The Lamp October 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.9 October 2008

More members A better deal for private hospital nurses

An Industry SuperFund

Caring for the super of remarkable nurses everywhere While you’re busy taking care of others, HESTA is busy taking care of you. PLATINUM

2 THE LAMP OCTOBER 2008

H.E.S.T. Australia Limited ABN 66 006 818 695 AFSL 235 249 HESTA Super Fund ABN 64 971 749 321. Consider our Product Disclosure Statement before making a decision about HESTA – call 1800 813 327 or visit www.hesta.com.au for a copy.

ABOUT THE LAMP

C O N T E N T S

Cover story

lamp the

magazine of the NSW Nurses’ Association

volume 65 no.9 October 2008

More members A better deal for private hospital nurses 16

Print Post Approved: PP241437/00033

More members A better deal for private hospital nurses

Cover Jillian Thurlow, EEN and Branch Delegate, Lake Macquarie Private Hospital Photograph by Fiora Sacco

News in brief

Professional issues

27 NMB rejects nursing graduates 28 New national code of ethics for nurses and midwives

8 8 8 8 9 9 9 9 11 11 11 11 11 13 13

Student nurses left without clinical placement Tell Gillard to save our award Unions and business get early glimpse of new Workplace Relations Bill ANF wants nurses back in school $10,000 community nursing postgrad scholarships RPA midwife appointed Lactation President Illawarra mental health service on the brink Aged care sector growth leaves nurses behind Baby boom boosts call for super midwives Nurse suspended for posting surgery photos on Facebook Priory nurses in sick pay row 500 training places for community aged care workers Farmers fleece shearers Former Rozelle Hospital staff wanted! Cycling for a good cause Nurses walk away with Jenny Craig title

Agenda 31 32 33 36

Hospital land sale sparks public outcry Health chief backs nurses over lockdown New facilities bring new career opportunities A nurse’s perspective: Scrap the wasteful NT intervention

From the field 34 Behind prison walls

Lifestyle 40 Movie reviews 42 Book me

Regular columns 5

Editorial by Brett Holmes Your letters to The Lamp Ask Judith Nursing online Our nursing crossword Diary dates

11 What’s on

6 39 45 47 48

Private hospitals

Competition

14 Ramsay and Healthscope pay talks begin 15 Big brother bosses still loom

25 Win a perfectly relaxing – and healthy – escape to Solar Springs

Industrial issues

Special offers

23 Rogue employers cling to WorkChoices 24 McKesson refuses Union Collective Agreement

40 Win 50 double passes to see The Women, 25 double passes each to Nights at Rodanthe and Young @ Heart, and 15 double passes each to The Duchess and How to Lose Friends and Alienate People

NSWNA education program

Contacts NSW NURSES’ ASSOCIATION For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. SYDNEY OFFICE 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 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 PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Baradine MPS Mark Kearin, Blacktown/ Mt Druitt Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE – LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au THE LAMP ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44. Individuals $60, Institutions $90, Overseas $100.

DRAWN 30 JUNE 2009

m e w m e n b a p u n g i S the chance to win a beautiful Broeomre holiday for

With more members we have a louder voice and a stronger union. The more members at your workplace, the stronger your voice and bargaining position with your employer. With more members we will achieve better pay and conditions for you! Not only will you be making your union stronger by signing up a new member, you and a friend could be jetting off from Sydney to Cable Beach, Broome. That’s seven nights of tropical bliss – just for signing up a new member!

4 THE LAMP OCTOBER 2008

www.australiasnorthwest.com

The prize includes return flights from Sydney to Broome, seven nights in a two-bedroom apartment at Broome’s newest Resort, The Pearle of Cable Beach, a Gourmet Sunset Sail or Champagne Breakfast Sail for two from INTOMBI Broome’s Pearling Lugger Experience, car hire from Broome Broome Car Rentals plus a Willie Creek Pearl Farm Tour and a Pearl Luggers Tour.

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

www.thepearle.com.au

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

Private hospital pay will improve – with pressure g Improvements in pay and conditions won in the public health system will not automatically flow through to nurses in private hospitals. Improvements will not come without pressure.

ur private hospitals pay campaign has stepped up another gear with talks underway with the larger employers and private hospital nurses in facilities across the state. Ramsay, Healthscope and Healthe – the three biggest players in the NSW private hospital sector – have indicated their willingness to negotiate union collective agreements. This constructive position is to be welcomed by private hospital nurses while we are still negotiating in an industrial relations environment defined by WorkChoices. There are still recalcitrant employers ideologically opposed to the involvement of a union representing nurses in private hospitals. They provide us with a challenge. It is not automatic that improvements in pay and conditions won in the public health system will flow through to nurses in private hospitals. History tells us that improvements do not come without pressure. If we are to achieve an outcome of parity in pay and conditions with public health system nurses we will need the involvement of nurses in private hospitals in the campaign. It is vital that as many nurses as possible participate. You don’t have to do a lot. Just sharing information with your colleagues or talking with them about the agreement or getting someone to join the union can help enormously. We recognise that many private hospital employers provide working environments which are attractive and flexible and enable many nurses to find a balance between work and family life. But these conditions should not be conferred by whim or favour. Private hospital nurses are entitled to

the same conditions and rights as nurses in the public sector, legally enshrined in an agreement and backed up with the security and vigilance of a union representing nurses’ interests.

If we are to achieve parity in pay and conditions with public health system nurses we will need the involvement of nurses in private hospitals in the campaign. Welcome to the new Health Minister We welcome the new State Minister for Health John Della Bosca into what is

undoubtedly a challenging portfolio. Clearly, the problems in our public health system have had a devastating impact on more than one politician who have taken on the position. NSW needs a strong advocate within the Government who fights for adequate health funding so the people of NSW get the effective and responsive public health system they deserve. We hope that John Della Bosca will embrace this role and effectively represent the health portfolio within the government. He will need to be running from day one. Michael Costa’s departure from the Treasury came with the revelation that there is a $300 million blow out in the NSW Health budget. This dire situation has already started to play out on the ground with one public hospital –- Royal Hospital for Women – forced to ‘bring staffing in line with budget’ and reduce overtime and the use of casuals. This can only lead to an increase in workloads. Nurses and midwives across the state will need to be vigilant about the impact of budget savings on workloads and be prepared to take action.

Sponsorship guidelines Our recent annual conference committed to expand our program for building community links through sponsorship of not-for-profit organisations. The NSWNA Council has agreed on a set of criteria to be met by applicants, which is published in this issue of The Lamp. A recent report in a Sunday paper said the final budget for the program will be $100,000. This is incorrect and I expect that the final amount will be significantly less than this. (See page 7 for details of the Annual Conference resolution and the new criteria).n THE LAMP OCTOBER 2008 5

LETTER of the month

L E T T E R S

official has helped me grow in confidence in my whole life and will make me a better nurse. Sharmaine Cutting, AiN, Toronto Private Hospital Ken Wildy

NSWNA Conference showed democracy in action Let me thank Brett Holmes and all the NSWNA staff for a great inspirational 63rd Conference in Sydney. It was my very first as Delegate representing Woy Woy Hospital, the latest Branch to be formed Networking, workshops, seeing first hand the great effort made by all and the passing of industrial issues put to the vote made it very obvious the NSWNA is non-political, stands up for the rights’ of all nurses and listens to members. Oh so positive Brett And yes, great food and a wonderful venue. The Canadian speaker made it very obvious nurses’ collective strength works, not to mention the money in Alberta. You were right to say, as did Judith, that much has still to be undertaken, but with solid leadership the NSWNA will get there. I am so proud to be a member who can have effect and not just sit on the sidelines expecting others to do it all. Well done by all! Ken Wildy EN, Woy Woy Hospital

Fun role as delegate I have just attended my second annual conference as a delegate. I am an AiN at Toronto Private Hospital and I remember the Association organiser coming to the hospital to set up the branch. I thought I could never take on a position as a delegate. With union encouragement and the motivation of my colleagues, I took up this role and was able to become the branch delegate. I have never looked back. I am currently participating in the program to become an RN. The training has been demanding while juggling family life with three children and the work has been difficult over the past eight months. The Association should continue to lobby the government to make it financially easier for mature age students to study. I think my role as a branch 6 THE LAMP OCTOBER 2008

Stephen Langford

Waste disposal in hospitals needs to be tackled I was especially heartened at the annual conference to see the resolution to cut down kitchen waste in one hospital. The wonderful proposer stood at the mike with a bag of rubbish, from the feeding of one patient for one day. The whole issue of waste, inefficient heating and unnecessary air-conditioning (with our poorly designed buildings) are still to be tackled. If our hospitals and nursing homes were as energy efficient as the nursing staff, our carbon emissions would be pretty low! Stephen Langford EEN War Memorial Hospital, Waverley Editor’s note: Subsequent to annual conference, Director-General of NSW Health, Professor Debora Picone wrote to the Association to advise that she had forwarded the package containing meal disposables for one person for one day in a hospital to Mr John Roach, Chief Executive, Health Support Services. Mr Roach will be reviewing the processes and examining the waste management practices in the food service area with a view to ensuring that opportunities to recycle are maximised.

Thank you Nyngan Hospital When I found out I was to start my nursing career at a one-RN hospital I was near ready to throw in the paper towel. But since coming to Nyngan I feel I have grown enormously both professionally and personally. I have all the staff at Nyngan to thank for that. It means a great deal to me and I will remember Nyngan Hospital and all that I have learnt there for many years to come. So, thank you all, I have had a blast and maybe someday I will return. Kelly Lemon, RN, Nyngan Hospital

Get involved if you want change I believe in our union and its vision, so when laws, governments and employers stop working for nurses, and ultimately our patients, we have to get involved if we want anything to change. Change is not effected from behind the nurse’s station complaining about lost opportunities, or by sitting behind a computer firing off nasty emails late at night – as tempting as that can sometimes be. Change is not about criticising others in the nursing profession for the way things are or the way they ought to be. Change never occurs by leaving it to everybody else and doing nothing yourself. We can get overwhelmed in the chaos of a day on a busy ward and think that things will never change. Improvements in our pay and working conditions are always gradual but they are improvements nonetheless. I am thankful for the recent 7.95% pay rise negotiated by the NSWNA as well as the other conditions – particularly those won for CNSs, CNEs and NEs. I would like to extend my best wishes and support to all private hospital nurses for your up-coming agreement negotiations. Your chance to get involved is now. Your union is your voice. Why not use it? Angela Buckland, CNS Sydney Children’s Hospital Angela Buckland won the prize for this month’s letter of the month, a $50 David Jones voucher.

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

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.

Jennie Breeze

Happy feet I would like to thank the NSWNA and ‘Health and Image’ for my new MBT shoes which I recently won in the May Lamp competition. I chose a pair from a very extensive range that not only look fashionable but are extremely comfortable – to the point where I am loath to take them off and can’t wait until I try them out at work. It is now a pleasure to be on my feet and everything they say about them (good for your posture, core muscles, leg muscles and joints) would seem to be true. I would also like to thank the podiatry staff at ‘Health and Image’, who were both very professional and wonderfully helpful, particularly as I have worn orthotics since the age of 10. Jennie Breeze CNS, St George Private

raise interest in building a memorial of national importance on the site reserved on Anzac Parade, Canberra. We are seeking financial support from the public in general and in particular from the descendants and relatives of those who served in the Boer War. We wish to reach as many people as possible to keep them informed of what we are doing and to seek their support as volunteers who may be able to assist the Boer War Memorial Project committee or donate to the BWM fund. Keith Smith, on behalf of the NSW Boer War Memorial Committee. Editor’s note: Further information on this topic can be found on the Boer War Memorial Committee website: www.bwm.org.au where you can make a donation to the fund.

