The Lamp September 2011 by NSW Nurses and Midwives' Association

lamp the

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

volume 68 no.8 September 2011

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Macquarie nurses

fight on

It’s your financial future

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Issued by FSS Trustee Corporation (FTC) ABN 11 118 202 672, AFSL 293340, the trustee of First State Superannuation Scheme (the Fund) ABN 53 266 460 365. Q Invest Limited ABN 35 063 511 580, AFSL Number 238274, trading as FSS Financial Planning, provides financial planning services under its own Australian Financial Services Licence. Neither FTC nor the Fund is responsible for any advice given to you by FSS Financial Planning. While FTC is not involved in the provision of financial planning services, the Trustee has retained FSS Financial Planning to provide financial advice to Fund members relating to their Fund account. The information contained in this document is current as at July 2010. 2 THE LAMP september 2011

About The Lamp

c o n t e n t s

Cover story

lamp the

magazine of the NSW Nurses’ Association

volume 68 no.8 September 2011

Macquarie nurses fight on 12 Cover Macquarie Private Hospital nurses took strike action for an Enterprise Agreement. Photography by Sharon Hickey.

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MACQUARIE NURSES

FIGHT ON

Professional issues

8 Young disabled moved from aged care 8 Nominate for a place on your local Hospital Clinical Council 8 Robots join RNSH workforce 9 Women’s superannuation inadequate 9 National health reforms finalised 9 ME Bank offers more benefits for members 10 NEW Law for NSWNA members 10 Fijian government stops union payroll deductions 10 Light the night for leukaemia sufferers 11 Job insecurity and poor work-life balance 11 Nurses tops on hand hygiene 11 Free knowledge sharing resource for NSW nurses

32 Continuing Professional Development made easy

11 What’s on

Industrial issues 16 O’Farrell attacks ADHC nurses 19 Government passes the buck 20 Nurses rally in protest 22 Cobar cuts threaten patient safety 23 Security win for Blacktown ED 25 100% recruitment at Cumberland 27 New Agreement at St John of God

Aged care 28 Aged care report acknowledges staffing and wages issues 31 New ACS agreement

NSWNA communications manager Noel Hester T 8595 2153 NSWNA communications assistant Janaki Chellam-Rajendra T 8595 1258 For all Lamp editorial enquiries, letters and diary dates: Editorial Enquiries T 8595 1234 E lamp@nswnurses.asn.au M 50 O’Dea Avenue, Waterloo NSW 2017 The lamp produced by Sirius Communications T 9560 1223 W www.siriuscommunications.com.au

News in brief

NSWNA education program

Contacts NSW Nurses’ Association For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. Sydney Office 50 O’Dea Avenue, Waterloo NSW 2017 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9662 1414 E gensec@nswnurses.asn.au W www.nswnurses.asn.au Hunter Office 8-14 Telford Street, Newcastle Ease NSW 2300 Illawarra Office L1, 63 Market Street Wollongong NSW 2500

Fighting fit nurses 38 Row, row, row your boat

NSWNA matters 39 Luck of the draw 41 NSWNA Branch News

Obituary 44 Barbara Joan Dugan: diligent, respected nurse

Regular columns 5 Editorial by Brett Holmes 6 Your letters to The Lamp 35 Ask Judith 36 Nurses online 37 Nursing research online 42 At the movies 45 Books 47 Our nursing crossword 48 Diary dates

Competition 21 Win a set of stylish suitcases

Special offers 43 Win 25 double passes to Snow Flower and the Secret Fan and The Eye of the Storm

Press Releases Send your press releases to: F 9662 1414 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, Baradine MPS Roz Norman, Tamworth Base Hospital Elsie May Henson, Barraba Multi Purpose Service Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care Richard Noort, Justice Health Advertising Patricia Purcell T 8595 2139 or 0416 259 845 F 9662 1414 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. Professional members can subscribe to the magazine at a reduced rate of $50. Individuals $73, Institutions $120, Overseas $130.

CONVERT TO DIRECT DEBIT AND WIN a $2,000 Union Shopper gift certificate Start paying your NSWNA fees by Direct Debit for the chance to win a $2,000 gift certificate to spend on electrical products of your choice or to put towards a motor vehicle through Union Shopper. What an opportunity! Perhaps it’s that automated coffee machine that you have been wanting for ages, or a new large-screen TV? What about a new mixer or ice cream machine for those budding master chefs in the household? With $2,000 to spend, you could treat every member of the family to something special. Or perhaps you want to put the $2,000 towards a new or used motor vehicle? Union Shopper’s Motor Market consultants use their extensive network of reputable car dealers to ensure members obtain the most competitive price available on their new vehicle and aim for 100% satisfaction with every sale. Visit www.unionshopper.com.au for more information about all the products and services that Union Shopper offers.

HERE’S HOW YOU CAN WIN

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

Convince your colleagues to convert from payroll deductions to direct debit, and you and each of your colleagues who switch to direct debit will go into the lucky draw and/or

Sign up a new member using the direct debit method of paying their fees, and you and the new member will go into the lucky draw.

The State Government could at any time stop payroll deductions as part of new industrial relations laws. As a matter of urgency please convert to the Direct Debit or Credit method of paying your fees. Direct debit is not only the easiest and most convenient way to pay your membership, but switching over could win you a $2,000 gift certificate! Don’t risk your membership lapsing from changing workplaces or from changes in industrial relations laws. With direct debit you are always protected on the job.

Membership Application forms or Direct Debit forms can be downloaded from our website www.nswnurses.asn.au. Alternatively, call us on 8595 1234 (metro area) or 41300 367september 962l (non-metro area) for more information. THE LAMP 2011

PRIZE DRAWN 31 DEC 2011

e d i t o r i a l BY BRETT HOLMES GENERAL SECRETARY

Public sector attacks based on false premises g In NSW, public sector workers’ pay and conditions have been attacked and the Federal Liberal Opposition has a plan to axe 12,000 federal public sector jobs. The rationale for these attacks is wrong.

n NSW, the rationale is a budgetary black hole and in Canberra it is a bloated bu reaucracy. Both these claims are false and there is plenty of evidence to prove it. Immediately after its election, the O’Farrell Govern ment claimed to have found a $4.5 billion black hole in the NSW budget. This is a familiar modus operandi by incoming governments. Even the language is recycled and unimaginative. Three independent reports by the NSW Treasury, the independent Parliamentary Budget Office (PBO) and the ratings agency Standard and Poors, respectively, have debunked this claim (see p17) The Treasury report said the Coalition’s figures were $3 billion out and any deterioration was due to falling revenue. The PBO’s report said the claim was ‘unsupported by evidence or conflicts with available information’. Standard and Poors gave the state an AAA rating and said the NSW budget was strong and in a sound operating position. So, there is no black hole in the budget and NSW’s finances are actually very healthy. To continue to use this fiction of a black hole to justify attacks on the public sector, its conscientious employees and their pay and conditions is unconscionable. Research by Unions NSW has found that the O’Farrell Government is out of step with the NSW public on this issue. It found that workers in both the public sector and the private sector are opposed to public sector workers losing their right to bargain with their employer on pay and conditions. This is seen as a right for all Australians. This is consistent with other research done by the Centre for Policy Development

the CPD found it was roughly the same size as it was 20 years ago, while Australia’s population had grown by three million. Effectively, there has been a decline in the number of public servants per capita. In 1990, there was one (Commonwealth) public servant for every 106 Australians. In 2009, there was one public servant for every 135 Australians. ‘Australia invests less in its public sector and public services than most comparable countries. People are very happy to fund an improved public service rather than see it axed,’ noted the report’s author James Whelan.

Urgent steps needed in aged care

So, there is no black hole in the budget and NSW’s finances are actually very healthy.To continue to use this fiction of a black hole to justify attacks on the public sector, its conscientious employees and their pay and conditions is unconscionable. (CPD), which found that people are very favourably disposed to public servants and that they consider public servants to be very committed. The CPD report found that two thirds of Australians support maintaining or boosting public service funding. Looking at the federal public sector,

The Productivity Commission report into aged care has been released and it falls well short of what nurses say needs to be done to fix the sector. It acknowledges that fair and com petitive wages and staffing levels are critical. This is an important finding from an economically rigorous organisation. It then shirks the logical response and puts forward potential solutions that are postponed well into the future. It recommends the creation of an Australian Aged Care Commission with responsibility for pricing, complaints and wages. It is not expected to come into existence for another three to five years. That is far too long without any move ment on wages, and aged care can’t wait. The ball is now in the Federal Government’s court, and the ANF and the NSWNA expect Julia Gillard to honour her promise of fixing aged care in her government’s second term. A good place to start would be the 2012 Federal Budget.n THE LAMP september 2011 5

letter of the month

l e t t e r s

Ken Wildy

You can do criminal record checks yourself It alarms me that Gordon Blair, RN, did not seek a faster alternative by bypassing the NSW Health Department in regards to his letter in last month’s issue of The Lamp (‘NSW Health mismanages criminal record checks’). I obtained both NSW Police and Australian Federal Police clearances within two to four weeks with an approximate fee of $35. It begs the question why Gordon did not just walk into a NSW police station, complete the forms on the spot, pay the fee and have it over and done with? I am sure that had he – or others in this position – done this, he would not be suffering loss of employment. Also, his adverse comment about the legislation, I suggest, is wrong. No nurse was accused of being or thought of as a criminal. Gordon Blair, RN, would have readers believe that is the case. Based on my readings and comprehension of criminal law, no person can be or is assumed to be a criminal unless proven and found to be guilty by a judge or jury. This legal methodology is part of the very foundation of Australian democracy. Mention is also made of the criminal record check relating to overseas nurses. If the scribe was to do his own investigation on this he would find the Department of Immigration and Citizenship may well have this in its particular Minister’s portfolio. This needs clarification so that what goes in The Lamp is accurate.

Yes, the NSW Health Department may be ‘slack’; however, nurses can think outside the box and act for themselves. Doing this criminal record check for yourself does work. Ken Wildy, retired member, Associate Professor. Editor’s response Both Mr Blair’s and Mr Wildy’s letters refer to the criminal law presumption of innocence until proven guilty. Mr Blair says that requiring a criminal record check clearance as a pre-requisite to employment is treating him as a criminal. Mr Wildy responds that no person can be assumed to be a criminal unless proven and found to be guilty by judge or jury. However, the relevant rationale underlying mandatory criminal record checks as a pre-requisite to employment is occupational health and safety law. Pre-employment criminal record checks are regulated by the NSW Health Policy Directive Employment Screening PD2008_029 and are a prerequisite to commencing employment in NSW Health. The underlying rationale is to ensure that employment screening is conducted on all staff entering employment as one of a number of controls to minimise the risk of harm to vulnerable client groups such as children and older people and to create a secure work environment for all employees. [clause 1.2] The policy directive requires overseas applicants for employment to provide their own police clearance. It is the Association’s position that the employer should bear the cost of criminal record checks based on the well-established common law principle that employees should be reimbursed for expenses incurred in the course of employment. In addition, under occupational health and safety principles employers should bear the costs of providing a safe workplace.

Got something to say? Send your letters to: Editorial Enquiries email lamp@nswnurses.asn.au fax 9662 1414 mail 50 O’Dea Avenue, Waterloo NSW 2017. Please include a photograph along with your name, address, phone and membership number. Letters may be edited for clarity and space.

Liz McCall

We must speak up for social justice I would like to commend Charles Linsell for his coherent and heartfelt letter in last month’s issue of The Lamp (‘Nurses must take a stand on gay marriage’). As a long-standing member of the NSWNA, Branch Official and Councillor, I passionately advocate for the NSWNA to support social justice issues every time they arise for debate. I spoke in support of this resolution at Annual Conference and I was amazed and affirmed by how many delegates thanked me for speaking in support. I will continue to do so whenever matters of social justice need defending – not to do so is to fly in the face of the industrial principles on which our beloved Union is built. Once we go down the slippery path of viewing social justice issues as a personal matter, we run the risk of viewing those issues, and the people involved, as ‘other’. When that occurs, they become sub-human and that is when genocide, such as in Europe, Cambodia and Rwanda, occurs. We need to be forever vigilant that the NSWNA protects the vulnerable and marginalised in our communities because our own humanity is at stake. I strongly believe the personal is political and we have a duty to raise consciousness regarding issues of social justice at every opportunity. Liz McCall, Branch Secretary & Delegate, NSWNA Councillor

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Call 13 15 63 or visit mebank.com.au If you’re a member of NSWNA Members Equity Bank Pty Ltd ABN 56 070 887 679. Australian Credit Licence Number 229500 210034/0811

6 THE LAMP september 2011

is your bank.

mebank.com.au

Not everyone supports gay marriage Being an NSWNA member for many years I would like to state that the position of Charles Linsell on gay marriage is not that of a great many other members. Where is democracy when any organisation speaks for its entire membership on issues not commonly shared by all members? Since when does sexual preference have any bearing on the care of any individual? Gay marriage has nothing to do with delivery of the best care to all human beings so why should any stand be made? And why should Charles Linsell be so conclusive that we all have to agree with him? He is entitled to his opinion, but let it be just that: his opinion. Let’s not abuse the power of the Union. Bronwyn Winter, RN

Gay marriage is not a priority for nurses I read with interest, in last month’s issue of The Lamp, a letter from Charles Linsell explaining that at the recent Annual Confe rence a motion was carried that declared the NSWNA’s support for gay marriage. While pleased the Association displays a strong social conscience, I believe the profession of nursing has significantly larger hurdles to manage. Ballina Hospital is a small but extremely busy regional hospital providing care for the population of the Ballina Shire, a population in excess of 30,000 people. Ballina Hospital provides 24-hour emergency medical cover.

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On three nights last week, however, there was no medical cover to provide emergency care to the public. My colleagues and I don’t mind working extra hours. We watch each other’s backs, we look out for one another and help out where we can, but on this occasion the lack of an escalation pathway or any form of contingency plan has left NSWNA members hanging out to dry. Not a single communication from either senior management or the NSWNA to show any degree of support was had. Come on Mr Holmes, here you are getting nurses involved in so-called social and political injustices in our society, when nurses themselves are being put at risk. Isn’t it time you stuck to core business, the business you were elected for: that is, looking out for nurses? Mr Holmes, as frontline nurses, we often raise concerns about how senior management are seemingly unable to relate to what is going on at the coalface. I am now of the belief that my very own union has no real idea either. An extra 1,400 nurses are to be recruited in the public sector, I hear you say. I bet my registration that this department, which functions on one nurse overnight, sees none of these positions. Brett Quinn and colleagues, RN, Emergency Department, Ballina Hospital Editor’s response The NSWNA is a democratic organisation that has processes for members to determine what issues are important for the union.

The letter judged the best each month will be awarded a $50 Coles Myer voucher courtesy of Moore Equipment. Clever carts to help clever nurses. For details on the range of clax carts please call (02) 9519 5540 or visit www.moore equipmentcom.au

Every letter published receives the Sydney Morning Herald and Sun Herald delivered 7 days a week for 26 weeks Subscribe to the Herald today to save 41% off the newsstand price and enjoy the convenience of the paper delivered to your home each morning. Visit www.subscribe.smh.com. au/lamp for more details.

The motion on gay marriage was raised from the floor of Annual Conference – an important democratic forum within our union. It was not raised by the elected officials. Branches had 30 days notice of the motion before Annual Conference and delegates voted according to their Branch direction or the merit of the issue. Discrimination is an important issue for any union. It is core union business. Who would dispute that in a female-dominated profession such as nursing that discrimination on the basis of sex is not an important issue for the NSWNA? Our Annual Conference showed that there are many delegates who feel discriminated against on the basis of their sexuality. There were many others who were prepared to support them. That was why the motion was strongly carried.

