The Lamp March 2008 by NSW Nurses and Midwives' Association

lamp the

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

Print Post Approved: PP241437/00033

volume 65 no.2 March 2008

Do you know a remarkable nurse? Host ed b y Kim

Watk ins

Special gu e s t p erforma by Kat nce

e Ceber ano

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2 THE LAMP MARCH 2008

Kim Watkins and Kate Ceberano appear by arrangement with Saxton Management Group Pty Ltd

ABOUT THE LAMP

C O N T E N T S

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

Cover story

lamp the

magazine of the NSW Nurses’ Association

volume 65 no.2 March 2008

Fair conditions. Fair pay. Nurses Stay. It’s that simple 14 Print Post Approved: PP241437/00033

Cover NSWNA launches its 2008 pay campaign. Photography by Fiora Sacco

NSWNA COMMUNICATIONS MANAGER Noel Hester T 8595 2153 NSWNA COMMUNICATIONS ASSISTANT Russell Burns T 8595 1219 For all Lamp editorial enquiries, letters and diary dates: Editorial Enquiries T 8595 1234 E lamp@nswnurses.asn.au M PO Box 40 Camperdown NSW 1450 THE LAMP PRODUCED BY Lodestar Communications T 9698 4511

News in brief

NSWNA matters

8 8

Midwifery workload tool to be tested Apology should help close gap in life expectancy 9 Numbers up for nurses 9 English testing for overseas graduates 9 Facebook bans another union member 11 Women still losing out, here and abroad 12 Broken Hill banks on youth 13 Nightingales hang in Macquarie St

36 A second honeymoon, thanks to Direct Debit

NSWNA education program

Regular columns

13 What’s on this month

Agenda 21 Invest in nurses and save our health system

Industrial issues 24 WorkChoices winds back but the dangers remain 26 Beds closed, nurse cuts ... Where do patients go? 30 Staffing win at new Bathurst Hospital 33 Better deal at Dalcross

Workloads 28 More nurses for Grafton 29 Byron Bay nurses fed up with paperwork

Special people 39 Biking it saves mothers and babies

Lifestyle 42 Movie reviews 44 Book me

Editorial by Brett Holmes 6 Your letters to The Lamp 41 Ask Judith 47 Our nursing crossword 48 Diary dates

37 Win two nights in Hunter Valley luxury

Special offers 42 25 double passes to see The Black Balloon and The Secret of the Grain, 20 double passes to Paranoid Park, 50 double passes to Closing the Ring and 4 Green Wing DVD packs.

35 Back to nursing after 30 years

THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Coonabarabran District Hospital Jonathan Farry, RPA Hospital Mark Kearin, Wyong Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Peg Hibbert, Hornsby Hospital ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE - LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au THE LAMP ISSN: 0047-3936

Competition

Professional issues

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

General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44. Individuals $60, Institutions $90, Overseas $100.

FIJIAN HOLIDAY You and a friend could be jetting off from Sydney return on Air Pacific to Denarau Island in Fiji for 3 luxurious nights at the Radisson Resort Fiji. After your relaxing 3 days in a Pacific Lagoon Guest Room, you and your guest will then enjoy a Blue Lagoon Cruise aboard MV Mystique Princess for a 4-day, 3 night Gold Club Cruise. All onboard meals, cruise entertainment and shore excursions are included in this exciting prize. HURRY! Call the Association now for a recruitment kit and recruitment incentive scheme details. Ph: 8595 1234 (metropolitan area) or 1300 367 962 (non metropolitan area) or go to www.nswnurses.asn.au

4 THE LAMP MARCH 2008

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

Seize the moment and save our system g Two critical processes are now in play which will open a rare window of opportunity for the Iemma government to solve the recurrent crises in our public hospitals.

irstly, the Special Commission of Inquiry will throw an objective eye over the continuous breakdowns in the public health system (see page 21). And, secondly, the NSWNA claim for improved pay and conditions for nurses and midwives provides a onceevery-four-year chance to make nursing more attractive (see page 12). The state government should seize this moment and, once and for all, deal with the systemic problems in our public health system. Our claim is about delivering the people of NSW the world-class public health system they deserve. Report after report from diverse and respected sources paints a consensus about key features of the system: nurses are the glue that holds the system together; there is a chronic nurse shortage; workloads are overwhelming and burnout widespread. Nationally-coordinated workforce planning, which requires foresight and resources, has been abysmal. Nurses inside the system are barely hanging on and nurses who have left are unlikely to return while the job is too demanding. Yet high-quality patient care is reliant on access to skilled, experienced nurses. It is our view that making the nursing profession more attractive to those still working inside our pubic health system and to those with the skills and experience who can be attracted back to the system is the key to solving the crises in health. Without their support new and less experienced nurses don’t stay. Our claim, therefore, unashamedly focuses on retaining and rewarding

experienced nurses. It advocates increasing the number of CNEs to provide support to new nurses entering the health system. It calls for the right balance between permanent and casual nurses. It is about fair conditions and fair pay so nurses stay.

symptoms of failure rather than the causes. I urge members to use this opportunity seriously and constructively to help identify the underlying causes of problems in our public health system and make suggestions about solutions. If you think you have a worthwhile contribution to make, I encourage you to make contact with the Association to seek advice and assistance (see page 23).

Joe Hockey’s awful truth Well, now we know the truth. ‘When I took over the job I don’t think many ministers in the cabinet were aware that you could be worse off under WorkChoices and that you could actually have certain conditions taken away without compensation,’ Joe Hockey recently told the ABC’s Four Corners. This admission is truly incredible. For two years the Liberal Party spent $120 million of taxpayers’ money on advertising telling us the complete opposite – that your rights at work were protected by law. Right up until the federal election, Hockey and the rest of the Liberal Party were strident in their condemnation of the union movement’s campaign in defence of workers’ rights, describing it as deceitful and dishonest. We are now entering into a pay campaign in the public health system where we still have the benefits of the NSW IR system, which maintains many rights such as independent arbitration should it be necessary. On the other hand, our members in private hospitals and aged care are still living with the legacy of WorkChoices and will be for some time yet with the Liberals still holding a majority in the Senate. Until these noxious laws are completely erased the Your Rights At Work campaign will not be over. In fact, it has taken on a new phase aimed at strengthening workers’ voices by joining unions. Nurses’ Rights at Work Worth Fighting and joining for. n

The NSWNA claim for improved pay and conditions for nurses and midwives provides a once-every-four-year chance to make nursing more attractive. Inquiry is an opportunity to look at the underlying causes of failure The NSWNA welcomes the Special Commission of Inquiry into the public health system. This is an opportunity for an independent and respected person to thoroughly look at the health system and identify the systemic issues that lead to breakdowns. Too often these breakdowns are highlighted by the media need for a sensational headline and the focus is on the

THE LAMP MARCH 2008 5

L E T T E R S

LETTER of the month Diane Lang

Laura Sheridan

Time to change aged care regulations

Nothing glamorous about ED

Elderly patients with high care needs in hospitals significantly impact on nurses’ workloads. But when they leave hospital, where do they go? Scores of patients end up in high care nursing homes where the staffing levels are greatly reduced and expectations regarding delivery of care are exceedingly high. Patients become residents, the resident’s bed becomes their home, and nursing staff become the extended family. However, because they now live in a home environment, nursing homes have to deliver additional services considered extra within a hospital. They must supply a full laundry for personal clothing and linen, three meals and three snacks a day, lifestyle officers seven days a week to offer entertainment, physiotherapy, transport and staff to visit specialist appointments, just to name a few. Nurses work 24 hours a day delivering the same care found in hospitals concerning wound and pressure care, pain management, nutritional needs and managing difficult behaviours. Aged care nurses are expected to have the residents up most days, showered and dressed so they can attend the different activities, as this directly relates to increased funding and funding is paramount to the management of nursing homes. They are expected to deliver the same quality

I write in response to ‘name withheld’ commenting on aged care workers in the December issue of The Lamp. I have worked in an extremely busy emergency department for eight years and can truly say that it is certainly not ‘glamorous’. It is an area that is constantly understaffed due to stress and increasingly unmanageable workloads. Staff are constantly going home after a shift physically and mentally exhausted. A position that I am currently working in is in the corridor of the ED. I have four stretchers that I use to offload ambulance patients when we are full, so that ambulances can be released to attend more jobs in the community. I am on my feet for 10 hours and a good shift is when I manage to sit down for 30 minutes and get home on time! I have nothing against nurses working in aged care (I used to work in a nursing home myself), but the workloads, if we are comparing, is truly like apples and oranges. Nurses in aged care are not subject to the kind of high-acuity patients that we are presented with on a daily basis. Also, a lot of nurses working in EDs are Advanced Clinical Nurses who are able to carry out ‘standing orders’ to expedite treatment. For example, inserting IVs, collecting blood and sending to pathology, administering analgaesia – be it Panadeine Forte or morphine, applying backslabs and even ordering X-rays. All this is done sometimes before a patient is even seen by a doctor and at no extra pay. I am also increasingly concerned about the amount of inappropriate nursing home referrals presenting to EDs. There seems to be very little clinical experience, with a lot of RN’s working in nursing homes, with many patients presenting for catheter changes and administration of IV antibiotics. GP referrals from nursing homes are also abundant and usually the patients are ‘assessed’ over the phone via the RN on duty. I am well aware that people over the

of care found within hospitals, but at a vastly reduced cost. Facilities are now being built to impress the public and give the impression of being high-quality, functioning in accordance with government’s accreditation requirements. Government funding allows facilities to spend how they see fit, often leading to a reduction in staffing levels to the bare minimum to make ends meet or to boost the profit margin. Private, community or non-profit nursing homes are heading towards the unenviable pathway of the United States – user pays. The front door might look grand, but once it is opened you will find overworked and underpaid nurses and a skill mix that is unsuitable. Aged care nurses constantly find ways to make ends meet, but while ever they accomplish the impossible the government will close their eyes to the need for change. We need to stand up and make a noise so that the new Federal Government acknowledges that the relevant legislation needs to be changed. They need to look at staff to resident ratios, licensing of AiN and CSE, and an increase in government funding for nursing homes to deliver the care our elderly population deserves. Diane Lang, Imlay House Nursing Home Diane Lang won the prize for this month’s letter of the month, a $50 David Jones voucher.

LETTER of the month

EVERY LETTER PUBLISHED

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

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6 THE LAMP MARCH 2008

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Got something to say?

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

age of 65 years do get sick as mentioned in your letter, but a lot of them are definitely not an emergency. Many times I have triaged a nursing home patient with chronic leg cellulitis at 3am! Our emergency departments are bursting at the seams and a lot of these elderly patients who present are not critical, but take up a lot of time. We are not able to sit these elderly patients in the waiting room, so they end up in acute care beds that could be utilised for higher priority patients. They also tend to arrive by ambulance thus pressure is placed to release these crews back into the community – hence the need for more beds arises. I believe in Sydney there is a position that exists whereby a clinical nurse facilitates between nursing homes and GPs to provide the best possible outcomes for these patients, with a lot of times requiring them not to present to already full emergency departments. Apparently, this position has greatly reduced the number of presentations to emergency departments. While I totally agree that aged care nurses deserve respect and funding, placing them in the same category as acute care nurses would not be fair or justified. I say to ‘name withheld’, just pop into your nearest major referral ED and get a taste of what acute care nursing is about. It will definitely be an eye opener for you and you will totally understand and see what we are trained to do. Laura Sheridan, RN/CAN, Wollongong ED

Long service must be rewarded too Dear Mr Rudd, Your government is to be commended for flagging health reform as a top priority, in particular recognising the need to increase the number of registered nurses and registered midwives working in the public hospital system. The government’s scheme to offer nurses and midwives a monetary incentive to return to the workforce is to be applauded. As noted by Brett Holmes, General Secretary of the NSW Nurses’ Association, the monetary incentive to get nurses and midwives back into the workforce may seem unfair to those of us who have stayed in the system. I am a clinical nurse consultant and have been working for 43

years – having only had two six-month breaks in that time to have babies. Many of my colleagues can tell similar stories. What reward is there for people such as myself, who are nearing retirement, many of us having little superannuation? Should we leave the workforce for 12 months and then return to the public health care system to enable us to be eligible for the $6,000? When I started nursing in 1963, I earned five pounds per week. Due to an active NSW Nurses’ Association, nurses’ and midwives’ wages and conditions have improved considerably since then. Having come through a hospital-based training system some years ago, I recognised the need to upgrade my skills and returned to study at my own expense and I am pleased to say I hold a Bachelor of Nursing degree. During the time I was studying, I was a single parent and raised four children. I believe there is inequality in offering nurses and midwives $6,000 to return to the workforce without offering some monetary reward to those of us who have stayed with the health care system and coped with working overtime, double shifts, poor working conditions, upgrading our nursing and midwifery skills in our own time at our expense. There needs to be some financial reward at least for those who have completed 20 years or more in the system – no doubt all working in the public hospital system at present would say they are entitled to and deserve extra financial reward. I am sure there have been many critical reviews done as to why nurses and midwives have dropped out of the public health care system. What guarantee is there that those nurses and midwives returning to the workforce will not bring with them the same issues that caused them to drop out of the workforce in the first instance? Unless these issues are resolved, offering financial incentives to get nurses and midwives back into the workforce will only be a ‘band-aid’ solution and it will be those of us who have stayed who will have to support and prop up these colleagues in our day-to-day work – yet we will not earn any extra or be given a financial incentive. If we want more nurses and midwives in the public health care system, our working conditions need to improve.