RECEIVES A DELIGHTFUL

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

THE 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.

Memorial to commemorate Boer War nurse Sister Penelope Frater, a Boer War Veteran, was born and largely brought up on the Liverpool Plains and her family still has connections in the New England area. She served as a nurse throughout the whole of the Boer War. There is no Boer War memorial on Anzac Parade in Canberra to commemorate her service. The NSW Boer War Memorial Project Committee asks the NSWNA to

EVERY LETTER PUBLISHED

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. A historical picture of Sister Penelope Frater (centre) with Lady Supt. Nellie Gould (left) and Supt. Julia Bligh Johnson (right) upon their return from the Boer War.

We are working hard to meet your needs and thank you for your patience. Call 8595 1234 (metro) or 1300 367 962 (non-metro).

CRITERIA FOR SPONSORING NOT-FOR-PROFIT ORGANISATIONS Delegates at this year’s NSWNA Annual Conference voted to allocate an annual amount from the NursePower Fund for the support and sponsorship of not-for-profit organisations, such as sporting clubs, youth and cultural organisations, in order to build on the strong community links established during the Your Rights at Work campaign.

c Applications must be in writing from a not-for-profit, community-based organisation focused on youth sporting or cultural development.

Such funds shall be allocated according to strict guidelines established by the Association’s Council:

c The applicant must agree to the messaging required by the NSWNA on sponsored items.

c Applications must have the written support of a NSWNA member prepared to attest to the good standing and positive attitude towards the principles of trade unions of the youth, sporting/cultural organisation.

c The application must demonstrate relevance to current or future members of the NSWNA including numbers and ages of participants in the organisation/club and the public exposure opportunities for the sponsorship. c The application must demonstrate a commitment to the promotion of healthy lifestyle and wellbeing. The application must provide value for sponsorship dollar in comparison to traditional advertising opportunities. THE LAMP OCTOBER 2008 7

N E W S I INN BBRRI IEEFF

STUDENT

NURSES LEFT WITHOUT

CLINICAL

PLACEMENTS bureaucratic bungle between Wollongong University and the South Eastern Sydney and Illawarra Area Health Service (SESIAHS) has forced up to 124 students to complete their four-week placements during holidays.

The university has advised students not to organise work or holidays during the three-month break. As a result, many will face serious financial hardship as the Christmas break is traditionally a time when students work to fund their study. The university has advised students not to organise work or holidays during the three-month break in case placements can be found. A clinical nursing coordinator from the university told the Illawarra Mercury that the problem stemmed from the health department’s implementation of a new state-wide database. ‘In the long run this system will benefit students ... I appreciate that it is difficult for [them] and we are working hard to ensure they can complete their placements within the semester,’ she said. A spokesperson for the SESIAHS denied it was the fault of the new database and said the area health service was working with the university to resolve the problem. 8 THE LAMP OCTOBER 2008

Tell Julia Gillard to save our award The Australian Nursing Federation (ANF) is concerned that the Federal Government’s award modernisation process poses a risk to current nursing awards. The Federation is calling on Australian ANF Secretary Jed Kearney. nurses and midwives to communicate their strong feelings on the issue in writing to the Deputy Prime Minister, and Minister for Education, Employment and Workplace Relations, Julia Gillard. The ANF is asking nurses and midwives to write to Ms Gillard to tell her you want to maintain an occupational nursing award. ‘Nurses know the best way to protect our wages and conditions is by having a nursing award. Historically, nurses have had their own awards and this should continue because nurses work across a range of settings and in the past awards have recognised this,’ said ANF Secretary Jed Kearney. Contacts for Julia Gillard can be found on the NSWNA and ANF websites.

Ms Gillard said it was important to have the insights and expertise of the committee members on the legislation. ‘They will not be changing the Government’s workplace relations policy decisions, but will be providing valuable technical advice about the drafting,’ she said.

ANF wants nurses back in school The ANF has called for the return of school nurses to their traditional place in the education system. With the increase of conditions like early-onset diabetes, asthma, anaphylaxis and psychological issues among primary school children, ANF Federal Secretary Ged Kearney believes now more than ever nurses are needed back in schools. ‘The benefits of having a permanent school nurse are extraordinary, but we are still seeing numbers drop away,’ she said. ‘On the national level the Government is talking about reforming the health system and tackling childhood obesity — but nobody has thought of something as simple as a nurse in every primary and secondary school.’ Ms Kearney said school nursing was a perfect option for some of the 30,000 nurses who have kept their registration but no longer work in the health system.

Unions and business get early glimpse of new Workplace $10,000 community Relations Bill nursing postgrad Lawyers from trade unions and business scholarships groups will get 10 days this month to study a confidential draft of the Federal Government’s new Workplace Relations Bill. Last month, the Minister for Workplace Relations, Julia Gillard, convened a meeting of the National Workplace Relations Consultative Council with the ACTU and major employer representatives to discuss the final shape of the legislation. Labour law experts from the council’s committee on industrial legislation will be convened for 10 days from 7 October to go through the legislation line-by-line and iron out any glitches in the long-awaited legislation. The legislation represents the final step in the dismantling of the Howard Government’s WorkChoices system.

Community aged care RNs looking to improve their skills can apply for Federal Government scholarships for further tertiary study next year. There are 180 scholarships valued up to $10,000 each, available as part of the $4.5 million Postgraduate Community Aged Care Nursing Scholarships Scheme to be administered by the Royal College of Nursing Australia. The Federal Government has committed to providing 410 scholarships during the next three years. Information is available from the Royal College of Nursing Australia on 1800 551 201 or website: www.rcna.org. au/site/scholarships.php

RPA MIDWIFE

APPOINTED LACTATION PRESIDENT PA’s postnatal Midwifery Unit Manager and NSWNA member, Angela Smith, has been appointed president of the International Lactation Consultant Association (ILCA). Her appointment came during the recent ILCA conference in Las Vegas, where she was also made a fellow of the organisation. ILCA is the international professional association responsible for the certification of lactation consultants and the advancement of the profession through leadership, advocacy, professional development and research. Angela, who has worked with mothers and babies for 30 years, will now be responsible for coordinating the association’s board, negotiating contracts, speaking at international conferences and producing the quarterly Journal of Human Lactation. ‘It’s a daunting task heading up an organisation with almost 5,000 members from 65 nations, but it’s one I’m definitely looking forward to,’ she said. Angela said Australia has the highest per capita ratio in the world of lactation consultants to women having babies. ‘In Australia, lactation consultants are mostly nurses and midwives, but this differs across the world,’ she said. ‘In Japan and Korea, most lactation consultants are doctors and in the US lactation consultants don’t have to be nurses.’

Illawarra mental health service on the brink A senior Illawarra psychiatrist has spoken anonymously to the Illawarra Mercury, claiming the region’s mental health services are close to collapse following the resignation of eight psychiatrists and five psychiatric registrars in the past year. The psychiatrist told the newspaper in August that the South Eastern Sydney and Illawarra Area Health Service (SESIAHS) was struggling to recruit and retain staff. With only 14 psychiatrists remaining – most of them part-time – the psychiatrist fears the area health service won’t be able to replace them because of its fast deteriorating reputation with the psychiatric profession. Former Illawarra chief psychiatrist Dr Irwin Pakula quit the service in May, citing an administrative culture of bullying, gagging and scape-goating. A spokesperson for the SESIAHS would not verify exactly how many psychiatrists were currently employed, telling the newspaper that the shortage simply reflected a world-wide trend. The spokesperson said that Dr Pakula’s resignation had not adversely affected the region’s services despite the SESIAHS asking him to return in July.

Aged care sector growth leaves nurses behind Record building approvals and increased earnings in the aged care sector have seriously undermined the industry’s argument against pay parity with the public sector. Last month, the Minister for Ageing Mrs Justine Elliot presented parliament with a glowing economic report card on the aged care sector in Australia. Building approvals last quarter reached record levels with more than $302 million in projects, compared to $250 million for the June 2007 quarter – a 20.8% increase. Mrs Elliot also highlighted a recent independent survey that found the sector’s pre-tax income had increased in all three areas of residential services – high care, low care and merged services

– including a 25% increase in high care income alone. Mrs Elliot said it was ‘great news’ and showed ‘a real confidence in the future of aged care’. Despite the industry’s increased earnings, many aged care employers – particularly for-profit employers – have yet to negotiate a union collective agreement with the nurses and the NSWNA, meaning nurses’ pay and conditions are not protected, said NSWNA General Secretary Brett Holmes. If the aged care sector appears to be getting its cake and eating it, the Government has sweetened the deal even further by paying out an extra 2.9% on funding claims this year.

Baby boom boosts call for super midwives The issue of giving midwives greater clinical responsibilities got a double shot in the arm last month with warnings of an impending baby boom and the release of a new discussion paper. Federal Health Minister Nicola Roxon released a discussion paper proposing Australia’s 15,000 midwives be given doctor-style responsibilities such as authority to order diagnostic tests and prescribe drugs. Ms Roxon also said midwifery services need to be updated because the country is headed for a baby boom. The discussion paper is part of a comprehensive review of maternity services being led by the Chief Nurse and Midwifery Officer, Rosemary Bryant, to be completed by the end of the year. The paper cites fragmented services, professional restrictions, funding problems and a lack of affordable indemnity insurance as barriers to better midwifery services. Australia’s current use of independent midwives compares poorly to other developed countries, including New Zealand and Britain. To provide a comprehensive service similar to that of general practitioner obstetricians, the discussion paper says, midwives require rights in hospitals to enable them to visit and refer their patients to specialists, to order diagnostic tests, prescribe drugs and have access to Medicare payments for the work they do. THE LAMP OCTOBER 2008 9

Switch to direct debit & win two days of sheer indulgence at one of Australia’s most luxurious hotels

The prize includes two nights in a Park Hyatt Opera Room with stunning harbour views including breakfast and $200 towards dinner at the hotel’s Harbour Kitchen and Bar, a $150 spa (or beverage) voucher, plus valet parking.

Don’t risk your membership lapsing from changing workplaces. With direct debit you are always protected on the job. Switch your membership to direct debit, sign up a new member on direct debit or convince a colleague to convert to direct debit and you will automatically go into the draw to win two nights of supreme luxury at one of Australia’s finest hotels, 10 THE LAMP OCTOBER 2008 the Park Hyatt Sydney.

• cancel your payroll deductions and start paying your fees through direct debit and you will go in the lucky draw and/or • convince your colleagues to convert from payroll deductions to direct debit and you, and each of your colleagues who switch to direct debit, will go in the lucky draw and/or • sign up a new member using the direct debit method of paying their fees and you, and the new DRA 30 DEC WN member, will go in the EMBE 2008 R 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.