Select a Graduate Certificate in your chosen speciality DOH supported places close 14 October 2011 Fee-paying applications close 9 January 2012

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THE LAMP september 2011 7 15/08/2011 5:09:18 PM

n e w s i inn bbrri ieeff

Young

disabled moved from

aged care

urses in aged care facilities who care for younger people with disabilities will welcome a joint Federal-State plan to relocate these residents. The Federal and State governments have allocated $190 million over five years to move young people with disabilities from nursing homes and into appropriate care.

Approximately 6,500 Australians under 65 currently live in aged care facilities. Approximately 6,500 Australians under 65 currently live in aged care facilities because, under the current system, they have nowhere else to go. In what is largely an unknown phenomenon, young people with a variety of disabilities regularly fall through the health-care and compensation safety net and often end up in nursing homes, where staff do not have the facilities or resources to properly care for them. According to the Young People In Nursing Homes National Alliance, many of these people have sustained catastrophic injuries in situations where compensation is not available. Others, often without health insurance, have developed degenerative neurological diseases such as multiple sclerosis, muscular dystrophy or Parkinson’s disease. Aged care facilities are simply not designed to cater for the very different and often intensive needs of these younger residents. 8 THE LAMP september 2011

Nominate for a place on your local Hospital Clinical Council Nominations are open for nurses wishing to be part of their local Hospital Clinical Council. As reported in last month’s issue of The Lamp, Hospital Clinical Councils have been introduced state-wide to provide a consistent structure across NSW Health for improving clinician involvement in local decision-making. Three positions on each Hospital Clinical Council have been reserved for local, peer-selected clinicians – one nurse, one allied health, and one junior medical officer. Hospital Clinical Councils meet approximately once a month. Peer-selected representatives will be expected to attend meetings of the Council and contribute to the important work carried out by the Council – including improving quality and safety in local hospitals, planning clinical services, and developing innovative local practices. Peer-selected members will be appointed under their District By-Laws for a period of up to three years. ‘It is important that members put themselves or their colleagues forward to be on their local Hospital Clinical Council to represent their hospital peers and work closely with other clinicians and managers to bring positive changes to the delivery of health care at a local level,’ said NSWNA General Secretary Brett Holmes. The nursing representative on each Hospital Clinical Council will be chosen solely by their local peers through an online peer-selection process. Nurses are en couraged to participate in the peer-selection process by nominating and voting for a candidate for their Hospital Clinical Council. The peer-selection process (including nominations) will take place online at www.health.nsw.gov.au/peerselection

Robots join RNSH workforce

Automated robots will be introduced at Royal North Shore Hospital (RNSH) from September next year. Thirteen Swisslog Transcar trolleys, capable of moving up to 500 kilos of goods, will be deployed in the hospital’s new acute services building to deliver food, linen and supplies. The robots are able to communicate by paging staff and will issue warnings to ‘Please step aside’. They can also control lifts and will use sensors to navigate their way around the hospital to both deliver and collect goods. ‘These clever vehicles will deliver and collect around 3,600 meal trays, hundreds of clean and dirty linen items and other waste from around the hospital,’ said RNSH General Manager Sue Shilbury. Sue also added that the vehicles would help to reduce manual handling injuries caused by staff pushing heavy trolleys. The hospital’s existing cleaning and portering staff will not be replaced by the robots, although Sue said there may be fewer jobs offered in future. The Royal North Shore Hospital will be the first in Australia to install a robotic supply system, with an estimated cost of $3 million to $5 million. The Swisslog Transcar system is similar to many other automated vehicles already in use throughout hospitals in France, Japan and the UK.

Nominations for peer-selected members by region Northern region local health districts: Central Coast, Hunter New England, Mid North Coast, Northern NSW, and Northern Sydney. Nominations open: 29 August 2011. Nominations close: 11 September 2011. Peer selections open: 26 September 2011. Peer selections close: 9 October 2011. Western region local health districts: Far West, Nepean Blue Mountains, South Western Sydney, Sydney, Western NSW, and Western Sydney

Nominations open: 12 September 2011. Nominations close: 25 September 2011. Peer selections open: 10 October 2011. Peer selections close: 23 October 2011. Southern region local health districts: Illawarra Shoalhaven, Murrumbidgee, South Eastern Sydney, and Southern NSW Nominations open: 26 September 2011. Nominations close: 9 October 2011. Peer selections open: 24 October 2011. Peer selections close: 6 November 2011

Women’s

superannuation

inadequate

ncreasing the employer superannuation contribution from 9% to 12% will help to address the inadequacy of superannuation for working women in Australia, according to ACTU President Ged Kearney. Speaking at a forum on the superannuation needs of women, Ged challenged the Federal Opposition to support increasing the national mini mum superannuation from 9% to 12%. In addition to earning on average 17% less than men, women are forced to make do with 30% less superannuation than their male counterparts when they retire. ‘This is a serious challenge to the financial independence of women in retirement. It is a national disgrace that, after a lifetime of work, women are forced to live on so much less than men. ‘The Federal Government’s plan to introduce legislation later this year to lift national superannuation to 12% and cut taxes on super contributions will be two important steps towards giving women greater financial security in retirement. ‘Lifting the national Super annuation Guarantee from the current 9% to 12% means the average 30-year-old woman would retire with $108,000 more superannuation. This equates to an extra $3,000 a year in retirement,’ said Ged. She also noted that up to two million Australian women stand to benefit from the Government’s plan to cut taxes for workers contributing to superannuation – reforms that will be funded by the Minerals Rent Resource Tax. But, she added, these reforms are at risk because of Opposition Leader Tony Abbott’s blanket refusal to tax the big mining companies. ‘To address the gender retire ment pay gap, unions are also campaigning for women to be paid superannuation while they are on parental leave. ‘It is time Mr Abbott tells Australian women just where he stands on improving their retirement savings and whether he will support these improvements to superannuation,’ said Ged.

National health reforms finalised The Gillard Government has signed off on the final details of national health reforms with all States and Territories, which will result in ‘millions more’ hospital and primary care services becoming available. The reforms, agreed to by the Coalition of Australian Governments (COAG) in February and finalised on 2 August, will see the Federal Government invest an extra $19.8 billion in public hospitals through to 2019-2020, rising to a total extra $175 billion by 2029-2030. NSWNA General Secretary Brett Holmes welcomed the finalising of the national agreement. ‘Ending the gridlock is a step forward and having all the states sign up to the agreement is a solid achievement by the Federal Government. An injection of funds from the Federal Government is critical if our public health system is to be properly resourced at the frontline,’ said Brett.

The Federal Government [will] invest an extra $19.8 billion in public hospitals through to 2019-2020, rising to a total extra $175 billion by 2029-2030. The Prime Minister said the extra Commonwealth funding will mean hospitals will be able to take on millions of extra services, including 2.9 million extra cases in Emergency Departments; two million additional in-patient services, such as major surgery or treatment for severe conditions such as kidney failure or a heart attack; and 19 million more outpatient consultations, such as minor surgery or physiotherapy. The agreement proposes to deliver faster access to Emergency Department and elective surgery procedures, through the establishment of a four-hour target for emergency waiting times, with the aim that 90% of patients across all triage categories are seen within four hours, and a 100% elective surgery target, aimed at ensuring all patients waiting for elective surgery are treated within clinically recommended times. It also promises less waste, with

hospitals funded for what they actually deliver; greater local control of hospitals; and new levels of public reporting on health services and expenditure for every hospital in Australia. The Federal Government will step up to permanently pay for 45% of growth in hospital services in 2014-2015, increasing to 50% in 2017-2018. This means the Commonwealth and States and Territories will share future funding growth for hospitals in an equal partnership. A single National Health Funding Pool will be established to track the services delivered by the funding. A new Independent Hospital Pricing Authority will set the national price for public hospital services and will develop a national activity-based funding system. ‘This will ensure that public hospitals are properly funded for each and every service that they provide, based on a fair price. It will also mean much greater efficiency in hospital funding than ever before – no more blank cheques,’ said Prime Minister Gillard. The establishment of Local Hospital Networks and Medicare Locals is already underway as part of the reforms. And patients will be able to provide feedback on their health care via the MyHospitals website. This will be monitored and assessed by the new National Health Performance Authority.

ME Bank offers more benefits for members ME Bank has reduced its monthly minimum deposit on its EveryDay Transaction account from $1,500 to $500 in order to accommodate part-time workers, apprentices and retirees. This means the $5 monthly account-keeping fee will now be waived when members deposit just $500 a month into their account. This account also offers free direct debit facilities, which members can use to pay their union fees. The bank has also launched a limited edition Pink Debit MasterCard in collaboration with the National Breast Cancer Foundation (NBCF). The Pink Debit MasterCard has an upfront $10 card fee, and for every purchase made using the Pink card, ME Bank will donate one cent to the NBCF to fund their research projects. THE LAMP september 2011 9

NEW Law

for NSWNA

members

he NSWNA has announced the creation of NEW Law, an incorporated legal practice, in which the Association has a Bob Whyburn 50% share. The other 50% is owned by Electrical Trades Union, New South Wales (ETU). Based at the NSWNA office in Waterloo, the new entity will provide legal assistance to members of both unions. In addition to the assistance provided by the NSWNA to members in relation to workplace, employment and professional issues, the NSWNA offers a referral for all other legal matters to NEW Law.

NEW Law will provide a range of services at very competitive rates to members. This includes providing advice in areas such as litigation, industrial and employment law, defamation, ad ministrative law, anti-discrimination matters, occupational health and safety, wills and probate, family law, conveyancing, and criminal law. All first consultations are free. Solicitor Director is Bob Whyburn, who has provided legal counsel to the Association and its members since 1969. ‘NEW Law will provide a range of services at very competitive rates to the members of the supporting unions and has taken over the referrals for Workers’ Compensation for our members,’ said NSWNA General Secretary Brett Holmes. Members wishing to use the service should call the Association on (02) 8595 1295 (metro) or 1300 367 962 (Regional) and a referral to NEW Law will be arranged. 10 THE LAMP september 2011

Fijian government stops union payroll deductions Public sector workers in Fiji have lost the right to have their union fees deducted from their payroll. This is a scenario that could happen here in NSW, as the O’Farrell Government has introduced regulations giving it the power to do just that, according to NSWNA General Secretary Brett Holmes. ‘The Liberal State Government could at any time stop payroll deductions and block members’ union fees from reaching the NSWNA. It happened in Victoria under the Kennett Government, and now we see it happening in Fiji,’ said Brett. ‘We cannot afford to be complacent. If payroll deductions are stopped, it means members may lose industrial protection, and the NSWNA’s financial security will be at risk. This is why we are urging all our members to convert to direct debit to pay their union fees.’ Unions in Fiji say the move is the latest in a series of union-busting tactics by the military government. ‘Union subscription deductions have been the cornerstone of good industrial relations for decades in Fiji and internationally. This provision cements the relationship and recognition of trade unions and employers in industrial relations,’ said Felix Anthony, National Secretary of the Fiji Trades Union Congress (FTUC). The government brought in a number of laws and executive decrees of legislation that effectively wiped out fundamental workers’ rights and pro tections. In August, the President of the island nation’s Trades Union Congress, Daniel Urai, was arrested, amid the introduction of a new decree that places further restrictions on workers’ rights. Australian unions condemned the arrest and ACTU President Ged Kearney wrote to Prime Minister Julia Gillard to urge Australia to put maximum diplo matic pressure on Fiji to release Mr Urai and warn strongly against any attempt to arrest the FTUC Secretary, Felix Anthony. ‘We are gravely concerned, in light of these developments, for the safety and continued liberty of all unionists in Fiji, including Mr Felix Anthony,’ Ged wrote in her letter.

The latest action comes after Mr Anthony, who was previously arrested for speaking out about the military regime’s prohibition of workers’ rights, recently addressed the ACTU Executive about the ongoing situation in Fiji. In a show of support for Australia’s neighbours, the ACTU Executive resolved to call on the Fiji government to restore workers’ rights and democracy through an immediate election.

Light the night for leukaemia sufferers Nurses are invited to take part in this year’s Light the Night – the Leukaemia Foundation’s event, which aims to create a brighter future for people with leukaemia, lymphoma, myeloma and related blood disorders. On the evening of Wednesday, 21 September, families, friends and colleagues from across Australia will gather at twilight to shine lanterns: a gold ‘Love Light’ to remember a loved one; a white ‘Life Light’ to reflect on their life with blood cancer; and a blue ‘Hope Light’ to give hope and support to others. A registration fee of $20 includes entry, live entertainment, and a lantern to keep. Children 12 and under are free and do not need to be registered to shine a lantern on the night. For details of Light the Night events taking place in Sydney, visit www. lightthenight.org.au.

n e w s i inn bbrri ieeff

Job insecurity and poor work-life balance The ACTU’s Working Australia Census 2011 reveals that Australian workers are struggling with rising costs of living, poor work-life balance and job insecurity. More than 41,000 Australian workers took part in the Working Australia Census 2011, demonstrating that they want a say in future workplace campaigns, according to ACTU President Ged Kearney. ‘An early analysis of our census data has confirmed what unions believed about the cost of living placing increasing stress on workers and their families, while the work-life balance has become more and more difficult to manage,’ said Ged. ‘Australians are working longer and harder but life is not getting easier. The ACTU conducted this survey because we want to ensure workers have a voice. The results will help shape our future campaigns and ensure that we are working to give Australians the better life they want and deserve. ‘The census results will be used to inform future ACTU policy and campaigns as well as provide insights into the working lives of Australians and the issues that are important to them,’ said Ged. The ACTU is currently analysing the data from the Working Australia Census, which was open for eight weeks until 1 July. Respondents came from every state and territory in Australia and were aged from 15 to over 65. An early analysis of 1,000 responses found the majority of Australians want greater job security and are struggling to cope with the rising cost of living, while improvements to technology have resulted in them performing more unpaid work outside of hours. Ged said workers had a right to share in the benefits of a strong economy, which was being reaped by employers at their expense. ‘All workers deserve a share of our economy and must at least be able to afford to pay for the basics. They also deserve job security, and unions believe this is a basic right, yet official data shows that 40% of workers are on casual and contract employment. ‘Many of these workers don’t know what they will be earning from week to week and they want secure employment that meets the rising cost of their basic needs.

‘Australian businesses are recording record profits, so it is simply not fair that so many people are in casual and contract work – many of whom want the security of permanent work. ‘This is why job security will be a major campaign focus for the ACTU in the next few years. We are committed to work hard to support Australian workers so that they can provide a better future for themselves and their families,’ said Ged.