We need to know we do not have to work overtime, we need to feel heard when we need more staff, extra support needs to be given to encourage staff to do further study – but not at their own expense or in their own time. And we need an increase in pay. Diane Hurt, CNC, John Hunter Hospital

Timely win A huge thank you to the Association for the Christmas giveaway competition. I was one of the lucky winners to my great surprise and joy! It couldn’t have come at a better time. I am currently on leave recovering from a dislocated shoulder, which has put me ‘out of action’ for a while and left my workplace ‘short’ over the busy Christmas period. So it was really special to receive the Innoxa gift set. Kerry Morrow, CNS, Mullumbimby Hospital Wow, I have just picked up my prize from the Post Office! Thank you so much. I could smell the Innoxa products before I opened the parcel! They are beautiful. I will have a lovely pampering time using them all. Thank you again and Merry Christmas to all the team. Gillian Taylor, RN, Sutherland Hospital

THE TROUBLE WITH TUESDAYS

You may be finding it hard to talk to our information officers on Tuesdays. This is because Tuesday is the one day of the week when all our staff are in the office for staff and team meetings. These meetings are essential for information distribution and planning activities. If at all possible, please don’t ring on this day as there can be considerable delays. But if you need urgent assistance, you will get it. Our information department receives approximately 900 calls per week, and the phones are ringing hot from 8am to 5.30pm. We are working hard to meet your needs and thank you for your patience. Call 8595 1234 (metro) or 1300 367 962 (non-metro). THE LAMP MARCH 2008 7

After delivering the official apology to the Aboriginal people, Prime Minister Kevin Rudd was hugged and kissed by members of the stolen generation.

N E W S I INN BBRRI IEEFF

MIDWIFERY WORKLOAD TOOL

TO BE TESTED greement has been reached for a project to trial a modified Birthrate Plus in 20 NSW hospitals. Birthrate Plus is a framework for workforce planning and strategy making and has been used extensively in UK maternity units. Birthrate Plus has been modified to reflect the NSW experience. The department has agreed to boost the weighting given to fulltime postgraduate student midwives.

Midwives are reminded to use Clause 53 Reasonable Workloads for Nurses to resolve workload issues. ‘This disagreement was the final stumbling block to rolling out Birthrate Plus for widespread testing in NSW,’ said Judith Kiejda, Assistant General Secretary of the NSW Nurses’ Association. ‘This issue is now resolved, with the Department agreeing that the weighting given to full-time postgraduate student midwives is 0.5 full-time equivalent,’ she said. ‘The Department’s original position was that the weighting given to full-time postgraduate student midwives was 0.7 full-time equivalent.’ Judith said the union and department had spent about 18 months negotiating local adaptations to the UK-designed Birthrate Plus. ‘The aim of this project is to determine whether Birthrate Plus as modified should be adopted in NSW. ‘Testing could take a year or more, but there is no point in putting in place a workload calculation tool that turns out to be incorrect and unworkable.’ Midwives are reminded to use Clause 53 Reasonable Workloads for Nurses to resolve workload issues. 8 THE LAMP MARCH 2008

Apology should help close gap in life expectancy

he apology to the indigenous stolen generations should lead to heightened efforts to close the 17-year gap in life expectancy between Aboriginal and nonAboriginal children, NSWNA General Secretary Brett Holmes says. He says the NSWNA supported the apology as a means of moving the nation forward and creating more respectful relationships between indigenous and non-indigenous Australians that are necessary to achieve better outcomes for Aborigines, including in health care. ‘As Prime Minister, Rudd has acknowledged Aboriginal child mortality rates are “obscenely” high,’ Brett said. ‘Nurses play a key role in delivering health services to indigenous people throughout Australia and therefore the Association strongly supports all efforts to improve their health outcomes.’ The term stolen generations refers to Aboriginal and Torres Strait Islander Australians who were forcibly removed from their families and communities by government, welfare and church authorities as children and placed into institutional care or with non-indigenous foster families.

The forced removal of Aboriginal and Torres Strait Islander children began as early as the mid 1800s and continued until 1970. ‘This removal occurred as the result of official laws and policies aimed at assimilating the indigenous population into the wider community,’ Brett said. ‘The stolen generations should not be confused with other government policies which aimed to help Aboriginal children from remote areas to go to school with their parents’ full consent. ‘It should also not be confused with the removal of indigenous and non-indigenous children from dysfunctional families under welfare policies that continue to apply today.’ Brett pointed out the 1997 Inquiry into the Separation of Aboriginal and Torres Strait Islander Children from their Families found the forced removal of children had lifelong and profoundly disabling consequences for those taken and negatively affected the indigenous community. ‘The Bringing Them Home report recommended that the first step in healing is the acknowledgment of truth and the delivery of an apology by the Australian government on behalf of previous Australian governments that administered this wrongful policy.’ n

NUMBERS UP

FOR NURSES here are nearly a quarter of a million nurses practising in Australia but they are getting older and working longer hours, according to a new study. The Australian Institute of Health and Welfare found there was a significant jump in the amount of nursing being done between 2001 and 2005.

There are nearly a quarter of a million nurses practising in Australia but they are getting older and working longer hours. The Institute’s Nursing and Midwifery Labour Force Report estimated there were 244,360 nurses practising in Australia in 2005 – 198,315 registered nurses and 46,044 enrolled nurses. Their average weekly working hours had increased from 30.7 to 33 and the average age of practising nurses was 45, against 42 in 2001. The rise in average hours, coupled with a 7% jump in numbers, resulted in nursing supply rising by 10%, according to the report.

ENGLISH TESTING

FOR OVERSEAS

GRADUATES ears that poor language skills could jeopardise patient safety have led to a compulsory English test for new nurses who have spent less than two years studying in Australia. The requirement became effective in February but the Nurses’ and Midwives’ Board said it had no plans to introduce a retrospective test.

ED BANN

Facebook bans another union member

acebook, the social networking website, promotes itself as ‘a social utility that connects you with the people around you’. But not if you are an active union member, it seems. Facebook recently slapped a ban on Derek Blackadder, from Canada’s largest union, the Canadian Union of Public Employees. Derek had been using the website as a tool to organise support for groups of workers needing solidarity and assistance from other workers. Facebook’s reason for the ban? The website’s anonymous controllers claimed Derek was trying to add too many friends to his site, and closed his account with no right of appeal. It wasn’t the first time Facebook had shut out union members. Another Canadian union, which used Facebook to try to organise casino workers was shocked to find their Facebook account had been closed. When they asked for an explanation, they were told they were an organisation, not an individual, and weren’t allowed to have an account. The union pointed out that companies were allowed to have Facebook accounts, but this reasoning fell on deaf ears. Earlier a South Korean union, which used Facebook to mobilise members and potential members, lost all details when the website shut them out. A British-based union website, LabourStart, heard about Derek’s case and

launched a Facebook group to sign people up to protest against the ban. Within eight hours, almost 2,400 people had signed up and Facebook eventually was forced to remove the ban. Facebook claims 59 million active users around the world and two million new ones join each week. Facebook’s fabulously wealthy owners have hit on a gold mine, selling personal information about Facebook users to the world’s biggest corporate advertisers. Facebook’s advertising racket hit a snag recently after some users were notified that one of their friends had made a purchase at an online store. More than 46,000 users reacted to this intrusive level of advertising by signing a petition headed ‘Facebook! Stop Invading My Privacy!’ But as its anti-union stance suggests, Facebook is about more than making truckloads of money. The people behind the business ‘have a clearly thought out ideology that they are hoping to spread around the world’, according to a recent report by Tom Hodgkinson in the UK Guardian newspaper. Hodgkinson says ‘the real face behind Facebook is the 40-year-old Silicon Valley venture capitalist and futurist philosopher Peter Thiel’, a member of a ‘neo-conservative pressure group’ called Vanguard.Org. Vanguard.Org calls itself ‘an online community of Americans who believe in conservative values, the free market and limited government’ and describes its policies as ‘Reaganite/Thatcherite’.n THE LAMP MARCH 2008 9

n Draw 30 June 2008

SWITCH TO DIRECT DEBIT AND WIN An 8 Day Escape for Two to WA’s Stunning Margaret River

witch to direct debit and go into the draw to win a week of sheer relaxation and indulgence at one of Australia’s ﬁnest holiday destinations, Margaret River.

Our lucky direct debit winner will have the opportunity to unwind in luxury accommodation and explore jewelled caves, stunning forest, some of the world’s best beaches and great walking tracks. You can also enjoy the cosmopolitan side of the Margaret River Wine Region, exploring its boutique wineries and food producers, local arts and crafts, fabulous restaurants and live music and festivals. The prize includes return tickets for 2 from Sydney to Perth; 8 day car hire from Avis; 2 nights accommodation in Perth at Holiday Inn Burswood; 4 nights deluxe accommodation at Quest Margaret River serviced apartments; 2 nights accommodation at the Riverglen Chalets plus a bottle of Margaret River Wine and chocolates on arrival; a one-day tour of Margaret River Vineyards by the Wine for Dudes Tours; free entry into the Spectacular Caveworks Caves of Margaret River and the Cape Leeuwin Lighthouse; and 2 cases Minot Margaret River wines.

10 THE LAMP MARCH 2008

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

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Women learning to read in East Timor. This group of adult women started last year with a basic reader and are now able to read proper articles and books.

Women still losing out, here and abroad

ne day a year women’s issues take centre stage – 8 March, International Women’s Day. It seems the rest of the year we are less visible. When the new member for Bennelong, Maxine McKew, made her maiden speech to Federal Parliament, she drew attention to the continuing inequities women faced in the workforce and the impact this had on their quality of life. Women too often carry the burden of social inequities, according to Union Aid Abroad’s Catherine Coorey. ‘Of the world’s poorest people, it is estimated that 70% are women. ‘The reasons for this are many, but Union Aid Abroad is working to redress this appalling gender imbalance, with almost three-quarters of our projects aimed at improving opportunities for women and, by doing this, improving their families’ lives too. ‘We work with local women’s groups to best deliver programs that women really want,’ she said. Here are a few of Union Aid Abroad’s projects that focus on women: c EAST TIMOR – Literacy Education for rural women. Around two-thirds of adult women in East Timor have never attended school. Consequently, most rural women over 50 years of age are functionally illiterate. Union Aid Abroad has been assisting a women’s organisation, the Grupo Feto Foins’ae Timor Leste, (GFFTL) to conduct literacy and income generation training for these women.

VIETNAM – Countering the Trafficking of Women. The combination of rural poverty and the increased demand for women in China have made Vietnam a 'catchment' area for trafficking. This is especially the case for women and children in Hai Duong, close to the Chinese border. Women in Hai Duong are recruited by promises of a better life, a lucrative job, or marriage to a wealthy man. Working with the Hai Duong Women’s Union, this project aims to alert the community to the realities of trafficking, and assists women who have returned from being trafficked to rebuild their lives. LAOS – Skills training for women. Laos is one of the poorest countries in Asia. With the Lao Women’s Union, Union Aid Abroad support economically disadvantaged women in acquiring skills such as tailoring, food processing, fish and frog raising and hairdressing that can assist them to generate income to support their families. ZIMBABWE – ‘Moving Kitchens’ project with AWC. We support the Association of Women’s Clubs in getting desperately needed food to women and children and those displaced by political violence or excluded from receiving food aid by the ruling party. AWC can reach vulnerable communities where local women arrange collective cooking and distribution. The kitchens move each day to avoid government interference.

INDONESIA, ACEH – Skills training. Union Aid Abroad-APHEDA is working with local partners in Aceh to provide vocational skills and small business management training to men and women affected by the 2004 tsunami and the decadeslong military conflict. Vocational training courses include tailoring, embroidery, sewing machine maintenance and repair, fish processing, wedding set making, organic agriculture, literacy and handicraft. c LEBANON – Early Childhood training for Palestinian refugee children. Union Aid Abroad support the Women’s Humanitarian Organisation’s early education centre in Burj el Barajneh refugee camp in Beirut. The Centre enables mothers to go to work and provides children with the best start for their education – Palestinian refugee children must be literate in Arabic, English and basic maths by age 6 in order to attend UN schools. NSWNA Assistant General Secretary Judith Kiejda said the NSWNA strongly supports Union Aid Abroad’s projects, including a $2,000/ month contribution to the project in Aceh. ‘NSWNA members can remember women all year round by supporting these or our other projects. Or you can join up to become a regular monthly donor – a Global Justice Partner,’ said Catherine. To support Union Aid Abroad’s projects or become a Global Justice Partner, go to www.unionaidabroad.org.au n THE LAMP MARCH 2008 11

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Broken Hill banks on youth Photo courtesy of The Barrier Miner

Broken Hill pilot program is trying to identify potential nurses at high school and put them on a career pathway. Year 7 to 12 students at Broken Hill and Willyama High Schools apply for positions with the Nursing Academy. Successful applicants get a taste of the real thing, touring the local hospital and getting down to the business of suturing, dressing wounds and taking blood pressure in its clinical skills laboratory. Their efforts are supervised by registered nurses. Rural Health director of primary care, Deb Jones, said last yearâ&#x20AC;&#x2122;s pilot program had been a big success, with supportive responses from Broken Hill ward staff and patients. The Academy is a joint University of Sydney, Broken Hill Department of Rural Health, Greater Western Area Health

12 THE LAMP MARCH 2008

Shelby Cooper (left) and Sharelle Kickett are supervised by director Primary Health Care, Deb Jones (centre).

Service and Maari Ma Health Aboriginal Corporation initiative. It aims to identify potential nurses so that, by Year 10, they can be guided into appropriate subject

choices and receive other support towards a possible future in nursing. An extended program will operate in Broken Hill this year.n

Here comes the Queen ... nurses greet Queen Elizabeth in 1954.