N E W S I INN BBRRI IEEFF

NURSE SUSPENDED FOR POSTING

SURGERY PHOTOS

ON FACEBOOK Swedish neurosurgeon at a Stockholm hospital says a nurse could lose her job after posting 14 photos of surgical operations on her personal Facebook account in August. The chief of neurosurgery at Karolinska University Hospital, Mikael Svensson, told the European press that the incident was ‘deeply unfortunate’ as it violated basic ethical codes.

One photo showed an operating assistant holding indeterminate parts of the patient’s body. Though patients could not be identified from the photos, the issue has triggered worldwide debate about patient privacy in the age of digital technology. The nurse, unnamed for legal reasons, apparently used her mobile phone to take the photos of brain surgery and back operations that she had assisted in. One photo showed an operating assistant holding indeterminate parts of the patient’s body. Dr Svensson said that he had been in contact with the nurse, who was away on vacation, and she was ‘devastated’ about the consequences of her actions. The hospital immediately called an emergency meeting to remind surgical staff of the need to respect patient privacy and an inquiry is underway. The hospital said in a statement that it is still considering the appropriate action – whether to report the nurse to police or dismiss her. The nurse has been suspended and the pictures have been deleted from her Facebook profile.

500 training places for community aged care workers The first 500 of 2,000 training places for community aged care workers from culturally diverse or indigenous backgrounds will soon be available, the Minister for Ageing, Justine Elliot, announced last month The training places will include the nationally recognised Certificate III in Home and Community Care, the Certificate IV in Service Coordination, and access to aged care language and literacy training. Advertisements will appear shortly in major daily newspapers around Australia. For further information, contact the Commonwealth Carelink Centre on 1800 052 222 or go to: www.commcarelink.health.gov.au

Priory nurses in sick pay row Nurses at the famous Priory, the UK’s $A5,000-a-week celebrity rehab, are threatening their employers with legal action over threats to cut sick pay. The Priory’s owners, who have hospitals across the UK, plan to cut the ‘generous’ benefits because of ‘epidemic’ absentee levels which they claim cost the firm $A17 million a year. The Royal College of Nursing said the changes to contracts are illegal. Spokeswoman Karen Didovich warned that cutting sick pay would ‘simply reduce morale and motivation’. The Priory has just commenced its first ever nationwide ad campaign in an attempt to broaden its client list.

Farmers to fleece shearers Shearers have promised to hang up their shears if plans to slash Australia’s oldest industrial Award proceed. The Australian Workers Union (AWU) has warned that the shearing industry could collapse within a year if proposed changes to the industry’s award go ahead. The Federal Government is being pushed by the National Farmer’s Federation

(NFF) to update Australia’s oldest work agreement, the Pastoral Award. The NFF is preparing a wish-list to lobby the Industrial Relations Commission to amend Australia’s oldest work agreement, the 1907 Pastoral Act. The NFF wants shearers to work 152 hours per four-week cycle and remove their right to refuse to shear wet or diseased sheep. AWU spokesman Sam Beechey said if the NFF gets its way, the number of shearers could drop by up to 50%. The Australian Industrial Relation’s Commission will start drafting a new award for the pastoral industry later in the year, with the aim of having the new agreement in place by January 2010.

Former Rozelle Hospital staff wanted! Sydney historian Roslyn Burge is currently collecting memories, anecdotes and recollections of former staff at Rozelle Hospital as part of an oral history project funded by Leichhardt Council. Roslyn has already interviewed former staff including doctors, nurse unit managers and a former general manager but is keen to draw from as wide a range of voices as possible. ‘With Rozelle Hospital’s closure it is of pressing importance to ensure the memories of people who worked there – or who had some connection with the site – are captured, not only as a record of the hospital but also of its people,’ she said. ‘I’ve interviewed a number of staff members but I want to ensure a range of roles within the hospital are represented in the project – everyone from maintenance and outdoor staff, domestic staff, administration, medical and nursing staff.’ The project should be completed by the end of 2008. Former staff with stories to tell who are willing to be interviewed can contact Roslyn on 0413 733 218.

CORRECTION A story in last month’s Lamp about a Blue Mountains community meeting referred to a Lithgow maternity ward closure in 2007. Midwives from Lithgow were quick to inform us the unit has never been closed and also that the travel time between Katoomba and Nepean is closer to one hour rather than two as quoted. We apologise for any misunderstanding. THE LAMP OCTOBER 2008 11

AV]^ V till you 2`]^ Members â&#x20AC;&#x201C; $20 for every new member you sign up! The Associationâ&#x20AC;&#x2122;s Recruitment Incentive Scheme has been updated which means you will get $20 for every new member you sign up!

AbO` @SQ`cWbS`a * Gai Pickering is one of our recruiters who has been acknowledged as a Star Recruiter because she has signed up 60 + new members. Gai works at St George Hospital and has been signing up new members for many years. In fact Gai has signed up almost 500 new members since 1995!

12 THE LAMP OCTOBER 2008

There are always new grads, overseas and other nurses being employed at public and private hospitals, aged care and community centres, as well as other facilities. Why not invite them to become members of the NSWNA?

A] USb Pcag

Sign up 5 new members and you get $100! Sign up 20 new members and get $400! You now have a choice of either David Jones or Coles Group & Myers Gift Cards * want more application forms? * want our recruitment DVD/video â&#x20AC;&#x2DC;Why Join? Get the full details of how the Associationâ&#x20AC;&#x2122;s Recruitment Incentive Scheme works.

For more information EMAIL: lridge@nswnurses.asn.au WEBSITE: download forms from our website www.nswnurses.asn.au PHONE: (02) 8595 1234 (metro) or 1300 367 962 (rural)

N E W S I INN BBRRI IEEFF

s Legal & Professional Issues for Nurses 17 October, Coffs Harbour, ½ day Members $39 • Non-members $85 s Aged Care Seminar Series – Skills and Strategies in Managing Conflict 23 October, Camperdown, 1 day Members $80 • Non-members $120

Shane Wootton

Cycling for a good cause

Nurses walk away with Jenny Craig title

In October Shane Wootton, the NSWNA’s IT Department Co-Ordinator, will participate in a gruelling five-day bike ride to raise funds to help teenagers and young people rehabilitate from drug abuse. As part of this year’s Tour de Freedom, Shane will cycle more than 700 km over five days along The Great Ocean Road in Southern Victoria. The route begins in Apollo Bay, Victoria, finishing at the spectacular Mt Gambier located in South Australia. Through this novel fund-raising program each rider attempts to raise $3,000 to assist young people quit their addictions and give them a second chance at life by eliminating self destructive habits and rebuilding their self image, ethics, and relationships with others. You can help by sponsoring Shane and supporting this great cause. Go to www.tourdefreedom.com, click on to the ‘sponsor a rider’ section, and look for Shane’s name. For more information, contact Shane Wootton on (02)8595 2183. All donations over $2 are tax deductible.

Weight loss company Jenny Craig has just completed a survey of Australian industries to find out which workers get the most exercise. It will be of no surprise to nurses that the survey found that they walk further than anyone else at work – clocking up more kilometres than posties or waiters. The participants were given pedometers to record the number of steps they took in a working day. The nurses’ representative came first, racking up over 15,000 steps, whereas a builder came in last, taking only 1,183 steps – his excuse was that he spent most of the day on his hands and knees. A postie claimed second place with 14,183 steps and a waiter snatched third with just over 9,000. Couriers and garbage collectors said they spent most of their days in vehicles, which explained their low numbers of 7,377 and 6,795 steps respectively, while the desk-bound secretary’s representative clocked up a lowly 2,500 steps. A spokeswoman for Jenny Craig suggested people should aim to reach at least 10,000 steps a day – more if they are trying to lose weight.

s Drug and Alcohol Nurses Forum 24 October, Camperdown, 1 day • What’s New in Therapy Approaches, Acceptance and Commitment Therapy, and Emotionally Focussed Therapy. • Three Therapy Skills: c How to use global assessment of functioning scale to guide treatment; c How to develop case formulation; c How an understanding of personality style can enhance engagement strategies. • Psychological effects on children of parental drug and alcohol use. • Mental Health Assessment in Drug and Alcohol settings, risk assessment, risk of harm to self and/or others. Members $30 • Non-members $50 s Basic Foot Care for AiNs 27 October, Coffs Harbour, 1 day Members $85 • Non-members $150 s Basic Computer Skills for Nurses 28 October, Concord, 1 day Members $85 • Non-members $170 s Appropriate Workplace Behaviour 29 October, Camperdown, 1 day Topics covered include understand why bullying occurs; antidiscrimination law & 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 & resolve bullying. Members $85 • Non-members $170 s Aged Care Nurses Forum 31 October, Camperdown, 1 day Members $30 • Non-members $50

TO REGISTER or for more information go to www.nswnurses.asn.au or13ring THE THELAMP LAMPOCTOBER AUGUST 2008 Carolyn Kulling on 1300 367 962

P R I V A T E H O S P I T A L S

LINKS GROW BETWEEN OUR PRIVATE HOSPITALS

Ramsay and Healthscope pay talks begin g Talks between the NSWNA and the largest private hospital employers Ramsay and Healthscope have kicked off.

amsay and Healthscope indicated at the beginning of negotiations they are committed to Union Collective Agreements. ‘This is a constructive and healthy place to begin our talks,’ said NSWNA General Secretary Brett Holmes. Widespread consultation with NSWNA members revealed parity for private hospital nurses with their colleagues in the public sector as their highest priority and that is at the top of the agenda for the NSWNA negotiating team.

Ramsay and Healthscope indicated at the beginning of negotiations they are committed to Union Collective Agreements. Both companies have said they will be ‘pragmatic’. ‘Only the employers benefit by a delay. Each day they stall giving a pay increase means more profits for them and less pay in the pockets of private hospital nurses,’ said Brett Holmes. ‘Our aim is for an agreement in November. We will look for back pay if the employers drag the chain.’ Healthscope have agreed to a timetable to offer a new agreement for nurses to vote on in November.

NSWNA General Secretary Brett Holmes.

Brett says a point of distinction in the talks is what is meant by ‘parity’. ‘We are saying parity means more than the hourly rate. It also means significant conditions that public hospital nurses have that private nurses do not, such as Continuing Education Allowance and better Paid Maternity Leave,’ he said. Public hospital nurses won a groundbreaking 14 weeks maternity leave in their agreement signed in 2005. The current agreements with both Ramsay and Healthscope are now silent about paid maternity leave, although in practice these companies pay some maternity leave. ‘We want an appropriate paid maternity leave entitlement built into the award,’ Brett said. An increase in the night penalty rate has also been claimed by the NSWNA negotiating team.n

MEMBERS ENDORSE HEALTHE CLAIM The draft claim has been endorsed by Healthe Care branches. A formal claim has been submitted to Healthe Care. Preliminary discussions have taken place between the Association and the employer, with formal negotiations to commence in October. 14 THE LAMP OCTOBER 2008

n any pay campaign good workplace organisation and effective communication networks are vital to a good outcome and both continue to build in NSW private hospitals. NSWNA members in different private hospitals throughout the state have been networking by teleconference on a regular basis.