Nurses tops on hand hygiene Nurses and midwives have the cleanest hands of all healthcare workers in Australia, according to the latest national figures on hand hygiene in hospitals. Recent figures released by Hand Hygiene Australia (HHA) show that nurses and midwives wash their hands more often than other health-care workers, with the highest compliance rates found among RNs at 73.9%, and student nurses and midwives at 68%. Doctors had the second lowest score for hand hygiene, with a compliance rate of just 52.5%. The HHA also found that healthcare workers were more likely to wash their hands after the completion of a procedure and after touching a patient. A total of 546 public and private hospi tals were monitored for compliance to hand hygiene best practices by HHA on behalf of the Australian Commission on Safety and Quality in Health Care (ACSQHC). The ACSQHC is currently developing national initiatives to reduce healthcareassociated infections and plans to implement new ‘Australian Guidelines for the Prevention and Control of Infection in Healthcare’ later this year. The new guidelines were produced by the National Health and Medical Research Council (NHMRC) in a bid to control healthcare-associated infections, and have already garnered the support of the Royal College of Nursing Australia. According to the NHMRC, there are around 200,000 healthcare-associated infections in Australian acute healthcare facilities each year. In response to these findings, new AMA President Dr Steve Hambleton said, ‘It is time for us to pick up our game and I think we will certainly do that when we get feedback like this.’

s Appropriate Workplace Behaviour – 1 day 22 September, Coffs Harbour 5 October, Armidale Members $85 • Non-members $170 s Legal & Professional Issues for Nurses and Midwives – ½ day 9 September, Wagga Wagga 16 September, Tamworth 30 September, Port Macquarie Members $39 • Non-members $85 s Basic Foot Care for RNs & ENs – 2 days 13 & 14 October, Armidale Members $203 • Non-members $350 s Basic Foot Care for AiNs – 1 Day 12 September, Wagga Wagga Members $85 • Non-members $150 s ‘Workshopping’ CPD for RNs & ENs 6 October, Coffs Harbour Members $75 • Non-members $170 s Mental Health Nurses Forum – 1 day 21 September, Waterloo Members $30 • Non-members $50 s Aged Care Nurses Forum – 1 day 21 October, Waterloo Members $30 • Non-members $50 s Review and Implementation of Guidelines and Policies 2 December, Waterloo, 1 day Members $85 • Non-members $170

TO REGISTER or for more information go to www.nswnurses.asn.au or ring Carolyn Kulling on 1300 367 962

Free knowledge sharing resource for NSW nurses Nurses can access a free knowledge sharing and networking service to update their clinical practices or seek information on the latest innovations. They can also connect with other nurses who work in their specialty. The Australian Resource Centre for Health care Innovation (ARCHI) is a free service for health professionals operated by NSW Health. More than just a source of information, ARCHI actively supports the learning process for health professionals, promoting discussion, sharing tools and resources as well as connecting people. Find out more on the ARCHI website at TO REGISTER or for more information www.archi.net.au

go to www.nswnurses.asn.au or11ring THE LAMP september 2011 Carolyn Kulling on 1300 367 962

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Macquarie nurses g Nurses consider further action after historic strike.

acquarie Hospital nurses have pledged to take further action and are considering a community campaign as their employer refuses to engage in substantive negotiations for an Enterprise Agreement. This follows strike action and protest rallies last month by nurses at five private hospitals owned by Macquarie Hospital Services. NSWNA General Secretary Brett Holmes said this is the first case where private hospitals nurses have been forced to take industrial action against an employer. On 26 July, 24-hour work stoppages took place at Minchinbury Community Hospital (Mount Druitt), Delmar Private Hospital (Dee Why), Manly Waters Private Hospital (Manly), Eastern Suburbs Private Hospital (Randwick) and President Private (Kirrawee). During the stoppage around 100 nurses rallied at Martin Place in Sydney, 12 THE LAMP september 2011

and nurses rallied throughout the day outside their hospitals. ‘Nurses working for Macquarie Private Hospitals were driven to taking industrial action after 18 months of protracted, fruitless negotiations with their employer for an Enterprise Agreement. ‘These loyal, hard-working nurses have not had a pay rise in more than two years, and their wages are lagging 15% behind public health sector wages and up to 12% behind other private hospital wages,’ said Brett. ‘Most private hospital operators seem to understand the need to remain competitive in terms of nurses’ wages and conditions. Most employers reach agreement with the NSWNA without the need for industrial action. But this is not the case with Macquarie Hospital Services.’ Sally McAnally, NUM, has worked at Minchinbury Community Hospital for 20 years along with many other nursing staff. ‘NSWNA members at Minchinbury are extremely disappointed that it has

taken almost two years of negotiations and industrial action and we are no closer to achieving an Enterprise Agreement,’ she said. ‘Members would like to thank doctors and patients for their support during these difficult times. ‘NSWNA members aim to reach an Enterprise Agreement with the same rate of pay and conditions as other private hospital nurses in NSW.’ Ariane Ferey, RN at Manly Waters Private Hospital, said it was a big move for Macquarie nurses to stop work and attend the rally. ‘But it was necessary and the right thing to do. We hope people understand we are providing essential care, and it’s difficult to function with such a pay gap.’ Macquarie Private Hospitals owner Dr Tom Wenkart continues to deny nurses a fair pay rise and refuses to genuinely negotiate with the NSWNA for an Enterprise Agreement. Brett said Macquarie nurses are seeking an Enterprise Agreement that

Around 100 Macquarie Private Hospital nurses rallied at Martin Place in Sydney. It was the first time private hospital nurses have been forced to take industrial action against an employer.

fight on

‘NSWNA members aim to reach an Enterprise Agreement with the same rate of pay and conditions as other private hospital nurses in NSW.’ Sally McInally, NUM, Minchinbury Community Hospital

brings their wages and conditions to a similar level received by other nurses in NSW. ‘We are not happy with the situation. We are frustrated that the employer has not made a decent offer and is refusing to offer an Enterprise Agreement,’ said Ariane.

‘We are not happy with the situation.We are frustrated that the employer has not made a decent offer and is refusing to offer an Enterprise Agreement.’ Ariane Ferey, RN, Manly Waters Private Hospital

Macquarie members and the NSWNA have been attempting to negotiate an Enterprise Agreement with Continued on page 14 THE LAMP september 2011 13

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After a successful protest in Sydney, nurses from Macquarie Private Hospitals have pledged to take further action, including a community campaign, if their employer does not offer them competitive wages.

Macquarie nurses fight on Macquarie Private Hospital Services since January 2010. ‘Earlier this year, the employer even tried approaching nurses individually, asking them to sign Individual Flexibility Agreements that only offered a 2.5% salary increase and rolled some allowances (the uniform and laundry allowance and annual leave loading) into the base rates of pay. Not surprisingly, most staff declined the offer,’ said Brett. 14 THE LAMP september 2011

‘After pressure from union members he upped the offer to 3.5%.’ The majority of nurses at Macquarie Private Hospitals have now signed a pledge to take further action if required, and are considering a community campaign to raise awareness and harness the support of their local communities. ‘It’s important people understand that we deserve to have our pay improved and our existing conditions

from page 13

protected. And individual agreements offered by the employer are not good enough. We want an enforceable collective agreement. We want people in our local community to know we’ve been trying to bargain for an agreement. We want to present the facts to our community,’ said Ariane. A mass meeting of members to plan the next steps was being organised as The Lamp went to print.n

Photo courtesy of St George and Sutherland Shire Leader/ Chris Lane.

After taking part in a rally at Martin Place earlier in the day, nurses at President Private Hospital took to their local streets to demand a pay rise that puts them in line with other private hospital nurses.

Minchinbury Private Hospital nurses returned to the grounds of their workplace after rallying in central Sydney to let their employer know that they deserve to be paid a fair wage for the work they do.

â&#x20AC;&#x2DC;Nurses working for Macquarie Private Hospitals were driven to taking industrial action after 21 months of protracted, fruitless negotiations with their employer for an Enterprise Agreement.â&#x20AC;&#x2122; NSWNA General Secretary Brett Holmes THE LAMP september 2011 15

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O’Farrell attacks ADHC nurses g ADHC nurses among the first to suffer O’Farrell’s wage freeze

urses working in Ageing Disability and Home Care (ADHC) are among the first NSW public sector employees forced to accept a cut in real wages, with a one year, 2.5% wage rise from NSW Health in line with the State Government’s hardline wages policy. ADHC nurses reluctantly accepted the 2.5% wage offer over one year from NSW Health. The pay increase begins from the first pay period on or after 1 July 2011. The O’Farrell Government has imposed legal limits on wage increases to 2.5% each year unless ‘sufficient employee-related cost savings’ have been achieved to offset any additional increase. Increases beyond 2.5% are only payable after such cost savings have been achieved. In previous years the NSWNA would have taken such a low offer to the NSW Industrial Relations Commission to be arbitrated, according to NSWNA General Secretary Brett Holmes.

‘We would have had a reasonable expectation of a better wages outcome from the Commission. That has been its track record. It has historically taken a broad view including the cost of living and the particular circumstances of nurses.

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ichael Grant, an RN who works at Stockton Hospital and has worked in ADHC for more than 20 years, says that before the state election the goal was to achieve pay parity with the public health system. ‘Originally our aim was to get the same as those in public hospitals – 3.9%, 3% and 2.5%, without losing any conditions,’ he said.

‘The Government is virtually institutionalising an ongoing cut in real wages for nurses and other public sector workers.’ NSWNA General Secretary Brett Holmes.

‘This option has been outlawed by the Government. Barry O’Farrell now has the power to control outcomes by the Commission. He can force it to enforce his low wage policy. ‘With wage increases limited by law to 2.5%, and inflation running at 3.2%, the Government is virtually institutionalising an ongoing cut in real wages for nurses and other public sector workers,’ said Brett.n

O’Farrell cuts redundancy pay and conditions he NSW Government has abolished its commitment to find jobs for public sector employees whose positions are abolished and drastically cut the pay and conditions for so-called ‘excess employees’. Barry O’Farrell’s new ‘Managing Excess Employees’ policy came into effect on 1 August 2011. It represents a huge reduction in terms and conditions surrounding redundancy. The changes include: c cessation of redeployment as the principal means of managing excess employees;

Negotiations are a sham

c only one offer of voluntary redundancy to be made to an excess employee, which will occur immediately after they are made excess (this payment is capped at 39 weeks plus up to eight weeks’ incentive payment); c reduction in the retention period for the purposes of redeployment from 12 months to just three months; c forced retrenchment after three months; c abolition of job assist payments and job search leave.

‘More people are going to leave the service and it will be our clients who lose out.’ ‘This time we don’t have any options. For anything above 2.5% we would have to roll our conditions into the pay rise. The Public Health System nurses only lost their stocking allowance. We would lose a lot more,’ said Michael. ‘The Government has made a mockery of negotiations, and the people I work with are very upset about it. There are no real negotiations. It’s a dictatorship. O’Farrell makes a decision and that’s it, even according to one of his own ministers. ‘We were already struggling to hold on to staff and now we’re going to lose more as they go to the Public Health System with its higher wages and ratios. ‘More people are going to leave the service and it will be our clients who lose out.’

Big Day of Action: 8 September

nions NSW is expecting more than 25,000 public sector workers and supporters to turn up for a rally in the Domain on 8 September. NSWNA Assistant General Secretary Judith Kiejda says the rally is an opportunity to send a clear message to the O’Farrell Government. ‘Here is the chance for nurses

and other NSW public sector workers to show Barry O’Farrell and his Government that we are prepared to stand up for our rights at work and fair pay,’ she says. The rally will start in the Domain at 11.30am, followed by a march past the State Library, up Macquarie Street, and ending at Hyde Park. The rally will be the culmination

of actions that took place throughout the State throughout July and August. Three hundred and fifty attended in Penrith, 500 in Parramatta, 300 on the Central Coast, 500 in Newcastle, 100 in Tweed Heads, 300 in Lismore, 200 in Grafton, 300 in Coffs Harbour, 300 in Bathurst, 800 in Orange, 200 in Dubbo and 150 each in Albury and Broken Hill.

There is no black hole in NSW budget

he O’Farrell Government claims there is a ‘$4.5 billion budget black hole’ in NSW Government finances. It uses this fiction to justify its freeze of public sector wages and conditions and cuts to public services that it has flagged for the next budget. Yet there have been at least three independent and credible reviews that have debunked the Coalition’s claims of a black hole. Ratings agency Standard and Poors confirmed in May that the NSW budget position was strong and in a sound operating position. They gave NSW a AAA credit rating and

Ratings agency Standard and Poors confirmed in May that the NSW budget position was strong. suggested this was unlikely to change in the near future. Standard and Poors’ analyst Claire Curtin told The Australian that $2.3 billion of the Coalition’s alleged hole sat outside the budget’s forward estimates and had no impact on the agency’s NSW rating. A review by the Independent Parliamentary Budget Office found

that the O’Farrell Government’s claims were ‘unsupported by evidence or conflict with available information on the State’s fiscal position and budgetary processes’. A third review by the NSW Treasury found that any deterioration in the NSW budget was mostly due to a fall in revenue and that the Coalition’s figure was overstated by $3 billion. The Treasury found that the Coalition’s black hole allegations were calculated using five-year forecasts that used changing economic data, that it inaccurately absorbed the unfunded cost of the solar bonus scheme and did not factor changes to GST revenue. THE LAMP september 2011 17

International Nurses’ Day 2012

Nurses & Midwives Photographic Competition:

“Nurses & Midwives at Work”

Submit your photograph so we can celebrate and promote the wonderful work you do, in a range of settings, throughout NSW. On 12 May 2012 there will be an exhibition and cocktail party, at the Association’s Head Office, to celebrate the best photographs.

First Prize $2000 2 runner- up prizes of $500.

A further $500 will be awarded to the most popular photograph, selected by delegates at the August 2012 Annual Conference.

So get sna pping! For m ore in forma regar tion ding t he NS Nurse WNA s and M i d w Work ives a t Photo g raphic Comp etitio n see www. nswnu rses.a sn.au

Proudly sponored by: 18 THE LAMP september 2011 Authorised by B. Holmes, NSWNA

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Government passes the buck g The O’Farrell Government’s attacks on public sector wages and conditions are merely the latest policy instalment to make households carry the burden of financial risk.

he O’Farrell Government’s law that limits public sector wage increases to 2.5% per annum at a time when inflation is running at 3.2% virtually guarantees an ongoing cut in real wages. This, say researchers at the Workplace Research Centre (WRC), is consistent with patterns in our economy for the past two decades. ‘Over the past two decades the share of GDP in Australia that has gone to wages has dropped from 60% to 40%. This is an astronomical shift in the allocation of resources,’ says WRC Director Dr John Buchanan. ‘There has also been a significant shift in employment since the Global Financial Crisis,’ he says. ‘Without the employment in the health and community services the economy would be in a hole. This shows the important economic role of the welfare state. Health is at the forefront of employment and economic growth.’ NSW Treasury analyses of public sector wage increases have been used to justify the O’Farrell Government’s wage policy. This is strongly contested by Dr Buchanan, who says acting on this advice in health will exacerbate the nurse shortage. ‘Nurses and other NSW public sector workers are not overpaid and there is no wages blowout,’ he says. ‘In previous studies about nursing, conducted by the Workplace Research Centre, the fundamental reason why people leave the profession was because of the pay.’ ‘It is unfortunate that wages policy is what Treasury decides when they have consistently got things wrong.’ Dr Buchanan maintains that the NSW Industrial Relations Commission (IRC)

is more reliable and better placed to determine wages than the Treasury. ‘In its deliberations the IRC takes a broad view, which includes the cost of living. It looks at the relativities. It looks across the board at all the relevant issues.’

Shifting the risk from the state to workers Blaming public sector workers for the condition of state finances is consistent with a trend of governments abandoning their responsibility for public services. Previous research conducted by the Workplace Research Centre for the ACTU into the impact of the Global Financial Crisis on work and working life in Australia highlighted the transfer in economic risk from the state to households and from employers to workers over the previous two decades. The report found that with the retreat of the welfare state, individuals are now expected to use their earnings not just for their daily needs but also to pay for their own retirement, future health care and education. In spite of the entry of more women into the workforce and the rise of dualincome households, the proportion of household spending on fixed expenses such as housing, childcare, education, health care, tolls and transportation rose from around 54% in the 1970s to 75% in 2004, according to this study. This leaves working families more sen sitive to shocks from an increase in the cost of living or from a drop or loss of income. NSWNA General Secretary Brett Holmes says the attack on NSW public sector workers needs to be seen in this context. ‘Providing good public services is an important part of the state’s role in our

‘Providing good public services is an important part of the state’s role in our lives. Governments have been walking away from this responsibility and we have to challenge this.’ Dr John Buchanan

lives. That is why we pay taxes. Govern ments have been walking away from this responsibility and we have to challenge this. ‘One of the consequences of the GFC everywhere is a deterioration in state finances. Public sector workers in the United States, in Europe and now in Australia are been used as scapegoats for a mess that was created by bankers and an irresponsible corporate sector. ‘Public sector wages are not the cause of this problem and we need to resist those who try to pin the blame on us.’n THE LAMP september 2011 19

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Nurses and other public sector workers filled the street outside MP Geoff Lee’s office with ‘Back off Barry’ signs visible as far as the eye could see. NSWNA Councillor O’Bray Smith (below) addressed the crowd along with other public sector workers.

