lamp THE MAGAZINE OF THE NSW NURSES AND MIDWIVES’ ASSOCIATION
VOLUME 76 No.4 MAY 2016
Push for ratios in Opal Aged Care WAGGA ACTS ON SHORT STAFFING BE SMARTER WITH YOUR PHONE Print Post Approved: PP100007890
New ads defend health SAFETY WIN AT KILOH
COVER STORY
We do everything as if you are here You work hard caring for others; we work hard to care for you. Your needs, your goals, your future. You wouldn’t have it any other way. Neither would we.
Winner. Best Growth Super Fund.
firststatesuper.com.au | 1300 650 873 Consider our product disclosure statement before making a decision about First State Super. Call us or visit our website for a copy. FSS Trustee Corporation ABN 11 118 202 672 ASFL 293340 is the trustee of the First State Superannuation Scheme ABN 53 226 460 365. 2 | THE LAMP MAY 2016
CONTENTS
CONTACTS NSW Nurses and Midwives’ Association For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. Sydney Office 50 O’Dea Avenue, Waterloo NSW 2017 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9662 1414 E gensec@nswnma.asn.au W www.nswnma.asn.au
VOLUME 76 No.4 MAY 2016
Hunter Office 8-14 Telford Street, Newcastle East NSW 2300 NSWNMA Communications Manager Janaki Chellam-Rajendra T 1300 367 962
COVER STORY
12 | Push for ratios in Opal Aged Care Legally enforceable ratios and a 4% pay rise top the claims in a campaign for a new agreement with Opal Aged Care.
5 6 8 37 39 43 45 47 49 50
FEDERAL ELECTION
Editorial Your letters News in brief Ask Judith Social media Crossword Nursing research online Books Movie of the month Diary dates
SAFE STAFFING
30 | Funding cuts lead to Wagga staff shortages WIN a winter escapeNurses have to the spectacular Peppers Convent taken action in the Hunter Valleyto minimise
the risk to patients at Wagga hospital resulting from short staffing.
Peppers Convent is so carefully curated and delightfully decadent, you’ll never want to leave! It offers grand comfort with timeless charm in a romantic Hunter Valley retreat amongst the vines, where French doors open onto wide verandahs and sweeping views of the estate. Peppers Convent combines the ambience of an indulgent Baroque hotel, with the distinctive character of an Australian country guesthouse. It makes a prestigious destination for any occasion. SPECIAL OFFER – EXCLUSIVE TO NSWNMA!
18 | New election ads stick up for health A federal election is getting closer and the federal (ANMF) and state (NSWNMA) nursing unions have launched an advertising campaign to highlight key issues for nurses and midwives.
PRIVACY
22 | Call for privacy law reform after not so smart phone abuse A Sydney woman is winning public support for changes to laws on privacy and voyeurism after a nurse took an unauthorised photograph of her genitals and showed it to others.
Book a two night escape including: breakfast daily for two in Restaurant Eighty Eight; daily afternoon canapes served in the guest lounge at The Convent; and a deluxe room – for only $280 per night (minimum two night stay applies). Mention the promotion code MIDWIVES and you will receive a complimentary bottle of Roscrea Estate Wine and a kitchen garden tour. Bookings can be made by contacting Peppers Convent directly on 02 4998 4999.
COMPETITION WIN
The Lamp is offering NSWNMA members the chance to win two night’s mid-week accommodation in a Deluxe Room inclusive of breakfast for two at the Restaurant Eighty Eight, including daily afternoon Canapes. Valued at $560.
6 | Win a winter escape to the Hunter Valley To enter the competition, simply provide your name, address and membership number and email with the subject: Peppers Convent to lamp@nswnma.asn.au
SAFETY AND SECURITY
32 | Safety win for Kiloh mental health unit Nurses get greater security cover at Randwick’s Kiloh Centre.