Even doing small things like passing on information, talking to your workmates about our claim and getting people to join the union can make a big difference to getting a decent pay rise.’ ‘This has allowed our members to share information and experiences as we advance our pay claims,’ said NSWNA Assistant Secretary Judith Kiejda. Judith says the more members that get involved, the greater leverage we will have on employers in negotiations. ‘Even doing small things like passing on information, talking to your workmates about our claim and, of course, getting people to join the union can make a big difference to getting a decent pay rise,’ she said. ‘We also want to share the load around and not rely on the same people to do all the work.’ Any private hospital nurse who would like to get involved can fill out a Bargaining Organising Committee form available on the NSWNA website or you can get one from your branch or from the NSWNA office.

SLASH AND BURN

Big brother bosses still loom

hile some of the largest private hospital employers such as Ramsay, Healthscope and Healthe have indicated to the NSWNA that they are willing to negotiate a Union Collective Agreement, there are a number of smaller employers who seem reluctant to come on board. Independent Private Hospitals of Australia, which owns Sydney Private Hospital, Longueville Private Hospital and Holroyd Private Hospital, has engaged a Queensland-based ‘employment relations consultancy service’ to determine ‘the desired rates of pay’ for their employees. Memos to staff are somewhat ambiguous about who the rates are actually desired by. ‘The hospital has asked an independent consulting firm to examine the wage rates of nurses in the private and public sector and make recommendations about what adjustments should be made in our facilities,’ said IPHA Director of Operations Grace Collier in one memo to staff. ‘Once the desired rates are determined, we will be holding discussions with staff about how we can best formalise the new wage rates in an agreement.’ NSWNA General Secretary Brett Holmes says IPHA are clearly not interested in genuine talks with their staff or the union about negotiating a pay rise.

‘There is no real consultation with staff going on here. The employer is unilaterally deciding the rate of pay and hiding behind the mask of a so called independent IR company that, apparently, sets it.’ In the memo to staff, Grace Collier indicated that the company would ‘meet and confer with the union about the agreement’. Brett Holmes says IPHA employees should not be fooled into thinking that this means there is good faith bargaining being undertaken by the employer.

‘There is no real consultation with staff going on here.’ ‘“Meet and confer” is the basic requirement the employer must undertake by law. It doesn’t necessarily mean there will be any genuine negotiations over pay and conditions,’ he said. Grace Collier is a founder of the firm Industrial Relations Consulting in Queensland (see story next column). ‘Industrial Relations Consulting works to restore the balance of power in the workplace; we put employers in the driver’s seat,’ the company boasts on its website. One of IRC’s services is baldly stated on its website: ‘Deunionisation of workplace’. (http://irelations.com. au/services.html)n

GRACE I

PHA’s Director of Operations Grace Collier comes to NSW after a chequered history in industrial relations in Queensland. She is a former union official who was arrested on the picket line during the Patrick dispute with the MUA, yet years later she told the Brisbane Courier Mail, ‘I can absolutely see what (Patrick Stevedores boss) Chris Corrigan was doing. I can empathise with his position. I don’t really believe in right or wrong in these positions.’

She also cost 200 nurses their jobs. In 2003 Collier set up her own consultancy ‘assisting’ companies to restructure their workforces and industrial arrangements. ‘I have,’ she told the Courier Mail, ‘quite successfully deunionised a number of hospitals.’ She also cost 200 nurses their jobs. ‘One of her areas of specialty is Queensland’s private hospital sector where, by her own admission, she’s probably been responsible for some 200 nurses losing their jobs through restructure, redundancy and outright dismissal,’ wrote journalist Paul Syvret in the Courier Mail. Syvret pointed out the lucrative nature of Collier’s union-busting, job-slashing business. ‘[Collier’s] home is a comfortable house in the exclusive inner-Brisbane suburb of Hamilton and there is a shiny blue Porsche parked in the garage.’

Helping you keep up-to-date with NSWNA news

NSWNA WORKPLACE NOTICE BOARDS Concord Hospital Branch is one of the many NSWNA branches that have requested and installed our new NSWNA notice boards. ‘The NSWNA notice board helps keep members up-to-date with information,’ said Joel Organ, NUM and NSWNA Branch Secretary at Concord. These attractive boards have been designed to be placed in central areas of workplaces so nurses can access up-to-date Association materials. The boards come in two sizes – large (pictured) or small – so you can choose what best suits your workplace. If you are interested in obtaining a notice board for your workplace, email Lynne Ridge at the Association by email lridge@nswnurses.asn.au, or call her on 8585 1234 (metro) or 1300 367 962 (rural). Notice Board.indd 1

25/9/08 1:24:05 PM THE LAMP OCTOBER 2008 15

C O V E R S T O R Y

Recruit and get active if you want a better deal, says Jillian t 23 years-of-age, NSWNA ‘Star Student Recruiter’ Jillian Thurlow represents a dynamic new generation of Association members. Earlier this year, the EEN and Branch Delegate from Lake Macquarie Private Hospital started an email campaign of her own volition at the University of Newcastle, where she is in her final year of her Bachelor of Nursing, to raise awareness about the NSWNA. Apart from generating interest in the current pay parity campaign for private hospital nurses, Jillian was concerned that many of her fellow

‘You’d have to be crazy not to join.’ 16 THE LAMP OCTOBER 2008

More members A better deal for private hospital nurses g More union members means greater power to improve pay and conditions and ensure industrial protection. Nurses in private hospitals especially need to ensure a strong membership at their workplace, with new agreements up for negotiation.

any NSWNA members, including those in private hospitals, fall under the federal industrial relations system and are subject to the remaining aspects of WorkChoices. This means negotiations for new agreements for nurses at private hospitals are now taking place in a WorkChoices environment. To achieve our goals of parity in wages and conditions with the public health system, private hospital nurses have to get organised and actively recruit new members ,’ said NSWNA Assistant General Secretary Judith Kiejda. ‘Members need to establish branches

students didn’t realise the importance of joining the Association. The email to fellow students clearly articulated the huge benefits of membership, including student scholarships, and elicited hundreds of replies from students to which she then sent membership forms. Jillian started as a TEN at St Vincent’s Hospital in Sydney in 2004. Keen to gain as much experience as possible (and a few extra dollars to help with her studies) she also picked up extra work with an agency as an AiN – taking a cut in pay. ‘The money wasn’t that great,’ she said, ‘but the experience was brilliant.’ After commencing her nursing degree in Newcastle, she also returned to St Vincent’s as an EEN, commuting between the two cities each week.

in as many private hospitals as possible, and get all nurses at their workplace to join the union. ‘You can then approach your employer as a group and explain you would like to negotiate a Union Collective Agreement. It’s hard for an employer to ignore your preference when it has the backing of the majority of nurses,’ said Judith. ‘The best pay and conditions will be achieved when members get behind an issue as a collective. All members need to get involved and make sure all nurses are union members, especially in the current climate.’ ‘You won’t get a good deal in your next agreement unless you recruit more members, said Judith.n

Unlike many of her university peers, this experience gave the 23-year-old a strong grasp of the pragmatic realities of hands-onnursing and the value of belonging to the Association. ‘Just before I qualified as an EEN at St Vincent’s, we were recruited to support the campaign for better pay scales for enrolled nurses. At the time I couldn’t believe EENs qualified to give medication weren’t paid more – it is such a huge responsibility,’ she said. ‘So we joined and got active and just a few weeks later we were all on a better pay scale. It was brilliant!’ Since then Jillian has become a passionate member and advocate for the Association. NSWNA organisers at this year’s Annual Conference were so impressed with

WHY SHOULD NURSES JOIN THE NSWNA? c NSWNA will work with nurses in private hospital to negotiate a Union Collective Agreement (UCA). With a UCA, you have the industrial expertise of the NSWNA behind you when negotiating a new agreement. A UCA has been proven to be the best way to get improved pay and conditions. c The NSWNA can assist by providing legal advice and advice on nurses’ rights or entitlements. c Where necessary it will also step in and mediate with the employer on the nurse’s behalf or take action in the Industrial Relations Commission when mediation is unsuccessful. c Members also gain access to resources such as the NSWNA library and professional development through NSWNA conferences and training. c Free copy of The Lamp.

Jillian’s efforts she was recognised as an honorary Star Recruiter. ‘Honestly, you’d have to be crazy not to join – even as a student, said Jillian. ‘I remember once trying in vain for weeks to get a Certificate of Service with my correct hours on it from an employer. I desperately needed it for an application but they wouldn’t help me. I was in tears. When I finally rang the union for help, the employer sorted it out immediately and sent the correct certificate to me the very next day! Like I said, you’d be crazy not to join.’ THE LAMP OCTOBER 2008 17

C O V E R S T O R Y

‘NSWNA maximises our ability as a collective’

Successful recruitment strategy at St George

Attending every orientation meeting when she worked at Westmead Hospital, Karen Kenmir, RN, has signed up an amazing 724 new members to the NSWNA. She now works at Liverpool Hospital in senior nursing management.

Therese Riley, Nurse Educator and Midwife at St George Hospital, has signed up a total of 92 new members from 1994 to 2008.

‘Recruitment is about ensuring the longevity of the union through the strength of the branches. It’s about supporting members and maximising our ability as a collective. It’s about making sure our members are informed and empowered at the local level. You need to connect with new nurses from orientation and follow up on your rounds by being visible and accessible. I would always provide advice and assistance to staff who were not members while convincing them of the benefits, and sign them up later.’ 18 THE LAMP OCTOBER 2008

‘At St George Hospital we make sure we are at every orientation and speak to all the new nurses. As branch delegates we have to make it relevant to them and talk to them on their level. We have to make ourselves accessible, particularly on the walk-arounds. It’s a bit like branding – if they know their local branch, who we are and how to contact us, and how we can support them professionally and legally, then we are a successful branch.’

NSWNA commemorates our Star Recruiters

SWNA’s Star Recruiters were honoured at a special ceremony before last month’s Committee of Delegates meeting in Sydney. Recognising recruitment as the lifeblood of the Association, NSWNA General Secretary Brett Holmes and Assistant General Secretary Judith Kiejda personally thanked 13 Star Recruiters who have signed-up more than 60 members each throughout their careers. Amid enthusiastic applause from the committee, the Star Recruiters were presented with special badges and framed Certificates of Appreciation acknowledging their incredible contribution to the Association. Another 17 recruiters who have achieved the same milestone will be presented with badges and certificates at meetings over the coming months. Prior to the presentations, Brett took a moment to acknowledge those who has signed up ‘even a single member’, noting that if all members did that, NSWNA’s future would be assured. ‘We want to thank everyone who has recruited even one member but we felt it particularly important to recognise these extraordinary recruiters tonight,’ he said. ‘To put it in perspective, these

Congratulations to our Star Recruiters awarded at this month’s Committee of Delegates meeting.