Nurses rally in protest g Rallies were held across the state last month to protest against Barry O’Farrell’s harsh IR laws.

Protesters shut the main street down in Coffs Harbour where approximately 30 nurses joined the rally against the new IR laws. 20 THE LAMP september 2011

Members from Sydney Hospital spoke out against the IR laws in front of Parliament House on 2 August. They were joined by Opposition Shadow Minister for Industrial Relations, Sophie Cotsis. ‘As a nurse administrator, I’m finding it more and more difficult to recruit nurses. These laws will not help,’ said Ann Ausburn, NUM (pictured right with Pele Lutui-Palmer, NUM) at Sydney Hospital.

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NSWNA Branch Official and RN Clare Bolton spoke out at the Newcastle rally, which was also supported by Labor member for Cessnock, Clayton Gordon. Opposition Shadow Minister for Industrial Relations Sophie Cotsis addressed an enthusiastic crowd at Kempsey before protesters marched down the main street to MP Andrew Stoner’s office.

Win a set of

suitcases The Lamp is offering one lucky reader the chance to win a set of smart, stylish and durable suitcases valued at $750 each. American Tourister is ready to go where you go, ensuring your travels are met with confidence. American Tourister knows how you travel and offers a range of gear that is right for you. American Tourister is a fun, energetic, vibrant, fashionable, value-conscious and dynamic brand. The company’s Rio range of suitcases are lightweight and durable as well as stylish. They are designed for travel with ease, with interlocking zips on all front pockets for added security. The lightweight design ensures the ultimate in comfort and mobility, while 400-denier, two-tone imitation nylon ensures strength and reliability for all occasions. Visit www.americantourister.com.au for further details and more products. This month’s prize includes: One set of three suitcases in pink (47cm upright, 64cm spinner, 74cm spinner) and one set in black. To enter the competition, simply write your name, address and membership number on the back of an envelope and send it to:

Branch President Ken Procter, CNS, and Secretary Lynda Binskin of Port Macquarie Base Hospital spoke at an early morning rally at Port Macquarie.

AT Competition 50 O’Dea Avenue, Waterloo, NSW 2017 Competition closes 30 September 2011. Please note: only one entry per member will be accepted. THE LAMP september 2011 21

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Cobar cuts threaten patient safety g Nurses and community rally to stop nursing cuts at Cobar Hospital.

Genie McMullen, RN at Cobar Hospital (left), with Lord Mayor Liliane Brady and members of the local community.

urses at Cobar Hospital held a rally last month to protest the cutting of two shifts, after patient activity figures confirmed patient safety was being threatened by the cuts. ‘At a time when more nurses are being brought into the Public Health System as a result of the NSWNA’s ratios campaign to address staff shortages, Western Sydney Local Health District (LHD) has taken the extraordinary decision to remove two six-hour shifts at the hospital,’ said NSWNA General Secretary Brett Holmes. Until a few weeks ago, the hospital had two eight-hour nursing shifts and one six-hour shift for both the day and evening shifts – 2.75 FTE staff looking after the Emergency Department and the 21-bed acute ward at the hospital.

‘The LHD didn’t look at the acuity of the patient load; nor did they take into consideration the timeframe we spend with critical patients we transfer out.’ After conducting a review, the LHD removed the six-hour shifts, leaving just two full-shift nurses covering both the ED and inpatients. The LHD claimed the activity levels and acuity at the hospital did not warrant the extra nurse on each shift. But nurses compiled their own data, which painted a different picture. ‘The LHD didn’t look at the acuity of the patient load; nor did they take into consideration the timeframe we spend with critical patients we transfer out,’ said Genie McMullen, RN at Cobar Hospital. 22 THE LAMP september 2011

‘Because we are a small facility with no theatre, many patients have to be flown out to a bigger facility. While we wait for the plane to come, it’s one-onone nursing most of the time for those patients who are often suffering from trauma or respiratory distress. That can be four or six hours. It means other patients often get little attention, which is what we are concerned about. ‘At the moment we are caring for a bariatric patient, who requires two nurses to operate the special lifting equipment. On one shift, we had two people turn up with chest pain within half an hour of each other. You can’t pick when these incidents happen. ‘We don’t have a delivery suite here but we do have deliveries – people walk in, in labour and give birth. We get sick children who end up having to fly to Dubbo and cardiac patients. We also get patients back from tertiary facilities for rehab, but we don’t have occupational or physical therapists so we end up doing that work. We don’t have a social worker so we pick up that work. We do a lot of our own admin and our own pathology. That’s why it’s so important to have an extra nurse on those six-hour shifts. The LHD didn’t take this into account,’ said Genie.

Nurses are concerned about patient safety, she added. ‘It’s very stressful for staff on duty because we wonder each day if it’s going to be the day that something that goes wrong,’ she said. Around 200 people turned up to the rally in the small mining town of Cobar in western NSW on 5 August. The council closed its offices at noon to allow workers to attend and the NSWNA was invited to speak at the Teachers’ Federation Branch meeting to explain the impact of the shift cuts on the local community. Members launched a petition calling on the LHD to reinstate the two six-hour shifts. The Lord Mayor Liliane Brady and six mine managers will be meeting with the State and Federal Health Ministers. ‘Patient safety at Cobar is about the capacity to respond quickly during peak periods,’ said Brett Holmes. ‘Time is of the essence in an emergen cy or during busy times. Treatment delays can lead to death or to conditions escalating to a dangerous level. In rural communities like Cobar we should always err on the side of caution when it comes to nurse staffing. ‘The real bottom line is found in safe patient care, not on the balance sheet.’ The LHD has since reinstated one sixhour shift on a temporary basis.n

Security win for Blacktown ED g 24/7 security guard appointed to Blacktown ED, pending review after nurse stabbing.

embers at Blacktown Hospital Branch demanded an external review of security arrangements in the Emergency Department (ED) and the immediate installation of a security guard 24 hours a day, seven days a week, following a knife attack on a nurse by a patient. On 12 July, a nurse was stabbed multiple times and punched by a patient in the hospital ED. The nurse was treated at the hospital and later discharged. NSWNA Blacktown Hospital Branch held a rally at the hospital three days after the attack to highlight the need to imme diately address serious security concerns. Nurses demanded an independent review into security arrangements and the appointment of permanent security in the ED, including a say in the job description of security staff employed. In addition, they called for ED staff to be given duress alarms, the removal of crockery and metal cutlery that can be used as a weapon, and face-to-face aggression management to be delivered to all ED staff within six months, and to 70% of general hospital staff within 12 months. Hospital management agreed to the review and to look at alternatives to crockery and metal cutlery and

initially agreed to provide a security guard from 10pm to 6am. However, members felt this was inadequate and passed a resolution at a Branch meeting demanding the immediate installation of security staff 24 hours a day, seven days a week. They also planned to stop work and hold another community rally. Management responded in good faith and agreed to provide interim 24/7 security in the ED while the review and negotiations were taking place, so the NSWNA called off the planned industrial action. Branch President Maureen Buckley, CNC, said management have acted in a timely and positive manner. ‘They put 24/7 security in the ED the same afternoon that the resolution was passed and it remains while negotiations continue. Members also requested as part of the resolution that they wanted to have a say in the job description of ED security staff as permanent hospital-employed staff and not contractors,’ said Maureen. Canan Ugras, an RN who works in the ED, said nurses were hopeful of a positive outcome of the security review and stressed how important it was that they feel safe in the workplace. ‘During the days after the attack, the mood among nursing staff was initially anger, which then turned to fear,’ she told The Lamp. ‘We had to keep coming back to a work environment in which nothing had changed – we didn’t have 24-hour security guards or anyone telling us we’d get duress alarms. We were hyper-vigilant when it came to patients raising their voice to us or getting into our personal space. We were fearful and depressed.’

Blacktown Hospital nurses rallied for better staffing and security measures in their Emergency Department after the recent assault on an ED nurse. NSWNA General Secretary Brett Holmes and Assistant General Secretary Judith Kiejda addressed the crowd, as did MP John Robertson and members.

Canan and her colleagues were determined to push for change. ‘We put our recommendations in a booklet and our NUM took it to meetings. We’ve been told that management are looking into changing the cutlery and advertising for a permanent 24-hour security guard. We also now have duress alarms for staff working at the front of the ED, but we’re pushing for all ED staff to get them.’ NSWNA General Secretary Brett Holmes said the attack highlighted the risks many nurses and other hospital staff face. ‘Every effort must continue to be made to ensure their safety and the safety of other patients,’ said Brett. The results of the security review were expected as The Lamp went to print.n THE LAMP september 2011 23

DON’T PUT YOUR NSWNA MEMBERSHIP AT RISK! The State Government could at any time stop payroll deductions. As a matter of urgency please convert to the Direct Debit or Credit method of paying your fees.

BE PREPARED. CHANGE TODAY. Download, complete and return your Direct Debit form to the Association.

www.nswnurses.asn.au Alternatively call us on Metro 8595 1234 or Rural 1300 367 962 Authorised by B Holmes NSW Nurses’ Association. 24 THE LAMP september 2011

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100% recruitment at Cumberland g Mental health facility Cumberland Hospital has recruited 100% of the extra nurses allocated in the first phase of the roll out of the new nurse-topatient ratios system.

n the first phase of the implementation of the new nursing hours per patient day/nurse ratios system, funding was provided for an additional 12.4 FTE nurses at Cumberland Hospital and other mental health wards in Western Sydney Local Health District. By late July, 100% of these positions had been recruited. NSWNA General Secretary Brett Holmes said Cumberland Hospital management is to

be congratulated for demonstrating serious commitment to getting the additional staff on board. ‘It’s a great result that will benefit patients and nurses alike.’ Deputy DoN, Charles MacMillan, who is also a member of the NSWNA Western Sydney Mental Health Managers Branch, was determined that all the new positions should be filled as soon as possible. On the day The Lamp caught up with Charles, six nurses were starting at the hospital, and a further 13 were starting the next week. ‘There are good nurses out there, we just need to be proactive in getting them back into the Public Health System,’ said Charles. So how was this achieved at Cumberland Hospital? ‘The current recruitment was achieved through the NSW Health recruitment system website eRecruit.

Deputy DoN, Charles MacMillan

‘We’ll be looking at broader avenues such as media advertising when we start recruiting for the stand-alone units.’ Charles said that if Cumberland Hospital can achieve 100% recruitment, anyone can do it. ‘You have to be proactive. Keep up the pressure.’ Brett Holmes said, ‘Funding for 1,400 extra nurses has been delivered to the Public Health System thanks to the nurse-to-patient ratios campaign. The challenge now is to attract nurses back to the system to fill these positions. ‘Cumberland Hospital’s recruitment success demonstrates the positive results that can be achieved through a committed and proactive recruitment strategy.’n

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The trustees of the Lions Nurses’ Scholarship Foundation invite applications for scholarships for 2012. Nurses eligible for these scholarships must be resident and employed within the State of NSW or ACT. You must be registered or enrolled with either the Australian Health Practitioner Regulation Agency 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 or overseas), and application forms are available from: The Honourary Secretary, Lions Nurses’ Scholarship Foundation 50 O’Dea Avenue, Waterloo NSW 2017 or contact Ms Glen Ginty on 1300 367 962 or gginty@nswnurses.asn.au www.nswnurses.asn.au Completed applications must be in the hands of the secretary no later than 28 November 2011. lion advert_horizontal_2012.indd 1

THE LAMP september 2011 25 26/08/11 2:20 PM

POSITION VACANT Professional Officer THE ORGANISATION The NSW Nurses’ Association is a trade union, which represents the industrial, professional and legal interest of nurses and midwives in NSW.

THE ROLE We seek a creative and self–motivated nurse for this permanent position who has experience in research and analysis and is aware of the contemporary issues challenging nurses in this sector.

ESSENTIAL CRITERIA The successful applicant should hold recognised qualifications in the field of nursing. You should possess at least five years’ experience, preferably at a senior level, in nursing and have an understanding of trade union issues. It is essential that you have the ability to network with key stakeholders at a senior level and be proficient in policy analysis, review, development and implementation and have demonstrated project management skills. The successful applicant should be able to demonstrate their ability to work independently as well as part of a team, be able to meet deadlines and manage several issues simultaneously. High level written and oral communication skills are essential. You must hold a current driver’s licence and be able to travel occasionally. You must hold registration with Nursing and Midwifery Board of Australia and possess postgraduate qualifications in nursing or relevant field.

Organiser

12 month secondment or contract position Do you want to be involved and make a difference? The NSW Nurses’ Association is seeking applications from our membership for an Organiser position on a secondment or contract basis, located in our Waterloo office. The position will allow applicants to develop the skills in the following areas to take back to the workplace.

THE ROLE IS RESPONSIBLE FOR: the development of strategies to recruit new members advocating on behalf of members and interpreting Awards participating in workplace campaigns responding to workplace industrial issues interpreting and applying industrial instruments in both the public and private sectors 2 liaison with all levels of management. 2 2 2 2 2

TO BE CONSIDERED FOR THIS ROLE YOU NEED: a recognised nursing qualification a current NSW driver’s licence excellent written and verbal communication skills negotiation and conflict resolution skills to be computer literate and self-confident to be able to travel regularly and a commitment to improving the working conditions for nurses and midwives and to the Trade Union movement 2 an understanding of industrial, political and health issues 2 2 2 2 2 2

WHAT IS A SECONDMENT? 2 A secondment is an arrangement made with mutual consent of your current employer and the NSW Nurses’ Association 2 A secondment with the NSW Nurses’ Association is for a period of 12 months 2 You will continue to be paid by your current employer which ensures that you maintain your continuity of service for the purposes of leave accruals and increments 2 On completion of the secondment, you will return to your substantive position with your current employer.

APPLICATION PROCESS 26 THE LAMP september 2011

For further enquiries and an application information pack, please contact Employee Relations by telephoning 02 8595 1234 (metro) or 1300 367 962 (country callers) or via email: jobs@nswnurses.asn.au Applications should be received by 17 September 2011 and addressed to: Robyn Morrison Employee Relations Manager 50 O’Dea Avenue, Waterloo NSW 2017 or via email: jobs@nswnurses.asn.au

i n d u s t r i a l

i s s u e s

New Agreement at St John of God g Nurses at St John of God Private Hospital have won a 3.85% per annum pay rise as part of a new Enterprise Agreement negotiated by the NSWNA.

he agreement will deliver 3.85% wage increases from the first pay periods in July 2011, July 2012 and July 2013. Paid parental leave has also been increased. Nurses will be entitled to 10 weeks from the first full pay period on or after approval of the new agreement; 11 weeks from July 2011; 12 weeks from July 2012; 13 weeks from July 2013; and 14 weeks from July 2014. These improvements are in addition to the Government’s paid parental leave

FE NCY

GE OA

scheme, which came into effect from January 2011. Three new entitlements were won, which improve security of income and employment: c Part-time employees may request

The agreement will deliver 3.85% wage increases from the first pay periods.

an increase to their minimum contracted hours of employment where they have been regularly working contracted hours; c Casual employees may request permanent employment where they have been working regularly for 26 weeks; c The casual loading will increase to 21% from 1 July 2011, 22% from 1 July 2012, and 23% from 1 July 2013. ‘This Agreement demonstrates that St John of God values its nurses by offering a suite of improved wages and conditions,’ said NSWNA General Secretary Brett Holmes. Nurses voted overwhelmingly in favour of the new Agreement, which has gone to Fair Work Australia for approval.n

Need to get away for Professional Development training? We can help. The NAHRLS provides locum back-fill support for Nurses in rural and remote Australia to get away for CPD and training activities.