Nightingales hang in Macquarie St

hotos of some of NSW’s first nurses are at the centre of a Sydney Hospital exhibition that recalls an era of ‘obedience, hard work and service’. The display at The Mint in Sydney’s Macquarie Street honours 140 years of modern nursing in the state. The exhibition brings together, for the first time, a rare collection of historical artefacts and early photographs of nurses, matrons, hospital staff, wards and operating theatres from Sydney Hospital’s Lucy Osburn/Nightingale collection. Osburn arrived in Sydney in 1868 as ‘Lady Superintendent’ of what was then the Sydney Infirmary. With five other trained nursing sisters, she had been

dispatched by Florence Nightingale in response to an appeal from Henry Parkes, who would go on to become Premier of New South Wales. Osburn set out to reform nursing within the hospital based on Nightingale’s values. She introduced uniforms and strict hygiene standards, and set the foundations for formal nurse training. Seen as a vocation rather than a profession, nursing was based on the pillars of obedience, service and hard work – principles strongly enforced by a rigid hierarchical structure headed by the formidable hospital matron. The exhibition, which runs until 11 April, was opened by Sydney Lord Mayor, Clover Moore. It is open to the public Monday to Friday and entry is free. n

s Leadership Skills for the Aged Care Team 6 March, 3 April, 1 May, 29 May, Camperdown, 4 days A 4-day workshop specifically designed to meet the leadership needs of nurses working in aged care. Members $320 Non Members $480 s Basic Foot Care for RNs & ENs 13-14 March, Bega, 2 days A VETAB accredited course that aims to provide nurses with the competence to provide basic foot care. Members $203 Non Members $350 s Emotional Intelligence at Work FREE 14 March, Camperdown, 1 day This seminar is intended to heighten awareness of the mental health needs of nurses and provide useful exercises to assist nurses to understand and manage emotions at work. s Legal & Professional Issues for Nurses 18 March, Coonamble, ½ day Topics covered include the Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements. Members $39 Non Members $85 s Appropriate Workplace Behaviour 31 March, Camperdown, 1 day Topics covered include understanding why bullying occurs; anti-discrimination law and NSW Health policies; how to behave appropriately in the workplace; identify behaviour which constitutes unlawful harassment and bullying; what to do if subjected to unlawful harassment and bullying; how to use workplace grievance procedures; identify, prevent and resolve bullying. Members $85 Non Members $170

TO REGISTER or for more information go to www.nswnurses.asn.au or13ring THE LAMP MARCH 2008 Carolyn Kulling on 1300 367 96

C O V E R S T O R Y

14 THE LAMP MARCH 2008

Fair conditions, fair pay will salve public health woes

‘F

air conditions. Fair pay. Nurses Stay. It’s that simple.’ is the campaign line for the NSWNA 2008 claim for wages and conditions in the NSW public

health system. NSWNA General Secretary Brett Holmes says it is a clear message for the Iemma Government about where they need to act if they want to solve the seemingly intractable problems in the NSW public health system. ‘The Government has to get serious about making nursing a more attractive profession,’ he said. The main features of the claim, which has been served on NSW Health, are: c a new four-year wages and conditions agreement with NSW Health, to take effect after the current agreement expires on 30 June 2008; c a 5% per year pay rise for all public hospital and community health nurses and midwives, with the first rise taking effect in July 2008; c a new Level 2 classification for nurses and midwives who have more than seven years’ experience and who are working permanent full-time or permanent part-time. The pay rate sought, before the 5% general pay rise applies, is 3.8% above the current Registered Nurse Year 8 rate; c a similar 3.8% rise, to maintain pay relativities, for all permanent employees in classifications above the new Level 2; c a new classification at higher pay for experienced enrolled nurses; c an increase in the penalty loading for night shift from 15% to 25%; c a 1% increase, per year of the agreement, in employer superannuation contributions. This will take the current rate from 9% to 13%; c making it easier for casual and temporary employees to voluntarily convert to permanent positions; c 225 extra Clinical Nurse Educators to provide more support for junior staff and ongoing education for all clinicians.

Brett Holmes says a key objective of the claim is to keep experienced nurses in the profession because their clinical skills are irreplaceable and they also play a vital role in mentoring new nurses. ‘More graduates and enticing back nurses who have left the profession are undoubtedly necessary to overcome the nurse shortage. But so is taking care of those nurses who have stuck it out and continued to deepen their skills. We cannot afford to lose these nurses and we also need to get more of them into permanent positions. We need to get the right balance between permanents and casuals. That is why we are seeking this new classification, at a higher pay rate than the current Registered Nurse Year 8 rate, for experienced permanent nurses and midwives,’ he said. The new pay rate would bring nurses into line with other health professionals with similar experience, such as physiotherapists, diversional therapists, orthoptists and exercise physiologists. Another key problem in the health

system is filling night shift rosters and the claim also addresses this issue. ‘It is time the night shift penalty rate for NSW nurses was brought into line with national standards. The current rate of 15% was set back in the 1970s. It is no longer sufficient to meet the needs of the health system,’ said Brett Holmes. ‘Everyone knows we need more support for new graduates and junior staff. Our claim for an extra 225 Clinical Nurse Educators (CNE) will bring the ratio of CNEs to (full-time equivalent) clinical nurses from the current 1 to 71 to a more manageable 1 to 40. ‘Finally, it is widely recognised that the current compulsory superannuation rate of 9% is inadequate and that 15% is the target Australia should be aiming at if it is to give people a reasonable retirement. The Howard Government dropped the ball on this issue. That is why the NSWNA has put this issue on the agenda through this claim and we are seeking a rate of 13% by the end of this agreement.’n

‘A key objective of the claim is to keep experienced nurses in the profession because their clinical skills are irreplaceable and they also play a vital role in mentoring new nurses.’ NSWNA General Secretary Brett Holmes

THE LAMP MARCH 2008 15

C O V E R S T O R Y

IT’S A NO BRAINER, BETTER PAY MEANS NURSES WILL STAY It’s a no brainer what needs to be done to get nurses to stay in the system. They need to pay us more. People would be less likely to leave if they were better paid. The emphasis in our claim on keeping experience in the system is right. I have seen many experienced nurses leave who are a great loss to the profession. There have been a number who have left nursing to work as sales reps, earning more money plus a car and with no shift work. If they had been paid more money they would have stayed. The RNs who stay don’t have time to mentor the young nurses coming into the system. They do the best with what time they have. Most workplaces have increased workloads, increased throughput and increased acuity. They don’t have time to mentor. Phillip Sheard, CNC, Sydney/Sydney Eye Hospital

16 THE LAMP MARCH 2008

NURSES HAVE DELIVERED MORE SW Treasurer Michael Costa has stated wage increases in the public sector beyond 2.5% can only be justified by making further employee-related savings. Yet, in the last two years alone the nursing and midwifery workforce has: c staffed 1,226 additional acute sector beds and community care equivalent services. This will rise to 1,800 additional beds and bed equivalents by June 2008;

N c

treated 2.28 million patients that present to emergency departments. This is an 8.8% increase. (June 06-07);

dramatically reduced the number of people waiting over 12 months for elective surgery from over 10,000 to under 200 in December 2007 (footnote: Min. 31/01/08 press release);

dramatically reduced the number of patients waiting for urgent surgery from over 5,000 in January 2005 to 114 in December 2007;

contributed to NSW hospitals meeting national benchmarks for emergency department performance in every triage category for the first time ever;

delivered new and more efficient methods of emergency care treatment such as fast track zones, ‘triage and treat’ and short stay units;

improved the percentage of ambulance patients transferred from ambulances to hospital care within 30 minutes. This trend has continued to increase since 2005. NSW Treasurer Michael Costa

Walking the walk Vicki Chaplin is pedometering for a good cause.

g Just how far do nurses go in the care of their patients?

ach month the NSWNA will highlight a key part of our claim with activities in facilities. In March we will draw attention to how far experienced nurses go in caring for the local community. Experienced nurses and midwives who volunteer to participate will wear pedometers to demonstrate the miles they walk in the course of a normal working day. Data from each participant will be collected over an eight-day period. Vicki Chaplin, an RN8, from the emergency department at Westmead Hospital is one adventurous nurse who has put up her hand to don the pedometer. ‘Why the hell not? I do long treks during my 12-hour shifts. I’m on my feet all day. I thought it would be interesting to do,’ she said. ‘From emergency, you are always off to ICU or to the wards. It’s an area where you are always on your feet.’

Vicki says she supports the part of the NSWNA claim that seeks to reward experienced nurses. ‘We should reward experienced nurses. We carry the system. In ED you have to be on the ball or patients will die. We carry the responsibility for patient care, having more practice than the junior doctors or nurses. I encourage less experienced nurses to come to me if they have a problem with their patient care or conditions.’ Vicki has no illusions about what is required to win fairer pay and conditions. ‘There will be a lot of carrying on before we win,’ she said.n

WANTED: FIT NURSES We are looking for respected, experienced nurses to walk the wards with a pedometer and show what they’re worth. If your branch would like to put forward someone to participate contact Rita Martin on rmartin@nswnurses.asn.au or Michael Waites on mwhaites@nswnurses.asn.au.

THE LAMP MARCH 2008 17

C O V E R S T O R Y

PAY US PROPERLY FOR NIGHT SHIFT ‘A rotating shift system 24 hours a day, 7 days a week is a reality for the majority of nurses working in the public health system, for our entire nursing careers. As nurses working on the wards we know that night duty is the hardest shift to fill when someone is sick or goes on leave. Nobody wants the disruption to their lives. ‘We understand when we start our careers we will have to do rotating rosters that include night shift. But when you actually work night shifts with fewer resources and less people to call on for assistance the reality of how hard it is becomes obvious. ‘The only way to make it more attractive for nurses to work such shifts is to pay them properly for working in such an environment.’ Jean Flynn. RN

18 THE LAMP MARCH 2008

Getting a pay rise – how it works

urses in the public health system achieve pay increases by campaigning every few years for a new agreement that is then made into a legally enforceable collective contract, called an ‘award’. The first step is research done by the Association to develop a ‘claim’ or set of proposed improvements to pay and conditions. Our democratic process means that members vote on the proposed claim through our branches to decide whether to endorse it or not.

Across the public sector, each union negotiates and campaigns together with its members - with the relevant department employer and the state government to get an eventual outcome. The NSW Government decides the amount of wage increases that the Health Department is allowed to offer the Association for nurses and midwives. This time round, the government has said anything above a 2.5% pay increase per year must be paid for with ‘employee-related cost savings’ – an approach NSWNA rejects. Proposed outcomes or ‘settlements’

WHAT YOU CAN DO TO HELP BUILD THE PRESSURE c

Make sure your contact details are up-to-date. The NSWNA needs your email address, award classification and mobile number so we can get campaign information to you fast.

Encourage all your friends and workmates to be NSWNA members – there is strength in numbers. They can join online or by phone today.

Make contact with your NSWNA Branch officials and offer to help them organise campaign activities in 2008.

Strong vote in support of claim

are voted on by union members in order to decide whether to accept or reject them.

An acceptable ‘settlement’ never comes without nurses and midwives being prepared to take action to support and achieve their claim. The difference between a good agreement and one that is not so good is pressure. An acceptable ‘settlement’ never comes without nurses and midwives being prepared to take action to support and achieve their claim. In May 2005 NSWNA members resolved to strike to get a better offer and the Industrial Relations Commission intervened – a higher outcome of 14.75% pay increases for 3½ years was achieved. In 2001 there was statewide strike action that led to 9.5% additional pay increases eventually awarded after a massive amount of evidence was brought by the Association in a legal case to prove the increasing work value of NSW nurses. n

NSWNA Branch at Armidale Hospital votes in favour of the claim.

ur pay claim was crafted after extensive consultation with our membership. Subsequently, the claim has been widely debated and voted on through our branch structure. 174 NSWNA branches in the public health system voted in support of the claim. None voted against it. n THE LAMP MARCH 2008 19

20 THE LAMP MARCH 2008

A G E N D A

Invest in nurses and save our health system g Continuous breakdowns in the NSW public health system have finally driven the NSW State Government to call a Special Commission of Inquiry into Health.

he NSWNA will argue that tackling the huge workload problems and staffing shortages is a key to solving the recurrent crises in our public hospitals when it appears before the Special Commission of Inquiry into Health set up by the NSW government. NSW Health Minister, Reba Meagher, announced the Inquiry after Deputy State Coroner, Carl Milanovich, listed a litany of systemic failures that contributed to the death of Vanessa Anderson. The NSWNA has indicated it will cooperate completely with the Inquiry. NSWNA General Secretary Brett Holmes said if nurses had not taken up the slack the system would have imploded long ago and it is timely to look at what the problems in the system are.

‘Our public health system is held together by nurses and if they walk away from the profession, the system fails. Keeping experienced nurses in the system is the key to solving the ongoing health crises,’ he said. ‘If the inquiry is to be effective in finding solutions, then the severe shortage of nurses, extreme workloads and how resources are allocated must be addressed by the Commissioner.’

Not enough experienced nurses Brett Holmes says skill mix is another area that needs close scrutiny. ‘Junior staff are constantly being left in charge of wards and units with little or no back-up from senior personnel. There are not enough clinical nurse educators in the NSW health system and in our view

they are critical to the system’s capacity to deliver quality patient care,’ he said. ‘It is essential all nurses in the NSW health system have appropriate access to clinical nurse educators who are properly resourced and provided with the full support of management.’ The Commissioner, Peter Garling SC, has indicated that those issues will indeed be covered by the Inquiry. He will make informal visits to hospitals as well as public visits to take evidence from staff. The Commissioner intends to put together a consultative group of experts for advice. The Inquiry would not be conducted in an adversarial way, he said. The Commissioner is expected to hand down his findings by 31 July 2008. n THE LAMP MARCH 2008 21

A G E N D A

What nurses say TANIA GLEESON, RN, Wagga Wagga Base Hospital If some good comes out of the Inquiry, I’m all for that. But it depends on what they home in on. Staffing is the issue they need to look at. It is well known there are shortages everywhere and that impacts on patients’ health. That’s where it all falls down. There is a lack of staff and the numbers don’t keep up with the increased productivity. If you have plenty of staff, everything else, including patient care, falls into line because they have the skills to deliver. If the inquiry can identify this it will give the government the encouragement to make the profession more attractive. This is very important in rural areas where we need more incentives to get more people out there.

There is a lack of staff and the numbers don’t keep up with the increased productivity.

22 THE LAMP MARCH 2008

JOEL ORGAN, RN, Concord Repatriation General Hospital

MARILYN BODY, RN, Aboriginal Community Nurse, Coffs Harbour

If the Inquiry can find out why there are shortfalls in the standard of care for patients – shortfalls in funding, support and staff – then I would definitely support it.

I support this Inquiry in some ways. The health system in NSW needs to be reviewed. Our jobs as nurses are getting harder and harder. There is a lot of time spent working through paperwork and bureaucratic processes. Here in the North Coast Area Health Service there is still a restructure going on and there are other projects being pushed on top of us.

