are working on 30 November you can still participate in the Day of Action without disrupting patient care. Wear a ‘nurses rights at work’ t-shirt, a ‘your rights at work’ badge and orange armband on 30 November. Speak with other nurses at your workplace about what show of protest you will all wear on the day. A t-shirt, badge or armband is a conversation starter. You might not be able to attend the rally but if you have ten conversations with people on 30 November about the negative impact of the new IR laws you are making a meaningful contribution to the campaign. To be kept up-to-date on all activities across NSW and in your area, log onto our website at www.nswnurses.asn.au n

Spread the word Speak to your family, neighbours and friends about attending the rally. It would be great if you organised parents from

ORDER YOUR ‘NURSES RIGHTS AT WORK’ T-SHIRTS Order your ‘nurses rights at work’ t-shirts ($10), badges and armbands now for 30 November – download an order form from our website at www.nswnurses.asn.au or phone Glen Ginty at the Association or email at gginty@nswnurses.asn.au

28 THE LAMP NOVEMBER 2006

IR SHORTS

IR LAWS PUSHING DOWN PAY, SAYS ABS DATA

new ACTU analysis of ABS data shows the IR changes are starting to bite into workers’ take home pay with the latest data showing that in the last twelve months average earnings failed to keep pace with inflation for the first time in five years.

‘If we discount the effect of the GST on living costs, this is the first time that average earnings have declined in real terms for ten years.’ Average earnings in the year to June 2006 dropped in real terms by 1%, a fall in average weekly earnings of $11 a week, as a result of downward pressure on wages and rising living costs. ‘This is the first big drop in average earnings since the introduction of the GST. If we discount the effect of the GST on living costs, this is the first time that average earnings have declined in real terms for ten years,’ said ACTU Secretary Greg Combet. ‘The historically low average earnings are caused by the federal government’s 18month freeze on pay rises for award wage workers as part of its new IR laws, and a fall in overtime, penalty rates and bonus payments to workers under the laws.’

SACKED WORKERS TRY ALTERNATIVE REMEDIES

he scrapping of unfair dismissal laws has seen a huge jump in the number

NSW GOVERNMENT MOVES TO PROTECT YOUNG WORKERS

he Iemma government has moved to shift tens of thousands of young workers back into the state IR system to protect them from the federal government’s IR laws. Under the proposed new laws, employers would have to provide all NSW workers aged under 18 with at least the minimum terms and conditions as set out in the relevant NSW awards. The federal laws do not guarantee overtime and penalty rates, which are protected under state awards. NSW Industrial Relations Minister John Della Bosca told the

of workers seeking compensation through unlawful termination laws. Unlawful termination laws are much narrower than unfair dismissal and cover dismissal for discrimination on the basis of gender, pregnancy, race, disability, age, religious belief or union membership. They had previously been little used as claims can cost $30,000 and take more than a year to resolve. From January 1997 till June 2005, there were 63,439 sacking claims heard by the AIRC and only 163 were for unlawful termination, the rest were for harsh and unjust sackings. But since the introduction of the federal government’s IR laws in March, more than half the claims have been for unlawful termination.

Australian Financial Review that employers who breached the new laws would be investigated by state workplace inspectors and prosecuted if they were ‘recalcitrant’.

John Della Bosca

FEAR GRIPS THE WORKPLACE

survey by recruitment firm Talent2 shows that a third of Australians are more worried about job security than they were before the Howard government introduced its federal IR changes. Blue collar workers, in particular, were gripped by fear with an incredible 41% saying they were scared of getting the sack because of the changes. The survey found that almost 20% of workers are less likely to leave their current job for a new one because of the new laws. In marked contrast, John Howard told the South Australian Liberal Party annual general meeting, ‘Australians have job security the like of which they haven’t had before’. n

NSWNA Membership Fees* 2007 embership fees for members of the NSWNA will be increased effective from 1 January 2007 as listed below. Members who pay their fees by account will be invoiced these new rates in December 2006. Members who pay their fees by Direct Debit or Automatic Credit Card will be charged the new rate from the first debit on or after 1 January 2007.

Employers who deduct fees via your payroll system have been asked to deduct the new rate from the first full pay period CLASSIFICATION

in 2007. We ask that members check their pay slip to ensure that their pay office is deducting the correct amount. n YEAR

QUARTER

MONTH

FORTNIGHT

Registered Nurse

$535

$133.75

$44.58

$20.56

Enrolled Nurse

$455

$113.75

$37.91

$17.50

Assistant in Nursing, Trainee Enrolled Nurse, Residential Care Nurse

$375

$93.75

$31.25

$14.42

*NSWNA fees are tax deductible

All inclusive of GST THE LAMP NOVEMBER 2006 29

WORKLOADS

Big workloads win for Manning maternity nurses

nion action has delivered a full-time CNE, a call roster for afternoon shift and other improvements to the maternity unit at Manning Base Hospital. A strong campaign, with support from all NSWNA members at the hospital, convinced management to agree to the changes, after initially claiming there was no money available to pay. The campaign began in December 2005, when the local Reasonable Workloads Committee recommended a review of the maternity unit, following concerns raised by NSWNA members about clinical issues. The review, which included personnel selected by management, reported in May 2006. The review recommended; c A full-time CNE be appointed to the unit; c An additional eight midwifery hours for the afternoon shift; c A maternity services advisory group (MSAG) be formed ASAP to examine clinical practices;

Only one elective caesarean per weekday and none on weekends; c Only one elective induction of labour per weekday. Management supported the recommendations but argued it could fund only 0.6 of a full-time CNE and none of the other suggested reforms.