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THE LAMP september 2011 27 Funded by the Australian Government

a g e d

c a r e

Aged care report acknowledges staffing and wages issues g The Productivity Commission’s report into aged care recognises the need to fix workforce issues in the sector – but not in a timely manner.

embers’ hard work in the Because we care campaign has resulted in aged care being elevated to a national priority, with the Productivity Commission’s report acknowledging the need to fix the wages gap and improve staffing and skill mix in the sector. The report, entitled Caring for Older Australians, was released on 8 August. It recognises that working in aged care is labour intensive, the demand for aged care workers is high, there are problems attracting and retaining workers, and that nurses working in the sector are paid significantly less than nurses in the public system and that the gap has been widening. It also acknowledged that a comprehensive workforce strategy needs

to be developed, along with the payment of fair and competitive wages, and that developing career paths and improving access to education and training were key issues that need to be addressed. However, the NSWNA is disappointed with the timeframe proposed by the report to fix wages and staffing issues. The Commission has recommended the establishment of an Australian Aged Care Commission that would be responsible for quality and accreditation, including assessing the cost of care and establishing transparency of pricing. This would include a role in how care is delivered in terms of wages, skill mix and staffing levels. But if such a body is established, the timeframe provided is within the next three to five years. NSWNA General Secretary Brett

Visit the Because we care website The Because we care website is constantly being updated with information, events, booklets, leaflets, photos and media stories. www.becausewecare.org.au

Holmes said aged care cannot wait that long. ‘We are not happy with the timeframe the report puts on addressing the wages gap, but we’ve had great success in getting workforce issues and wages on the agenda, and there’s been an acknowledgement that wages and staffing are key issues that need to be addressed,’ said Brett. ‘Our next step is to make sure they are dealt with more quickly.’

Keep up the pressure on Government Now the Productivity Commission has finished its report, with findings that wages are an issue in aged care and competitive wages should be paid, the Commission is no longer a player in the NSWNA’s campaign. Instead, as reported in last month’s issue of The Lamp, the Association’s focus is now directly aimed at the Federal Government. ‘The report is finalised, now it is up to the Government to fix aged care and put the care back into aged care,’ said NSWNA General Secretary Brett Holmes. ‘We must keep the pressure on the Prime Minister, and members need to talk to their local MPs to ask them to commit to supporting improvements in aged care.’

. SEND A POSTCARD TO THE PRIME MINISTER The NSWNA is calling on members to distribute ‘Aged care can’t wait’ brochures and postcards and encourage your friends, families and colleagues to 28 THE LAMP september 2011

sign and send the postcards directly to Prime Minister Julia Gillard. ‘If you can run a community stall in your local shopping centre, this is an excellent way to engage members of the public and ask them to send off postcards,’ said NSWNA General Secretary Brett Holmes. For more information and to receive brochures and postcards, contact Stella Topaz at the Association on 02 8595 1234 or email stopaz@nswnurses.asn.au.

. ASK YOUR MP TO SIGN A PLEDGE The NSWNA, along with members, is con tinuing to visit Federal MPs requesting they sign a pledge to support aged care reform.

Rob Oakeshott, member for Lyne Katja Jackman, EN in aged care, met with member for Lyne, Rob Oakeshott, along with her colleague Kerry Hunter, EN, and NSWNA Organiser Joanne McKeough

MP Rob Oakeshott signed the NSWNA’s pledge supporting aged care reforms after being visited by local nurses Katja Jackman EN (right), Kerry Hunter, EN (centre), and NSWNA Organiser Joanne McKeough (left).

on the day the Productivity Commission report was released. ‘We explained to Rob the difficulty of giving good care when there’s not enough staff or the right mix of staff, and he signed the “Pledge for Aged Care” in support of aged care nurses getting equal wages and safer staffing overall,’ said Katja.

What members said about the Productivity Commission report Although there is no recommendation in support of regulation or licensing for AiNs, the report does acknowledge a need to review the vocational education training system to improve consistency and ensure training providers are meeting standards. There are recommendations to expand the number of accredited aged care courses at all vocational and tertiary levels, and to establish ‘teaching aged care services’. Other areas covered by the report include reducing the Department of Health and Ageing to a policy advisory body, extensive changes to the Aged Care Complaints system, more avenues for consumer consultation and input, increased and more transparent financial reporting activity in the industry, incen tives for GPs to attend aged care homes, and better funding for palliative services in residential care. The Association also played a part in ensuring that the needs of older gay, lesbian, bisexual and trans gender people were included in the report. ‘The NSWNA supports the overall direction of the reforms that aim to keep people in their homes for as long as possible with care being brought to them,’ said Brett. Download the report at www.pc.gov. au/projects/inquiry/aged-care/report.n

Terri Burrell, RN in aged care ‘I was very pleased to give evidence at the Productivity Commission hearings in March this year, on behalf of the NSWNA. In particular, I talked about the average time that I was the sole RN on shift – with support from ENs, AiNs and care staff, the time I am able to offer to each resident in my care, and how this has diminished over the 20 years I have worked in aged care. It is around eight minutes of RN care on an early shift and 11 minutes on a late shift.

effects on people’s health, wellbeing and contentment.

‘Not only does this make my job less satisfying and at times more risky, I personally leave most shifts knowing I haven’t been able to deliver the quality of care the residents should receive. This is their permanent home and they are here for complex care – when the care hours and skill mix continue to go down, it has long-term

‘I appreciated that the Commission listened to me and the other NSWNA representative, and I can see that the final report has strengthened the focus on workforce reform. It highlights that there must be the right mix of nursing and support staff, and that the wage gap is a key reason for difficulties attracting and retaining nurses to aged care.’

Lucille McKenna, DoN in aged care and President of the Quality Aged Care Action Group (QACAG) equipped to start work, it puts pressure on the other staff and does not offer residents properly-trained staff. ‘I am very pleased to see that this has been reflected in the report, including a recommendation to “undertake an independent and comprehensive review of aged carerelated vocational and educational training courses and their delivery by registered training organisations”.

‘The report acknowledges the need to fix the wages gap and improve staffing and skill mix, so we are pleased there is at least recognition of this, and pleased many MPs are listening to local nurses and signing their support via the pledges. I urge other members to visit their local MP with the NSWNA to ask them commit to supporting aged care reform.’

Daryl Melham, member for Banks NSWNA aged care members Marina Cheung (left), Majella Booth (third from left), and Elenoa Kamali (right) visited member for Banks, Daryl Melham, along with QACAG representatives Glenys Moffat (second from right) and Margaret Zanghi (second from left). Daryl said he was supportive of aged care forms.

‘I have worked in aged care for 40 years and have seen a lot of reviews and changes. This report signals a huge opportunity for reform in aged care, and I truly hope the Government seizes this to really make a lasting, positive difference in aged care. ‘One of the areas I spoke to the Commissioners about on behalf of QACAG was the inconsistent training for Certificate III and IV in aged care. There are training providers that take advantage of the system and push students through in just a few weeks, and with very poor opportunities for work experience or learning from others face-to-face. This is no good for the student as they are poorly

‘QACAG is also very vocal about ensuring the right mix of skilled nurses and care staff, and the need to pay wages equivalent to nurses in other sectors. From a consumer perspective, if there aren’t enough staff to do things such as assist with meals or just spend time with a resident, this can fall to family or even other residents. ‘In many situations, there isn’t the family to do this, and where there is, these should be pleasurable activities, and not to prop up the lack of proper staffing and ‘hide’ the deficit. I am pleased the report recognises staffing, skill mix and wages as essential components of reform, and we regard this as urgent. It is now in the hands of the Government, and QACAG will continue to lobby the government to fund a staffing and wages strategy in Budget 2012.’ THE LAMP september 2011 29

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30 THE LAMP september 2011

LEGAL SERVICES FOR NSWNA MEMBERS In addition to the assistance provided by the NSWNA to members in relation to workplace, employment and professional issues, the NSWNA offers a referral for all other legal matters to the Association’s solicitors, NEW Law. All first consultations are free. For the convenience of members consultations can be arranged at NEW Law offices in Sydney and Newcastle or visitation offices, if required, throughout New South Wales. To access this service, contact the Association for a referral. Due to advertising regulations in NSW, we are restricted in publishing information on some of the services we provide. If you would like any information or assistance in relation to other legal issues, please contact the Association for a referral.

Ring 8595 1295 (metro) or 1300 367 962 (rural) for a referral from the Association.

a g e d

c a r e

New ACS agreement g New ACS template finalised, with 3% pay rise backpaid to 1 July. lot closer to the minimum rates,’ said NSWNA General Secretary Brett Holmes. The Association sought a new AiN Medication classification to recognise AiNs who administer medications. While this has not been included as part of the ACS template agreement, the NSWNA is in dis cussions with a number of employers about offering a varied template agreement that includes the AiN Medication classification. The NSWNA is conducting a round of visits to members at workplaces across NSW to inform and answer questions about the new Agreement. At these meetings, improvements will be highlighted including the clarification of the overtime provisions to apply to part-timers and casuals after 10 hours; removal of Under 18 AiN rates of pay; cost of criminal checks to be paid by the employer; and an increase in casual loading to 21.5% from July 2011, 22.67%

from July 2012, and 23.83% from July 2013. In addition, more nurses will be eligible for five weeks annual leave under the new shift worker definition. Other new improvements to the Agree ment include ‘replacement of employees on leave’ to be included in the workloads clause; recognition of employees’ right to join a union and to access union representation; and an option to ‘purchase’ an additional one week’s leave. The NSWNA encourages members to utilise Agreement provisions such as the improved Nursing Workloads clause. Other options contained within the Agreement provide casuals with the ability to request permanent employment and part-timers to request a review of their contracted hours. ‘The rates in the ACS template Agreement continue to be higher than the rates in a number of other aged care agreements in NSW,’ said Brett.n Sydney Nursing School’s specialist postgraduate coursework degrees prepare nurses and midwives for leadership in clinical practice and research. You’ll learn from leading academics and clinical experts who are making real differences to the health care landscape and bringing innovation to your learning experience.

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he template agreement negotiated by the NSWNA, Health Services Union with Aged and Community Services NSW (ACS) has been finalised, with nurses working in the not-for-profit aged care sector set to receive a minimum 3% wage increase back dated to the first pay period on or after 1 July 2011. The Agreement – which is due to be voted on by nurses this month – means that RNs and ENs will receive a pay rise of 3% from the first pay period after 1 July 2011, 2.8% after the first pay period on or after 1 July 2012, and 3% on the first pay period on or after 1 July 2013. For the first time the Agreement stipulates that AiN wages be at least 3.5% above the Nurses’ Award minimum rate. ‘This is a positive step for AiNs as their wages have always tended to be a

THE LAMP september 2011 31

p r o f e s s i o n a l i s s u e s

Continuing Professional Development made easy g Feeling anxious about the new mandatory requirement for nurses and midwives to clock up 20 hours of CPD each year? The Lamp sets out what you need to do and how to do it.

s part of the new national registration requirements, all RNs, ENs and midwives must complete 20 hours of Continuing Professional Development (CPD) each year. This requirement has been in place in other Australian states for some time, but is a first for NSW. Members may feel daunted at the prospect of trying to squeeze another layer of work into their busy lives, but don’t worry. Fulfilling your CPD requirements is a lot easier than you think.

‘Completing your 20 hours of CPD is quite a straightforward process. Members have access to a range of tutorials and seminars provided by the ANF and NSWNA, as well as a free online professional portfolio on the ANF website.’ NSWNA General Secretary, Brett Holmes.

of ways, including attendance at conferences such as the NSWNA Professional Day, online self-directed learning tutorials, What is CPD? reading The Lamp, mentoring others in the CPD is about developing your professional workplace, writing CPD articles or attendskills. This can be carried out in a number ing workshops or seminars, such as those held by the NSWNA each month. All mandatory education is counted towards CPD. Competencies such as manual handling, infection control or drug calculation, Name: Mary Smith State: NSW for example, are Continuing Professional Education activities completed on-line via the ANF C.P.E. website: mandatory for nurses and count towards CPD CPE Date Topic Description Need Outcome Evidence Points* hours. And anything that is mandatory can be counted in both midwifery and nursing CPD hours. In addition to man datory competencies, nurses and midwives also need to complete specific topics related Other Continuing Professional Education activities undertaken: to their speciality. ‘If Hours/ Evidence you are a mental health Date Topic Provider Description Need Outcome Available Points nurse, you would need to do a mental health topic,’ says Jodie Davies, ANF Federal Education Officer. 27-03-10

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32 THE LAMP september 2011

Mandatory requirement

Competence achieved

Certificate of 16 hours competence

How do you go about doing your CPD? ‘Look at your learning needs,’ says Jodie. ‘You need to do mandatory competences, plus if you’re a renal nurse you need to do specific education in renal nursing. Work out a learning plan, how you are going to address your needs. After completing your CPD courses, you then have to reflect on what you’ve learned – so how it affected and improved your work and what you will take back to your organisation.’

ANF online tutorials The ANF has a number of online tutorials, which NSWNA members have access to at the discounted price of just $7.70 per tutorial, as well as a free online professional portfolio where all CPD – whether it is completed with the ANF or outside – can be logged. The tutorials range from wound care and asthma management to palliative care and emergency drugs, in addition to mandatory topics such as manual handling and advanced life support update. As well as being cost-effective, the ANF tutorials offer the convenience of completing CPD requirements at times that suit busy nurses and midwives. ‘We also have a free hand hygiene tutorial so members only have to do three paid ones, plus this one. So it costs less than $30 for your yearly CPD,’ says Jodie.

‘It’s about time and money – you’ve got shift work and kids and if you go to a conference you have to travel,’ says Jodie. ‘Rural and remote nurses say the online studying is perfect for them because they avoid the expense of travelling to Sydney and having to pay a babysitter. You can do the tutorials whenever you like. If you are interrupted you can stop and come back where you left off.’ Once you have purchased a tutorial, you have access to it for 12 months, meaning it can be used as a reference tool in the workplace for that period. You have three attempts at the assessment section in order to achieve the highest mark. The ANF is continually adding new modules. Two midwifery topics are due to be made available shortly, and a suite of aged care tutorials will be also added. Members will gain access to 50 aged care modules at an annual subscription of $110. Modules are available at www.anf.org. au/html/resources_edonline.html.

NSWNA seminars If you prefer hands-on, face-to-face teaching, the NSWNA runs a number of workshops and seminars each month. These include basic foot care, legal and professional issues for nurses and midwives, and forums for nursing specialities such as mental health, aged care or Nurse Practitioners. Check out The Lamp’s ‘What’s On’ section each month for details.

The benefits of CPD The aim of CPD is to keep nurses current in their practice. ‘Things are changing all the time in the nursing profession,’ says Jodie. ‘Take diabetes, for example. Insulins may change, and nurses need to keep up to speed on these changes. Nurses and midwives need to make sure they are

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Steps to completing CPD requirements c Identify your learning needs (mandatory competencies plus any specialised topics for your area of nursing or midwifery). c Work out a learning plan (identify seminars or conferences to attend, take some ANF online tutorials, for example). c Register on the ANF website for a free online professional development portfolio to record your CPD achievements. c Complete your CPD activities.

constantly reminding themselves of the knowledge needed in the workplace. ‘It’s about improving your scope of practice and constantly building on it so you are showing the public that you are the best at what you do as well as being confident in your own work skills.’ NSWNA General Secretary Brett Holmes urged members to embrace the opportunities provided by the requirement to complete CPD rather than feel overwhelmed. ‘Completing your 20 hours of CPD is quite a straightforward process. Members have access to a range of

c Lodge your CPD activities in your online professional development portfolio, including dates of learning and the number of hours spent in each activity (one hour of active learning will equal one hour of CPD). c Document in your online professio nal development portfolio what you have learned, and how it affected and improved your work. c Have all the information recorded in your portfolio in case you get audited.

tutorials and seminars provided by the ANF and NSWNA, as well as a free online professional portfolio on the ANF website,’ said Brett. ‘CPD is all about selfdetermination. You decide what you will complete and how many hours you consider the particular activity took you to complete. As long as you have identified your learning needs, developed a learning plan, participated in CPD to meet your learning needs and reflected on the value of the activities to your practice and recorded it, you’ve completed the requirements.’n

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• Care zoning – A traffic light tool designed for staff in acute mental health inpatient settings to improve their understanding of clinical risk as it relates to a patient’s clinical need. THE LAMP september 2011 33

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34 THE LAMP september 2011

Q & A

ASK

JUDITH when it comes to your rights and entitlements at work, nswna assistant general secretary judith kiejda has the answers.