Everyone would like to see a better state of care and a more transparent system. Lots of money goes into health care. Sometimes it is not clear where it goes. I think they need to look at bed numbers and the waiting lists for surgery. From a nurse’s point of view, they need to look at communication. Patients always complain about not being told about what’s happening to them. Medical staff don’t always tell the nurses enough and what the ramifications might be. Everyone would like to see a better state of care and a more transparent system. Lots of money goes into health care. Sometimes it is not clear where it goes.

The health system in NSW needs to be reviewed. Our jobs as nurses are getting harder and harder. I’m a nurse in Aboriginal health and they need to look at that area as well as mental health and community nursing services. It’s becoming much busier. They want more people treated in the community but they aren’t giving us the resources to do it. I want to see people higher in the hierarchy – politicians and managers – made more accountable.

We’re here to help

he Special Commission of Inquiry into the health system is a golden opportunity for nurses who have legitimate concerns about the health system in NSW to put their views forward. It’s an opportune time for us to examine those models of care within our own area of practice and to consider changing them. Patient-centred care is the essence of our care as nurses and we can take this chance to look at safety and quality issues. The NSW Health system is operating under pressure with huge workload problems and staffing shortages. The NSWNA believes this inquiry must address these issues to have any hope of solving the systemic inefficiencies that we constantly hear about from nurses. The Association’s solicitor Bob Whyburn will represent the NSWNA at the Commission of Inquiry. If any members have an issue they wish to raise or if they are asked to appear before the Commission of Inquiry, they should seek advice from Bob Whyburn at the NSWNA office – 1300 367 962.n

An experienced hand at the helm

eter Garling, SC, has been appointed as Commissioner to run the inquiry into the NSW public health system. He is an experienced lawyer who has been previously involved in a number of commissions and public inquiries. These include those into the bushfires in 1996, the collapse of the HIH Insurance Group and the Thredbo landslide. His terms of reference for the inquiry include: c to look at any systemic or institutional issues in the delivery of acute care services in NSW public hospitals; c to identify existing models of patient care used in the delivery of acute care services in NSW public hospitals. In particular, to look at case management including supervision of junior clinical staff, clinical note-taking and record-keeping, and communication between health professionals involved in the care of a patient; c to recommend any changes that should be made to the existing models of patient care to improve the quality and safety of patient care in NSW public hospitals; c to recommend any changes NSW Health should make to ensure its workforce policies and practices support improved models of patient care. The commission is to look at broad, systemic problems with the health system. Any individual patient complaints identified in the course of the inquiry are to be referred to the Health Care Complaints Commission.n

Your retirement planners

Better super = Better retirement? Do your numbers add up?

If you are planning to retire in the next one to two years, ask yourself these questions:

• Do you know how the Better Super changes will affect your plans? • Are you maximising your defined benefit superannuation? • How are you going to replace your pay packet in retirement?

Need answers? With more than 17 years experience providing retirement planning advice to NSW public sector employees, we can help you with answers and the decision support you need.

Call State Super Financial Services today on 1800 620 305 or visit our website www.ssfs.com.au to find out how we can help you plan your retirement. This information is of a general nature only, is not comprehensive and is not specific to your personal circumstances or needs. State Super Financial Services Australia Limited ABN 86 003 742 756 AFS Licence 238430 (TL 11/07)

THE LAMP MARCH 2008 23

I N D U S T R I A L

I S S U E S

WorkChoices winds back but the dangers remain g Winding back WorkChoices is a good first step to protecting your rights at work but it will take two years to get rid of all elements of WorkChoices. Meanwhile, many nurses are still not secure in their jobs.

he Rudd Labor Government has promised to abolish the worst of Howard’s WorkChoices laws. In February, Deputy Prime Minister Julia Gillard introduced into Parliament proposed laws banning new Australian Workplace Agreements (AWAs) and replacing the Howard government’s fairness test with a ‘no disadvantage’ test. The Government is pushing to have the legislation banning AWAs passed by Easter. The Coalition’s leadership team of Julie Bishop and Brendan Nelson had tried to prevent the abolition of AWAs by using its Senate majority to block the legislation in the Senate – despite Australians voting overwhelmingly for their abolition in last year’s federal election. However, Bishop and Nelson agreed to drop their demand that Labor retain AWAs after strong opposition from within their own party. NSWNA General Secretary Brett Holmes said the Association will be holding

the government to account and pushing it to match the expectations of voters. ‘We applaud the government’s prompt move to ban AWAs. However, other elements of WorkChoices won’t disappear for another two years. And we don’t yet know the full details of what will replace them,’ said Brett. Public health system nurses were offered some protection from WorkChoices when they were made NSW Crown employees by the NSW Iemma Government in 2006. However, most aged care and private hospital sector nurses are still subject to elements of WorkChoices and are not secure in their jobs. They can still be unfairly sacked or pressured to sign non-union agreements. The trend for workplace agreements negotiated at the employer level – rather than industry-wide – will continue because the laws will not allow industrywide negotiation. Agreements need to be negotiated employer by employer. ‘That’s why nurses need to remain vigilant and maintain a strong union membership at their workplace so they are in a strong bargaining position,’ said Brett.

Not secure but you can still get a better deal at work ‘Even under WorkChoices, many aged care and private hospital nurses won excellent union collective agreements with significant pay rises and better conditions.

‘This was achieved by nurses getting organised at their individual workplaces in aged care and private hospitals and bargaining for union collective agreements with their employer. ‘By getting your workmates to join the Association you will be in stronger negotiating position and can present a united front to your employer. And you’ll have the backing and industrial expertise of the NSWNA,’ said Brett.

What types of agreements are possible? UNION COLLECTIVE AGREEMENTS The highest paid aged care nurses in NSW are covered by Union Collective Agreements (UCAs). These cover about 20% of the aged care workforce, and 80% of private hospital nurses. A UCA means that employees – supported by their union – work together and negotiate as a group with management. By standing together, nurses have greater bargaining power, backed by expert advice and negotiation skills from NSWNA officials. An agreement only becomes effective after employees have voted in favour of it. The best UCAs deliver the best features of the old award plus improvements. In recent aged care agreements these have included: c guaranteed annual wage increases – commonly 3.5% or 4% c paid maternity leave of up to 12 weeks c a new classification of endorsed enrolled nurse with higher pay c a new classification of AiN team leader, with higher pay c future pay increases c extended long service leave which accrues faster.

Deputy Prime Minister Julia Gillard has introduced into Parliament proposed laws banning new Australian Workplace Agreements (AWAs) and replacing the Howard government’s fairness test with a ‘no disadvantage’ test. 24 THE LAMP MARCH 2008

‘Many nurses are still not secure in their jobs.They can still be unfairly sacked or pressured to sign non-union agreements. That’s why nurses need to remain vigilant and maintain a strong union membership at their workplace.’ NSWNA General Secretary Brett Holmes.

BEWARE EMPLOYEE COLLECTIVE AGREEMENTS There is a second type of collective agreement that excludes union involvement. It’s called an Employee Collective Agreement (ECA). ECAs don’t allow for genuine negotiations. They are an example of the double-speak the previous government brought to the workplace. Although called Employee Collective Agreements, they are, in practice, driven by employers who don’t want to deal with your representatives. ECAs are attractive to employers who want to hold down pay and conditions.

At least one NSW employer has imposed a non-union ECA on nurses. But other employer attempts to impose ECAs have been voted down buy nurses. ECAs will remain legal under the new government’s industrial laws. Don’t be fooled into accepting an ECA. The NSWNA knows what is happening across the industry and with its support you will find it easier to negotiate a fair agreement. TIME’S UP FOR AWAS The Labor Federal Government is already moving to act on its promise to ban new Australian Workplace Agreements (AWAs). However, at the moment you can still be offered an AWA but it must expire by December 2009. If you are on an AWA that expires before December 2009, your employer can put you on a transitional individual agreement until that date.

Liberal workplace relations spokeswoman Julie Bishop wanted to retain AWAs.

If you are on an AWA, it will continue to operate for its full term – up to five years. If your employer asks you to sign an AWA: 1. Don’t sign. 2. Ask for time to consider the contract – don’t believe management pressure that you must sign straight away, or it’s ‘confidential’ and you can’t seek advice! 3. Contact the NSWNA on 1300 367 962.

What happens to unfair dismissal laws? Under WorkChoices, if you worked in a nursing home or private hospital with fewer than 100 employees you could be dismissed with no reason given. When new laws come into effect later this year, you will be protected from unfair dismissal no matter where you work, even if you are a fixed-term contractor or on probation. However, if you’re a casual or earn over $98,200 a year you may not be entitled to claim for unfair dismissal. Labor intends to introduce a mediation system to avoid expensive court costs for workers claiming unfair dismissal. Nurses who feel they have been unfairly dismissed will need union advice and support to get the best possible result from any mediation process.n

Nurses! Celebrate International Nursesʼ Day on

NURSES! Celebrate with this International Nurses’ Day Event

Saturday 10 May 2008 at Luna Park In recognition of the wonderful work nurses do Luna Park is offering members and their families

Classic Unlimited Rides Passes at $29 per person* To book contact: 02 9033 7600 • 1300 244 867 • www.lunaparksydney.com (click on “Whats On”) All you need to do is give your credit card details and quote your membership number. * Limit of 10 passes per person. Children under 85 cm free.

THE LAMP MARCH 2008 25

I N D U S T R I A L

I S S U E S

Beds closed, nurse cuts … Where do patients go? g Surprise bed blitz by North Coast AHS sparks nurse fury.

urses are furious over surprise plans by the North Coast AHS (NCAHS) to slash 86 beds and nurses every shift in hospitals across the North Coast region. Managers at hospitals across NCAHS region were stunned to receive a memo from NCAHS chief executive Chris Crawford telling them to close beds – particularly in the face of gruelling workloads and bed occupancy levels of between 95-104%. NSWNA Assistant General Secretary Judith Kiejda says the NCAHS has not provided additional community services to accommodate patients who will not be able to get a hospital bed. ‘With occupancy levels between 95-104%, which is already way over the accepted 85% benchmark for safety, where do these patients go? ‘Nurses and the NSWNA strongly support alternative models of care for people who shouldn’t be hospitalised. But these 26 THE LAMP MARCH 2008

models of care need to be in place before the NCAHS goes slashing nurses and beds. These services need to be developed through consultation with clinical staff and they have to be properly resourced,’ said Judith.

c c c c c

Mullumbimby Hospital Murwillumbah District Hospital Port Macquarie Base Hospital Tweed Hospital Wauchope District Hospital.

‘It’s all about cutting costs.’ Shauna Boyle, RN and Branch Secretary at Mullumbimby District Hospital.

The NCAHS plan would involve converting eight beds at Lismore Hospital and six beds at each of the following hospitals into so-called ‘surge’ beds, which would not be routinely staffed with nurses: c Ballina District Hospital c Bellinger River District Hospital c Casino & District Memorial Hospital c Coffs Harbour Health Campus c Grafton Base Hospital c Kempsey District Hospital c Macksville & District Hospital c Maclean District Hospital

This is a cut of 86 beds across the NCAHS. The plan would also involve reducing nurse numbers at each facility by at least one nurse per shift every day. For smaller facilities with 20 beds, the loss of six beds represents almost 30% of beds. CEO Crawford said beds would be freed up as ‘surge’ beds to only be used during periods of particularly ‘high peaks in demand’ and they would be staffed ‘as required by staff rostered on an ad hoc basis’.

Members of the Mullumbimby Hospital Branch (from left): Branch President Jenny Watson, RN/CNS; Christine Smith, RN/RM; Secretary Shauna Boyle, RN; Kerry Morrow, RN/CNS; and Leanne Crumpton, RN/RM.

He warned facility managers: ‘Should there be excessive use of the surge beds and/or additional pressure on the Emergency Department, these will be indicators that your management of the new arrangements is not satisfactory (unless exceptional circumstances can be demonstrated).’ He argued this was part of broader plan to reduce the hospitalisation of people with mild or chronic conditions who could be treated more appropriately in other ways. Some how more community care services would be rolled out, taking less acute patients out of hospital. They would receive community care at home or at special clinics adjunct to hospital emergency departments.

STOP PRESS After a meeting with NSWNA General Secretary Brett Holmes on 25 February, NCAHS CEO Chris Crawford agreed to meet with nurses and other hospital staff on the wards to discuss the bed closure plans. Bed closures and staff cuts remain on hold until these discussions have occurred.

The Crawford memo omitted to provide detail of when and how the NCAHS plan would be rolled out, and where the resources would be coming from. NSWNA branches immediately called extraordinary meetings and passed resolutions calling for a detailed plan about how NCAHS would implement the plan. ‘Nurses are up in arms about the failure of NCAHS to consult with nurses and the union,’ said Shauna. ‘North Coast health services are already under strain due to high population growth. Crawford’s plan will significantly reduce the number of available acute hospital beds in the region,’ said Judith. ‘Reducing the number of hospital beds and nurses will increase pressure and asking community health services to do more without additional resources is impossible. ‘If they want surge beds, then they should be in addition to current beds, not a substitute for current beds,’ said Judith. It’s all about cutting costs, said Shauna Boyle. ‘The NCAHS failed to consult with nurses, other clinicians or the wider community about a plan that will significantly impact on nurses and our community. This uncertainty has put us all under a lot of strain. ‘Mullumbimby Hospital is funded for 16 beds. A cut of six beds means a cut of

more than 30%. We’re already operating with 20 beds occupied – way beyond the number we are funded for. Nurses in the hospital are flat out; community nurses are flat out. Where will the patients go who currently occupy these beds?’ asked Shauna.