Everyone got behind us ‘Patient safety was our biggest issue. We wanted to provide adequate care. ‘We all banded together and just kept chipping away. We had really good help from our organiser and the Branch in general.

A strong campaign, with support from all NSWNA members at the hospital, convinced management to agree to the changes, after initially claiming there was no money available to pay.

‘The changes have reduced staff stress levels. We’ve now got that on-call person at the end of the line. It’s really good. ‘Thanks to Leanne and Robyn and the Manning Branch. Everyone got behind us.’

Funding the remaining recommendations would be a priority in the 2007/2008 budget, management said. NSWNA members in the maternity unit met with the local NSWNA Branch Executive and decided to demand that all recommendations be funded immediately.

Robyn Broadbent, CNS, maternity unit

Management rejected this demand and the NSWNA notified a dispute. A meeting of the Area Reasonable Workloads Committee refined the NSWNA demands to a full-time CNE,

Royal Newcastle backdown on AiNs g Students won’t fill EN positions

R Deb Barnes 30 THE LAMP NOVEMBER 2006

oyal Newcastle Centre will stop employing nursing assistants to fill enrolled nurse positions, following intervention by the NSWNA. The Association has also won a commitment from management to abandon a plan to put permanent part-time nurses onto 6-hour shifts. Royal Newcastle Centre is the former Royal Newcastle Hospital, now relocated to the Rankin Park campus of John Hunter Hospital.

Deb Barnes, a clinical nurse specialist in urology and secretary of the NSWNA branch at the centre, said third year student nurses were employed as AiNs to fill EN positions in the combined urology and rheumatology ward. She said branch members supported the employment of undergraduate nurses to provide support to the nursing team and give student nurses income and experience – but not to fill vacant EN or RN positions. ‘The RNs felt this practice was unsafe and put more pressure on them because they had to supervise the AiNs,’ Deb said.

Midwives at Manning Base Hospital

C O M P E T I T I O N

WIN THE ULTIMATE GRAND PACIFIC DRIVE EXPERIENCE Reasonable workloads clause the key ‘The key was using the Reasonable Workloads Clause in our award. ‘Many members don’t realise how powerful a tool this clause is and how it really can deliver reasonable workloads. ‘That’s why we need to beat these new IR laws – we need our award. ‘Getting the maternity unit into a cohesive group with a clear and detailed plan was also very important.’ Leanne McBride, NUM, medical ward, and NSWNA Manning Hospital Branch President

the extra afternoon shift and the formation of a MSAG without delay. With the maternity unit staff receiving strong and united support from other NSWNA members on site, management backed down. Management made a new offer: c A full-time CNE; c The MSAG, including two NSWNA-appointed members, to meet within 14 days; c An on-call roster for the afternoon shift. NSWNA members accepted the offer and are now enjoying considerably improved working conditions. n

A lucky Lamp reader has a chance to win a weekend holiday package along Grand Pacific Drive encompassing 140km of some of NSW’s most spectacular scenery and coastline. Prize includes a two-night stay at Rydges Wollongong in the heart of the city, a tour along Grand Pacific Drive to Wollongong via Sea Cliff Bridge on a Harley Davidson motorcycle and a family pass (two adults and two children) into NSW’s only theme park, Jamberoo Action Park. From Royal National Park (world’s second oldest) to Wollongong and beyond, the route takes you through coastal rainforests, spectacular driving scenery, coastal villages, the bustling coastal city of Wollongong, and beautiful coastal towns of Shellharbour and Kiama. The drive ends in the spectacular Shoalhaven and from here you can experience the ‘beyond’ to the Southern Highlands, greater South Coast and Canberra. For more information on the region go to www.tourismwollongong.com and www.grandpacificdrive.com.au

‘It was also contrary to NSW Health policy that AiNs must not be rostered onto shift vacancies unless there are genuinely no RNs or ENs available.’ On the issue of part timers, Deb said nurses contracted for 24 hours work a week on 3 x 8-hour shifts were faced with a management demand that they move to 4 x 6-hour shifts. ‘This would have made life a lot harder for nurses with children,’ she said. ‘Nurses would have had to come in to the centre an extra day a week and pay about $50 a week more in child care fees – assuming they could find a vacancy at a care centre.’ A meeting of the NSWNA branch at the centre demanded that management abide by the Public Health System State Award (clause 6) that says significant change for a class or group of employees may not be introduced without their approval. Management agreed to employ all permanent part timers on 8-hour shifts, unless an individual nurse specifically requests a shorter shift, and not to pursue the 6-hour shift plan. Management also agreed to hire ENs to replace all AiNs employed in EN positions. n

The prize includes: c two nights’ accommodation at Rydges Wollongong (www.rydges.com) c Harley Ride, Just Cruisin Motorcycle Tours (www.justcruisintours.com.au) c Family pass to Jamberoo Action Park (www.jamberoo.net). To enter, write your name, address and membership number on the back of an envelope and send to: Grand Pacific Drive Competition, PO Box 40, Camperdown 1450 Competition closes 30 November 2006.