Do I get annual leave loading? If I resign my employment in the public hospital sector do I get paid the annual leave loading on my accrued annual leave?

Your entitlement is set out in Clause 31, Annual Leave Loading of the Public Health System Nurses’ and Midwives’ (State) Award 2011 which states: Employees shall be paid an annual leave loading in accordance with NSW Health Policy Directive PD2006_089 Annual Leave, as amended from time to time. PD2006_089 states that: 9. The annual leave loading is not payable when an employee is paid the monetary value of annual leave to the employee’s credit on resignation.

Should I be paid for travel time?

How do I appeal an unsuccessful job application? I went for a job interview within the NSW public hospital system and was unsuccessful. I wish to appeal the decision. How do I do this?

Policy directive PD2011_012 ‘Recruitment and Selection of Staff of the NSW Health Service’ states per clause 2.24 that: … complaints about the selection process should be lodged in writing within 14 days, and clearly articulate specific concerns in relation to the recruitment and/or selection process and be considered, and initially assessed, by someone independent to the selection process in question.

What relationships are covered for personal/carer’s leave?

My annual leave is being restricted I work in a public hospital and have 10 weeks’ accrued annual leave and my NUM will only allow me to have two weeks’ annual leave this year. What should I do?

What type of relationships are covered in relation to accessing personal/carer’s leave under the National Employment Standards, which apply to all private sector employees in Australia including aged care and private hospital nurses?

The annual leave accumulated in a year should, as the name suggests and as a general principle, be taken annually. Being restricted to only two weeks in a year is not a correct application of annual leave provisions and should only be agreed to in exceptional circumstances. Showing your NUM the provisions of the relevant award may assist: Clause 30 (vii) (a) of the Award states: Annual leave shall be given and shall be taken within a period of six months after the date when the right to annual leave accrued; provided that the giving and taking of such leave may be postponed, by mutual agreement between the parties for a further period not exceeding six months. Further, the DoH Policy Directive PD2006_089 Annual Leave states that: The purpose of annual leave is to give employees

An employee may take paid personal/ carer’s leave if they are unfit for work because of their own personal illness/injury or to provide care or support to a member of their immediate family or household, because of a personal illness, injury or unexpected emergency affecting the member. A member of the employee’s immediate family means a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of an employee; or a child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner. A member of the employee’s immediate household includes those who live in an employee’s house.n

NC263354

I work in a private community nursing service and part of my job involves travelling from one house to the next to provide nursing care to clients in their homes. My employer only pays me for the time that I am actually in the client’s home and not for the travel time between clients, nor am I getting any tea breaks or lunch breaks. Am I being paid correctly?

a period of recreation and rest for the year so that they return to work refreshed and reinvigorated; this purpose cannot be achieved if leave is not taken. Every endeavour must be made to allow each employee to take leave at or near the anniversary of employment, but this must be subject to the convenience of the employer.

No, you are not being paid correctly. Community nurses work under a range of enterprise agreements and awards and so it is important to check your entitlements. Often such agreements or awards have no mention of being paid travel time. Therefore, the general principle applies: work performed by a nurse must be paid for by an employer. When you travel from one client to another under the direction of your em ployer you are working and so, therefore, you should be paid your hourly rate of pay. With respect to tea breaks, again it is important to check your agreement or award. The Nurses Award 2010, for example, provides for nurses to be entitled to a paid 10-minute tea break in each four hours worked. They are also entitled to an unpaid meal break of 30-60 minutes when they work in excess of five hours. Your enterprise agreement or award may be slightly different so it is important to check.

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Latest best practice procedures; many disciplines including acute care, med/surg, aged care; new topics added regularly www.healnet.edu.au THE LAMP september 2011 35

n u r s e s o n l i n e

What’s hot on Nurse Uncut g Our new series – Men in Nursing, the disappointing aged care report, Blacktown stabbing highlights more security concerns, and the importance of converting to direct debit. Read all the latest happenings at www.nurseuncut.com.au.

Hot topics

What nurses are talking about

Protect your membership – go direct debit!

On the ‘I Support Nurses’ Facebook page

www.nurseuncut.com.au/ protect-your-membershipgo-direct-debit

Members and the NSWNA face a major risk that the Liberal State Government could stop payroll deductions and block members’ union fees reaching the NSWNA. If it happens in NSW, members may lose industrial protection and the NSWNA financial security. Direct debit is the only way to ensure all members have union protection, and the NSWNA remains strong and able to campaign on members’ behalf. Read how at Nurse Uncut.

Aged Care report is disappointing www.nurseuncut.com.au/ nurses-aged-care-reportis-disappointing

It is inconceivable that the Productivity Commission, after months of public hearings and submissions from nursing staff from the various states, failed to address the $500 million required to close the wages gap for nurses and AiNs working in the aged care sector.

Men in Nursing – Tom’s Story www.nurseuncut.com. au/men-in-nursing-part-1toms-story

Tom is a mature-aged student at Sydney University. Next year he will graduate with his nursing degree and plans to move to a rural hospital as rural health is of particular interest to him. In Tom’s nursing school, the ratio of female-tomale students is about 90:10. 36 THE LAMP september 2011

*www.facebook.com/ NurseUncutAustralia

The amount of time each resident (aged care) receives in nursing care has fallen 20% in the past four years! Thoughts? ‘The level of care keeps rising without the time for care rising with it.’ ‘Back in 1996 I remember this assistant nurse from England telling me how they had time to take the residents out in wheelchairs for walks and time to read to them! I thought things in Australia were bad then; what’s going to happen when we get old? I think a lot of old nurses will bop themselves off because they know what is coming.’ What is the approximate ratio of male-to-female nurses at your workplace? ‘We have zero male nurses and there are about 50 nursing staff!’ ‘One male to the whole maternity section and, bless, he’s a midwife too.’ Tom believes encouraging more men into nursing could help resolve the nursing shortage in Australia. We chatted to him about men in nursing and his thoughts on historical stereotypes, his university experience, and the path that led him to where he is now. Read the interview at Nurse Uncut and leave your opinions.

Blacktown stabbing highlights more security concerns www.nurseuncut.com.au/blacktownnurse-stabbing-security-arrangementsand-staffing-levels-need-to-be-looked-at

‘I love working with male nurses and admire them; it must be hard working in such a femaledominated field.’

On the Nurse Uncut Forum

*www.nurseuncut.com.au/forum AHPRA registration hassles *www.nurseuncut.com.au/forum/

component/option,com_ccboard/ Itemid,24/forum,13/limitstart,20/ topic,632/view,postlist/#ccbp4041

‘The AHPRA site is not very helpful for nurses. Could there not be a facility to allow you to upload docs to a preformatted checklist for overseas nurses, of which both the overseas nurse and AHPRA could view and, in turn, review?’ What’s your hospital’s work policy during the Christmas period?  *www.nurseuncut.com.au/forum/

component/option,com_ccboard/ Itemid,24/forum,10/topic,86/ view,postlist

Nicole asks what is a workable policy for nurses’ shift work during the Christmas holiday period? What do you think? Security arrangements and staffing levels in the Blacktown Hospital Emergency Department need to be looked at following a dangerous attack on a nurse by a patient. This incident again highlights the risks many nurses and other hospital staff face at times. Every effort must continue to be made to ensure their safety and the safety of other patients. We must maintain a zero tolerance approach to this type of violence. Read the full story at Nurse Uncut.n

nursing research online

Latest nursing research g The latest edition of the Australian Journal of Advanced Nursing is available free online at ajan.com.au. Nurses make a difference in immunisation service delivery Natalie Desmond, University of Auckland; Cameron C. Grant, University of Auckland; Felicity Goodyear-Smith, University of Auckland; Nikki Turner, University of Auckland; Helen Petousis-Harris, University of Auckland.

The study aimed to determine nurse characteristics associated with childhood immunisation coverage and timeliness in the New Zealand primary care setting. In 2005-2006 a survey of randomlyselected practices and health provi ders was conducted, with multiple regression analysis to establish significant determinants of coverage and timeliness. The study was conducted in family practices in two regions in New Zealand, where approximately 66% of the national population reside. Higher coverage and more timely immunisation delivery is achieved at practices where the nurse-tochild ratio is lower, where nurses are con fident in their immunisation knowledge and are perceptive of parental attitudes, which can be barriers to immunisation. www.ajan.com.au/Vol28/ 28-4_Desmond.pdf

The nurse educator role in the acute care setting in Australia: Important but poorly described  Jan M. Sayers, School of Nursing and Midwifery, University of Western Sydney; Michelle DiGiacomo, Curtin University of Technology; Patricia M. Davidson, Curtin University of Technology.

The purpose of this paper is to describe the nurse educator role in the acute care setting in Australia. A literature review using Ganong’s (1987) method of analysis was undertaken. Computerised databases

were searched for articles published in English between 2000 and 2008 using the key words: ‘education’, ‘nursing’, ‘nurse educator’, ‘teaching methods’, ‘clinical’, ‘outcomes health care’ and ‘Australia’. Information was summarised to identify issues impacting on the nurse educator role using a standardised data extraction tool. The search strategies generated 152 articles and reports. The review identified that the nurse educator role is fundamental in supporting clinical practice and integral to developing a skilled and competent health workforce. Confusion in nursing roles and role ambiguity contribute to the challenges for nurse educators in acute care. The absence of a national, standardised approach to role description and scope of practice in Australia may adversely impact role enactment. Further discussion and debate of the nurse educator role in Australia is warranted. www.ajan.com.au/Vol28/ 28-4_Sayers.pdf

Nurses’ experience establishing a nurse-led bladder cancer surveillance flexible cystoscopy service Kathryn Chatterton, The Urology Centre, Guy’s Hospital, United Kingdom; Pat Bugeja, The Royal Melbourne Hospital; Benjamin Challacombe, The Urology Centre, Guy’s Hospital, United Kingdom; Paul Anderson, The Royal Melbourne Hospital; Professor Anthony Costello, The Royal Melbourne Hospital.

The aim of this article is to describe and evaluate the processes involved in setting up a nurse-led, bladder cancer surveillance flexible cystoscopy service. As a result of inefficiencies in current practice, including waiting times, utilisation of doctors’ time, poor documentation and communication, and patients being lost to follow-up, the existing system for bladder cancer surveillance was questioned. This experience has resulted in the creation of a training tool with

competencies, patient pathways, guidelines and protocols. In turn, there was a noticeable reduction in waiting times and improved communication and documentation resulting in a robust nurseled bladder cancer surveillance service. www.ajan.com.au/Vol28/ 28-4_Chatterton.pdf

Post-operative hypothermia and mortality in critically ill adults: Review and meta-analysis Panagiotis Kiekkas, Nursing Department, Highest Technological Educational Institute of Patras, Greece; Georgia Theodorakopoulou, Nursing Department, Highest Technological Educational Institute of Patras, Greece; Nikolaos Stefanopoulos, Highest Technological Educational Institute of Patras, Greece; Dimitrios Tsotas, Patras University Hospital, Greece; George I. Baltopoulos, University of Athens, Greece.

To identify, appraise and synthesise published literature about hospital mortality associated with inadvertent post-operative hypothermia of adult patients directly transferred to the Intensive Care Unit (ICU) after surgery. Seven observational studies met the inclusion criteria. In five of them, hospital mortality was significantly higher in hypothermic patients. Unadjusted odds ratio of core temperature<35ºC on hospital mortality was combined in a meta-analysis and the pooled estimate was 3.29 (95% confidence interval 1.586.85). In the multivariate level, independent associations between hypothermia and mortality were detected in four studies. Existing evidence supports the positive association between postoperative hypothermia and hospital mortality in surgical ICU patients. Effective hypothermia prevention can be crucial for improving outcomes of this population, but further research is needed for confirming the independent contribution of hypothermia on mortality.n www.ajan.com.au/Vol28/ 28-4_Kiekkas.pdf THE LAMP september 2011 37

f i g h t i n g

F i t

n u r s e s

Left to right: Linda Knox, EN; Kerrie Dunn, RN; Kerry Tylee, RN; and Trudie Vinton, RN.

Row, row, row

your boat

g Linda Knox and her colleagues at Shellharbour Private Hospital have taken to rowing like ducks to water.

e started rowing together at Shellharbour City Rowing Club after previously playing netball for a few years. We decided to start rowing after a few of us sustained injuries with netball and agreed we needed to find a sport that was a little kinder to us.

COULD BE OUR

FIGHTING FIT

NURSE MONTH OF THE

What do you do to stay fit and healthy? Whether you’re into extreme sports, or just like to walk around the hospital block and anything in between, we want to know! Email your story and tips in the first person (500 words) to lamp@nswnurses.asn.au. 38 THE LAMP september 2011

I live across from Lake Illawarra and knew there was a rowing club but I knew nothing about rowing. I turned up at the club one morning and spoke to one of the members who advised me to come back the following morning and speak to the coach. The four of us arrived on the Sunday morning and were greeted by other members and two very informative, passionate coaches. We were then given our first lesson in the boats, really enjoyed it, and continued to row under instruction for the next few weeks. We all knew very quickly we would love this sport. The exercise was great and we loved being out on the water together. Then we found we were spending many hours rowing, trying to master the very technical art of sculling but, most importantly, we were having lots of fun, laughing a lot and learning to work together as a crew. One year after we started rowing we had the opportunity to compete in the World Masters Games that were to be held in Sydney. We trained about four days every week, weather permitting, before and after work, depending on our shifts. We competed in a few local regattas leading up to this event and found the sport to be very competitive, lots of fun and highly aerobic. The World Masters Games were held over five days. We all got the time off to compete thanks to our NUM Margaret Tallon. We had a fantastic time competing

Left to right: Linda, Trudie, Kerrie, and Kerry got serious about rowing three years ago.

and watching competitors from many different countries. We rowed in quads, doubles, mixed quads and mixed doubles. The ages of the competitors ranged from 27 and above, with some rowers in their 70s and 80s. It truly was an amazing experience. Rowing is a great sport for all-round fitness, non-impact, very aerobic and requires dedicated teamwork. The next World Masters Games are to be held in Torino, Italy, in 2013 and we are hoping we can get a few crews together to compete and take advantage of this amazing experience. We have travelled from Taree to Victoria to compete in regattas and have had some success winning gold, silver and bronze medals. Shellharbour City Rowing Club is a great organisation to belong to and we are very fortunate to have made so many new friends within the club. The social side to our club is very enjoyable and we have spent many great weekends away together. The four of us are over 50. We row most weekends all year round. We are a noisy bunch and are known within the club lovingly as the ‘Nurses Crew’. Most importantly we are great friends! I would definitely recommend other nurses take up a sport together to have fun and keep fit.n

NSWNA

MATTERS

Luck

of the draw

lmost a year after winning ‘I took two friends and we had The Lamp’s monthly a girls’ weekend,’ said Jo. ‘It was all competition, RN Jo Dalton fantastic but the helicopter ride was just is still thanking her lucky amazing. That was the highlight I’d say.’ stars for an unforgettable ‘It was a good three-and-a-half hour trip to Orange. drive but it was fine. Even though it was ‘I think it’s wonderful that you have quite windy and cold on the Saturday, this monthly competition,’ said Jo. ‘I’ve by the Sunday the helicopter pilot said it always entered them.’ “was just a perfect day for flying”. It was Jo was the lucky winner of The Lamp’s clear blue sky and cool but sunny, so it competition that ran in August last year, in was beautiful,’ Jo recalled. which she and two friends won a two-night ‘Orange is a beautiful city and it was stay at the de Russie Suites in Orange. a great time of year because the autumn The total prize package, worth colours were out. It was lovely,’ said Jo. $1,137, also included meals, a $50 ‘I ended up writing to Orange City 11-CPI-ADS-LA112_Layout 1 7/15/11 2:17 PM Page 1 hamper and a winery tour via helicopter. Council saying thanks for providing such

a great prize to the Union and I got a reply back saying thanks. I’d definitely go back there,’ said Jo. Jo said that the competitions and giveaways organised by the Union are ‘fantastic’ and that she believes in the work carried out by the NSWNA. ‘From day one, ever since I started nursing, I joined the Union. It’s important to have them there if you need assistance’, said Jo.n

Agitated, Disruptive – Even Aggressive Patients? We can help! Since 1980, CPI has been teaching health care professionals proven methods for managing difficult or assaultive behaviour. To date, over six million individuals—including thousands of nurses and other health care professionals—have participated in CPI’s highly successful Nonviolent Crisis InterventionSM training course. This course teaches staff not only how to respond effectively to the warning signs that someone is about to lose control, but also addresses how staff can deal with their own stress and anxiety when confronted with these difficult situations. For further details on CPI’s Nonviolent Crisis InterventionSM training course, call us toll-free at 1300 244 674, visit crisisprevention.com, or email us at AU_NZoffice@crisisprevention.com.