30 individual recruiters have signed up more than 5,000 NSWNA members between them.’ Karen Kenmir set the standard with an awe-inspiring total of 724 recruited members between 1998 and 2006 when she was a branch delegate and president at Westmead Hospital. Karen was modest about her achievement and believes her record will soon be broken by the next generation of up-and-coming delegates. ‘We were proud of our 95% member-

OUR 30 TOP Karen Kenmir, Liverpool Hospital: 724 members Coral Levett, St George Hospital: 526 members Christine Lennon, St Vincent’s Hospital: 452 members Gai Pickering, St George Hospital: 445 members Wendy Smith, Liverpool Hospital: 311 members Thomas Van Dam, Grosvenor Hospital: 294 members Susan Sides, Tamara Private Hospital: 216 members Linda Kelly, Concord Hospital: 202 members Janet Wakefield, Gosford Hospital: 184 members Lily Fenech, POW Hospital: 163 members Eleanor Romney, RPA Hospital: 151 members Rozlyn Norman, Tamworth Hospital: 136 members Michael Grant, Stockton Hospital: 134 members Ann Conning, Gosford Hospital: 130 members Peter Mason, Nepean Hospital: 129 members

ship, totaling 1,500 members – the largest Branch in NSW. I was pleased to sign up so many new members and am confident that those nurses will be guided and supported by the Association throughout their professional careers.’ Apart from those who have signed up more than 60 members, branch officials and activists who have ‘instituted innovate and successful recruitment initiatives’ and ‘branches officials who believe they have achieved 100% membership’ will also be eligible for the award.n

RECRUITERS Charles Linsell, Rozelle Hospital: 127 members Genevieve Brown, Gosford Hospital: 115 members Therese Riley, St George Hospital: 92 members Sonya Jones, Concord Hospital: 91 members Pam Barrett, Tweed Hospital: 88 members Carolyn Elwin, Gosford Hospital: 87 members Michele Davidson, Sutherland Hospital: 86 members Yvonne Brugmans, St George Hospital: 78 members Catherine Maloney, Bankstown Hospital: 75 members Cos De Santis, Bloomfield Hospital: 69 members Patricia Tyrrell, Griffith Hospital: 64 members Wendy Goodman, John Hunter Hospital: 64 members Lyn Hopper, Manly Hospital: 63 members Lee Stevens, Cumberland Hospital: 62 members Peg Hibbert, Hornsby Hospital: 60 members. THE LAMP OCTOBER 2008 19

C O V E R S T O R Y

Members are the Union Linda Kelly (left), Nurse Educator at Concord Repatriation Hospital, has recruited 202 new members to the NSWNA. ‘When talking to young or new nurses I think it’s important to personalise the branch at the local level, to make it real for them, the gains we’ve achieved for them locally and the influence we can have on our profession through the Annual Conference on strengthening the award and wider social issues like Medicare access, the Iraq war and refugees. Our ability to successfully negotiate awards and conditions depends on membership and, as I always remind them, the members are the Union.

Union membership is insurance at work Ann Conning, RN at Gosford Hospital, has recruited 130 new members to the NSWNA. ‘The Orientation sessions are the key to healthy membership, especially recruitment drives with the Association’s support. It’s important to demonstrate all the benefits of membership. Would you drive a car without rego and insurance? If not, then why would you work on a hospital ward without proper professional and legal support? When people ring for help now I always ask if they’re a member first. On walk-arounds I used to find it amazing how many nurses said they’d been meaning to join so I always carried membership forms and got them to do it on the spot – even if they didn’t have all the necessary information the Association could call them back later.

20 THE LAMP OCTOBER 2008

Tips from our Star Recruiters c c

Try to meet new employees during an orientation to the workplace. After explaining the union benefits to a non-member, ask them to sign up then and there and offer to send the application form to the NSWNA yourself. The NSWNA has developed a recruitment kit and video to help explain the benefits of joining the union. Use these resources when approaching a non-member. If a non-member refuses to join first time around, talk to them again once they’ve seen the positive results of union action. Never assume that your colleague or friend is a member of the Association. It’s always best to ask them, and if they are not, invite them to become a member. Nurses often

say that they have wanted to belong to the Association but have just never been invited to join! In larger facilities, it’s important to identify an activist in every ward or unit who will talk to new nurses about the benefits of the Association. It is important to cover not only day shifts, but nights and weekends, as well. Branch officials are encouraged to gain access to orientation programs in order to talk to newly employed nurses. Have a membership drive. The Association’s Member Organising and Enforcement Team (MOET) is always happy to talk to you about recruiting tips, and will be happy to sponsor a BBQ, morning or afternoon tea and/or provide your branch/workplace with promotional items that will assist in attracting

RECRUIT

NEW MEMBERS

AND WIN $20 for every new member you sign up. Sign up five new members and you get $100; sign up 20 new members and get $400 For more information about the NSWNA Recruitment Incentive Scheme: email Lynne Ridge on lridge@nswnurses.asn.au

existing and new members to branch meetings or events. c Another way is to ask MOET to book an ‘Association Comes to the Workplace’ visit to your workplace. These are great opportunities for branch officials to raise their profiles across the workplace. Call 8595 1234 (metro) or 1300 367 962 for more tips and information about recruiting new members, application forms and copies of the NSWNA recruitment kit and video.n

LIONS NURSES’SCHOLARSHIP

Looking for funding to further your studies

in 2009?

The trustees of the Lions Nurses’ Scholarship Foundation invite applications for scholarships for 2009. Nurses eligible for these scholarships must be resident and employed within the State of NSW or ACT. You must be registered or enrolled with either the NSW Nurses and Midwives Board or regulatory authority of the ACT, and must have a minimum of three years’ experience in the nursing profession in NSW or the ACT. Applicants must also be able to produce evidence that your employer will grant leave for the required period of the scholarship. Details of eligibility and the scholarships available (which include study projects either within Australia or overseas), and application forms are available from: The Honourary Secretary, Lions Nurses’ Scholarship Foundation 43 Australia Street, Camperdown NSW 1450 or contact Ms Glen Ginty on 1300 367 962 or gginty@nswnurses.asn.au www.nswnurses.asn.au Completed applications must be in the hands of the secretary no later than 28 November 2008.

THE LAMP OCTOBER 2008 21

POSTGRADUATE COMMUNITY AGED CARE NURSING SCHOLARSHIPS You may be eligible to apply for a scholarship under the Postgraduate Community Aged Care Nursing Scholarship Scheme

ARE YOU?

If you answered yes to the above questions and would like to apply for a scholarship, please contact the Fund Administrator.

For further information please contact the Fund Administrator: Freecall: 1800 551 201 Email: scholarships@rcna.org.au Website: www.rcna.org.au 22 THE LAMP OCTOBER 2008

I N D U S T R I A L

I S S U E S

Rogue employers cling to WorkChoices g Rogue employers continue to take advantage of the lingering WorkChoices environment.

ustralians voted decisively against WorkChoices at the last election. But that hasn’t stopped some large corporations taking advantage of the gap between the old laws being revoked and the new laws coming into effect, to lock in place the power over their employees that they were given by the Howard Government. Among the high profile employers refusing to respect the community’s rejection of these laws are: c Telstra, which currently refuses to negotiate with the unions that represent more then 10,000 workers; c Rio Tinto, one of the world’s biggest mining companies, refuses to negotiate with the CFMEU, representing its workers at the Pilbara Iron Company; c Cochlear, the bionic ear manufacturer and exporter, refuses to negotiate an agreement with the AMWU, despite workers voting twice to reject the company’s non-union offer. c Market research company Roy Morgan sacked almost 60 staff by email without notice or any redundancy pay in a WorkChoices-style agreement.

No social responsibility at Telstra Communications giant Telstra, with its ruthless American management, has been the most militant of the large employers. Leaked documents show that Telstra has a plan to effectively cut its wages bill by almost 15% over four years. For the average technician, this would amount to a cut in real wages over time of $7,300 a year. The documents suggest that Telstra management is planning to reduce its wages bill even further by slashing call centre jobs and outsourcing work to companies that pay staff 50% less. Deputy Prime Minister Julia Gillard chastised Telstra for failing to engage

in ‘cooperative workplace relations’ – something she says Australians voted for at the last election. ‘I don’t think it’s in Telstra’s interests to be seen as the company that is still trying to implement WorkChoices,’ she said.

Leaked documents show that Telstra has a plan to effectively cut its wages bill by almost 15% over four years. On average, this would amount to a cut in real wages over time of $7,300 a year. A Galaxy poll commissioned last month by the ACTU shows how strongly out of step big business is with community sentiment about workers’ rights. The poll found almost three-quarters

of voters (73%) believe there should be no delay in improving workers’ protection from unfair dismissal and nearly seven in ten voters (69%) oppose a delay in restoring workers’ rights to bargain collectively.

Liberals still smitten by individual contracts Liberal Party deputy leader Julie Bishop has indicated recently in several speeches that the Liberals remain wedded to the core principals of WorkChoices. She says the Liberals would revert to the same unfair dismissal provisions in WorkChoices that allowed small businesses to get rid of workers unfairly and they would also retain the draconian Australian Building and Construction Commission. Importantly, Bishop confirmed ongoing support for individual employment contracts, a key element of Howard Government’s WorkChoices system. ‘A form of individual statutory agreement . . . will be part of our platform at the next election,’ she told the Australian Mines and Metals Association.n THE LAMP OCTOBER 2008 23

I N D U S T R I A L

I S S U E S

McKesson refuses Union Collective Agreement g Call centre nurses have been denied a Union Collective Agreement by McKesson Asia Pacific.

ne of the world’s richest corporations, McKesson, is flatly refusing to negotiate with nurses over pay and conditions at Sydney’s new triage call-centre – raising serious questions about employment standards at the centre. In July, McKesson Asia Pacific, an offshoot of McKesson Corp, won the estimated $220 million contract to run the National Health Call Centre Network – a national body operating call centres in each the state. In NSW the call centre will operate as Healthdirect. According to the US Fortune 500 list, McKesson Corp is the 18th richest company in the US, with revenues approaching $120 billion.

‘McKesson is clearly taking advantage of the residual WorkChoices laws to quash nurses’ workplace rights at their call centres.’ NSWNA General Secretary Brett Holmes

Despite its vast fortunes and clear capacity to provide fair pay and conditions, McKesson is refusing to negotiate a union collective agreement with the ANF – despite strong indication from nurses nationwide that this is what they want. The ANF had written to McKesson requesting a Union Collective Agreement, explaining members’ preferences. McKesson told the ANF it would not negotiate with unions and would push ahead for a national non-union agreement. McKesson is seeking a non-union agreement covering pay and conditions for staff, which it intends to impose on staff from October this year. NSWNA General Secretary Brett Holmes said, ‘We have deep concerns around the welfare of nurses employed by McKesson as it won’t undertake bargaining with the union on behalf of its employees. ‘Evidence clearly shows that employees on nonunion agreements ultimately get less money and worse conditions than workers on Union Collective Agreements,’ he said. 24 THE LAMP OCTOBER 2008

STOP PRESS As The Lamp went to print, Victorian nurses employed by McKesson have voted to take industrial action in October to fight against the corporation’s non-union agreement offer. Next month’s Lamp will have a full update of the situation.

PRIZE T VALUED A

$1,486

‘McKesson is clearly taking advantage of the residual WorkChoices laws to quash nurses’ workplace rights at their call centres.’ When the Sydney centre is fully operational it is estimated that 150 RNs will be employed to staff the triage phones – handling an estimated 650,000 calls from NSW residents each year – with more nurses expected to be employed once the planned mental health line is operational later this year.