*Terms and Conditions: Conditions apply. Special offer and the prize is valid for stay between 30/5/16 – 21/08/16. Kitchen garden tour must be booked in on check-in or at the time of booking and is only available once daily at specified times. All rooms and rates are subject to availability at the time of booking. Competition opens 1 May 2016 and closes on 31 May. Prize drawn on 1 June 2016.If a redraw is required for an unclaimed prize it must be held up to 3 months from the original draw date. NSW Permit no: LTPM/16/00329.
Lamp May competition.indd 1
15/04/2016 8:27 AM
Produced by Hester Communications T 9568 3148 Press Releases Send your press releases to: F 9662 1414 E gensec@nswnma.asn.au
Marta Frasca, AiN Opal Killarney Vale PHOTOGRAPH: SHARON HICKEY
REGULARS
For all editorial enquiries letters and diary dates T 8595 1234 E lamp@nswnma.asn.au M 50 O’Dea Avenue, Waterloo NSW 2017
Editorial Committee • Brett Holmes, NSWNMA General Secretary • Judith Kiejda, NSWNMA Assistant General Secretary • Coral Levett, NSWNMA President • Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital • Michelle Cashman, Long Jetty Continuing Care • Richard Noort, Justice Health Advertising Danielle Nicholson T 8595 2139 or 0429 269 750 F 9662 1414 E dnicholson@nswnma.asn.au Information and Records Management Centre To find archived articles from The Lamp, or to borrow from the NSWNMA nursing and health collection, contact: Jeannette Bromfield, Coordinator T 8595 2175 E gensec@nswnma.asn.au The Lamp ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNMA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNMA. 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 NSWNMA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNMA 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 NSWNMA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions for 2016 Free to all Association members. Professional members can subscribe to the magazine at a reduced rate of $30. Individuals $80, Institutions $135, Overseas $145.
THE LAMP MAY 2016 | 3
Update your membership details online and go into the draw to
win a smart watch IT’S EASY! Log into the Association’s online portal at www.nswna.asn.au to check your membership details are correct. Do this at a time that suits you and your name will automatically go in the draw to WIN AN APPLE OR ANDROID SMART WATCH*! For a chance to win, simply register with your membership number, name and email address and create your own password. Then use your member number and password to log in directly to the Members login area on the website. You can now change your details at anytime – address, workplace, credit card number, mobile number, etc. You can pay fees online, print a tax statement or request a reprint of your membership card – IT’S SIMPLE. All those who use our online portal from 1 February – 30 June 2016 will be automatically entered into the draw. *The winner will be able to select one of these watches. Winner must be a financial member of the NSWNMA.
Membership online via www.nswnma.asn.au
EDITORIAL BY BRETT HOLMES GENERAL SECRETARY
Ratios in aged care would improve the lives of many older Australians Better care for aged care residents requires more nursing staff.
“I urge all members to be active participants in the democratic processes that are critical to our futures.”
The introduction of ratios into the public health system has resulted in better outcomes for patients as nurses and midwives have more time to care. Numerous studies over the years have told us that more nurses in our wards leads to better health outcomes for patients and safer care. It is time that we now looked at the introduction of ratios into the aged care sector. Research we have conducted with our members in aged care consistently reveals the daily struggle nurses endure to deliver the care their residents need and deserve. Aged care residents – older Australians that have paid their dues to society – are particularly vulnerable with special needs and a reliance on their carers that poses significant challenges. The aged care sector simply needs more nursing staff to meet these challenges. The benefits of improved nurse-to-resident ratios in aged care are obvious. Better ratios will prevent falls and other incidents and give nurses more time to adequately supervise wandering residents and to de-escalate aggressive situations that often arise with dementia. Ratios will also allow nurses more time to give residents the attention and personal care that would make their twilight years more comfortable and fulfilling. Aged care should not be a production line where nurses are continuously under the pump to deliver minimum care. It is to the credit of our members in Opal Aged Care that they have made mandated minimum nurse-to-resident ratios for an RN-led model of care the focal point of their enterprise agreement campaign (see pp 12-17). Opal has grown to be one of the largest privately owned aged care companies in Australia. It is highly profitable, is expanding rapidly and has a bright future. In comprehensive consultations that we have conducted with our members over the last few months it has become obvious that Opal nurses are stretched to the limit. They are adamant that more staff is needed so they can deliver the care that they - and management - would like for their residents.