THE LAMP NOVEMBER 2006 31

LIONS NURSES’

SCHOLARSHIP

Looking for funding to further your studies in 2007? The trustees of the Lions Nurses’ Scholarship Foundation invite applications for scholarships for 2007. Nurses eligible for these scholarships must be resident and employed within the State of NSW or ACT.

or overseas), and application forms are available from:

You must be registered or enrolled with either the NSW Nurses and Midwives Board or regulatory authority of the ACT, and must have a minimum of three years’ experience in the nursing profession in NSW or the ACT. Applicants must also be able to produce evidence that your employer will grant leave for the required period of the scholarship. Details of eligibility and the scholarships available (which include study projects either within Australia

The Honourary Secretary, Lions Nurses’ Scholarship Foundation 43 Australia Street, Camperdown NSW 1450 or contact Ms Glen Ginty on 1300 367 962 or gginty@nswnurses.asn.au

Completed applications must be in the hands of the secretary no later than 28 November 2006.

NSW Nursing and Midwifery Scholarship Fund

MENTAL HEALTH SCHOLARSHIPS NSW Health is offering three streams of mental health scholarships for 2007: • Mental Health Enrolled Nurse to Registered Nurse Scholarships; • Mental Health Postgraduate Scholarships; and • Mental Health Innovation Scholarships.

MENTAL HEALTH ENROLLED NURSE TO REGISTERED NURSE SCHOLARSHIPS Available to enrolled nurses employed in the NSW public health system working or seeking employment in mental health and undertaking a Bachelor of Nursing degree in 2007. Must also have an intention to work as a registered nurse in mental health in the NSW public health system upon completion of nursing degree. Up to $5,000 available per applicant in 2007*. Applications close 30 November 2006 (for study in 2007).

MENTAL HEALTH POSTGRADUATE SCHOLARSHIPS

MENTAL HEALTH INNOVATION SCHOLARSHIPS

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

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

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

Nurse-Midwife-Schollarship-v3.indd 1 32 THE LAMP NOVEMBER 2006

13/9/06 3:49:17 PM

OCCUPATIONAL HEALTH AND SAFETY

Safety priority in aged care g OHS Checklist will reduce risk for aged care nurses

SWNA officials and members are developing an Occupational Health and Safety (OHS) Risk Identification Checklist specifically for the aged

care sector. The Checklist, which is in draft form and has yet to be piloted, will enable NSWNA members to examine whether staffing and skills mix allow staff to perform their duties safely, on a shift-byshift basis. The aim is to make the Checklist simple, valid, reliable and easy for busy staff to use. The Checklist would measure some key indicators of risk. The NSWNA wants to look at the work demands on nurses relative to the acuity levels of residents, especially given those acuity levels are likely to change and these changes may impact on OHS risk. Therefore, staffing levels and care plans need to be reviewed regularly to ensure staffing is adequate in the light of potential increases in OHS risks to staff.

Failure to replace staff on sick leave is a particular concern. If sick leave shifts aren’t replaced, or are covered only with a 4-hour shift, this will impact on OHS. The OHS Risk Identification Checklist will help aged care nurses answer questions like: c Can the facility be evacuated in an emergency? c Can an effective duress response be mounted? c Are nurses working in isolation with residents who may be violent or aggressive? c Is there enough staff to comply with safe manual handling and other procedures? The Checklist will be a simple form that allows nurses to assess risk by following an easy-to-understand list of factors which may have an effect on their safety and welfare. n

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The University of Sydney GO FURTHER go beyond 34 THE LAMP NOVEMBER 2006

Q & A

ASK

JUDITH

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

Limits on salary sacrificing

Paid out but no leave loading

I work in a public hospital and currently salary sacrifice to superannuation. Is there any limit to the amount of salary I can sacrifice? The pay office is advising that the maximum is 50% but a colleague believes this is incorrect, can you give me the correct answer?

I have resigned from the nursing home I was working in and have been paid out for the annual leave I had saved but not taken but I was not paid the leave loading on this annual leave. Is this correct?

Up until 14 August 2006 it was correct that there was a limitation of 50% on an employee’s salary that could be utilised for the purposes of salary packaging or sacrifice to superannuation (or for both). From 15 August 2006, it has become possible for staff to sacrifice up to 100% of their salary to either salary packaging or sacrifice to superannuation or both. For more information on this new provision, refer to IB2006_034 at www.health.nsw.gov.au

Public holidays over Christmas I am the NUM of a public hospital and I am doing the rosters for the Christmas period. Could you please tell me what are the public holidays over this period?

c Christmas Day – Monday, 25 December 2006 c Boxing Day – Tuesday, 26 December 2006 c New Year’s Day – Monday, 1 January 2007 and there is one other day in lieu of the August Bank Holiday, which is a day between Christmas Day and New Year’s Day which is not a public holiday. There is also a public holiday for Australia Day on Friday, 26 January 2007.

Yes, this is correct. On your last day at work in the nursing home you should have been paid a termination pay consisting of: c Your final week or fortnightly salary; c Any untaken annual leave, without leave loading; c Untaken ADOs that you have accrued or time in lieu and; c Any accrued LSL if you have been at the facility for over five years. Leave loading is payable when you are taking the annual leave while you are employed, not when being paid out on resignation. On your last day of employment, you should also receive a statement of service detailing the period you worked at the facility, the hours you worked and your classification.

Leave for emergency service I work in a public hospital and am a member of the state emergency service. We are expecting a very bad bush fire season. What leave am I entitled to for the purposes of assisting with a bush fire emergency or any other emergency for that matter?

The answer to this question is covered in part 9 of the Leave Matters Procedural Manual for Area Health Services and Public Hospitals.

In normal circumstances, where an employee is a volunteer member of the services below, then leave of up to five days may be granted in any period of 12 months when the employee is called upon to assist one of these organisations. Where an official emergency is declared, such as under the Bush Fires Act, then employees who volunteer to assist are to be granted leave with no upper limit to the leave that may be granted and is not to be counted towards the day upper limit as previously specified. An application for leave must be accompanied by a statement from the local or divisional controller, the fire controller, deputy fire controller or the police certifying the times of attendance together with the period and area of attendance and the organisation to which the employee belonged. Where a person remains on emergency duty for several days then special leave may be granted to allow a reasonable rest period before they resume normal duties.