‘Employees on non-union agreements ultimately get less money and worse conditions than workers on Union Collective Agreements.’ ‘We expect that most of the triage nurses will be working from home by phone – and are effectively isolated – so it is more important than ever they are supported by a collective voice through a Union Collective Agreement. ‘The 2007 Federal Election was largely fought around the issue of WorkChoices, including the right of employees to have their choice of representation recognised by their employers. It is very disappointing to see a company proceeding as if the Australian electorate did not make their views clear in relation to fairness in the workplace,’ said Brett. McKesson has existing call centres in the ACT, Western Australia, Northern Territory and Victoria, where UCAs and AWAs have recently expired. Staff in South Australia (where McKesson recently took over a call centre) have already been asked to sign contracts directly with McKesson. Employees at the other state centres are expected to be similarly approached soon. The National Health Call Centre Network was established in 2006 following a COAG (Council of Australian Governments) agreement to implement a nationwide call centre designed to relieve pressure on the nation’s struggling emergency departments. Former NSW Health Minister Reba Meagher, who last month opened Healthdirect – the NSW component of the national service, said a recent survey found only 34% of people presenting at emergency departments needed hospital care. She said Healthdirect would use ‘highly experienced nurses to offer high quality advice on the best course of action and access to services for the phone-in patients’. Unfortunately for nurses, McKesson appears to have no intention of offering the same quality of workplace support and advice to them.n

C O M P E T I T I O N

WIN A PERFECTLY RELAXING

– AND HEALTHY – ESCAPE

TO SOLAR SPRINGS Overlooking the Morton National Park in the tranquil township of Bundanoon you will find the perfect retreat from the rigours of modern life. Solar Spring offers you the perfect relaxing and healthy escape where you will be pampered by caring bodycare therapists, motivated by energetic fitness consultants, or benefit from the advice of the experienced naturopaths and nutritionists. And never has such healthy food tasted so good … it’s seriously scrumptious. The Lamp is offering members the chance to win a fantastic midweek package for two that includes a twin or double ensuite for two nights from Sunday to Tuesday or Wednesday to Friday, all meals, use of all leisure and sporting facilities and supervised activities. Each guest will also receive a relaxing Swedish massage, decadent deluxe skin treatment and a hydro bath. Prize is valued at $1,486.* To enter write your name, address and membership number on the back of an envelope and mail to: Solar Springs Break Competition PO Box 40, Camperdown NSW 1450 Competition closes 31 October 2008. Plan your relaxing and healthy escape by visiting www.solarsprings.com or phone (02) 4883 6027.

*The prize is valid until 30 April 2009 and subject to availability, cannot be taken by persons THEand LAMP OCTOBER 25 under the age of 16 years, cannot be use in NSW school public holidays.2008 Any other professional therapies and consultation are optional extra.

How much do I need to

retire

comfortably?

How much money is needed for a comfortable retirement? Research* tells us that an income of around $36,607 a year (for singles) to around $48,962 a year (for couples) is needed to retire comfortably. You should seek licenced ﬁnancial advice to conﬁrm your own personal situation.

What does a comfortable retirement include? It means having enough money to meet the basics but also having enough to go on holidays regularly, to update your car and being able to afford to buy household goods, such as a fridge or a computer.

How do I know which way is right for me? Choosing the best way to contribute to your super is a complex decision. If you are not sure which way is right for you, you may need to seek independent, professional ﬁnancial advice.

Can I set up pension in First State Super? You can roll your super into a First State Super Retirement Income Stream or Transition to Retirement Income Stream and receive retirement income. A minimum of $20,000 is needed to set up a First State Super pension account. For more information see Pensions on our website.

How to save that much money Research* indicates you need to contribute the equivalent of 12–15% of your salary over 40 years to super to save enough money for a comfortable retirement. If you have less than 40 years left in the workforce, you may need to save more.

Doesn’t my employer already contribute to my superannuation? Yes, your employer pays an amount equivalent to 9% of your salary to your superannuation. Based on the research* this leaves a gap of 3–6%.

Salary sacriﬁce contributions — this is where you agree with your employer to use your before tax income to contribute to your super, or After tax contributions — these are contributions that you make from your after tax salary which can be made as regular or lump sum payments.

26 THE LAMP OCTOBER 2008

Salary sacriﬁce

After tax contributions

How much should I be saving for retirement?

Allocated pensions

Ring Customer Service on 1300 650 873.

Important note: This communication contains general information only and does not take into account your specific objectives, financial situation or needs. It is therefore important, before deciding whether to become a member of First State Super (or, if you are already a member, to continue your membership) that you consider the First State Super Product Disclosure Statement (PDS) having regard to your own situation. The PDS is available by visiting our website or by calling us. The information contained in this document is current as at August 2008. Prepared by FSS Trustee Corporation ABN 11 118 202 672, AFSL 293340, the trustee of First State Superannuation Scheme ABN 53 226 460 365.

www.ﬁrststatesuper.com.au

HOWMUCH 08/08

Generally, you can contribute to your super in two ways, through:

Visit the web www.ﬁrststatesuper.com.au for these fact sheets:

*Source: Westpac/ASFA Retirement Living Standard, December 2007

How can I contribute to my super?

Like more information?

PROFESSIONAL ISSUES

NMB rejects nursing graduates g Nursing graduates refused registration after The Nurses and Midwives Board rejects previous qualifications.

he Nurses and Midwives Board (NMB) has rejected applications for registration from 50 nursing graduates who have completed degrees from The Australian Catholic University (ACU), the largest provider of nursing graduates in Australia. The decision by the NMB not to register the graduates occurred after more thorough assessment of credits granted by the university to students for previous courses and experience. The NMB decided the university had inadequately assessed students’ previous qualifications, granting inappropriate credit. The graduates who failed to register were overseas students who did not meet the English language and curriculum requirements for registration. The President of the Board Jill White told The Sydney Morning Herald that the Board had decided to demand full transcripts of degrees from students in the interests of public safety, after discovering that some graduates did not have safe levels of English.

NSWNA Assistant General Secretary Judith Kiedja said the NSWNA supports the move by NMB to ensure students have covered all elements of curriculum deemed appropriate for registration and have appropriate level of English for job safely. ‘This is essential for maintaining high professional standards among registered nurses,’ she said. The affected graduates are currently unable to take up registered nursing positions. Many students have returned to ACU to complete outstanding subjects. ACU Vice Chancellor Professor Greg Craven said students will not have to pay further fees for additional subjects undertaken to meet registration requirements. ‘Ultimately, it’s students who are suffering here. They paid $15,000 for a degree that leaves their qualifications inadequate for registration. They submitted their previous courses to the university for assessment and were incorrectly granted credit because the university had inadequate levels of checking. It was ticking off qualifications without understanding the complexity of arrangements at different schools,’ said Judith. ‘Now the affected students are having to go back and make up these qualifications. Besides the stress and inconvenience, they are also losing income while they are meeting these requirements. ‘Some students have been forced

‘Ultimately, it’s students who are suffering here. They paid $15,000 for a degree that leaves their qualifications inadequate for registration.’ NSWNA Assistant General Secretary Judith Kiedja

to abandon their new graduate nursing positions because they can no longer postpone full-time work. ‘The ACU should pay these students compensations for failing to meet the obligations they owed the students,’ said Judith.n

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THE LAMP OCTOBER 2008 27

PROFESSIONAL ISSUES

New national code of ethics for nurses and midwives g The Australian Nursing and Midwifery Council has released new national codes of ethics and professional conduct for nurses and midwives, outlining appropriate moral, ethical and professional behaviour. CODE OF ETHICS FOR NURSES 1. Nurses value quality nursing care for all people. 2. Nurses value respect and kindness for self and others. 3. Nurses value the diversity of people. 4. Nurses value access to quality nursing and health care for all people. 5. Nurses value informed decision making. 6. Nurses value a culture of safety in nursing and health care. 7. Nurses value ethical management of information. 8. Nurses value a socially, economically and ecologically sustainable environment promoting health and wellbeing.

CODE OF PROFESSIONAL CONDUCT FOR NURSES 1. Nurses practise in a safe and competent manner. 2. Nurses practise in accordance with the standards of the profession and broader health system. 3. Nurses practise and conduct themselves in accordance with laws relevant to the profession and practice of nursing. 4. Nurses respect the dignity, culture, ethnicity, values and beliefs of people receiving care and treatment, and of their colleagues. 5. Nurses treat personal information obtained in a professional capacity as private and confidential.

6. Nurses provide impartial, honest and accurate information in relation to nursing care and health care products. 7. Nurses support the health, wellbeing and informed decision making of people requiring or receiving care. 8. Nurses promote and preserve the trust and privilege inherent in the relationship between nurses and people receiving care. 9. Nurses maintain and build on the community’s trust and confidence in the nursing profession. 10.Nurses practise nursing reflectively and ethically.

CODE OF ETHICS FOR MIDWIVES 1. Midwives value quality midwifery care for each woman and her infant(s). 2. Midwives value respect and kindness for self and others. 3. Midwives value the diversity of people. 4. Midwives value access to quality midwifery care for each woman and her infant(s). 5. Midwives value informed decision making. 6. Midwives value a culture of safety in midwifery care. 7. Midwives value ethical management of information. 8. Midwives value a socially, economically and ecologically sustainable environment promoting health and wellbeing.

he Australian Nursing and Midwifery Council’s new national codes of ethics and professional conduct for nurses and midwives were launched at Parliament House, Canberra, in August. Senator Jan McLucas, Parliamentary Secretary to the Minister for Health and Ageing, and Rosemary Bryant, Commonwealth Chief Nursing and Midwifery Officer, launched the new codes, which not only establish strengthened standards of accountability for nurses and midwives but also create an excellent platform for implementation

CODE OF PROFESSIONAL CONDUCT FOR MIDWIVES 1. Midwives practise in a safe and competent manner. 2. Midwives practise in accordance with the standards of the profession and broader health system. 3. Midwives practise and conduct themselves in accordance with laws relevant to the profession and practice of midwifery. 4. Midwives respect the dignity, culture, values and beliefs of each woman and her infant(s) in their care and the woman’s partner and family, and of colleagues. 5. Midwives treat personal information obtained in a professional capacity as private and confidential. 6. Midwives provide impartial, honest and accurate information in relation to midwifery care and health care products. 7. Midwives focus on a woman’s health needs, her expectations and aspirations, supporting the informed decision making of each woman. 8. Midwives promote and preserve the trust and privilege inherent in the relationship between midwives and each woman and her infant(s). 9. Midwives maintain and build on the community’s trust and confidence in the midwifery profession. 10.Midwives practise midwifery reflectively and ethically.

Fuller explanations are set out in the Australian Nursing and Midwifery Council booklets, which can be downloaded from: www.anmc.org.au 28 THE LAMP OCTOBER 2008

of the proposed national registration and accreditation system that will oversee nurses, midwives, doctors, dentists and other health professionals from 2010. The codes are the result of a joint project between the Australian Nursing and Midwifery Council (ANMC), the Australian Nursing Federation, the Royal College of Nursing, Australia and the Australian College of Midwives. The revised nurses’ code of ethics and conduct will cover more than 200,000 nurses practising nationally and, for the first time, Australia’s 15,000 midwives will come under their own separate codes.