I hope the company will be constructive responding to this claim and recognise that ratios would help them become a trailblazer in aged care to the benefit of their residents and staff. I would urge Opal nurses to get involved in this campaign. It will require the participation of everybody to achieve what would be a tremendous advance for aged care. FEDERAL ELECTION IS AN OPPORTUNITY TO PUT OUR ISSUES BEFORE THE PUBLIC A federal election is imminent and the NSWNMA and the ANMF are determined that health issues that are critical to nurses and the community are prominent in the campaign (see pp 18-21). To this end we will be running an advertising campaign - TV, billboards and online - to create awareness about critical policies impacting on public health and aged care. Our central concern is the massive cuts to health, public hospitals and Medicare that were first initiated by Tony Abbott but which have been sustained by Malcolm Turnbull. $57 billion has been ripped out of public hospital funding. This is a massive undermining of the public health system. These cuts are not yet obvious to the public because their full impact does not come into effect until 2017. They will have a major, detrimental impact on nurses and midwives and will seriously impede us from delivering quality and safe care. Similarly, Medicare has been the target of large and unjustifiable cuts that aim to hollow out what is an iconic Australian institution that consistently delivers world-class care in a cost efficient and equitable way. Aged care has not been spared from funding cuts either at a time when there is an obvious need to increase resources n the sector. I urge all members to be active participants in the democratic processes that are critical to our futures. Nurses and midwives have a powerful voice that needs to be used for the benefit of our communities - simply leaving it up to someone else doesn’t work. To get involved call our office and we can help you play your part. THE LAMP MAY 2016 | 5
YOUR COVERLETTERS STORY
YOUR LETTERS
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LE TTE R OF THE MONTH
A wily government I woke early this morning with thoughts of the March NSWNMA Committee of Delegates discussion reverberating in my head regarding the NSW Government Memorandum of Understanding (MOU) - Mental Health Emergency Response, a subject that has troubled me for many years. The Government has been extremely wily. They have successfully used political hegemony to pit three oppressed groups against each other, namely NSW Police, Ambulance and Health. All three are chronically under-resourced. Is it any wonder there are perpetual cries of ‘Dump and run’, ‘not my problem’ and ‘just open the door and let them go’. The MOU is open to interpretation and the discussion has been fruitless to date. There is a stakeholder no-one seems to talk about - the often Triage 2 mental health patient who requires urgent specialist care and who may molder in an Emergency Department for 12-15 hours, chemically restrained and guarded. How would you feel if this was you or one of your family or friends? Federal and state governments have had roundtables, enquiries and awareness campaigns to demystify mental illness. It seems to me that until all departments involved in the management of mental health emergencies are properly resourced, no government, federal or state, is putting its money where its mouth is. Only when an ED Triage 2 mental health patient is accorded the same prompt care as a Triage 2 cardiac patient and is out the ED door and on their way to the specialist care they require within the prescribed time according to Australasian Triage Guidelines will the balance be redressed. At the moment equity of health care doesn’t exist for many mental health patients. Nursing staff need the clarity of thought to understand that the issue is political, the compassion to remember it could be you or your loved one sent back through that open door and the wisdom to say enough is enough. Nursing, medical, ambulance and police unions need to start acting together to protect the vulnerable mental health patients who didn’t ask for their debilitating illnesses. Elizabeth McCall RN, Nurse Manager Byron Bay
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YOUR LETTERS
Support available for domestic violence victims
Concern about plastic waste