Emergency volunteer organisations c The State Emergency Service c The Volunteer Rescue Association of NSW (or affiliated groups) c The Wireless Institute Civil Emergency Network c The Cave Rescue Association c The Volunteer Coastal Patrol c The Bushwalkers’ Federation n

THE LAMP NOVEMBER 2006 35

All you have to focus on is what sights to see. At Hays, we make working in the UK so easy, you’ll have more time to get on with enjoying your stay. We have a variety of permanent contracts available for Senior Practitioners and Nurse/Theatre Managers located on the London/Essex border. Salaries range from £24,000 up to £40,000 pa. Apply now as applications close at the end of November 2006. We also have permanent positions for Theatre RNs (all specialisations) for London and surrounds, Endoscopy nurses for a newly built day surgery unit Kent - plus more to discuss with you. We have exciting opportunities for agency nursing staff wanting short-term contracts across the UK. We can also assist you in obtaining work whilst completing the ONP. • NMC ONP £50 (conditions apply) • Visa/Sponsorship assistance

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S E R V I C E S T O

M E M B E R S

Union protection in UK g Working here or in the UK, you can have the Union behind you.

SW Nurses’ Association members can now enjoy continuity of union membership when working in the United Kingdom from UNISON – the largest trade union in the UK with the largest trade union membership in the National Health System. A landmark agreement between the NSWNA and UNISON will allow

members to transfer between the respective organisations when members move between the countries to take up nursing employment. NSWNA and UNISON share common goals in representing nurses within their respective health systems to ensure that nurses are properly recognised and rewarded for their contribution to the health and wellbeing of our respective communities. This agreement ensures that nurses have the best possible situation of continuous industrial and professional protection and representation when undertaking work in the UK or in NSW.

If I get a job as a nurse in the UK, what do I do? If you are going to the UK to work as a nurse you need to be able to demonstrate that you have been a financial member of the NSWNA for 13 weeks or more – your membership card showing the date you joined will assist. UNISON UK will check your financial status with the NSWNA. On joining UNISON, you will have immediate coverage and access to a huge range of benefits, including: c Industrial representation and legal advice; c Online employment and workplace advice; c A special hotline, UNISONdirect,

for help and advice on workplace issues; c Education and training advice and courses; c Special deals on everything from computers, tax returns, holidays, mortgages, car breakdown services, insurance and credit cards; c UNISON holiday centre for members and families at the Devon seaside; c Health and safety guidance and support. If you are thinking of travelling to the UK, transfer of membership should, wherever possible, be organised and facilitated prior to leaving Australia.

If I have arrived from the UK and are working as a nurse in NSW, what do I do? If you have arrived from the UK to work as a nurse in NSW you need join the NSWNA prior to commencing work or as soon as possible. You can join the NSW Nurses’ Association online at www.nswnurses.asn. au/join. On joining the NSWNA, you will have immediate coverage and access to a huge range of benefits, including: c Industrial representation and legal advice; c Over-the-phone advice on employment and workplace issues; c Access to Union Shopper – a shopping service that provides members with discounts and savings on a wide range of products and services;

The Lamp – the official monthly publication of the NSWNA produced 11 times a year; c Information about scholarships; c Access to the latest NSWNA courses, seminars and conferences for members; c Up-to-date online information and access to the members-only section of the website. Go to our website www.nswnurses.asn.au for our online international welcome pack with more handy information, useful links and services for nurses arriving from overseas. n

Jodie Witcomb

’SUPPORT IS THERE

IF I NEED IT’ aving protection of the union motivated Jodie Witcomb, RN at The Children’s Hospital at Randwick, to join the NSWNA when she came from the UK to work in Australia. Jodie said being a member of the NSWNA is important because there are many changes you have to get used to in a new work environment and although she is familiar with everything now ‘initially it was very different’. She was always a union member in the UK. ‘It’s important, it’s the first thing you do when you qualify. I joined the NSWNA because support is there if I need it. Coming overseas and changing jobs – you may just need the union more than ever.’

THE LAMP NOVEMBER 2006 37

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L I F E S T Y L E

Life’s a hoot g Five nurses joined an international crowd for a week of laughter in Byron Bay. Maclean Hospital RN Jennifer Smith lets us in on the joke.

ive nurses from around Australia recently spent a week in Byron Bay giggling, chuckling, snorting and crying with laughter – all for no apparent reason. We were among a group of 22 people – from Australia, New Zealand, New Caledonia, Hong Kong and South Korea – attending a Laughter Yoga retreat, teachers’ training session and conference with the founder of Laughter Yoga International, Dr Madan Kataria.The different cultural and professional backgrounds of the group made no difference when joining together to share laughter. Laughter Yoga is a relatively new concept based on the philosophy of ‘acting happiness’. It began 11 years ago when a medical doctor from Mumbai in India was researching the health benefits of laughter and decided to start a laughter club.