Critically, the codes provide the public with plain English explanations of the behaviour and conduct they can expect from nurses and midwives, and clearly present to the general community nursing’s and midwifery’s commitment to safe, ethical and professional practice. The codes provide an outline for appropriate moral, ethical and professional behaviour for nurses and midwives. They also underpin legislative and educational standards in each state and territory and offer clear mechanisms for Nursing and Midwifery Regulatory Authorities’ management of professional misconduct and other disciplinary matters. Critically, the codes provide the public with plain English explanations of the behaviour and conduct they can expect from nurses and midwives, and clearly present to the general community nursing’s and midwifery’s commitment to safe, ethical and professional practice. ANMC Chief Executive Officer Karen Cook said the decision to strengthen the nurses’ codes of ethics and conduct reflected the growing need for transparency and open disclosure in healthcare, while the development of separate codes for midwives recognised the distinct practices of the midwifery profession. NSWNA Assistant General Secretary, Judith Kiejda, said the new codes were an important step forward for the profession. ‘The revised National Code of Ethics and Conduct for Nurses, and the new Code for Midwives, are vital resources for nurses and midwives practising in an increasingly complex profession,’ she said. ‘As health professionals, nurses and midwives are expected to uphold higher standards of behaviour and conduct in all domains of their professional lives than would be expected from general members of the community. ‘We are particularly excited about the long overdue code of ethics and conduct specific to midwives. We hope all midwives and nurses will participate in the practise and promotion of these guidelines and use them in the development of our profession and future policy.’n

HOW GOOD

o o o o o o o

Great service Low fees Excellent investment returns Good value insurance Investment choice Proﬁts go to members Extra beneﬁts for members

For quality super contact HIP:

1300 654 099 hipsuper.com.au

This information from Health Industry Plan is general only. It is not specific to your personal financial situation, objectives or needs. Get the facts from www.hipsuper.com.au or talk to a financial advisor before making any super decisions. The Trustee of HIP is Private Hospitals Superannuation Pty Ltd ABN 59 006 792 749, AFSL 247063. THE LAMP OCTOBER 2008 29

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A G E N D A

Hospital land sale sparks public outcry

ore than 250 angry residents rallied at Maclean District Hospital last month to protest the North Coast Area Health Service’s (NCAHS) proposed selloff of hospital land. Maclean resident and former nurse Judith Little fears that funds from the sale at will be funnelled away to cashstrapped Grafton and Port Macquarie Base Hospitals, rather than go back into the local hospital. ‘We were shocked to hear about this sale. I pray it isn’t a short-term cash-flow solution by the health department at the expense of our community’s long-term future,’ she said. The NCAHS has put three hospital blocks up for tender without public consultation, leaving residents fearful it could signal the beginning of the end for the hospital. In a written statement, the NCAHS

said that even after the sale there was still room for expansion and proceeds from the sale would go to Maclean’s ED upgrade – provided it costed less than $250,000.

It’s like spending $250 dollars renovating your kitchen. ‘We all know the properties are worth much more than $250,000 – and how far will that go anyway? It’s like spending $250 dollars renovating your kitchen. This is not worth the loss to the community. Anyway, all money raised in town should stay in town. Ms Little said the only other hospital land available for extensions was fragile wetland. ‘When you think of how Maclean is growing, why would you want to cut back? We don’t even have enough parking at the hospital now.

‘Chris Crawford [NCAHS chief executive] told us not to worry and that the sale was important for our future. If it is so important why weren’t we told? He’s not a warm and fuzzy guy – he is a company man doing company business and this is a community issue about trust and faith. ‘We’re not so much opposed to the sale, as long as it is above board and done in consultation with the community. ‘We all use the space. It is a green oasis of calm where patients and their families take time out. It is also the only sealed access to town from the nearby nursing home. Last time the park was closed I had to take my wheelchair-bound mother-in-law by the alternate route that is so rough it left her in tears. ‘Why hasn’t Crawford broached the issue with the council? This is an important community space that should be retained for the community.’ Nurses at Maclean were reluctant to speak publicly about the issue.n THE LAMP OCTOBER 2008 31

Photo: Debbie Newton

More than 250 residents rallied to protest the sale of Maclean District Hospital land last month

A G E N D A

STOP PRESS

Health chief backs nurses over lockdown

The Director General of NSW Health, Professor Debora Picone

he Director General of NSW Health, Professor Debora Picone, has described the extended lockdown of mentally ill patients at Long Bay Prison Hospital as ‘not acceptable’ and expressed admiration for nurses’ stand against the lockdowns. Prof. Picone, the first nurse to rise through the ranks to become DirectorGeneral, told the recent NSW Nurses’ Association Annual Conference: ‘The lockdowns are not acceptable. And it is up to me now to work this through with the Department of Corrective Services. I don’t support this decision at all. ‘I deeply admire … your stand on this issue,’ she added, referring to protests

32 THE LAMP OCTOBER 2008

by forensic mental health nurses and the union against patients being locked in their cells for 17 hours a day, 7 days a week. In April the lockdown was brought forward from 9pm to 3.45pm, cutting patient contact time by six and a half hours. Aside from a 6.30pm meal delivered to the cells, they are opened after lockdown only for visits by medical staff to give medication and attend emergencies. In a letter to NSW Minister for Justice John Hatzistergos, NSWNA General Secretary Brett Holmes said the union viewed the early lockdown as a costcutting exercise, giving rise to serious concerns for the mental and physical well-being of patients and preventing nurses from giving adequate care. Prof. Picone told the conference the extended lockdowns would not apply at the new ‘state of the art’ forensic hospital, soon to open in the grounds of the prison. ‘It is going to be in my view the best forensic hospital in the country,’ she said. Prof. Picone’s remarks were supported by the then Health Minister Reba Meagher, who described the prison hospital as ‘Dickensian’. Ms Meagher promised the new forensic hospital would deliver an ‘inspiring’ new model of care. Answering a question from NSWNA councillor and Justice Health nurse Gary

As The Lamp went to print, the NSW Government approached NSW Health to transfer the running of Long Bay Hospital to Justice Health. This is a big win for nurses working in Long Bay Hospital and their patients who have been locked away from routine care for 18-hours per day. Negotiations between Justice Health and the NSWNA will continue and a feasibility study will identify the budgetary needs for the delivery of appropriate nursing care.

Clark, who called the lockdown policy ‘horrific’, Ms Meagher said:‘It brings a great deal of humanity to people in those circumstances … That is really a credit to many people along the way who have identified the sorts of issues that you have talked about and believe that people are entitled to a greater degree of humanity and compassion while they are incarcerated.’ ‘Access to patients is limited,’ Gary said. ‘Nurses actually have to wait for Corrective Services officers to come in and open doors so you can give medication, so you can attend to patients in emergencies. Where else would this system be acceptable? ‘At the moment, my colleagues tell me that there is a three-day, 24-hour lock-in (during a recent prison officers’ strike.). That is just unconscionable.’n For more on the Long Bay lockdown, see ‘Lockdown torments mental health patients’, The Lamp, August 2008.

PSYCHIATRIC DISORDERS COMMON AMONG PRISONERS

New facilities bring new career opportunities g Forensic mental health nursing is highly skilled and challenging, and demand for the specialty is growing, write Natalie Cutler (Nurse Manager Mental Health) and Julia Shaw (Operational Nurse Manager) at the new Long Bay Forensic Hospital.

orensic mental health (FMH) nurses assess and treat adults and adolescents with mental illness who have come into contact with the criminal justice system. In mid July 2008, the new Long Bay Prison Hospital opened 40 mental health inpatient beds to replace the recently demolished prison hospital. In addition a new forensic hospital will open on the prison grounds later this year. As well as providing health services in Long Bay Prison Hospital, Justice Health offers FMH nurses a remarkably diverse range of roles, including: c Employment in crisis intervention and response teams to assess highrisk individuals in the Metropolitan Reception and Remand Centre c Assessment and treatment in male and female mental health screening units c Ambulatory mental health roles in correctional centres throughout rural and metropolitan NSW c Employment at 20 rural and metropolitan courts to provide advocacy, liaison and diversion from

the prison system for mentally ill offenders where possible. FMH Nurses require highly specialised knowledge, skills and attitudes. These can be developed in the workplace with targeted supervision and intensive workplace training and further enhanced with specialist post-graduate training such as the Master of Forensic Mental Health offered by the University of NSW. Close to 200 nurses currently work in mental health roles in Justice Health and this number will almost double with the opening of the new Forensic Hospital later in the year. In line with international best practice, this 135-bed purpose-built high security facility will provide an intensive inpatient program outside the correctional setting for adult and adolescent males and females. The Forensic Hospital will offer services along the clinical continuum from high dependency, acute, extended care and rehabilitation. A limited number of beds will be available for civilian patients with complex and challenging needs. The Forensic Hospital is the first of its

A 2003 study of the NSW prison population for the then NSW Corrections Health Service found that: c The 12-month prevalence of ‘any psychiatric disorder’ (psychosis, anxiety disorder, affective disorder, substance use disorder, personality disorder, or neurasthenia) identified in the NSW inmate population is substantially higher than in the general community (74% vs. 22%). c Almost half of reception (46%) and over one-third (38%) of sentenced inmates had suffered a mental disorder (psychosis, affective disorder, or anxiety disorder) in the previous 12 months. c Female prisoners have a higher prevalence of psychiatric disorders than male prisoners. c The 12-month prevalence of psychosis among NSW inmates was 30 times higher than in the Australian community.

kind in NSW and will integrate physical, procedural and relational security into a model that balances the need to deliver a therapeutic, person-centred program with a continuous focus on safety. Opportunities are available now for experienced mental health nurses with an interest in FMH nursing to be among the first to work in this state-of-the-art facility. Extensive orientation, training and ongoing support will be provided to all staff. For more information, contact: www.justicehealth.nsw.gov.au/careers/ vacancies.html More information can be found at: www.justicehealth.nsw.gov.au/ forensic-hospital/n

Little hearts need you to care! As a professional in the nursing field you would see many little hearts in need of extra care and attention. If you have been thinking about fostering then we would encourage you to call us to find out how you can give a child this extra care and attention. Centacare provides training, support and financial assistance to carers. For more information please call Centacare on 8709 9333 or visit www.fosterkids.com.au Centracare.indd 1

17/9/08 9:22:53 AM THE LAMP OCTOBER 2008 33

F R O M

T H E

F I E L D

Behind prison walls

Shona MacLeod

g What makes a young nurse take up the challenge of forensic mental health nursing at Sydney’s Long Bay jail?

uilt to confine and control, the maximum security walls of Sydney’s Long Bay jail are hardly enticing. Many have dreamed of escape, a daring few have tried and even fewer have succeeded. Shona MacLeod is a young Scottish nurse who quit her job and travelled half way around the world to pursue a career inside this formidable complex. Seeking work while backpacking round Australia, Shona, a qualified mental health RN, was offered a casual position at the prison hospital, where she received additional risk management training including management of aggressive and violent patients. ‘I found I enjoyed the challenge,’ she said. ‘It was a very different use of my skills, trying to be therapeutic with patients involved in the justice system. It’s about being sympathetic and non judgemental and treating them as patients and individuals.’ After returning to Scotland Shona successfully applied for a permanent position at Long Bay and made the big move to Sydney four and a half years ago. 34 THE LAMP OCTOBER 2008

On a typical working day, Shona arrives at the prison, a half-hour drive south of the CBD, at 7am. She walks through a metal detector while her bag goes through an x-ray machine. She then undergoes a biometric data check in the form of an iris or fingerprint scan.