I commend NSWNMA for raising the issue of domestic and family violence in February Lamp and at Professional Day last year. Domestic and family violence is the single most important issue affecting the health of women. Women experiencing this violence are high users of health services but do not always disclose their experience unless asked. The domestic violence routine screening tool used in NSW Health has undergone extensive evaluation that shows that women want to be asked direct questions about their experience of domestic and family violence. They may not disclose the first time they are asked, but by screening for domestic and family violence, nurses are communicating that health services see it as their business. It provides the opportunity to educate about domestic and family violence and communicates that women can talk about violence and nurses will listen and provide a safe space for discussion. The development of online learning modules by HETI expands the reach of domestic violence training, but the online module is only part of training for staff working in services mandated to screen for domestic and family violence. It is vitally important that staff attend face-to-face training that addresses attitudes and values, as well as providing local referral pathways. The Lamp article clearly emphasised that health workers are not immune to experiencing domestic and family violence. Thank you to this nurse for sharing her story so openly. It is also important to emphasise that there is support available for staff experiencing domestic and family violence either through their local EAP or through the 24-hour support at the National Sexual Assault & Domestic Violence Counselling service, 1800 RESPECT, or online at 1800respect.org.au Donna Tilley CNC, Erskineville
I am very concerned about the level of plastic waste that NSW Health generates. As plastic takes about 1,000 years to break down, all the plastic ever made is still present in the waste streams (except for that which has been burnt). I am proposing to the Waste Management Committee for Moruya and Batemans Bay Hospitals that we start reducing plastic by replacing plastic pill cups with paper cups. Plastic cups have a big environmental cost in their manufacture, last for centuries, yet have a practical purpose of a few moments.
HAVE YOUR SAY
Chris Nimmo RN, Broulee The impact of forced relocation on elderly tenants I recently read an article in my local paper, which asked questions surrounding the welfare of elderly social housing tenants. They have been forced to leave their homes due to state Government policy that results in the sale or demolition of Department of Housing accommodation and forced relocation of tenants. I feel this issue is deserving of further scrutiny by The Lamp. What impact is forced relocation having on elderly tenants and their families and friends? What stress impacts their health and wellbeing and who takes responsibility for the outcomes? Michelle Pearson RN, Beverley Park
Letter of the month
Send your letters to: Editorial Enquiries email lamp@nswnma.asn.au fax 9662 1414 
 mail 50 O’Dea Avenue, Waterloo NSW 2017. Please include a high resolution photo along with your name, address, phone and membership number. Letters may be edited for clarity and space. Anonymous letters will not be published.
The letter judged the best each month will win a $50 Coles Group & Myer gift card!
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NEWS BRIEF COVERINSTORY
Australia
Industry Super calls for tax breaks for women Industry Super Australia, the peak body for Australia’s industry super funds has called on the federal government to redirect tax breaks for wealthy, higher income earners towards women. “Three main factors contribute to women typically retiring with much less than men: the gender pay gap, women’s breaks from paid work to have children and a much lower level of government support, through tax concessions, for the average woman,” said Matt Linden, Industry Super Australia’s Director of Public Affairs. “While the first two have proven difficult to address, a fairer distribution of tax breaks should be an urgent priority. Women make up half the population yet receive just one third of superannuation tax concessions – this structural bias cannot be allowed to persist. Matt Linden says trimming excessive tax breaks at the top without addressing super tax penalties faced by lower paid women would be ‘unfathomable’. “At a minimum, the Low Income Super Contribution (LISC) should be re-instated. This ‘top up’ payment has helped boost the super of 3.6 million low paid and part-time workers - mainly women, but is due to be scrapped by the government in 2017,” he said. “Obvious reforms are staring us in the face and if we ignore what needs to be done now, our daughters are likely to be among the many women unable to afford a comfortable life in retirement over the next 40 years, no matter how intelligent, educated or skilled they are.”