Jennifer Smith

It’s a physically-orientated technique, where anyone can laugh for no reason at all and does not rely on the use of humour or jokes to stimulate laughter. You don’t need a sense of humour and you don’t even need to be happy to laugh. It’s a wonderfully positive way to release stress and tension. A combination of playful laughter exercises is used in a group situation to help stimulate genuine laughter. Eye contact is also very important to stimulate laughter. It borrows some simple breathing techniques from yoga to incorporate into the exercises, hence the name Laughter Yoga. Laughter exercises generally last for about 20-30 minutes and can be followed by Laughter Meditation, which truly is the icing on the cake. Laughter Yoga is the basis for the formation of more that 5000 Laughter Clubs worldwide. It is a non-religious and non-political social movement where all people are welcome to gather to share laughter. Clubs are free to all who attend. Our group of nurses included Terence Charles of Wesley Hospital (Cardiology) Brisbane; Roslyn Melmeth, Breast Screen Australia, Toowoomba; Dianne Anderson, Agency Nursing Melbourne; and Litza Graham, National Heart Foundation, Adelaide.

Terence, Ros and I already either run a laughter club or use aspects of Laughter Yoga in our workplaces. Di and Litza will not be far behind. It was such a great week. It’s amazing how connected you can become when gathered together to laugh for only five days. One of the best days we had was a 24-hour period of not speaking, where we could reflect and bring awareness to our breathing – but, of course, we could laugh. In a day of non-communication, it was surprising how you could indirectly communicate through laughter. How great it would be to see people working in any health environment coming together to share laughter for no reason. It’s simple, we can all do it, it’s fun, it’s an effective self-care method and it helps build bridges between differences. Oh, and don’t forget that Laughter Clubs are FREE to all who wish to attend.n

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L I F E S T Y L E

Harsh road to Guantánamo g Misguided fervour and adventurous spirit takes three British young men on a long, sorry road from Afghanistan to the brutality of Guantánamo Bay.

he Road to Guantánamo tells the story of three young British Nationals of Muslim faith who travel from their home in Tipton, England to Pakistan for a holiday and wedding. Known as the ‘Tipton Three’, the film chronicles the sequence of events in their journey from England to Karachi and subsequent capture by the Northern Alliance in Afghanistan. After arriving in Pakistan, the young men attend the Mosque and the Iman calls for men to travel to Afghanistan to give aid to the people. The cost of the journey is two pounds fifty, all volunteer. There begins the authentic dramatisation of their ‘adventure’, which finds the young men in Afghanistan surrounded by bombing and chaos. The men are subsequently captured and taken to Guantanamo Bay. During the ordeal, the men are beaten, interrogated and tortured countless times. Finally, after over two

years, they are taken back to England and released without charge. Wrong place, wrong time? Whatever the case may be, the power of anti-terror laws and the implications are confronting and disturbing. This film gives the viewer an insight into the harsh realities of internment in a US military prison. n The Road to Guantánamo, directed by Michael Winterbottom and Mat Whitecross, opens nationally on 9 November 2006. The Road to Guantánamo received a standing ovation at its world premiere screening at the 2006 Berlin International Film Festival. On their return from Berlin, the four actors who played Shafiq, Ruhel, Asif and Monir, plus two of the ‘Tipton Three’, were detained under British anti-terror laws at Luton Airport in February 2006.

Reviewer Fran O’Brien, CNC at Canterbury Hospital

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 Salim Barber now on 02 8595 1219 or email sbarber@nswnurses.asn.au

GIVEAWAY The Lamp has 30 double passes to give away to see The Road to Guantánamo, thanks to Palace Films. To enter, email Salim Barber at sbarber@nswnurses.asn.au with your name, membership number, address and contact number. First entries win! THE LAMP NOVEMBER 2006 41

O B I T U A R I E S

Dedicated and kind hearted DIANNE MARIE KENDALL (WILLIAMS) 10 APRIL 1959 – 10 JULY 2006

ianne Kendall’s great sense of humour and wit helped her form a special bond with the elderly whom she looked after as an aged care nurse. Born at Lismore Base Hospital, Dianne was the second of four children. She attended school at our Lady of Lourdes in Lismore then completed her final years at St Mary’s.

land levellers and the cotton module pressers as well as being a Jill of all trades. After three years, Dianne and John were once again on the move – this time to Merimbula on the South Coast – and once again she changed jobs, finding work in an ice cream shop. It was while they were there that Dianne became pregnant with the first of five girls. Returning to Lismore to be closer to family and friends, Dianne became a

Dianne’s motto was ‘You go girl, you can do anything’. Dianne commenced her enrolled nurse training – then known as nursing aide – at St Vincent’s Lismore where she gained distinctions. Dianne married her childhood sweetheart John on 1 September 1979. They moved to Port Macquarie because of John’s work and Dianne started at the local private hospital as a theatre nurse. After a couple of years they were again on the move to Collarenebri where there was limited work for an enrolled nurse. So Dianne found a new job on the cotton plantations as a stick picker. She went on to learn how to use the large

42 THE LAMP NOVEMBER 2006

stay-at-home mum so she could enjoy the time with her other four girls. After her daughters went to school she decided to return to nursing, and found she had a special bond with the aged. Dianne worked for some time in the Caroona hostel, then in the community with Sherwood and Crowley nursers looking after clients in their homes. Dianne’s residents and clients loved her great sense of humour and bright wit. Dianne’s greatest joy in life was her girls and John. On a family outing to Dubbo zoo Dianne got left behind at the giraffe enclosure. When the girls returned

she was sitting there mesmerised by the giraffes. Dianne was diagnosed in November 2005 with a fast growing tumour of the breast. She had to have her breast removed and the usual run of chemo and ray treatment followed. It was during this time that she discovered more tumours in her neck and at the operation site. All this made her sick but she still had time for her family and friends and was always more concerned about what they were up to. However, she became increasingly sick and more tests found that two tumours had spread to her brain. One of Dianne’s dreams was to get well and go in a hot air balloon over Africa so she could see the giraffes in the wild. However, she passed away in Brisbane, her loving family by her side, just seven months after she was diagnosed with cancer. Dianne’s motto for her girls and her many friends was ‘You go girl, you can do anything’. Her beautiful smile and her enthusiasm for life will be greatly missed by all. n by Catrina Walmsley, St Vincent’s Hospital Lismore