Join us at an upcoming 2011 training course: 13–16 September • Perth, WA 20–23 September • Darwin, NT

Australia and New Zealand Office PO Box 509, Dulwich Hill • Sydney, 2203, NSW Free Phone: 1300 244 674 Tel (Local Australia): +61 (0) 2 9516 5177 Email: AU_NZoffice@crisisprevention.com • crisisprevention.com

11–14 October • Brisbane, QLD 18–21 October • Sydney, NSW 25–28 October • Melbourne, VIC 8–11 November • North Adelaide, SA Priority Code: LA112

THE LAMP september 2011 39

40 THE LAMP september 2011

NSWNA

MATTERS

NSWNA Branch News

active across NSW. t ge rs be em m A N c NSW ,

And the lucky winner is …

Sara Grills, RN, (left) from Tamworth Base Hospital won a lucky door prize by attending an NSWNA stall at the hospital. She is pictured here receiving the prize with Organiser Nola Scilinato.

A Culture of Honour

Staff members at Living Care’s Woodlands Nursing Home have taken on as their mission to practise a ‘Culture of Honour’. This includes a philosophy of respect, valuing each person and holding them in high esteem. As a result, they have been enjoying a great atmosphere in the workplace and lots of positive feedback from residents and their relatives. They are pictured here enjoying a barbecue with NSWNA Organisers to welcome two new members.

Tamworth nurses angry at IR laws

Members at Tamworth Base Paediatrics ward discussed the State Government’s new IR laws and were disappointed and angry at the effects they will have on them and their community. ‘With already a shortage of nurses in NSW, the new workplace regulations will put nurses off joining the workforce. I worked hard for my degree, but now I face a pay cut and reduced conditions. I love nursing and I love my job but who would work weekends, nights and public holidays for a pay cut? I have a mortgage and bills to pay,’ said Kate Cabot, RN. Pictured, left to right: Kate Cabot, RN (front left, holding flyer); Vicki Powell, RN; Terese Madden, NUM; Janine Dickson, EEN; Colette Fox, RN (front); Erin Wood, RN; Lyn Gilbert, RN (front).

Quirindi members discuss workloads

Members from the Quirindi Hospital Branch had a Branch meeting and discussed workloads and the new IR laws. Pictured, left to right: Marika Fahey, EN; Mary Page, RN; Cheryl Love, EN; Belinda Batterham, RN; Robyn Leece, RN.

South Coast Nurses’ Forum

The South Coast Forum is held at the Association offices in Wollongong four times a year. Association officers facilitate and provide industrial updates, education, Q&As and the opportunity to network with peers from the other sectors. Campaign updates from aged care and the Public Health System are also discussed. Pictured at the latest meeting, left to right, are: Marc Johns, NUM, David Berry Hospital; Lyne Dine, CNS, Campbelltown Private Hospital; Jacinda Ramage, Wollongong CHC; Diana Manders, EN, Campbelltown Private Hospital; Diana Fifita, RN, Campbelltown Private Hospital; and Jenny Watts, RN, Berkeley CHC. THE LAMP september 2011 41

a t

t h e

m o v i e s

Snow Flower and the Secret Fan

Review by Murray James, RN, St John of God Private Hospital

g The power of enduring friendships is the theme of this film, which shows how Chinese women throughout history have found a way to retain their close bonds.

his captivating movie is essentially about the sacred ness of women’s friendships. It can be a mystery to some Westerners that China, with its rich, fascinating culture, has given women such a subservient role historically. Snow Flower and the Secret Fan shows how women through its history have found a way to offer solidarity and supportive friendship to one another. The friendship vow of laotong was a commitment

of ‘sworn sisters’, which was believed to bind two women together for eternity. The movie, based on the 2005 novel by Lisa See, presents two stories of laotong. The 19th-century story binds together two young girls from very different backgrounds, Snow Flower and Lily, by laotong, and portrays their lifelong friendship of the heart. Over the years the two women remain in furtive contact even when isolated from one another by their families. Lily’s cruel, dominating mother-in-law forbids their friendship, telling her that ‘disobedience is a woman’s greatest sin’, and that her ‘highest calling is to be a good wife and bear sons’. Assisted by their maids, the women secretly communicate with each other using the secret language of women’s friendship, nu shu, which they write bet ween the folds of a white silk fan. Much is made in the movie of the foot-binding of Snow Flower and Lily when they were children. These days, of course, this custom is seen as hideous, torturous subjugation of women, but

when it was carried out, it was ostensibly to beautify women and attract a good husband. What is particularly shocking to the viewer is the complicity of women in perpetuating this atrocity. The parallel second story is set in current Shanghai, where laotong friends Nina and Sophia (played by the same actresses) struggle to retain the closeness of their youthful friendship. The story shows how their relationship has become estranged due to the challenges of modern life. Nina puts her promotion to New York on hold when Sophia has an accident that puts her in a coma. Nina tries to uncover how her friend has been living since their estrangement, and she finds the actual silk fan that was the pivotal form of communication for Snow Flower and Lily in the 19th-century story. The discovery of this fan helps Nina to cement her own commitment to her injured friend. This is an impressive movie, exquisitely acted and filmed. The cinematography is excellent, with opulent colours of old China contrasting with the stark sterility of modern Shanghai. Maybe director Wayne Wang is hinting that ancient rich cultures lose their essential soul as they rush towards modernity and more superficial friendships. However, having enjoyed Wang’s other movies, I wanted to like this movie more then I did. I found the accumulative sense of melancholy that pervaded both stories stayed with me afterwards. The parallel stories about laotong in Snow Flower and the Secret Fan highlight the essential enduring power of commitment to loyal friendships, reminding us of our own friendship stories that enhance the richness of our humanity.n In cinemas 15 September

NSW Nurses & Midwives Nightwork Study Attention: Registered Nurses/Midwives, Enrolled Nurses and Assistants in Nursing and Midwifery

Sydney Nursing School If you answered YES – we are seeking nurses interested in completing a survey to tell us about their shift patterns and their experiences of working night shifts. This study has been commissioned by the NSW Department of Health together with the NSW Nurses’ Association as a consequence of a directive from the Industrial Relations Commission. 42 THE LAMP september 2011

Do you work night shifts in the NSW Public Health System? OR Have you worked night shifts in the NSW Public Health System during your nursing career? It is being conducted by independent researchers from Sydney Nursing School at the University of Sydney. Participation is voluntary and all data will be collected anonymously. Associate Professor Sandra West Professor Trudy Rudge Dr Virginia Mapedzahama

If you can help please access an electronic copy of the survey at http://sydney.edu.au/nursing/research/ night_work_study.shtml OR Contact us for a hard copy on phone 9351 0820 or email: virginia.mapedzahama@sydney.edu.au

The Eye of the Storm g A psychological drama that encompasses the last days of a dying wealthy socialite.

red Schepisi’s two-hour adaptation of Patrick White’s 1973 novel, The Eye of the Storm, has superb performances by an Australian cast including Geoffrey Rush and Judy Davis, with Charlotte Rampling in the lead role of the dying, yet elegantly aged, wealthy, domineering socialite Elizabeth Hunter. Her children have come home with confused emotions at seeing their mother, but having the same motive: desperate for inheritance. Sir Basil (Rush), a famous, now middle-aged stage actor has flown in from London with a knighthood and playboy attitude. His sister Dorothy (Davis) has returned from Paris with only her title, ‘Princess de Lascabanes’ from her failed marriage into French nobility. On her deathbed, Elizabeth lapses into ‘morphine moments’; she torments her money-hungry offspring by continuing to live extravagantly, handing out jewels and prized possessions to her two nurses and attentive household staff. Her housekeeper Lotte (Helen Morse) not only continues to produce sumptuous meals – something the children see as waste – but entertains Mrs Hunter of an evening with brilliant cabaret performance. The fading Elizabeth drifts in and out of lucidity, remembering her mischievously promiscuous younger self (also played by Rampling) and the people she toyed with. The portrayal of 1970’s nursing is distinctly twofold and extreme: the

Director of Nursing at Deniliquin, NSW 50 Bed High Care Nursing Home Position: Full time. Remuneration: As per The Aged and Home Care, NSWNA and HSU East Multi-Enterprise Agreement 2011-2014. Start 9 January 2012 or earlier by negotiation.

religious, veil-wearing, Sister Mary, prayerful, proper and virtuous in attending to Mrs Hunter as it is her ‘calling’ in life to do so, and Flora (Alexandra Schepisi) the youthful, fun-loving, flirty nurse with a touch of the ‘slut’ that Elizabeth says she and Basil have within them. Both care for Mrs H (as Flora calls her) in their own way. Flora dreams of a better life; mesmerised by the jewels and potential money, she crosses the boundary between patient and carer. Mary is devout but not devoid of feelings; she truly loves her profession and her patient. The Eye of the Storm is an adult drama, psychologically complex in exploring the emotional wreckage of a dysfunctional family. It is moving and very often funny. Superb performances by Charlotte Rampling, Judy Davis and Geoffrey Rush embrace the social niceties of the time with the dramatic storytelling and sharp dialogue of White’s acclaimed novel.n In cinemas 15 September MINIMUM QUALIFICATIONS • 5 years post-basic or post-graduate Nursing experience. • 2 years full-time administrative experience in a position of, or more senior than that of, nursing unit manager in a hospital or nursing home. DESIRABLE QUALIFICATIONS • Knowledge of the Aged Care Funding Instrument. • Previous experience in aged care/nursing home industry. • Knowledge of Gerontology.

Review by Cathie Montgomery, CNS, Concord Hospital and Greg Kennedy, RN, Moorebank RAP.

giveaways

for NSWNA members

The Lamp has 25 double passes each to Snow Flower and the Secret Fan and The Eye of the Storm. To enter, email lamp@nswnurses.asn. au with your film preference, name, membership number, address and contact number. First entries win!

We are seeking closet film buffs to share with other nurses their views on the movies they love and hate. It’s a chance to see previews of next month’s new releases. Please contact us with expressions of interest to be part of our movie review team. Call Editorial Enquiries now on 02 8595 1258 or email lamp@nswnurses.asn.au

Relocation and allowances by negotiation. Navorina is a community owned public benevolent institution with salary packaging available. First contact: Peter Connell office@navorina.com.au 61 3 5881 3944

For information on Deniliquin: www.denitourism.com.au www.deniliquin.nsw.gov.au THE LAMP september 2011 43

o b i t u a r y

Diligent, respected nurse Barbara Joan Dugan 2 June 1954 – 16 February 2011

arbara was a respected and much-loved colleague of the staff at Hornsby Hospital. Barbara passed away after a long, courageous battle, with her husband Greg by

her side. At the completion of high school, Barbara was awarded a scholarship to teachers’ college in Wagga. But she soon realised it wasn’t what she wanted to do, so Barbara began her nursing training at Royal North Shore Hospital. She graduated in 1979. In 1980 Barbara married Greg, and they settled into their new home in Hornsby Heights. Their son Bradley was born in 1985.

Barbara’s commitment and dedication to the profession shone through every day she worked. She was diligent, always calm, well respected and an excellent teacher. Barbara’s whole nursing life was at Hornsby Hospital, where her commitment and dedication to the profession shone through every day she worked. She was diligent, always calm, well respected and an excellent teacher. She took new nurses under her wing, and always had time to teach them. Barbara worked in Recovery Ward and

Day Surgery, where she was a muchloved and well-respected member of the team for more than 30 years. Barbara is sadly missed by her friends and colleagues at Hornsby, and will always be remembered for her passion and contribution to the nursing profession.n From friends and colleagues in the Day Surgery Unit at Hornsby Ku-ring-gai Hospital.

Murrumbidgee Local Health District and Southern NSW Local Health District

Are you a Registered Midwife looking for a Tree, Sea or Ski Change? There are opportunities in Rural Southern NSW waiting for you. We have permanent full-time, part-time and casual Nursing and Midwifery vacancies across the two Local Health Districts: WAGGA WAGGA, GRIFFITH, DENILIQUIN, NARRANDERA, TEMORA, COOTAMUNDRA, COOMA, GOULBURN, MORUYA and QUEANBEYAN Some of the reasons to change are: • Opportunities for Career Progression • Professional and flexible team environments where you can practise and grow • Attractive salary packaging and incentives • Remote Area Housing Assistance Benefits • Advanced Return to Nursing Program • Support for students/new graduates

We are committed to providing career paths for nursing staff including optional job rotations, structured clinical education programs and opportunities to train in areas such as Critical Care, Intensive Care, Emergency and Midwifery within a flexible team environment. The Murrumbidgee and Southern NSW Local Health Districts in Southern NSW extend from the beaches on the State’s South Coast across the Great Dividing Range to the snowfields of the Snowy Mountains and onto the rural regions that border Victoria. The area also boasts the thriving regional centres of Deniliquin, Goulburn, Griffith, Queanbeyan, Batemans Bay, Bega and Wagga Wagga. The area encompassed by the local health networks has a population of approximately 470,000 people.

What are you waiting for? Go on make the change, go rural and live the lifestyle!

For further information on positions available within Southern NSW log onto: http://nswhealth.erecruit.com.au/Default.aspx and select either Murrumbidgee or Southern NSW Local Health Districts To find out about what the lifestyle of our region has to offer log onto: http://www2.gsahs.nsw.gov.au/lifestyle/

APPLY ONLINE NOW!

NSW Health Service: Employer of choice 44 THE LAMP september 2011

b o o k s

NEW REFERENCE BOOK

Vital Signs: Stories from Intensive Care

Book me Essentials of Anatomy and Physiology (6th ed)

Nursing Diagnosis: Application to Clinical Practice (13th ed)

By Valerie C. Scanlon and Tina Saunders (medical illustrator), F. A. Davis (available through Elsevier Australia), RRP *$56.50 : ISBN 9780803622562 Essentials of Anatomy and Physiology presents basic anatomy and physiology essentials enhanced with new colour illustrations. This text book covers the organisation and general plan of the body, chemical reactions, and human development and will prove to be a valuable resource for nursing and allied health students.