USA
Cubans tell Obama: “healthcare is a human right” An interesting and constructive debate about what constitutes a ‘human right’ took place during US President Barack Obama’s recent visit to Cuba. “We had a very frank conversation around issues of democracy and human rights,” Obama said, calling for free elections and the release of political dissidents the United States says are held in Cuban prisons. In reply Cuban president Raul Castro criticised the United States record on human rights and defended Cuba’s. He pointed out that Cuba ensures free healthcare and education and equal pay for women. “Healthcare is a right,” he said.
“The United States recognises progress that Cuba has made as a nation, its enormous achievements in education and in health care.” — US President Barack Obama.
“IF WE IGNORE WHAT NEEDS TO BE DONE NOW, OUR DAUGHTERS ARE LIKELY TO BE AMONG THE MANY WOMEN UNABLE TO AFFORD A COMFORTABLE LIFE IN RETIREMENT OVER THE NEXT 40 YEARS.” 8 | THE LAMP MAY 2016
At a press conference at the Palace of the Revolution in Havana, Obama acknowledged the validity of some of Castro’s attacks on America’s civil rights problems and lack of guaranteed healthcare. “The United States recognises progress that Cuba has made as a nation, its enormous achievements in education and in health care,” he said. “President Castro has also addressed what he views as shortcomings in the United States around basic needs for people, and poverty and inequality and race relations. And we welcome that constructive dialogue as well – because we believe that when we share our deepest beliefs and ideas with an attitude of mutual respect, that we can both learn and make the lives of our people better.”
Australia
Greens: private health insurance rebate is ‘a public policy disaster’ Australia
Turnbull’s questionable claims about the ABCC A number of studies including one by the Productivity Commission contradict Malcolm Turnbull’s claims about the economic benefits of the Australian Building and Construction Commission the Guardian has reported. The prime minster claims the ABCC reduced the number of days lost to industrial disputes and ‘improved productivity by 20%’. An economic report by Econotech, commissioned by the government, claimed it could save Australian consumers $5.5 billion. A Productivity Commission report says the evidence for the ABCC’s alleged productivity increases and cost savings is weak. It concluded that while days lost per employee in the construction industry was higher than most other industries, the number was very low by historical standards. A Griffith University study found that the Econtech report had not accurately used data about the cost of commercial and residential jobs. “The likelihood is that there are no productivity gains attributable to the ABCC, just as there are no savings in relative costs.” One of its authors, Professor David Peetz, said that Econtech’s $5.5bn saving claim had “no solid basis” as it had cherry-picked data and erroneously assumed productivity increases were caused by the ABCC. According to a survey of building supervisors 50% said the ABCC had made no difference to productivity levels, nearly one quarter considered it had improved it somewhat and just over 15% said the effect was significant. The federal government has been threatening to call a double dissolution election now that its laws to reinstate the ABCC have not passed the senate.
“The likelihood is that there are no productivity gains attributable to the ABCC.” — Griffith University Report. Union Aid Abroad APHEDA
The global justice organisation of the Australian union movement
Leader Richard Di Natale has announced the Greens will scrap the private health insurance rebate and reinvest the $5 billion a year in savings into the public health system. The Greens released parliamentary budget office modeling that shows that phasing out the rebate over the next two years could save $9.7 billion by the 2018-19 financial year. “The Greens have the courage to call the private health insurance rebate what it is – unfair, inflationary and inefficient,” Di Natale said. “The private health insurance rebate is a public policy disaster that has completely failed to achieve its stated objective of easing pressure on public hospitals. “If the $5bn-a-year subsidy were reinvested back into the public health system it would take the pressure off hospital waiting lists, reduce waiting times in the emergency department and help fund public dental care,” he said. Di Natale also slammed the government’s plan for the states to pay for shortfalls in health funding after cuts in the 2014 budget, labelling it “the latest thought bubble from a dithering government without the vision or courage to take on real reform”. “The Abbott/Turnbull government has taken Australia’s hospitals to the edge of a funding cliff that will decimate the health system and its only proposal for dealing with this issue is to dump the — Richard Di Natale – problem entirely on the Greens leader states and territories in a desperate act of political cowardice,” he said.