Excellence and devotion GWEN STEINER (MYALL) 13 AUGUST 1932 – 22 AUGUST 2006

wen Steiner won numerous plaudits for her nursing excellence and devotion to duty during many years as community nurse for the Orana district. Gwen was born at Walgett, trained at Manly District Hospital in the early 1950s and then went to WA to do her midtraining. She worked as an RN at Subiaco for about two years and returned to Brewarrina where she worked as an RN. Gwen married and had two children, Kristen and Hugo Aaron. Gwen later moved to Narromine where for many years she was the community nurse for the Orana district.

During her time as community nurse Gwen had many acknowledgements in both the local and Dubbo newspapers for her excellence and devotion to duty. In the past few years Gwen suffered many medical aliments and amputations due to complications from her diabetes. Throughout all these traumatic times Gwen fought on with dignity and made the best of what she was given. Gwen’s last few years were spent at Edin Glassie Nursing Home at Emu Plains, where she was self-caring until a short time before her passing. The staff at Edin Glassie are to be commended for their good care and attention and they along with family

and friends left behind will miss Gwen immensely. I would also like to mention the passing of Edith Quayle, also a Manly trainee and a local girl from Walgett. Edith passed away in July 2006. n Sandra Smith, RN, Baradine Multi Purpose Service

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For bookings or more information call 1800 100 182 or visit www.starcity.com.au *Based on Superior Pyrmont View hotel room. Valid Sunday to Friday, 01/09/06 – 31/03/07, subject to availability. $20 Food Voucher applies to Astral, Lotus Pond, Al Porto, Pyrmont’s & Garden Buffet. **Valid for a maximum of 2 children up to the age of 12 years and using existing bedding. Children can eat (lunch & dinner) for free when ordering from the kids menu with 2 paying adults at Fortunes, Lotus Pond, Pyrmont's & Al Porto. ***Australian Hotel Association. Star City Pty Limited 80 Pyrmont Street, Pyrmont NSW 2009. ABN 25 060 510 410

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L I F E S T Y L E

Reviews by NSWNA librarian, Jeannette Bromfield.

Book me Midwives of the Black Soil Plains by Dr Mavis GaffSmith, Triple D Books, RRP $24.95 : ISBN 0-9578681-5-4 Mavis Gaff-Smith, a midwife, has written this delightful history of the midwives of the Warren and Nevertire areas. She writes about midwives trained in hospitals and those who trained through experience and set up private ‘lying in’ hospitals to assist birthing women in the area. The book includes many interesting case histories, as well as some background on the training and practice of midwives.

Disputes and Dilemmas in Health Law Edited by Ian Freckelton and Kerry Petersen, The Federation Press Pty Ltd, RRP $125.00 : ISBN 1-86287-553-7 Disputes and Dilemmas in Health Law challenges, confronts, conforms and informs as it deals with a set of difficult issues for the law and health professions as they grapple with new technologies, changing legislation, and altering community expectations. It revisits long-term controversies such as abortion from a modern perspective and analyses

N E W

R E F E R E N C E

a range of emerging issues in reproductive law, providing a vital basis for contemporary debate.

Sex and the Law: A Guide for Health and Community Workers in New South Wales by Dr Christine Read (Project Manager – FPA Health), Redfern Legal Centre Publishing, RRP $29.95 : ISBN 0-94720-595-0 The book deals with issues about sex in a legal context, and addresses such subjects as the age of consent, surrogacy and egg donation, sexually transmitted diseases, the rights of intellectually impaired people, issues of doctor–patient confidentiality and cultural practices that may be against the law. The book makes wide use of case studies to highlight particular aspects of the law.

Care of Sick Children: A Basic Guide (includes Audio CD) by Gerry Silk, Ausmed Publications, RRP $69.95 : ISBN 09752018-5-9 Care of Sick Children provides essential information for parents, teachers, childcare workers and others on the fundamental care of the most important problems that might confront them in

B O O K S

A V A I L A B L E

Mosby’s Critical Care Nursing Reference th

(4 edition) By Susan B. Stillwell, Elsevier-Mosby, RRP $77.00 : ISBN 0-323-03214-1 This reference provides information on disorders, treatment, assessment, monitoring, pharmacology, and therapeutic modalities, as well as chapters dedicated to psychosocial concerns, complimentary therapies, and the unique needs of a pediatric patient in an adult ICU. Reference items are not available for loan but may be viewed by visiting the NSWNA Library.

looking after children. The book can either be read from cover to cover or by looking up specific problems, using the detailed table of contents, which not only provides a list of titles of the chapters but also guide to subheadings within each of the chapters.