‘It was a different use of my skills, trying to be therapeutic with patients involved in the justice system. It’s about being sympathetic and non judgemental and treating them as patients and individuals.’ Once identified, she collects a set of keys to access all areas within the 40-bed mental health unit, and a duress alarm. Based in the high dependency female ward (there are two male wards), she’s one of two nurses each assigned to two or three patients. Forensic patients may have been found not guilty – or ruled unfit to plead

– because of mental illness. Some may be on remand, awaiting trial or sentence. Others may have become mentally ill while serving a sentence. After a handover from the night shift, Shona liaises with prison officers to plan the day’s activities. ‘We talk about issues or incidents concerning particular patients and how we are going to manage them. It’s also our role to help educate the officers on mental health symptoms and behaviours. We work together to achieve the best environment for the patients. ‘When patients’ rooms are unlocked, we help ensure they are out of bed and showered before breakfast in the dining room when we give them their medicine.’ Nurses join with activity officers – prison staff and allied health workers – to run therapy and education groups such as cooking, music, sports and yoga. These are similar to programs in standard mental health services but with an added overlay of security. Under a ‘sight and sound’ policy prison officers must keep nurses and patients in sight and within hearing range. Shona says while not all patients

require such high security, it’s compulsory in the prison environment and nurses must fit within that framework. ‘There is very thorough risk assessment and management of patients. Staff are trained to identify these risks very quickly and are able to put strategies into place to minimise them.’ Shona’s daily routine includes close liaison with family and carers, as many female forensic patients have children in institutional care or with family members. There’s also liaison with non-mental health nurses and doctors about patients referred for outside treatment. ‘We have to explain risks and ways of managing patients while they are outside the prison hospital.’ Under Department of Corrective Services rules, patients are locked in their cells from 3.45pm. During the night nurses make visual observations of patients on a regular basis, according to their acuity. ‘There’s a call button in every room so if any patient needs us we go down and talk to them. We’re also there for any crisis intervention.

‘Evening shift is a great opportunity to do care planning and risk assessments, write Mental Health Review Tribunal reports and other paperwork.’

‘The new forensic hospital represents a major step forward in our ability to provide safe, humane and appropriate care for forensic patients. I’m very excited about working there.’ Shona has chosen to transfer to the new 135-bed high-security forensic hospital, next to the prison complex, when it opens later this year. Many of the forensic hospital patients will have complex and challenging needs, and the new hospital environment will allow nurses to bring their highly developed

skills of risk assessment and management into full play. Unlike the prison hospital, the forensic hospital will be operated and staffed by Justice Health with no prison officers employed. A contract security company will monitor hospital entry and exit points. Internal security will be provided by multidisciplinary staff who will form emergency response teams to react to any incidents of duress. ‘Along with our multidisciplinary colleagues, nurses will be fully responsible for assessing and monitoring risk and we will be able to be more therapeutic in our approach to patients,’ Shona says. ‘The aim is to engage with patients and establish trust and rapport. We are trained to minimise escalation, identify warning signs and act proactively rather than wait for an incident to occur. ‘The new forensic hospital represents a major step forward in our ability to provide safe, humane and appropriate care for forensic patients. I’m very excited about working there.’n

The College of Nursing creating nursing’s future Student Handbook 2009 now available The College of Nursing offers a wide range of courses, as well as other programs of study, for enrolled nurses, registered nurses and allied health workers. Graduate Certiﬁcates on offer can largely be undertaken by distance education.

Child and Family Health* for registered nurses and midwives

Breast Cancer Nursing

Mental Health Nursing, general stream*

Critical Care, cardiac stream*

Mental Health Nursing, child & adolescent stream*

Critical Care, cardiovascular stream

Neonatal Intensive Care Nursing*

Critical Care, emergency stream*

Cancer Nursing*

Paediatric Nursing Studies, general stream*

Critical Care, intensive care stream*

Semester 1 Graduate Certiﬁcate courses commencing February 2009

Paediatric Nursing Studies, oncology stream*

Critical Care, neurosurgical/neuromedical stream

Acute Care, medical/surgical stream (Dubbo)*

Other programs of study

Acute Care, renal stream (Dubbo)*

Rural Nursing Studies (Grifﬁth)* for registered and enrolled nurses

Acute Care, orthopaedic stream* Advanced Nursing

Perioperative Nursing

Neonatal Special Care Nursing* for registered nurses and midwives

Child and Family Health* for registered nurses and midwives Clinical Management for registered nurses and midwives Paediatric Nursing Studies, emergency stream*

EN Perioperative Practice Program*

Paediatric Nursing Studies, intensive care stream*

Critical Care Nursing, cardiac stream*

Semester 2 Graduate Certiﬁcate courses commencing July 2009

Paediatric Nursing Studies, general stream*

Critical Care Nursing, cardiovascular stream

Acute Care, medical/surgical stream*

Critical Care Nursing, emergency stream*

Acute Care, neurosurgical/neuromedical stream*

Aged Care* Cancer Nursing*

Critical Care Nursing, intensive care stream* Critical Care Nursing, neurosurgical/ neuromedical stream

www.nursing.edu.au

Acute Care, renal stream* Advanced Nursing

On-campus subjects are conducted at the College’s Burwood (NSW) campus unless otherwise stated. For more information, or to obtain your copy of the Handbook, please call 02 9745 7500 or email: sas@nursing.edu.au

Stomal Therapy Nursing Other programs of study Rural Nursing Studies (Grafton)* for registered and enrolled nurses *These courses include one on-campus subject.

The College of Nursing THE LAMP OCTOBER 2008 35

A G E N D A

A nurse‘s perspective

Scrap the wasteful NT g After working as nurse in remote Central Australian Aboriginal communities, RN and midwife Chris Wilson pans the NT intervention as an incredible waste of resources, benefiting those who least need it.

have just completed a six-week stint working as a sexual health specialist in remote Central Australian Aboriginal communities, during which time I revisited many places where I had previously worked and lived as a remote area nurse over a 10-year period. During my latest stint, I was not with the NT Intervention but part of the annual Tri-State screening for STIs (sexually transmitted infections) in Central Australia. While I saw some positive effects of the intervention, I have also been horrified by the many negatives. I am particularly concerned by the huge waste of resources with the child health checks program. What was the point of spending so much money effort describing problems that were already well described? Children in remote communities are the most examined in Australia. The intervention has not turned up anything that was not already known. It is the follow up treatments that need to be concentrated on. The intervention teams were not necessarily well equipped to deal with the demands upon them. I heard from 36 THE LAMP OCTOBER 2008

one nurse about a specialist medical oncologist who referred seven children from one community for cardiac echocardiograms in Alice Springs after he thought he heard heart murmurs. This resulted in one positive finding. The point is that an incredibly expensive intervention had really achieved very little. It had overlooked the very basic fact that remote area medicine and health practice is a sophisticated specialty. At least the oncologist was aware of the terribly high incidence of rheumatic heart disease and was prepared to reduce the margin for error, but any remote area nurse or Aboriginal Health Worker would have probably achieved at least the same result for far less cost. Sending out teams of a medical specialist (not a paediatrician), two or three nurses, two soldiers (all being paid very generously with expensive four wheel drive or air transport, building exclusive accommodation and a wired off compound) was extravagant and excessive, to say the least. Once again, most of this money benefits those who least need it – those comfortable and already employed

professionals. The intervention would have done far more good if it had invested in the established health services, as well as in measures to reduce poverty, developed in consultation with the communities themselves. In all my years as a remote area nurse, I can say with authority that child abuse was not a day-to-day feature of my work. Rather, I have been consistently struck by the nurturing of children. I remember many years ago being considerably impressed by the incredible caring for a newborn baby who never was allowed to touch the ground and was always carried and cuddled by literally dozens of family members. While this child grew rapidly, at six weeks it had pus streaming from both ears and was suffering from acute otitis media. This paradoxical and confusing pairing of opposites I found was to become a feature of Aboriginal health. On the one hand, a child was unbelievably nurtured but was at the same time effectively inoculated with a toxic brew of virulent organisms from all those who cuddled and kissed her. Although some would label such an outcome as neglect, I have come to realise over the years, this, as with so many other problems in Aboriginal lives, is a feature of poverty rather than culture or race. The neglect that I saw was borne out of poverty with all that flows from it – ignorance, cultural and social dislocation, overcrowding, lack of access to services, substance abuse –rather than a deliberate

Contrary to claims of widespread child abuse, long-time NT remote area nurse Chris Wilson has been consistently struck by the incredible caring of children in communities.

intervention maltreatment of children. This pattern associated with poverty is transcultural, the same issues can be found anywhere there is poverty The Council of Remote Area Nurses of Australia, together with many other remote and rural health organisations, has been calling for decades for more funding to address the health issues in remote Australia. Spending has not been where it could be most effective – in the community addressing housing,

on a policy level. The risk of HIV entering these communities, with all that would entail, is as great as ever. Few of the annual screen’s resources are spent on education or dialogue with communities in order to find effective solutions. I hear from people on the ground that the quarantining of money under the intervention has helped – money is not being spent on grog, ganja, cars and gambling to the same extent it was. The communities I visited are

The insidious effect of highlighting child abuse over all the other known problems in Aboriginal health is destructive to male health, mental health and community health. It is unfounded in fact and is based in the inherent ignorance of this racist approach. The intervention was a racist election gambit that fortunately backfired. I am concerned that the Rudd Government has not acted more forcefully. Howard and Brough claimed the moral high ground,

‘The intervention would have done far more good if it had invested in the established health services, as well as in measures to reduce poverty, developed in consultation with the communities themselves.’ Chris Wilson.

maintenance, more health practitioners on the ground, and more education programs. I am shocked by what we found during the recent sexual health screen. After 10 years or more of this annual screen, things are no better and in some age groups, STI incidence is still 30-50%. We still do not understand the basis of this epidemic and are certainly no closer to containing it. The basis of the problem is that Aboriginal people are minimally involved

certainly calmer than when I was there last, but that is largely due to the fact that petrol sniffing has been nearly abolished – a gain not due to the intervention, but the introduction of Opal fuel. I am saddened that the intervention has wasted so many resources, given so little support or recognition to the workers on the ground, paid so little attention to years of reports and above all involved absolutely no consultation with anyone, especially community members.

so that anyone arguing against it would be labelled a supporter of child abuse. The Rudd Government must repeal the intervention. It is racist legislation. It must involve indigenous people in identifying problems and adequately resource the long-term plan that will flow from that consultation.n This feature originally appeared in the online news agency Crikey on 11 August 2008 (www.crikey.com.au). THE LAMP OCTOBER 2008 37

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