“The Abbott/Turnbull government has taken Australia’s hospitals to the edge of a funding cliff that will decimate the health system.”
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Cavell Edith
NEWS BRIEF COVERINSTORY
Canada
Concussion leads to increased risk of suicide
TRUST BEQUESTS
T
he Edith Cavel Trust is now able to receive non-tax deductable donations/ bequests.
The Trust – named in honour of Edith Cavell assists in the advancement of NSW nurses and midwives through further studies and research, made available through scholarship. The knowledge and expertise gained by nurses and midwives, supported by the Edith Cavell Scholarships, is an asset to the care of their patients and clients. Bequests to the trust would continue to support this important work. Edith, a British nurse serving in Belgium in WW1, is a hero to most nurses and midwives. She helped some 200 Allied soldiers escape from German-occupied Belgium. Her actions saw her arrested, accused of treason, found guilty by a court-martial and sentenced to death. Despite international pressure for mercy, she was shot by a German firing squad.
NAME
Adults who have been concussed are at an increased risk of suicide, a recently released study in Canada has found reports the New Zealand Herald. The study had a focus on military personnel as suicide is a leading cause of death in that community. It identified more than 235,000 patients diagnosed in Ontario from 1992 to 2012. Some 667 suicides occurred, the equivalent to 31 deaths per 100,000 - or three times the population norm. The study, authored by Michael Fralick, Deva Thiruchelvam and Donald Redelmeier, concluded: “Adults with a diagnosis of concussion had an increased long-term risk of suicide, particularly after concussions on weekends”. The study is consistent with a survey of 1044 retired players from the American National Football League (NFL) which found a nine-fold increase in subsequent depression for those with multiple concussions, Donald Redelmeier told the Herald. “No one disputes, in turn, that depression might lead to suicide,” he said. The findings could alter the way sporting bodies view head injuries in contact sports. The NFL has experienced a rash of suicides, many linked to chronic traumatic encephalothopy, a dementia-type brain disease. Dave Duerson and Junior Seau, both celebrated gridiron players shot themselves. Both had CTE. In 2012 a player from the Kansas City Chiefs, Jovan Belcher, shot his girlfriend Kasandra Perkins and them drove to his team’s training facility where he shot himself in front of coaches and staff. His body was later exhumed and he was discovered to have been also suffering from CTE.
ADDRESS
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“THE NFL HAS EXPERIENCED A RASH OF SUICIDES, MANY LINKED TO CHRONIC TRAUMATIC ENCEPHALOTHOPY, A DEMENTIA-TYPE BRAIN DISEASE.”
NEWS IN BRIEF
Britain
Britain adopts a sugar tax And now celebrity chef Jamie Oliver is urging Australia to do the same reports the ABC. Britain has announced a sugar tax on soft drinks. The tax on drinks with more than five grams of sugar per 100 millilitres will be introduced in two years’ time. Chancellor of the Exchequer George Osborne announced the measure in his annual budget statement. “We all know one of the biggest contributors to childhood obesity is sugary drinks,” he said. Oliver, who has lobbied relentlessly for a sugar tax, hailed the announcement. “We did it!” he said on Instagram, saying it was “a profound move that will ripple around the world”. He posted a video on Facebook urging other nations including Australia, Canada and Germany to follow Britain’s lead. “It’s about time your governments got on this,” he said. “Australia, pull your finger out.” Greens leader Richard Di Natale said the new levy to be introduced in 2018 was a “really interesting proposal”. “Why can’t we have a tax, that we know what it does is discourage unhealthy choices from people, and that money could be reinvested back into the health system?” he said.
“We all know one of the biggest contributors to childhood obesity is sugary drinks.” — George Osborne, British Chancellor of the Exchequer.