‘Reducing the number of hospital beds and nurses will increase pressure and asking community health services to do more without additional resources is impossible.’ NSWNA Assistant General Secretary Judith Kiejda

‘The reality is there are not the community nurses or resources to take on these additional patients. We need more resources and more community nurses,’ she said.n

Nurses helping care for children! As a professional in the nursing ﬁeld you have the knowledge and skills needed to provide care. You can utilise these skills as a foster carer whilst continuing in your career. Your commitment can range from caring for a child one weekend a month through to permanent care. For more information please call Centacare on 8709 9333 or visit www.fosterkids.com.au Centracare.indd 1

13/7/07 12:44:48 PM THE LAMP MARCH 2008 27

W O R K L O A D S

More nurses for Grafton g Union continues to push for increased ED support

Grafton Hospital nurses from left: Dianne Forrester-Clark, Paul Fletcher, Amy Lowe, Annie Foster, Wendy Jackson, Melinda Finn and Jasmine Brown. Seated are Jenni Darley and Mandy Bryant.

rafton Base Hospital’s emergency department is getting more nurses thanks to a determined campaign by the local branch of the NSW Nurses’ Association. Management of North Coast Area Health Service agreed to most of the nurses’ demands, which were also supported by the hospital’s Reasonable Workload Committee (RWC). However, nurses remain unhappy with aspects of the Area’s offer and the Union will continue to press for staffing improvements. So far, Area management has agreed to: c Upgrade the nurse unit manager to NUM Level 2 and convert the position from 50% clinical time to a full-time manager. c Fund an extra 8-hour registered nurse shift seven days per week on the morning shift. c Fund an extra 4-hour registered nurse shift, seven days a week, on afternoon shift. c Provide an additional endorsed enrolled nurse for night duty, seven days a week. NSWNA Assistant General Secretary, Judith Kiejda, said the union wrote to Area management asking it to reconsider its offer on night shift staffing. 28 THE LAMP MARCH 2008

‘The nurses have made a strong case to demonstrate that the third night nurse should be an RN rather than an EEN, and that they also need a ward clerk,’ Judith said. ‘The number of people presenting at Grafton Base with complex conditions has greatly increased over the past year. There has also been a big increase in the number of patients requiring transfer to another facility,’ she said. RN and NSWNA branch delegate at the hospital, Jasmine Brown, said ED staff viewed the Area’s response as a positive move to address workload issues, especially with the NUM position becoming full-time non-clinical and upgraded to NUM 2. ‘However, we believe what we are asking for in addition to the Area’s offer is fair and reasonable. We hope the NCAHS executive will acknowledge the expertise nurses have to understand the needs of their workplace and provide the requested staffing,’ she said. Jasmine said the night shift needed an identified triage nurse. ‘The triage and front door are geographically removed from the main department and one nurse must be able to respond immediately to the needs of triage. Emergency department nurses also respond to MET calls from the wards,’ Jasmine said.

Jasmine said staff could not understand Area management’s failure to recognise the need for clerical help on night shift.

‘We hope the NCAHS executive will acknowledge the expertise nurses have to understand the needs of their workplace.’ ‘Lack of clerical support makes the ED chaotic,’ she said. ‘In November 2005 the RWC recommended a month’s trial of a ward clerk but management refused. ‘In 2006-2007 Grafton Hospital had on average 12 presentations overnight. Entering clerical data and so forth for each presentation can take up to 15 minutes, meaning there can be up to three hours of clerical data entry per night. ‘On top of this, all incoming phone calls are received via the emergency department from midnight to 7am. With the introduction of a new computer system next year, Grafton nursing staff feel strongly that 24-hour clerical support is vital and we will continue to press for it.’n

Byron Bay nurses fed up with paperwork g Community backs nurses’ call for ward clerk

he NSW Nurses’ Association is preparing to go to the Industrial Relations Commission to try to get more clerical support for nurses at Byron Bay Hospital. North Coast Area Health Service management has refused to provide the hospital with a full-time ward clerk. This is despite the nurses’ request being endorsed by the hospital’s Reasonable Workload Committee and network general manager. Management instead offered to increase ward clerk hours by seven hours to 17 hours per week, with the cost recouped by converting some RN hours to EEN hours. The union branch at the hospital says this is still inadequate and is determined to pursue their claim for a full-time ward clerk. Nurses say the quality of patient care is being undermined by the amount of ‘paperwork’ they have to complete. The local community seems to agree, with at least 400 residents signing a petition in support of a full-time ward clerk in a very short space of time. Two

residents volunteered their time to collect signatures outside Woolworths. NSW Nurses’ Association delegate at the hospital Liz McCall, who is also the nursing unit manager, said staff are being pushed to the limit every day of the week.

‘I get frustrated because I’m not doing what I’m trained to do as an experienced nurse and midwife.’ Nurse Manager Liz McCall

‘At least a third of my day is spent on clerical duties, making appointments, booking scans, faxing and photocopying, typing up minutes and filing – things that should be done by a clerk,’ Liz said. ‘This situation has been exacerbated by the growing demands on NUMs and nurse managers to take over the finance, HR

and recruitment roles for which there was previously clerical support, now removed. ‘Also nurse managers are increasingly required to manage many complex databases that impinge greatly on their time, and which again, have no clerical support attached. ‘All this takes me away from being a mentor to my staff, supervising junior staff and from being a nurse – helping other nurses and talking to patients. ‘I get frustrated because I’m not doing what I’m trained to do as an experienced nurse and midwife.’ NSWNA Assistant General Secretary Judith Kiejda said getting a full-time ward clerk was a very important issue for the nurses. ‘Nurses are there to nurse patients but they cannot do that if they have to attend to all the administrative duties and paperwork associated with running a ward,’ Judith said. ‘They obviously have to do some paperwork, but they believe things have got out of hand at Byron Bay. It’s a tragic waste of nursing skills.’n THE LAMP MARCH 2008 29

Photo courtesy of The Northern Star

NSWNA delegate Liz McCall wants less paperwork and more health procedures carried out at Byron Bay Hospital.

I N D U S T R I A L

I S S U E S

Staffing win at new Bathurst Hospital g Management backdown averts PR blunder.

Members of the NSWNA Bathurst Hospital Branch.

SW Health narrowly avoided a public relations embarrassment in the shape of a nurses’ stopwork meeting on the opening day of Bathurst’s new $97 million hospital. Nurses agreed to call off a stoppage scheduled for Monday 21 January after management of Greater Western Area Health Service accepted their demands for extra staff late on the previous Friday. ‘It went right down to the wire,’ said Nurses’ Association branch secretary Cheryl O’Brien. ‘I was handing out flyers advertising the stoppage when I was told management had finally agreed to provide the numbers and requested an urgent meeting with us.’ Cheryl said the branch had been asking to see a staffing profile for the new and bigger hospital since May last year. Management was also slow to reveal the results of a nursing and medical review of the ED that nurses had also demanded. The Association advised the GWAHS

that we were in dispute and intended to have a stop-work meeting on Monday. The Association branch met three times in the week before the opening and made it clear they would call a stoppage at 11am on Monday if extra staff were not guaranteed. ‘Management knew we were tired of being fobbed off but they waited until the last minute to come up with an acceptable response,’ Cheryl said.

‘If the nurses hadn’t taken a strong position the new hospital would have opened with a serious staff shortfall.’ Management agreed to give Bathurst Hospital the following additional staff: c Emergency Department: two RNs on night shift rather than an RN and EN, and an extra EN and RN on day shift with extended hours. c ICU: one extra nurse on each shift.

BRANCH OFFICIALS & ACTIVISTS AINING TRAINING PROGRAMS PR ROGRA RAMS R M 200 0008 00 088 2008

DELEGATE ORIENTATION – ½ day program

The e NSW NSWNA WNA provides des s training train ng offi to branch bra offficials, ciia als, and a members, enhance in interested m me emb em bers b s, to enhanc nce e knowledge their know owle edge ed ge of the he union their role also and thei ir ro ole o e in it it. Itt als so helps to o develop de eve e elop skills e sskiiills in representation represent ntati tio ti on att the th workplace. w There are tthree thre ree re ee programs pr p prog grams in 2008 and all a interested ted members are encouraged to attend.

Target group: all interested members • 7–8 May, Queanbeyan • 29–30 May, Tamworth • 8–9 May, Coffs Harbour • 4–5 June, Sydney • 14–15 May, Gosford • 5–6 June, Wagga • 15–16 May, Dubbo • 9–10 July, Newcastle • 21–22 May, Penrith • 23–24 July, • 28–29 May, Sydney Wollongong

This program is designed to provide branch officials with knowledge and skills to assist in the representation of members in the workplace. Program content will include information & skill development on procedural fairness, right to silence, fact finding and disciplinary interviews, preparation, access to material, policies and privacy.

Whether you’re new to the Association, or want to increase your knowledge and skills as

For enquires please contact the NSWNA. Metro: 85951234 or rural: 1300 367 962

30 THE LAMP MARCH 2008

Target group: new delegates 20 May & 16 September, NSWNA This program is designed to assist new delegates understand their role, and give an overview of the workings of the Committee of Delegates and Annual Conference. It also provides an introduction to the relevant rules, explain meeting procedures and encourage participation in debate.

FAIRNESS AT WORK – 2 day program

workplace representative, this program is for you. The program uses a variety of approaches to develop your skills in communication, campaigning, effective meetings & working with your colleagues for a better workplace.

NEGOTIATION & ADVOCACY IN THE WORKPLACE – 1 day program Target group: branch officials 21 May, 17 September & 19 November, NSWNA

Medical ward: One more nurse on every shift plus a guarantee of a fourth nurse on night duty if patient numbers go above 25. c Maternity unit: An additional nurse on every shift plus extra management hours for nurse unit managers. c Paediatrics: Two nurses will be maintained on each shift rather than one as management proposed. c Surgical ward: Bed numbers are lower than in the old hospital but staff levels will be maintained temporarily pending a review. Management also agreed to meet weekly with the Reasonable Workloads Committee in the new hospital’s first month of operation, in order to review staff levels. ‘Even with increased staff numbers there are still problems,’ Cheryl said. ‘The skill mix isn’t right but we will keep working to achieve a solution. ‘Staff are still doing an enormous amount of overtime and part-time people are picking up a lot of extra shifts to help fill the gaps. We just can’t keep going like that so they will need to recruit permanents and casual staff.’ The hospital was built ahead of schedule but many patients questioned whether the move from the old facility happened too soon, before it was adequately commissioned. Patients twice had to be evacuated – from the maternity unit around 2am and, on a subsequent day, from the medical ward – after sewage spilled onto floors apparently because of blocked and leaking pipes. One affected patient interviewed by the Western Advocate newspaper described the nurses’ response to the sewage spill and evacuation from maternity as ‘fantastic’, adding: ‘I don’t think it is appropriate for such pressure to be placed on nursing and domestic staff.’ Bedside phones and televisions have not yet been installed and mobile phone reception will remain difficult until a new telephone tower is finished, possibly in March.n

BEDS MAY BE CLOSED, NURSES WARN espite management agreeing to fix Bathurst Hospital’s staff shortage (see main story) nurses were again forced to take action on the issue. Medical ward nurses were twice obliged to inform management they could not take any more patients without extra staff. On both occasions more staff were brought in along with the additional patients. Nurses then called a meeting of the NSWNA branch at the hospital and passed a resolution calling on management to urgently start recruiting staff rather than drawing them from the dwindling pool of casuals. Reliance on the casual pool was creating serious problems with the skill mix on wards, nurses said. The resolution gave management a week to initiate a recruitment drive or face action to reduce admissions and close beds. Latest reports said management had acted immediately to begin recruitment.

• Are you an oncology professional looking for a change of pace? • Exciting new travelling position within regional and rural NSW The Cancer Council NSW is dedicated to defeating cancer by building a cancer smart community. The Cancer Information and Support Services Division is seeking an energetic and enthusiastic Information and Support Consultant to engage rural and regional communities on cancer related issues. Reporting to the Marketing Manager, Projects, you will be travelling with a Mobile Information Ofﬁcer to rural communities in NSW, accompanied by a purpose built vehicle and driver. Your role will be to provide face-to-face, authoritative information on cancer prevention, treatment and cancer care. You will also provide emotional support to people affected by cancer. Essentially, you will demonstrate current experience in an oncology setting as a health professional (nursing or allied health); an understanding of the needs of cancer patients and their carers; knowledge of cancer screening, diagnostics and treatment; and excellent oral and written communication skills. You must be willing to be away from home for three weeks out of every four. This is a unique and exciting role, and an attractive package, which includes additional leave and a travelling allowance, is available. The position will be offered as a 12 month contract. To view the remaining selection criteria, visit the ‘about us’ page of our website to obtain a job description, www.cancercouncil.com.au Send your applications (addressing the selection criteria) to: careers@nswcc.org.au or fax (02) 9334 1783 by Friday 24 March 2008. For further information please call Gill Batt, Director Information and Support Services on (02) 9334 1874. The Cancer Council is the leading cancer charity in NSW.

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www.cancercouncil.com.au THE LAMP MARCH 2008 31

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I N D U S T R I A L

I S S U E S Members of the Dalcross Private Hospital nurses’ bargaining committee, from left: Heather Henderson, Louise Rogers, Felicity Donovan and Julie McInnis. Other committee members not shown were Catherine Mugdan, Jenny Jones and Rosanne Hughes.

Better deal at Dalcross g Nurses opt for union collective agreement

7% pay rise over the next two years and 12 weeks’ paid maternity leave are among improvements won by Dalcross Private Hospital nurses through a union collective agreement. The increase will be paid to the 150 nurses in two 3.5% instalments. The first instalment will be paid from January 2008 with the second a year later in 2009. Dalcross, an independently owned hospital at Killara on Sydney’s North Shore, will also pay an education allowance for postgraduate qualifications and introduce the endorsed enrolled nurse classification. With guidance from the NSW Nurses’ Association, Dalcross nurses set up a seven-member bargaining committee representing all departments of the hospital to negotiate with their employer. Committee member Heather Henderson, a clinical nurse specialist, said the improvements gained under the union collective agreement were superior to the private hospital award and would not require nurses to trade off any existing conditions. Heather said introduction of the EEN

classification meant suitably qualified enrolled nurses would now get extra pay for their extra qualifications. ‘Nurses opted for a union collective agreement (UCA) as the best way of gaining further improvements, and the hospital agreed to that,’ Heather said. ‘The negotiating committee distributed information about the advantages of a union collective agreement around the hospital and we got the majority of nurses to sign a piece of paper stating they were happy to have a UCA,’ she said. ‘For me, the biggest advantage of a UCA is that we have someone with us who knows what’s going on in the industry to help us make a new agreement. ‘The union knows what’s going on in other private hospitals and in the public system and they knew how to effectively put our case to the hospital. ‘A UCA also means the union would be allowed into the hospital to represent us if we ever needed them. ‘Before we started negotiating the new agreement we called an open meeting and invited everyone to come and give their views about what ought to be included in the agreement.