Lucy Osburn, A Lady Displaced: Florence Nightingale’s Envoy to Australia by Judith Godden, Sydney University Press, RRP $34.95 : ISBN 1-920898-39-5 Judith Godden paints a picture of the early colony grappling with very modern problems: Osburn’s triumphs and trials in NSW typify the professional women’s fight for status, power struggles in the workplace and media scandals. Her manipulation at the hands of Sydney surgeons, vilification by the press, trial by the Royal Commission, embroilment in a royal shooting and ultimate rejection by her heroine, Florence Nightingale, has all the ingredients of Victorian melodrama. At the heart of the drama is the relationship between Florence Nightingale and Lucy Osburn.n

WHERE TO GET

NOVEMBER

NEW RELEASES These books are all available on order through the publisher or your local bookshop. Members of the NSWNA can borrow any of these books and more from our Records and Information Centre. For borrowing information, contact Jeannette Bromfield, 8595 2175, jbromfield@nswnurses.asn.au or Cathy Matias, 8595 2121, cmatias@nswnurses.asn.au THE LAMP NOVEMBER 2006 45

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TAFE NSW - Open Training & Education Network (OTEN) is taking enrolments in the following courses: Training & Assessment Formalise your current competencies with a nationally recognised qualification. The course is offered flexibly, and is an opportunity to build on your existing qualifications or develop new competencies. You must have access to training and assessment opportunities in your workplace so you can practice what you learn. OH&S Provides training to upgrade competency levels or become WorkCover trainers/ assessors, safety officers, or supervisors with significant OH&S responsibilities.

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CRoSSWoRD Test your nursing word power with The Lamp’s November crossword. 1

17 18

s ACROSS

s DOWN

1. 2.

8. 10. 11. 12. 13. 15. 17. 19. 21. 22. 24. 25. 26.

A disease that occurs when there is too much glucose in the blood (8) Third rock from the sun (5) A developing baby after eight weeks (6) Trachea, wind…. (4) Eating habits (4) A baby showing no signs of life (10) Stress, worry (7) Wound (6) The muscles at the back of the thighs (10) Origin of a hair or tooth (4) HIV develops into this (1.1.1.1) Gave food (3) A tight strangling sensation (6) Protect from disease (8)

3. 4. 5. 6. 9. 14. 16. 18. 20. 23.

Confusion, an indicator of dementia (14) Branch of medicine dealing with pregnancy and labour (10) Congestion of blood in the veins, venous …… (6) Common pain reliever (7) Common treatment for asthma (8) Hold, grasp (4) Insufficient function of a gland (14) Common anti-inflammatory (9) Incurable, fatal (8) Iron deficiency (7) Seizures, contractions (6) The front of the calf (4)

Solution page 49 THE LAMP NOVEMBER 2006 47

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Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA College of Nursing Archives Exhibition Date: November 06 through to February 07 Venue: the College of Nursing, Burwood Contact: Information line (02) 9745 7500 NSW and ACT Liaison Mental Health Nurses Conference Date: 10 Nov, 9am â&#x20AC;&#x201C; 5pm, dinner: 6:30pm NSWNA Conf Rm,43 Australia Street. Conference dinner sponsored by Elly Lilly Contact: Dennis Casey, (02) 6620 3000 Cardiovascular CT at Concord Date: 10 November, 8am â&#x20AC;&#x201C; 5pm, Concord Repatriation General Hospital. Dinner start at 7pm & 5:30pm respectively. Check www.cctatconcord.com for pricing Contact: Conference Information, (02) 9518 7722, info@CCtat Concord.com Assoc. of Discharge Planning Nurses Date: 10 November, 8:45 am, Mercure Hotel Airport, 20 Levy Street, Wolli Creek $180 for members & $250 for non- members Contact: Char Weeks (02) 9487 9750 Nurses Christian Fellowship â&#x20AC;&#x201C; Professional Breakfast Date: 11 Nov, 9am, Koorong Book shop Contact: Jane (02) 9449 4868 Youth Health 2006 Conference Date: 13 â&#x20AC;&#x201C; 15 Nov, Sydney Showground. Contact: Sharyn Low (02) 4572 3079 sharyn@mob.com.au/ Kerriek@sah.org.au NSW Lactation College Inc â&#x20AC;&#x201C; evening seminar Date: 14 November, St George Hospital. Time: 5:30pm. Registration 6 â&#x20AC;&#x201C; 8pm, Speakers and supper 8pm â&#x20AC;&#x201C; close Cost: members $30, payment on night accepted. Non-members $40, booking and registration only accepted with payment received by close of mail on 15 June.

RSVP by Friday, 10 November. Contact: Tanya Connell, (02) 9894 2668, tconnell69@optusnet.com.au Twilight Seminar â&#x20AC;&#x201C; Women and WorkChoices Date: 14 November, 5:30pm â&#x20AC;&#x201C; 7:30pm Unions NSW Auditorium, 377 Sussex St. Cost: $10 for IRS members or $15 for non-members (incl. GST). RSVP 9 Nov Contact: Susan Stewart, (02) 9630 5211, IRSNSW@bigpond.com Diagnosing, Disclosing and Supporting People with Early Dementia Date: 16 November, 8:30am â&#x20AC;&#x201C; 4:30pm, Phoenix Sports Club â&#x20AC;&#x201C; Conference Ctr Cost: $66. Contact: Central Dementia Unit, (02) 4985 5715 5th Annual Neuroscience and Trauma Professional Development Day Date: 17 November, 7:30am, Westmead Hospital â&#x20AC;&#x201C; Educational Block Contact: Katherine Schaffarczyk, 9845 5555 page 09134, Katherine_ Schaffarczyk@wsahs.nsw.gov.au The Beat Goes On â&#x20AC;&#x201C; RNSH Cardiology Conference Date: 17 November, Carlton Crest Hotel Early bird $125 (ends 5 Oct), full $150 Contact: Carolyn Morgan, (02) 9926 8852, cmorgan@nsccahs.health.nsw.gov.au Institute of Counselling â&#x20AC;&#x201C; Information Evening for 2007 Courses Date: 20 November, ACU Strathfield Contact: Jo Gillott, (02) 9746 8800, admin@institutecounselling.org.au The HIV Nursing Practice Workshop Date: 20 â&#x20AC;&#x201C; 23 November 2006 Contact: Education Unit, (02) 9332 9720, albeducation@sesiahs.health.nsw.gov.au 39th Australian Assoc.of Gerontology Date: 22 â&#x20AC;&#x201C; 24 November, Wesley Conference Centre, 220 Pitt Street, Sydney Contact: Jane Howorth, (02) 6650 9800, aag@eastcoastconferences.com.au