Australia
Australia
ACTU seeks $30 a week minimum wage rise
Nurses and Midwives Board online registration now open
The ACTU has called for a flat $30 a week minimum wage increase for Australia’s lowest paid workers. The Fair Work Commission is conducting its annual review to set minimum wage levels, with changes to take effect from 1 July. The ACTU has asked the review to increase the minimum wage for full-time adults by $30 a week, to $686.90 a week or $18.08 per hour. That represents a 4.6% increase for Australia’s lowest paid. The ACTU suggested that workers on higher classifications should receive a 3.9% increase. The ACTU argues the 1.86 million Australian workers who are paid the minimum wage or the lowest award rates “lack bargaining power, and rely on increases granted as part of the annual wage review to improve their living standards”. “Most of those workers are women (57.5%) and most of them are adults (84.5%). These workers are all paid the lowest wage that they may legally be paid.” The ACTU submission noted the Australian economy grew 3% in 2015 and labour productivity continues to grow strongly. ACTU Secretary Dave Oliver said the minimum wage increase was “vital if we’re to halt the alarming slide in living standards that is threatening the economic wellbeing of one in five Australians”. “Low paid workers have been facing increasing financial pressure over the past few years and this has only been made worse by rapidly rising housing costs and the government’s Medicare cuts forcing people to spend more and more on basic health care,” he said. “We do not want a US-style working poor in Australia. Our lowest paid workers deserve a $30 a week wage increase.” Employer representatives argued for an increase of 1.6%, or $10.50 a week for the lowest paid and $12.25 at the lowest level in trades.
“We do not want a US-style working poor in Australia. Our lowest paid workers deserve a $30 a week wage increase.”
Online renewal is now open for nurses and midwives registered to practise in Australia. Over 370,000 nurses and midwives are due to renew their general or non-practising registration with the Nursing and Midwifery Board of Australia by 31 May. Last year, 97.5 per cent of nurses and midwives renewed their registration online. NMBA Chair, Dr Lynette Cusack RN, said email and hard copy reminders for the 2016 renewal campaign had been updated and included helpful links to information about renewal, including a video for nurses and midwives. ‘All the important information nurses and midwives need to know about renewal of their registration is in the reminder or is only a click away,’ Dr Cusack said. Registered and enrolled nurses, midwives and nurse practitioners should look out for an email from the Australian Health Practitioner Regulation Agency (AHPRA) reminding them to renew registration. The email is the first in a series of email and hard copy reminders being sent by AHPRA on behalf of the NMBA. If you do not renew your registration by 31 May, or within the following one-month late period, your registration will lapse. Your name will be removed from the national Register of Nurses and Midwives and you will not be able to practise without making a new application for registration.
“All the important information nurses and midwives need to know about renewal of their registration is in the reminder or is only a click away” — Dr Lynette Cusack RN, NMBA Chair.
— Dave Oliver ACTU Secretary. THE LAMP MAY 2016 | 11
COVER STORY
Push for ratios in Opal Aged Care Legally enforceable ratios and a 4% pay rise top the claims in a campaign for a new agreement with Opal Aged Care.
Specialist nurses working for Opal Aged Care are looking for legal minimum nurse-to-resident ratios to be included in their new enterprise agreement. Although now well established in the public health system this would be a first in aged care. There is also a claim for a 4% increase to wages and allowances in all classifications. NSWNMA General Secretary Brett Holmes says the Association has been consulting with Opal members for several months through focus groups, surveys and face-to-face contact. “Members have clearly told us of their desire to improve resident care which, they say, requires more staff,” he said. Brett says Opal nurses say that being short staffed is a frequent problem that significantly increases what is an already high workload, impacting on resident care. “Many members commented
on how management is often budget driven and ignores safety concerns or internal ratios. It was common experience that those on sick leave were not replaced. Many facilities do not call in agency staff to fill vacancies. “Better ratios were seen as key to solving these problems and improving care,” he said. Government reports show that Opal has significantly re-engineered its workforce strategy since 2009. They have reduced their full time workforce by 35% and replaced them with part timers and casuals. RN numbers have decreased as a proportion of the workforce from 24.7% to a recent 20.3%. OPAL CAN AFFORD TO PAY A DECENT WAGE INCREASE NSWNMA research has also revealed widespread dissatisfaction among Opal nurses about pay, particularly among RNs.