‘We also sent around a form which nurses could fill in anonymously to indicate what they wanted. ‘The negotiating committee then met together with union officials to decide which items we thought we could argue for. That was followed by two negotiating sessions with management.

‘The union knew how to effectively put our case to the hospital.’ ‘Following these negotiations a final copy of the agreement was drawn up and approved by management. The contract was then made available for 10 days for all staff to view and obtain their own copies. ‘This was followed by a seven-day voting period which gave all nursing staff an opportunity to vote for or against the agreement. ‘The staff and management with the help of industry representatives have negotiated a fair and equitable agreement which is a positive reflection of the commitment and future of Dalcross Private Hospital.’n THE LAMP MARCH 2008 33

St Vincent’s Private Hospital Lismore Nurse Unit Manager Full-time • Northern NSW location • Rehabilitation / Surgical

St Vincent’s Private Hospital, Lismore, is the largest private rural hospital in NSW. The major care services include general medical, palliative care, surgical, high dependency, rehabilitation and aged care facilities. The hospital enjoys a reputation for quality care and consistently places in the top 10% of hospitals in Australia, in patient satisfaction survey. As a result of recent changes, an opportunity has risen for a dedicated Nursing professional to join the team at St Vincent’s Private Hospital. Reporting to the Director of Clinical Services, this role is primarily accountable for the leadership and management of a 30 bed rehabilitation/surgical unit. To be successful you will be a Registered Nurse experienced in leading at a Nurse Unit Manager level with a minimum of 2-years experience working in rehabilitation and rehabilitation

qualiﬁcations or working towards same. Strong clinical, organisational, business management and leadership capabilities are essential. In addition you will demonstrate a commitment to Quality Improvement and accreditation. Knowledge of hospital systems such as Trendcare would also be an advantage. The successful candidate will be required to work in harmony with the mission and values of the hospital. TO APPLY: Please submit your resume detailing your key achievements and relevant experience to jobs@svh.org.au or to Carole Sheppeard, St Vincents Private Hospital, Lismore P.O Box 572, Lismore NSW 2480. APPLICATIONS CLOSE: Friday 28 March 2008

Child Protection Legislation requires preferred applicants to be subject to employment screening St Vincent Hospital.indd 1

14/2/08 1:03:25 PM

Help raise life-saving funds throughout March for The Children’s Hospital at Westmead. Visit www.bandagedbearday.com.au or phone (02) 9845 3364 for more information about ordering merchandise or volunteering for the Bandaged Bear Day Appeal.

34 THE LAMP MARCH 2008

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

Back to nursing after 30 years g With a little help from Re-connect, Georgina Hoddle returned to nursing after nearly 30 years’ break and she couldn’t be happier.

‘I

never dreamt I would work in orthopaedics but I am very happy in the area and I really love my job,’ said Georgina Hoddle, RN, who returned to nursing in 2005 after nearly 30 years away from the profession. Through the NSW Health Department’s Nursing Re-connect program, Georgina was able to return to nursing after a gap in her career. Georgina trained at St Luke’s Hospital in Potts Point, graduating as the dux of her class in 1971. After a stint in aged care, she returned to St Luke’s as the incharge sister on night duty. Over the next few years, Georgina travelled between home and Europe, before settling in Italy in 1977.

A few years ago Georgina was keen for a change and ‘felt a strong pull to go back home’. Despite a 28-year hiatus from nursing (with only a two-week stint in 1991), Georgina enrolled in a refresher course through the NSW College of Nursing and then applied for the NSW Health Department’s Nursing Re-connect program, which allows nurses to be in paid employment while they ‘refresh’ their skills. This clinically focused program requires nurses to be a current registered or enrolled nurse, or registered midwife in NSW. All levels of experience are catered for and programs are tailored to suit individual needs. Nurses can even choose how many days a week they wish to work in the program. ‘I admit I found things very

Georgina enrolled in a refresher course through the NSW College of Nursing and then applied for the NSW Health Department’s Nursing Re-connect program, which allows nurses to be in paid employment while they ‘refresh’ their skills. ‘My qualifications were not recognised in Italy so I began my own business in medical translating and conference organising. ‘Over time I worked out of Perugia University and became the editorial assistant on an Italian medical journal, written in English. Though I was not nursing I was always working in the medical field in some capacity,’ said Georgina. A variety of projects followed including teaching English to military doctors and nurses, as well as collaborating with the World Health Organisation to collect information on diabetes. This information was eventually collated in a Europeanwide database called Diabcare.

challenging at first as I was essentially starting all over again. ‘I was very lucky to have a great NUM who was very supportive and understanding, and even offered me the opportunity to attend a few conferences and courses, which helped a lot,’ said Georgina. Now working three days a week at RNSH, combined with teaching and tutoring in French and Italian, Georgina is keeping herself busy and even has her sights set on more study. ‘I like to be involved and active within the nursing profession – I attend various discussion groups and conferences and I was even asked to give a lecture to the research and innovation group here at Royal North Shore,’ said Georgina. Joking that you ‘can teach an old dog new tricks’, Georgina advises nurses to get active and to be informed. ‘Going back to nursing has opened a new world to me – if I can do it, anyone can,’ she said. For more information on Nursing Reconnect call toll-free on 1800 330 933.n THE LAMP MARCH 2008 35

N S E W S N AI N M BART ITEEFR S

A second honeymoon thanks to Direct Debit g Direct Debit is the easiest way to pay your union fees but switching over also won Victor Roberts a holiday exploring Tasmania.

eet Victor Roberts, one of our new Direct Debit members and the lucky winner of the NSWNA Direct Debit draw. For signing up to pay his union fees by Direct Debit, Victor has won a trip for two to Tasmania. With seven days’ car hire, Victor and his wife will tour the island’s

coastline, travel deep into World Heritage wilderness, climb its majestic peaks and stay in Cradle Mountain’s eco-resort. A busy RN at Concord Hospital and travelling all over NSW on clinical trials, Victor was so surprised to get a call from the Nurses’ Association he thought he had forgotten to pay his union fees. ‘I never expected to win – what a great start to the year. My wife and I first went to Tasmania when we got married

‘I never expected to win – what a great start to the year.’ Concord RN Victor Roberts.

27 years ago. This will be like a second honeymoon,’ Victor said. Victor and his wife are studying

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maps and brochures and wondering if they should travel clockwise or anti-clockwise around the island. Victor has been a union member since he started nursing 35 years ago. He changed to Direct Debit because he liked the convenience of monthly withdrawals and chose to transfer directly from his bank account. ‘I’m a big fan of the Union. They look out for my interests and keep me informed. When WorkChoices was negotiated, I really appreciated the regular updates via SMS.’ Direct Debit is a secure and easy way to pay your union fees, free of any third parties or hidden fees and ensures that you have union protection if changes are made to payroll deduction laws. The forms are simple, and membership fees are deducted from your bank account or credit card each month, so there’s no extra paperwork if you change jobs. Direct Debit means the NSWNA stays strong and active, ensuring services and support for its members. Our next Direct Debit Draw winner could be you. Every member who signs up to pay their union fees by Direct Debit between now and 30 June automatically goes into the draw to win an 8-day escape for two to WA’s stunning Margaret River. n

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Whether you are being pampered in one of the valley’s day spas or teeing off from a championship 18-hole golf course, you’ll enjoy a warm welcome. The Hunter Valley offers everything from fine wines and gourmet food to luxury accommodation and stunning scenery. It is a getaway that offers a true taste of the good life. Courtesy of Hunter Tourism, NSWNA members can win a relaxing two-night escape for four people at the luxurious Crowne Plaza Hunter Valley. Enjoy a two-bedroom villa, including a full buffet breakfast at Redsalt restaurant daily. With two rounds of golf and two Aromatherapy Massages at Tea Tree Spa thrown in, your hardest decision will be who gets what. At the end of the day, Crowne Plaza Hunter Valley will bring you a BBQ pack, a BBQ to cook on, and all the accompaniments you will need for an indulgent evening. For the remainder of your stay make use of the FREE Kids Club, tennis courts, restaurants and bars, heated swimming pool and gym, or explore the local wineries and attractions. To enter, write your name, address and membership number on the back of an envelope and send to: Hunter Valley Luxury Escape Competition PO Box 40, Camperdown NSW 1450 To find out more about the Hunter Valley and some great deals go to: www.visithunter.com.au or call 02 4978 4000.

THE LAMP MARCH 2008 37

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Sarah Smith and Penny Skinder on the road to helping others.

N PE EWC SI AI LN P B S E O R IPEL FE

Biking it saves mothers and babies g Sarah Smith combines her love of adventure with helping mothers and children.

iking through the mountains of North Africa is a continent away from Sarah Smith’s night job at Shoalhaven District Hospital. So was a two-day stopover at remote Gimbie Hospital, seeing with her own eyes the health problems that mean up to one in seven Ethiopian pregnancies ends in death. Sarah and her Australian cycling colleagues were moved. ‘We came away thinking – what the hell can we do to help?’ she said. ‘There is just so much needed to improve the outcomes for these women.’ What they did was set up a fund for hospitals in the West Wollega district to buy rudimentary motorcycle ambulances, a hit in Tanzania where the government has invested in 300 of them. Sarah says there are many reasons for mother and child mortality in Ethiopia and transport is one of them. ‘The ambulances are something practical that can transport women in labour to medical facilities more quickly and comfortably,’ she said. ‘Some women we saw were carried to hospital by their partners on chairs.’ The NSW Nurses’ Association made a contribution towards the expenses of Sarah’s participation in the Ethiopia Bike

Ride Challenge, a fund-raiser organised by registered charity, Maternity Worldwide. Sarah said she would never forget the three-week experience although it was far from her first foray out of first-world comfort. The Shoalhaven Hospital after hours manager and her sister, Melbourne midwife Penny Skinder, have been spending most of their annual leave on exotic adventure, since 2003. Mum and bub in Gimbie Together, they have hospital knocked off Mount Kilimanjaro, walked the sister, Penny Sarah Smith (left) and her Kokoda Track, climbed to nd friends. fou Skinder, with their new the base camp on Mt Everest, and visited Antarctica on a Russian ice-breaker. After three weeks in Ethiopia, they joined forces with another Melbourne midwife, Sheree Stewart, to launch their motorcycle ambulance appeal. ‘Ethiopia is one experience I will never forget,’ Sarah said. ‘Medical conditions are basic in many areas but the happiness and hope of the people we met was uplifting. ‘I feel privileged to be able to do something for such Sarah on 0413 047638 or a worthwhile project.’ sarahkat@bigpond.net.au For more information on the Check out Maternity Worldwide motorcycle ambulance appeal, contact – www.maternityworldwide.org n THE LAMP MARCH 2008 39

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Q & A

ASK

JUDITH

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

Forced to take accrued leave I am a full-time EN working in the public health system and have been told that I have to take the next roster period as annual leave because I have accrued excessive annual leave. Do I have to take this period as annual leave and so how much accrued leave is too much?

Your Award, the Public Health System Nurses’ & Midwives’ (State) Award, states in clause30 (vii) (a): ‘Annual leave shall be given and shall be taken within a period of 6 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 6 months.’ This means you can have up to 12 months accrual of annual leave before you can be directed to take it. Your employer should give you three months’ notice before you are directed to take excessive annual leave and you MUST be given at least 28 days’ notice. If you have any queries or concerns you can contact the NSWNA and ask to speak to an information officer.

Employer refuses to pay endorsement rate I work as an EN in a public hospital and completed my EN medication endorsement course in May 2005. My employer has commenced payment of the

endorsement rate but won’t backdate it even though I gave them the endorsement letter in May 2005. Can they do this?

Under the Memorandum of Understanding between the Department of Health and the NSW Nurses’ Association: “An Enrolled Nurse will become eligible to receive the increase effective from the commencement of the first pay period following the issuing of the Nurses’ and Midwives’ Board for their Letter of Endorsement to Administer Medication or Authority to Practise Certificate, Enrolled Nurse including Endorsement to Administer Medication (whichever is issued earlier).” The new classification of EN Medication Endorsement commenced on 14 June 2005. You are therefore entitled to the endorsement rate from that date.

Injured at work? My back has been hurting for six weeks and I am sure that the pain was caused by handling some very heavy patients about six weeks ago. Can I still claim workers compensation?

Yes you can, you should see your doctor and explain the injury. You should also ask your doctor for a WorkCover NSW medical certificate and inform your employer as soon as possible and request the appropriate workers compensation forms. Your employer’s insurer will determine liability for the claim. If you have been injured at work and your

claim for workers compensation has been denied by an insurance company, contact the NSWNA for further advice. A very informative booklet on workers compensation can be downloaded from the NSWNA website. Go to www.nswnurses. asn.au, click on Health and Safety, and click on General OHS then scroll to Workers compensation essentials for nurses.

Proof of prior service I am returning to nursing after a lengthy break raising my children. The facility I previously worked at has closed down and without any proof of prior service my new employer is insisting I be paid as a year 1 Registered Nurse. Can they do this?