Renal Society Of Australasia (RSA) NSW Branch Date: 28 November, 6pm â&#x20AC;&#x201C; 8pm, NSW College of Nursing, Burwood Contact: Susana San Miguel, (02) 9828 5544 ACAT Nurses Special Interest Group Date: 5 December, 1pm â&#x20AC;&#x201C; 3pm, Bankstown/ Lidcome Hospital â&#x20AC;&#x201C; Lvl 4 Contact: Wendy Oliver, (02) 9722 7300, Wendy.Oliver@swsahs.nsw.gov.au

INTERSTATE 7th Australian Day Surgery Conference â&#x20AC;&#x201C; â&#x20AC;&#x153;Today, Tomorrow and Beyondâ&#x20AC;? 10 â&#x20AC;&#x201C; 11 Nov, Grand Hyatt, Melbourne Contact: Caroline Handley, (03) 9249 1273, caroline.handley@surgeons.org Australian Nurses Cardiovascular and Hypertension Association 11th National Conference 7 Dec, 8am â&#x20AC;&#x201C; 5pm, Prince Alexandra Hosp. Contact: Helen Tully, (02) 9926 6009, htully@nsccahs.health.nsw.gov.au

Reunions Batemans Bay Hospital Reunion Date: 19 November, Corrigans Beach Park Area, Beach Road, Batemanâ&#x20AC;&#x2122;s Bay Contact: Bernadette Brandes (Whitty), (02) 4471 3191 Royal Hospital For Women, Paddington â&#x20AC;&#x201C; Midwives Group 1993-94 Date: 8 Dec, 7pm, Royal Htl Paddington Contact: Linda Bates (nee Mahoney), (02) 6542 5355, slbinvest@optusnet.com.au St George Hospital PTS â&#x20AC;&#x201C; 1967 Reunion Date: 20 January 2007, Cheryls Place 4 Walker Avenue, Gymea NSW Contact: Cheryl Fibbins, (02) 9526 5265

Diary Dates Diary Dates is a free service for members. Please send the diary dates details, in the same format used here â&#x20AC;&#x201C; event, date, venue, contact details, via email, fax, mail and the web before the 5th of the month prior, for example: 5th of August for September Lamp. Send information to: Salim Barber Email: sbarber@nswnurses.asn.au Fax: 9550 3667, mail: PO Box 40 Camperdown NSW 1450 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event. Due to high demands on the page, some dates too close to publication or too far in the future may be cut. The dates that are to be printed are for three months in total. For example, in the March Lamp = March, April, May dates will be printed. Only Diary Dates with an advised date and contact person will be published. Diary Dates are also on the web â&#x20AC;&#x201C; www.nswnurses.asn.au Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above.

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

Crossword solution

Royal Alexandra Hospital For Children 30 year Reunion â&#x20AC;&#x201C; PTS 1977 10 Feb 07, Wi Marn Thai Rest, 12 noon Cost: $30 per person BYO Contact: Jo Lee (Rabbidge) (02) 9477 2914, bobancolh@yahoo.com.au

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HnYcZn AZkZa '%! '%& :a^oVWZi] Hi! HnYcZn CHL '%%% E]dcZ/ %' .'+& &)-;Vm/ %' .'+& ((&CZlXVhiaZ AZkZa &! &,. 7gjc`Zg GY! 6YVbhidlc CHL ''-. E]dcZ/ %' ).*( .*%% ;Vm/ %' ).*( .*&& K^h^i^c\ D[Ă&#x2026; XZ/ Ldaadc\dc\ 7n Veed^cibZci# E]dcZ/ %' .'+& &)--

THE LAMP NOVEMBER 2006 49

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You spend your life looking after others, now let us look after you. really enjoying the low rate at Members “ I’m Equity Bank, especially with the member discount, fewer charges, and the great service I get from everybody I talk to there! Being a full time worker and mum doesn’t leave me much time to get to a bank before 5pm, so having Members Equity come to see me at work was fantastic. My mobile lender made the application process so quick and easy, I barely had to do anything! Being able to do my banking on the phone, at Australia Post and on the internet has also made my life a lot easier so now I have more time for the things that are important to me.

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Members Equity Bank offers you A lower interest rate with a special discount for NSWNA members (you could save up to $20,856!*) No application or valuation fees No ongoing monthly or annual fees

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Call us today to make your appointment on 1300 308 357. ^Applications must be completed by 31 December 2006 to be eligible for Peter Alexander voucher. One voucher per application. *The savings compares the comparison rate (7.24% p.a.) for a Members Equity Super Members Standard Variable Rate Home Loan (SMHL) with the major banks comparison rates (listed above). 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. SMHL is only available to eligible union and super fund members including NSWNA members. Fees and charges apply. Terms and conditions available on request. Applications are subject to credit approval. All interest rates are current as at 06/09/06 and are subject to change. 41845/0906

52 THE LAMP NOVEMBER 2006