By Lynda Juall Carpenito-Moyet, Lippincott Williams and Wilkins, RRP U$61.95 (A$*$75.90) : ISBN 9780781777926 Nursing Diagnosis: Application to Clinical Practice has been revised to incorporate the 2009/2011 NANDA-approved nursing diagnoses, and offer definitive guidance on the key elements of nursing diagnosis and its application to clinical practice.

Adult Health Nursing

(6th ed) By Barbara Lauritsen Christensen and Elaine Oden Kockrow, Mosby (available through Elsevier Australia), RRP *85.00 : ISBN 9780323057363 Adult Health Nursing includes all of the vital medical-surgical and anatomy and physiology content that is needed to know. From an introduction to A&P to discus sions of disorders by body system and be yond, this text is an indispensable reference. A companion CD includes animations and audio clips depicting physiologic processes, physical assessment video clips, an English/Spanish glossary with definitions and audio pronunciations, an anatomy colouring book, and a fluid and electrolytes tutorial.

Hearing the Person with Dementia: Person-Centred Approaches to Communication for Families and Caregivers By Bernie McCarthy, Jessica Kingsley Publishers (available through Footprint Books), RRP *$21.95 : ISBN 9781849051866 Hearing the Person with Dementia clearly explains what happens to the part of the brain the controls communication as dementia progresses, how this may affect an individual’s memory, language and senses, and how carers need to adapt their approach as a result. Advocating a person-centred approach to dementia care, the author describes methods of verbal and nonverbal communication, techniques for

Where to get this month’s 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 Reviews by NSWNA librarian, Jeannette Bromfield.

Disclaimer: Some of the items featured in Book Me are based on information received and have not been independently reviewed.

Publishers’ websites c University of New South Wales Press Ltd: www.unswpress.com.au c Lippincott Williams & Wilkins: www.lww.com c Sage Publications: www.sagepub.com/home.nav c Footprint Books: www.footprint.com.au c Elsevier Australia: www.elsevierhealth.com.au

By Ken Hillman, University of New South Wales Press Ltd, RRP *$32.95 : ISBN 9781742230955 In his book, Vital Signs: Stories from Intensive Care, Professor Hillman brings together a collection of stories from intensive care patients and provides a better understanding of ICU realities to those patients, friends and families facing end-of-life decisions. He also delves into some controversial issues such as: withdrawing and withholding treatment; the emotional and financial costs to patients, families and society in general of keeping people alive on advanced life support; and the disparities in funding received for ICUs compared with other medical services. communicating with people who can no longer speak or move, and strategies for communicating more effectively in specific situations, including at meal times, while helping the person with dementia to dress, and while out and about.

Community Health and Wellness: Primary Health Care in Practice (4th ed) By Anne McMurray and Jill Clendon, Churchill Livingstone/Elsevier (available through Elsevier Australia), RRP *$79.00 : ISBN 9780729539548 In this new edition of Community Health and Wellness: Primary Health Care in Practice, the social, cultural and political determinants that affect individual and community health are explored from a multidisciplinary perspective and are based on extensive research. Gender and cultural inclusiveness provide an essential backdrop to evidence-based policy, research and the provision of equitable health care for all. This textbook is ideal for nursing students as well as those working in the field.n *Price in Australian dollars at time of printing THE LAMP september 2011 45

“Are you recommending the

genuine MedicAlert® emblem?

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Crossword Test your knowledge in this monthâ&#x20AC;&#x2122;s nursing crossword. 1

9 10

11 12

15 16

24 25 26

27 28

31 32

across

1. Inflammation of the skin (10) 9. The outline of a part (7) 10. Formation of organs during development (10) 12. Near or beside the ear (7) 13. The amount produced (5) 15. Symptom of scabies (4) 16. White blood cell (1.1.1) 17. Incorporation of digested food into tissues (12) 19. A type of contraceptive device (1.1.1) 21. Oscillation between euphoria and depression (4.5) 22. The process of maintaining (6)

25. A personâ&#x20AC;&#x2122;s mental, behavioural or physical peculiarity (12) 26. Producing lysis (5) 28. Foreign material on the surface of a tooth (9) 29. Emergency department (1.1) 30. Immature or precursor cell (5) 32. Having feminine manner or appearance (12) 33. A unit of luminance (3) s

down

1. Haemoglobin without bound oxygen (16) 2. A relapse (10) 3. A care worker providing nursing care (1.1.1) 4. To care for a patient medically or surgically (5)

5. Cup-shaped (8) 6. Growing abnormally into flesh (7) 7. Passing in a direction toward the outer surface (12) 8. An appliance for supporting a weak joint (5) 11. Drug overdose (1.1) 14. Tamed (12) 15. Unwell, sick (3) 18. Escape of amniotic fluid (10) 20. Developing two sets of teeth (10) 23. Relating to the chest (8) 24. Bladderlike (7) 27. An elongated area (5) 31. A convulsion (3) Solution page 48 THE LAMP september 2011 47

Diary Dates

DIARY DATES

Conferences, seminars, meetings SYDNEY, Hunter & Illawarra The ‘ALERT’ Course - Acute Lifethreatening Emergencies, Recognition & Treatment, 2-day seminar 9-10 September, Westmead Hospital 25-26 Nov, Wests Mayfield, Newcastle. Contact: (03) 9390 8011 or info@criticalcare. edu.au, www.criticalcare.edu.au Skin Care & Oral Hygiene 13 Sept, 11am-3pm, Bloomfield Hospital, MHECRAP/ Ward 22, Forest Rd, Orange or 14 Sept, 11am-3pm, Holy Trinity Anglican Church, 158 Brisbane St, Dubbo Contact: Amy Keogh, 6841 5555, 0427 150 649 (Sept) The Whitlam Musculoskeletal and Rehabilitation Symposium 20 September, 2-6pm, Conference Room 3, Education Centre, Liverpool Hospital Contact: Maria Lingam, maria.lingam@ sswahs.nsw.gov.au or Lynette McEvoy, lynette.mcevoy@sswahs.nsw.gov.au or 8738 3886 Enrolled Nurses Professional Association Annual Conference 22-23 September, Armidale Cost: $240. Contact: 1300 554 249 Nurses Christian Fellowship Australia in NSW Workshop – ’Cultural Issues in Nursing’. Facilitator Dr. Lydia Tan 27 September, 7.30 pm, Shalom Centre, 157-163 Balaclava Road, Marsfield Contact: Jane, 0412 862 776, ncfansw.org Paediatric Continence Interest Group 18 October, 1-4pm, Paraquad Building, 6 Holker Street, Newington Contact: Marilyn Woodcock 87415699 or cfansw@optusnet.com.au. PAIN – More than a symptom Professional development one-day conf.

21 Oct 2011, Lilyfield NSW. 4.5 Continuing professional dev hours. Contact: Sonia Markocic, 4253 4426, Sonia. Markocic@sesiahs.health.nsw.gov.au Riding The Waves of Change, Nursing & Midwifery Unit, Managers’ Society of NSW 21 Oct, Citigate Hotel, Thomas St, Sydney Contact: numsexecadmin@optusnet.com.au Basic & Advanced Cardiac Life Support 1-day Update 29 October, Westmead Private Hospital. Contact: (03) 9390 8011 or info@criticalcare. edu.au, www.criticalcare.edu.au Anaesthesia & Post-Anaesthesia Care Nursing 2-day seminar 18-19 November, Westmead Hospital. Contact: (03) 9390 8011, info@criticalcare. edu.au or www.criticalcare.edu.au The ’ALERT’ Course – Acute Lifethreatening Emergencies, Recognition & Treatment 2-day seminar 25-26 Nov, Wests Mayfield, Newcastle. Contact: (03) 9390 8011, info@criticalcare. edu.au or www.criticalcare.edu.au REGIONAL Three Bowl Triples Tournament 16 Sept, 9am, St John’s Park Bowling Club Contact: Paul.Sillato@swsahs.nsw.gov.au Midwives on the Tweed (Subbranch of ACM), ‘Broadening our Horizons’, 9th Annual Education Day 24 October, Tweed Heads Bowls Club Contact: Janeen Brennan, 07 5590 5448 or Jenni Sullivan, 07 5524 8142 or midwivesonthetweed@iprimus.com.au Interstate and overseas Understanding Blood Results Birmingham: 26-27 Sept; Dublin: 17-18 Nov; London: 6-7 Dec; Manchester: 8-9 Dec Contact: bookings@mkupdate.co.uk, 017687 73030

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48 THE LAMP september 2011

Hospitals, Aged Care Facilities, Community

Diary Dates is a free service for members. Please send diary date details, in the same format used here – event, date, venue, contact details, via email, fax and the web, before the 5th of the month prior, for example: 5 May for June Lamp. Send information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667 50 O’Dea Ave, Waterloo NSW 2017 Please double-check all information is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event. Perioperative Nurses’ Association Queensland Inc (PNAQ Inc) Annual Conference 2011 29 September-1 October, RACV Royal Pines Resort, Gold Coast Contact:pnaqconference@arinex.com.au Website: www.pnaqconference.net.au The ECG Workshop Dublin: 3-4 Oct; Birmingham: 10-11 Oct; Liverpool: 20-21 Oct; Glasgow: 5-6 Dec Contact: bookings@mkupdate.co.uk, 017687 73030 7th European Congress on Violence in Clinical Psychiatry 19-22 Oct, Clarion Congress Hotel, Prague Contact: info@oudconsultancy.nl 7th International Meeting On Intensive Cardio Care 31 Oct-1 Nov, Tel Aviv, Israel Contact: 972 2 6520574, conventions@isas. co.il, www.isas.co.il//cardiac-care2011 2011 International Symposium on Reducing Child Mortality 15 Nov, Melbourne Convention Ctr Rm 207 Contact: alexandra.brown@sydney.msf. org, childmortality.msf.org.au 3rd Rural & Remote Mental Health Symposium 14-16 Nov, Mercure Hotel, Ballarat VIC. Contact: Laura Hancock, ruralhealth@ anzmh.asn.au, www.anzmh.asn.au/rrmh11 Evidence Based Rehabilitation 19 November, London Contact: bookings@mkupdate.co.uk, 017687 73030, www.mkupdate.co.uk/ acatalog/Allied_Health_Professionals.html The Future Role of Support Workers in Perioperative & Critical Care 24 November, Manchester Contact: : www.mkupdate.co.uk

Reunions Dorrigo Hospital 75th Anniversary Reunion 10 Sept. Contact: Annette Clark, 6657 3288 or neilannetteclark@bigpond.com Mount Warrigal Nursing Home Reunion 17 September, 3-12pm, Seaspray

Due to high demands on the page, some dates, too close to publication or too far in the future, may be cut. Only Diary Dates with an advised date and contact person will be published. Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special inte rest group, you must send information about your event as above. Diary Dates are also on the web – www. nswnurses.asn.au/events

Send us your snaps If you’re having a reunion, send us some photos and any information from the night, and we’ll try to publish them. Function Centre, Beach Rd, Shellharbour. Contact: Jeanette van Hees, 0402 811 208, 4297 3027 or Kathy Breeze, 4256 3645 Sydney Hospital Graduate Nurses Annual Reunion Lunch 5 October, 12noon, Parliament House – Macquarie Street, Sydney Contact: Jeanette Fox, 4751 4829 RPAH PCB Oct 1981, 30 year reunion 8 October Contact: Jenny Grout, 0438 112 163; Tracey Lown, 0401 997 126; Linda Carmichael, 0418 989 549 Mater Graduates annual Reunion Mass and Lunch 16 October Contact: Christine Kirby, 0414 550 419 St George Hospital Annual Reunion Lunch 22 October, 11.30am, Grange Rm, Lvl 1, St George Leagues Club, Princes Hwy, Kogarah Contact Judith Cornell, 9502 2946, jcornell@netspace.net.au Charles Sturt University Bathurst 1989-1991 Reunion 5 November, 7pm, Church Bar, Bathurst Contact: Grant Frecklington, 0418 610 288 St Vincents Hospital Darlinghurst January and March 1972 PTS 40-year Reunion Feb 2012. Contact: Jennifer Purcell 0418944320 jennacell86@gmail.com RPAH April 1979 Grad. Reunion April 2012. Contact: Jane Howland, 6581 3381

Crossword solution

Wound care at Monash The flexible way to specialise Extending your expertise has never been easier with Monash Universityâ&#x20AC;&#x2122;s suite of wound care courses. Because most of our wound care units are offered online, you get to study at one of Australiaâ&#x20AC;&#x2122;s leading universities without the need for regular on campus attendance. Study is flexible, you can take a single unit or complete the Graduate Certificate, the Graduate Diploma or the Master Degree. For more info visit www.pharm.monash.edu.au or call: (03) 9903 9635. Applications for semester 1 2012 close on 25 November

Looking for a sea or tree change? We are situated in Wauchope, close to the endless beaches and glorious hinterland of the Mid North Coast NSW. Wauchope is a friendly rural town, with a strong community, an idyllic lifestyle and sub tropical climate. The district is famous for its spectacular scenery,

restaurants, boutiques, wineries and water activities on the beautiful Hastings river. If you are a Registered Nurse with an interest in Aged Care, we would be delighted to talk to you about joining us. Contact Helena Lawrie on 02 6585 2811 or email Helena.Lawrie@bundaleer.org.au

CRICOS Provider: Monash University 00008C

THE LAMP september 2011 49

NURSING FRANCHISES

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Master of Medicine and Master of Science in Medicine (Psychotherapy) course 2011 – 2012 University of Sydney

The University of Sydney, through the Department of Psychological Medicine, Westmead/Cumberland Campus, is offering a 3-year part-time course of training in psychodynamic psychotherapy, leading to a Master of Science in Medicine (Psychotherapy) or Master of Medicine (Psychotherapy) degree. The program is being made available to both medical graduates and non-medical graduates in the health sciences. This course provides a unique opportunity to students to gain in-depth training in psychodynamic psychotherapy and an academic qualification that is recognised by major professional psychotherapy organisations in Australia. Intensive supervision of the candidates' own psychotherapeutic work forms the major component of the course work. Lectures, seminars and supervision take place on Thursday mornings. A treatise is required at the end of the course for completion of the degree. The course is open to Psychiatrists, Psychiatrists in Training, Medical Practitioners, Psychologists, Social Workers, Mental Health Nurses and allied practitioners with a basic degree in the health sciences, who have clinical experience working in the Mental Health field and who are professionally registered with professional indemnity allowing them to practice in NSW. The number of places in the course is limited. Course Fee: $5,160.00 per semester (approx.) th Applications Close Definitely on 30 November 2011 Inquiries and application forms can be obtained from: Dr A. Korner / Dr L McLean, Tel 9840 3335 Fax: 9840 3572 (Electronic enrolment with The University of Sydney (extra application form required and obtained by the above contacts). E: michelle.phillips@swahs.health.nsw.gov.au •

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Are your workmates or friends members of the NSWNA? Why not ask them. And, if not, invite them to sign up. Like you, they need the security of belonging to a strong and dynamic union. Not only will you be building your union by signing up new members, you and a friend could win this fabulous cruise to the Great Barrier Reef. The more members you sign up, the more chances you have to win! Prize includes return airfares for two from Sydney, a seven-night cruise of the fabulous Barrier Reef in a stateroom on the beautiful Coral Sea Princess Cruises. Multi-award-winning Coral Princess Cruises will introduce the lucky prize winner to Australia’s most famous natural wonder: the Great Barrier Reef. With over 28 years’ experience and an unrivalled reputation for cruising excellence, their exclusive itineraries

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HURRY! Call the Association now for a recruitment kit and recruitment incentive scheme details. Phone 8595 1234 (metropolitan area) or 1300 367 962 (rural) or go to www.nswnurses.asn.au RECRUITERS NOTE: nurses and midwives can now join online! If you refer a new member to join online, make sure you ask them to put your name and workplace on the online application form. You will then be entitled to your vouchers and draw/s in the NSWNA Recruitment Incentive Scheme.

THE LAMP september 2011 51

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