Your employer is entitled to evidence of your prior service to determine your correct year of service. There are several ways in which this evidence can be provided, including a service book, statement of service from the employer or, if unable to obtain either of these, a statutory declaration. In your case, the latter is the most appropriate. You will need to complete a statutory declaration, stating the dates of employment (approximately if not sure), whether you were full-time/part-time or casual, and the approximate hours worked on a weekly basis. You will need to sign the form with a JP as witness. This is a legal document and must be accepted by your employer.n

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18/2/08 4:10:52 PM THE LAMP MARCH 2008 41

L I F E S T Y L E

Paranoid Park g Deborah Cameron, RN, loved Paranoid Park. She says it’s ‘different ‘ and will have you mesmerised to the end.

araniod Park is an adaptation of a novel by Blake Nelson. Fifteen-year-old Alex, a novice skateboarder in Portland, finally gets up enough courage to go to the pinnacle of skate parks, Paranoid Park. This skate park is also home to some undesirables. Alex connects one night with some of these people and does things he would not normally do. That night something goes terribly wrong. Alex accidently kills a security guard. The police investigate, Alex does not reveal all that happened and must deal with his conscience. The movie is ‘deep’, it keeps you thinking, feeling and living each moment with Alex. Watching Alex live through the trauma and mind

T I C K E T

G I V E A W A Y S

F O R

Review by Deborah Cameron, RN, Manager of Bernard Austin Lodge Liverpool, Uniting Care Ageing Western Region The Lamp’s rating

games, brought out the mother and nurse in me. I felt like I wanted to help him. Alex’s situation is complicated by the fact that his parents are separated and he isn’t really supported by either of his parents. He really has nowhere to turn. Writer and director Gus Van Sant (Psycho, Good Will Hunting) recruited nonprofessional actors using MySpace. Gabe Nevins (Alex) gave a wonderful untainted novice performance. The use of slow motion, and Super 8 footage, gives the movie a surreal feel. The background music has been thoughtfully placed. n Paranoid Park opens on 6 March.

N S W N A

M E M B E R S

THE BLACK BALLOON

THE SECRET OF THE GRAIN

In cinemas 6 March.

In cinemas 20 March.

It’s not easy being Thomas Mollison. He’s turning 16, and his autistic brother Charlie embarrasses him. So do his wacky parents. When his pregnant mother (Toni Collette) is confined to bed rest, he is put in charge of Charlie and with the help of his new girlfriend Jackie (Gemma Ward), Thomas faces his biggest challenge yet.

Set in the rustic port of Sète, The Secret of the Grain follows Slimane, a 60-year-old immigrant whose growing dissatisfaction with the ship yard job he’s had for 35 years prompts him to open his own restaurant. Despite having insufficient resources, Slimane’s persistence and contagious commitment to complete the project gradually works its way into the hearts of his loyal, but dispersed family. Troublesome brothers, grumpy sisters, and passionate mothers will feast together, bicker together and rally together, as only family can.

The Black Balloon is funny and ultimately heart-warming. A coming-of-age story about fitting in, discovering teenage love and accepting your family.

The Secret of the Grain is a strikingly honest and moving drama about all the things which define a family.

The Lamp has 25 double passes to see The Black Balloon and The Secret of the Grain, 20 double passes to Paranoid Park and 50 double Closing the Ring. We also have 4 Green Wing DVD package. To enter, email lamp@nswnurses.asn.au with 42 THE LAMPpasses MARCH to 2008 your name, membership number, address and contact number. First entries win!

DVD NEW RELEASES Review by Mark Chapman, RN, Tweed Heads District Hospital

Closing the Ring g Director Lord Richard Attenborough has delivered another masterpiece. Closing the Ring is a beautiful film – heart-warming and intriguing.

losing the Ring captures attention from beginning to end and demands that we experience the emotions of its characters. The photography and special effects are superb. Scenes of the Irish countryside offer a peaceful contrast to the tension and sadness of the wartime component. Initially the story presents as rather fragmented due to the constant shifting from past to present. First we meet Shirley MacLaine (as Ethel, who is recently widowed but not too grief-stricken) and Christopher Plummer (as Jack, her close friend of 50 years) who create a relationship on screen that is so believable we feel their pain, their remorse, their resentment as they struggle to deal with the mistakes and regrets of their past. The film then switches to three young US Airforce men in Michigan in 1941. All three find they are in love

GREEN WING The Lamp’s rating

Review by Maureen Sims, RN, Palliative Care Focus, Centennial Care, Camden The Lamp’s rating

with the same girl (young Ethel, played by Mischa Barton). She loves one of them and they hastily marry before he leaves for active combat in Germany. Before leaving, he enlists one of the two to take care of her if he does not return. The predictable happens, his plane is shot down on a mission over Northern Ireland. A connection then takes place between a young Irish boy who arrives at the crash site and the three friends still living in Michigan. A connection that will go unrecognised by all parties for 50 years, but will dominate their thoughts and the decisions they make in their own lives during that time. This is skillfully revealed as they grow older and go on with living their lives but are mentally drawn back to the significance of the events of all those years ago. The ‘Attenborough genius’ cleverly ‘closes the ring’ and we walk away feeling privileged to have been witnesses to lives in a special time in history. n Closing the Ring opens on 6 March.

s a rule, I do not watch medical shows (ie ER, All Saints or any of the many others on TV). However, I do like a good comedy and I can honestly say Green Wing is probably the funniest TV series I have ever watched. Before I received Season 1 to review, I had never seen or heard of Green Wing, but now I can’t wait to get my hands on Season 2. This series is not for those who are not broadminded as its content, to say the least, is very risqué and could easily offend some viewers. However, I found it funny, funny, funny and had a good laugh. As for how Green Wing relates to working in a hospital, well let’s just say if there is a hospital out there with staff as crazy as those on Green Wing and with the goings on that occur in this show, I feel for the Area CEO who would be forced to clean up the mess. Austar/Foxtel on pay TV has UKTV, which airs back-to-back comedies with the catch slogan ‘the best of UK comedy’. Well, I haven’t seen Green Wing on this. So as far as I am concerned, if you have not seen Green Wing, you haven’t seen the best of British comedy. Green Wing makes Scrubs looks childish, so if you want a madcap romp through the health care system, don’t bother with prudish US attempts at (PG)-rated humour (Scrubs), head straight to the (MA)-rated, adults-only comedy of Green Wing – that is if you think your funny bones can handle it and your sense of morality won’t be offended.

3-disc package, $39.95 from all leading retail stores and website www.play4me.com.au THE LAMP MARCH 2008 43

WHERE TO GET THIS MONTH’S NEW RELEASES

L I F E S T Y L E

Book me Unlocking the Mysteries of Eating Disorders: A Life Saving Guide to Your Child’s Treatment and Recovery by Debra L Franko, PhD, David B Herzog, MD, and Pat Cable, RN, McGraw-Hill Professional, RRP $24.95 : ISBN 978-0-07-147537-2 Based on a combination of research and clinical experience, Unlocking the Mysteries of Eating Disorders is mainly focused on school-aged children, adolescents, and young adults and provides guidance through the difficult situations to empower families and friends to make the right decisions. Throughout the book, stories of parents and their children aim to help you understand the process and give hope to all those who travel the road to health with their son or daughter.

Women’s Health: A Practical Guide for Healthcare Professionals by Sarah Bekaert, Radcliffe Publishing (available through Elsevier Australia), RRP $64 : ISBN 978-1-846-19 029-2 Women’s Health aims to offer the practitioner a quick reference guide to the possible diagnosis according to symptoms, and the tests that could be performed with a view to reaching a diagnosis. Concise and easy to read, Women’s Health includes a helpful

S P E C I A L

summary of each condition where possible to provide an overview, in non-technical language, for the patient as well as being an ideal ready reference for any busy healthcare professional in primary care and hospital emergency departments.

Disability in Pregnancy and Childbirth edited by Stella McKay-Moffat, with forward by Rosaleen Mansfield, Churchill Livingstone (available through Elsevier Australia), RRP $82.50 : ISBN 978-0-443-10318-6 Disability in Pregnancy and Childbirth is the first book to provide advice to midwives on the special needs of mothers with disabilities. Although an increasing number of women with disabilities are having children, the needs of this minority group are not always being effectively met. Disability in Pregnancy and Childbirth provides essential practical information to health care professionals working with this group.

Creative Engagement in Palliative Care: New Perspectives on User Involvement edited by Lucinda Jarrett, Radcliffe Publishing (available through Elsevier Australia), RRP $64.95 : ISBN 978-1-84619-158-9 This book is about user involvement and offers a range of practical ideas for developing service users’ creativity

I N T E R E S T

T I T L E

Chasing Daylight: How My Forthcoming Death Transformed My Life by Eugene O’Kelly, with a new afterword by Corinne O’Kelly, McGraw-Hill Australia, RRP $24.95 : ISBN 978-0071499934 Chasing Daylight is an honest and inspirational look at one man’s struggle against the diagnosis of a terminal illness to understand the significance of his work and to close the relationships of his life. Eugene O’Kelly, the author, was one of the most respected CEOs (of KPMG) in the United States, and he interweaves unsettling details of his battle with cancer with his moment-to-moment reflections on life and death, love and success, spirituality and the search for meaning. It provides a testament to the power of the human spirit and a compelling message about how to live a more vivid, balanced and meaningful life. PUBLISHER’S WEBSITES: McGraw-Hill: www.mcgraw-hill.com.au • Elsevier Australia: www.elsevier.com.au 44 THE LAMP MARCH 2008

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.

including song-making, drama, dance, creative writing, music, video and visual arts. The wide-ranging approach encompasses many different voices from patients, artists and health care professionals. Creative Engagement in Palliative Care is highly recommended for all palliative health and social care professionals and volunteers, including occupational therapists, and art and music therapists. It is a wonderful resource for health and social care educators, teachers and trainers and will be an immense source of inspiration for patients and their families.

Who Killed Health Care? America’s $2 Trillion Medical Problem – and the Consumer-Driven Care by Regina Herzlinger, McGraw-Hill Australia, RRP $39.95 : ISBN 978-0-07-148780-1 In Who Killed Health Care? America’s $2 Trillion Medical Problem – and the ConsumerDriven Cure Harvard Business School professor and respected health care analyst Regina Herzlinger raises fundamental questions about the structure and performance of the US health care system and indicts insurers, hospitals, the government, employers, and academics for ‘killing’ health care. Herzlinger outlines her bold new plan for a consumerdriven system that will deliver affordable, high-quality care to everyone. By putting insurance money in the hands of patients, removing the middle man in the doctorpatient relationship, and giving employers cost relief, consumers and physicians will be empowered to make the system work the way it should. n

AUSMED Learn about: Understanding Personality Disorder Classification and Clarification Borderline Personality Disorder The Challenge of Persistent Unstable Behaviours Dual Diagnosis Dilemmas Liaison Psychiatry in Acute Health Care Settings Mad, Bad and Dangerous to Know? Anti-Social Personality - A Case Study Dealing with Manipulative Behaviours Use of Treatment Agreements with People with Personality Disorder Paranoid Personality Disorder This educational event is designed for health professionals who want to gain a greater understanding of these mental disorders. Sydney: 12 & 13 June 2008 / SMC Conference & Function Centre 10.5 CNE Points / Cost $495 Enquiries: 03 9375 7311

Build-a-Book

$5.50 per chapter

buildabook.com.au To register contact:

Now inclu de Anatomy s & Physiolog y

www.ausmed.com.au

Tel: (03) 9375 7311 Fax: (03) 9375 7299 Ausmed Conferences, PO Box 4086, Melbourne University, Parkville, Vic 3052 All prices include GST. Ausmed accepts Visa & Mastercard. Credit Card banking fees apply: $5 per study day / $7 per national conference

Programs

March 2008 Wound Dressings - Study Day 10 Mar - Sydney Earns: 5.25 CNE points Cost: $220

April 2008 Ward Clerks

Share Your Knowledge If you have information, and you want to get it ‘out there’ put it on Build-a-Book™. Build-a-Book™ offers nurses a perfect opportunity to share information. You can chose to earn money for the information or give it away for free.

- Study Day 2 Apr - Sydney Cost: $231

Management of Adult Diabetes - Study Day 3-4 Apr - Sydney Earns: 10.5 CNE points Cost: $352

Contact Ausmed for more details info@buildabook.com.au (03) 9375 7311

Build-a-BookTM

Earn Money From Your Policies and Procedures Do you have information that is useful to other nurses? All around the world nurses are writing similar policies and procedures which take time and effort. Why not share your material and contribute to the body of nursing knowledge? We are currently interested in the following material: Policies and procedures Assessment tools Job descriptions Patient information sheets Videos and Audio Lectures Educational modules Any other intellectual property which is useful to other nurses Build-a-Book™ offers an internet platform for you. Every time someone purchases your material you earn a royalty. Why not share your knowledge and expertise now? For more information email: info@buildabook.com.au

LAMP_0308 I would like to register for a conference join the mailing list (Please tick one or both) Conference Attending Date Location Name Organisation Job Title Address Postcode Suburb/Town State Telephone Email Payment Details (Please tick one): Cheque / MO (payable to Ausmed Conferences) Credit Card Card Number Expiry Date THE LAMP MARCH 2008 45

Great legal advice for Nurses Maurice Blackburn, Bob Whyburn and his team are proud to be the lawyers for the New South Wales Nurses’ Association. • Litigation • Employment & Industrial Law • Class Actions • Medical Law • Wills • Superannuation & Insurance Law

Call the Association information line now to ﬁnd out how to access this great service.

Sydney Level 20, 201 Elizabeth St Sydney NSW 2000 T (02) 9261 1488

Camperdown 43 Australia St Camperdown NSW 2050 T (02) 8595 1295

Newcastle Level 1, 179 Brunker Rd Adamstown NSW 2289 T (02) 4953 9500

Visiting Ofﬁce Wollongong By appointment T (02) 9261 1488

Parramatta 31 Cowper St Parramatta NSW 2150 T (02) 9261 1488

www.mauriceblackburn.com.au

LASER SAFETY COURSE AND LSO ACCREDITATION To be held May 16 and 17 at the Royal Newcastle Centre, Newcastle. This course is ideal for staff who have never used lasers or those who wish to update their skills. You will learn about the action of laser on tissue, operation of a laser machine, hazards and safety, the role of LSO and the ALA Exam.

For enquiries call Neridah Thompson on (02)4922 3425 or email her at Neridah.thomson@hnehealth.nsw.gov.au Presented by Penny Smalley and Ass Prof Lee Collins.

It also includes LSO accreditation for all successful participants.

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“Fun, Relaxed & Informative Wine Tours” Exclusive Wine Blending Session – “Make Your Own Wine!” A delicious lunch of local produce at a winery. Visit Wineries, a Brewery, Cheese and Chocolate Factories on request. Pick up and drop off, 7 days a week, 11.30am – 5.30pm. Private Charters and Combo Packages available.

$75

• Gold

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Self-catering with all linen provided Beautifully appointed Spa Chalets and cosy wood ﬁre chalets available 7 acres of stunning gardens and balcony views of Karri Forest 10 minutes stroll into town along the Margaret River

Cnr Bussel Highway and Carters Road, Margaret River T: 08 9757 2101 • info@riverglenchalets.com.au www.riverglenchalets.com.au

46 THE LAMP MARCH 2008 Wine for Dudes.indd 1

14/2/08 Riverglen 10:11:11Chalets.indd AM 1

14/2/08 10:12:05 AM

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

8 9

15 17

18 20

21 22 23

ACROSS

7. 9. 10. 11. 12.

The smallest blood vessels (11) The ocean (3) Professionals in science (10) You need them for walking (4) Common name for the tympanum (7) Determining the potency of a drug (5) The extremities (5) To the side (7) Where the cervical vertebrae are found (4)

13. 15. 19. 20.

21. Neonates, or ......... babies (9) 22. Exclamation of surprise 23. The loss of sensation or pain, often induced for surgery (11) s

DOWN

1. 2. 3. 4. 5. 6. 8.

The organ that secretes insulin (8) Process food in the body (6) Vocal part of the larynx (7) Puts bandages on a wound (7) Multiple Sclerosis, abbrev (1.1.) A part of the brain (8) Some nurses, abbrev (1.2)

9. Lower part of the spine (6) 13. Type of reaction showing rash, swelling (8) 14. Surgical stitch (6) 16. Organisms often causing infections (8) 17. Changed (7) 18. Child (6) 20. Feeling unwell, feeling of sickness (6) 21. Instrument to write with (3) 23. Blood group Solution page 49 THE LAMP MARCH 2008 47

DIARY DATES Enrolled Nurse Professional Day 5 April, Moree Services Club. Cost $20 Contact: Roz Norman, 6761 7102

Redesigning The Healthcare Workforce 2008 11–12 March, Citigate Central, Sydney. Contact: registration@iqpc.com.au Web: www.iqpc.com/au/healthworkforce

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA

NSW Lactation College – Ethics of Infant Feeding 14 March, Holiday Inn, Rooty Hill RSL Club Info: sipassey@exemail.com.au, www.lactation.org.au/nsw

Deniliquin Hospital – 150 Years Celebration 11–13 April. All past and present associates invited. Contact: Elsa Bolton (03) 5881 3235 or Bobby Murphy (03) 5881-4969. Email: tmu29899@bigpond.net.au

South Coast Labour Council Women’s Conf. 2008 14–15 March, University of Wollongong. Cost: $30 for 1 day or $50 for both. All women welcome to attend. Contact: SCLC, 4229 2888, mail@sclc.com.au

SESIAHS ’Connecting with Neuroscience’ Conf. 18 April, St. George Hospital, Kogarah. Cost: $44-$55 Contact: Roslyn Millar, 9113 3559/ Jo McLoughlin, 0422 418 255, Joanne.Mcloughlin@sesiahs.health.nsw.gov.au

NSW Society of Vascular Nursing 18 March, 6pm, RPAH Educ. Ctr. Cost: $10 (non-members) RSVP Silvana Nestorovska, 9515 6111 pg 8845, silvana.nestorovska@email.cs.nsw.gov.au

RNSH Neuroscience Symposium Conference 2 May, North Sydney Harbourview Hotel, 8am–4.30pm Cost: $80 earlybird/ $95 after 18 April. Contact: Nicki Pereira CNE, 9926 8074, npereira@nsccahs.health.nsw.gov.au

Understanding Wound Dressings study day 10 March, Comfort Inn Cambridge. Cost: $231. Contact: (03) 9375 7311/ www.ausmed.com.au

Introduction to Renal Nursing Workshop 3 & 10 April, 8.30am–4.30pm, Riverside Rm, Concord Hosp. Medical Library. Cost: SSWAHS Free or $50/day. Info: Sue Ward, 9767 6347, wards@email.cs.nsw.gov.au

International Nurses’ Day 2008 12 May

Women’s Rights at Work Conference 10–11 March, Unions NSW Trades Hall Auditorium Info: Ros Aldridge, 9261 3505, raldridge@unionsnsw.org.au

The Management of Adult Diabetes 4 April, Comfort Inn Cambridge. Cost $352. Contact: (03) 9375 7311, ausmed@ausmed.com.au

Diversity In Health 2008 Conference 10–12 March, Sydney Convention Centre Darling Harbour. Full registration: $759. Contact: 9840 3800, dhi@swahs.health.nsw.gov.au, www.dhi.gov.au/conference

Pre & Post Natal Continence Care ‘What to Do about the 1 in 3?‘ 4 April, St George Leagues Club. Contact: Rhonda Brownlow, 9534 2555, Rhonda. Brownlow@sesiahs.health.nsw.gov.au

NSW BFHI ‘Preparing Your Maternity Unit to Become Baby Friendly‘ 6–7 March, Wagga Wagga Base Hospital 10–11 April, Queanbeyan Contact: elizabeth.steinlein@sesiahs.health.nsw.gov.au Asthma Educators Course 3–7 March, Children’s Hospital Westmead Contact: Lucy Keatley on 0411 212 303, edu@aarea.org.au, www.aareducation.com NSW Operating Theatre Assoc. Inc. 6–8 March, Annual Conference Contact: ota@nursing.edu.au/ www.nsw-ota.asn.au

The Colle

ge of Nursi

2008 ACSA National Community Care Conference 14–16 May, Sydney Convention Centre Darling Harbour Contact: ACS Events, 8754 0400 Laser Safety Seminar – LSO training 16–17 May, Royal Newcastle Centre, Rankin Park. Cost: $330. Contact: Neridah Thomson, 4922 3425 or email Neridah.Thomson@hnehealth.nsw.gov.au ‘How Drugs Work‘ Refresher study days for nurses 20–21 May, Comfort Inn Cambridge Cost: $352. Contact: (03) 9375 7311, ausmed@ausmed.com.au

hours rs!! CPD hours!

Continuin Develop g Professiona l ment Ha ndbook JANUAR Y – JUN E 2008

¬#

48 THE LAMP MARCH 2008

LE G

4HE

P CPD hours! E¬O F¬ . U

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

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

Send information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667 Mail: PO Box 40 Camperdown NSW 1450

Send us your snaps

Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be

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

Cardiovascular CT at Concord Conf. 23–25 May, Grand Pavilion, Rosehill Gardens Event Ctr Contact: Tara Montgomery, 9518 7725, taram@conexion.com.au, www.cctatconcord.com Surgical Symposium. Current Trends & New Approaches 23 May, Lowenthal Auditorium, Westmead Hospital. Cost $99 incl. GST. Contacts: Dee Macguire, 9845 5555 pg 08968 or amanda O’Regan, 9845 5555 pg 27028 CAREX 2008 (Sydney) Free admission & free workshops 28–29 May, 9.30am–4pm daily, Rosehill Racecourse Contact: Wayne Woff, (03) 9571 5606 Web: www.totalagedservices.com.au ’Nurses Who Care – Dare’ One Day Nursing Conf. 29 May, Kerry Packer Education Centre, RPA Hospital Info: Lynn Jones, 9515 7278, jonesl@email.cs.nsw.gov.au ’Bones on the Beach’ Wollongong Orthopaedic Conf. 5 July. Cost: $88 early bird. Contact: Fiona Roberts, 4222 5390 or email fiona.roberts@sesiahs.nsw.gov.au

INTERSTATE AND OVERSEAS 3rd World Congress On Women’s Mental Health 16–20 March, Melbourne. www.iawmhcongress2008.com.au 28th Annual Scientific Meeting of the Australian Pain Society – The Spectrum of Pain 30 March – 2 April, Perth Convention Centre, WA. Contact: (02) 9954 4400, aps2008@dcconferences.com.au, www.dcconferences.com.au/aps2008 Nursing Issues Workshop. Being Acute: Nurses & Pain 30 March, Perth Convention Centre, WA. Contact: (02) 9954 4400, aps2008@dcconferences.com.au, www.dcconferences.com.au/aps2008 National Conference on Anxiety & Depression 3 – 4 April, Melbourne. 31 speakers led by Professor Paul Salkovskis, world expert on OCD. Contact & online registration: www.reconnexion.org.au CAREX 2008 (Melbourne) 16–17 April, 9.30am–4pm, Caulfield Racecourse Melbourne Contact: Wayne Woff, (03) 9571 5606 www.totalagedservices.com.au 4th International Conf. in Primary Health Care 17–19 April, Melbourne Grand Hyatt. Cost: $920. Contact: (07) 3854 1611, ozaccom@ozaccom.com.au

8th International Conferene on Grief & Bereavement in Contemporary Society 15–18 July, The Sebel, Albert Park, Melbourne. Full registration: $850. Contact: (03) 9265 2100, conference@grief.org.au, www.icgb08.com

Reunions St Vincent’s Hosp. 1986 March PTS 8 March. Venue: TBA Contact: Sue Monaro (nee Driscoll), 9767 5000 page 60255 or email monaros@email.cs.nsw.gov.au Sutherland Hospital Caringbah Graduate Nurses 28 March, Sutherland Entertainment Centre Contact: Vicki Lamb, 9523 8028 Griffith Base Hospital Date TBA. Anyone interested please contact: Brenda Bowen, 6962 1656, bbo83891@bigpond.net.au Illawarra International Nurses’ Day Formal Ball 9 May, 6pm – midnight, Fraternity Club, Fairymeadow. Cost: $85pp. Contact: Glen Barrington, 0402 000 841, glen.barrington@sesiahs.health.nsw.gov.au Western Suburbs Hospital Trained Nurses Association Reunion & Luncheon 31 May, 12 Noon, Ryde-Eastwood Leagues Club Contact: Lesley Potter, 9349 8387, catch63@bigpond.net.au

Other notices Nurses Christian Fellowship • Palliative Care Evening, 28 March, 7pm, Macquarie Park • Fellowship Lunch, 12 April, Mowll Village, Castle Hill • Prof.Breakfast, 3 May, 9am, Ken Duncan Gallery, Erina Park. Contact: Jane 9449 4868 Union Aid Abroad – Call For Volunteers Do you have some spare time? Union Aid AbroadAPHEDA needs your assistance with events, including conferences and fundraising and data entry in our Sydney office. Contact: Antoinette Abboud, 9264 9343, aabboud@unionaidabroad.org.au Kenmore Hospital Museum Exhibition, Goulburn ’Kenmore and War – WWI and WWII’. Open every weekends from 8 March–27 April, 10am–4pm / by appointment. Historical tours at 11am & 2pm. Admission tours: gold coin donation. Contact: Leoné Morgan, 0438 212 587, 4821 2587, lemamo@bigpond.com.au

Crossword solution

10th International Paediatric & Child Health Nursing Conference – Darwin 30 April – 2 May, Darwin Entertainment Ctr. Cost: $770. Contact: (07) 3858 5503, info@ipchnconference.com.au Australian College of Operating Room Nurses (ACORN) Conference – Between the Flags 21–24 May, Gold Coast Convention Centre, Queensland. www.acorn.org.au THE LAMP MARCH 2008 49

Anywhere Travel is the contracted travel agent for the NSWNA We can offer members great holiday deals like these: â&#x20AC;˘ Hawaii 6 nights from $1352* plus taxes from $385 â&#x20AC;˘ Phuket 6 nights from $924* plus taxes from $357 PLUS 10% off travel insurance to all members and their families. Contact us for all your holiday travel needs. Call 1300 130 464 or email sales@anywheretravel.com.au Web: www.anywheretravel.com.au *Cost based on twin share per person. Conditions and travel dates apply.

AnywhereTravel.indd 1

13/2/08 2:41:39 PM

4ONY -C'RANE 2URAL 3CHOLARSHIP FOR .URSING IN 2EPRODUCTIVE (EALTH Careers Health currently has positions available for RNâ&#x20AC;&#x2122;s & EENâ&#x20AC;&#x2122;s in the following areas: â&#x20AC;˘ Orthopaedics â&#x20AC;&#x201C; Nth â&#x20AC;˘ Scrub / Scout â&#x20AC;&#x201C; Sth West, Inner west, West, Nth â&#x20AC;˘ Anaesthetics/ Recovery â&#x20AC;&#x201C; Nth, Inner West, West â&#x20AC;˘ ICU/HDU- Nth, West â&#x20AC;˘ Corporate environment RN position only For more information, contact Leslie Hall on (02) 8741 0409 or email leslieh@ccjobs.com.au

!PPLICATIONS CLOSE !PRIL !PPLICATION FORM INFORMATION CALL

4HIS SCHOLARSHIP PROVIDES FUNDING FOR A NURSE OR MIDWIFE TO COMPLETE THE &0.37 (EALTH #ERTIlCATE IN 3EXUAL AND 2EPRODUCTIVE (EALTH .URSING WILL BE AWARDED FOR TUITION TRAVEL AND AWAY FROM HOME LIVING EXPENSES !PPLICANTS MUST BE REGISTERED NURSES MIDWIVES WITH AT LEAST TWO YEARS POST BASIC EXPERIENCE WORKING IN RURAL OR REMOTE .37 !USTRALIAN CITIZENS OR PERMANENT RESIDENTS AND ABLE TO COMMENCE STUDY IN

Wondering how you can reach

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THE LAMP MARCH 2008 51

Home loans created for members, not customers. (Now that’s something to put a smile on your face.)

As a member of the NSWNA, you’re eligible for a Super Members Home Loan that could save you thousands over the life of your loan. Through your union membership, you’ll have access to great low cost features including: • A ‘member only’ discounted rate • No application fees • No ongoing monthly fees

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52 THE LAMP MARCH 2008