“Opal RNs say they love their work but they carry significant legal responsibility in aged care and are relied heavily on to provide clinical care to increasingly complex patients yet their pay lags considerably behind the public health system,” says Brett Holmes. Brett Holmes says Opal has grown to be the largest privately owned aged care provider in Australia employing over 7,100 staff and its future prospects in the sector are said to be very positive. “This is a company which is highly profitable and can afford to give its employees a decent pay rise,” he said. A Singaporean investment company G.K. Goh, half owns Opal along with AMP Life. G.K. Goh accounts reveal that it has received just under $20 million from Opal in the past two years through dividends. AMP Life is likely to have received a similar amount in dividends.
“RESIDENTS TEND TO BE A LOT SICKER AND MORE OBESE THAN IN THE PAST. DEMENTIA, ALZHEIMER’S AND ALCOHOL AND DRUG-RELATED CONDITIONS MAKE RESIDENTS HARDER TO MANAGE AND SOMETIMES MORE AGGRESSIVE.”
12 | THE LAMP MAY 2016
Respect Opal Nurses Better Pay and Ratios
Better ratios mean better careOpal Marta Frasca AiN Respect Nurses
Opal Killarney Vale Better Pay and Ratios
“
People usually think about wage rises in EA claims but I think workload management should be our main issue. We need better nurse-to-resident ratios to give residents better care and reduce the heavy workload on staff. Residents tend to be a lot sicker and more obese than in the past. Dementia, Alzheimer’s and alcohol and drug-related conditions make residents harder to manage and sometimes more aggressive. We need more time to give them personal attention, manage their aggression and create a relaxed atmosphere. If you have to rush them you only make them more aggressive. Some residents, especially some of those with dementia who don’t understand their physical issues, almost require one on one attention. You have to keep going back to them every few minutes, which means you are forced to neglect other residents. I work afternoon shift where the ratio is one AiN for every 12 residents. We have only two RNs to cover all 80 residents in the afternoons and one to look after them at night. We just can’t manage with these ratios, which were set by Opal without any consultation with staff. If people in head office spent a day trying to do our job they would understand much better and find a better solution. The workloads make staff over-tired and sick. When they take sick leave it puts more pressure on remaining staff. We use casuals but they get dropped into a very busy workplace and usually don’t stay very long. I believe the situation on morning shifts is better because they have better ratios. Our enterprise agreement negotiations should also focus on getting a decent wage increase. Staff here feel strongly that we deserve to have wage parity with public hospital employees.
”
THE LAMP MAY 2016 | 13
COVER COVER STORY STORY
Ratios will prevent falls and other incidents Kenny Tabaranza AiN Opal Quakers Hill
‘‘
With our current ratios we sometimes struggle to cope with the workload and give all residents proper attention. Improved ratios would give us enough staff to eliminate preventable falls and other incidents. The nurse in charge is stationed in our unit but she is usually called away to assist in the other three wings of the facility. On occasions where a two person-assist resident is in need of care, we are unable to provide service right away as we have to wait for a third staff member to be available to look after the other residents. Dementia-specialised ward is very demanding of care. We have cognitively impaired residents with aggressive (physically and verbally) and wandering (high-risk of fall/ intrusive) behaviours. Responsibilities such as supervising them to prevent falls, supervising wandering residents invading other residents’ personal space and other care needs are hard to do by yourself when the other staff member is assisting someone in the toilet. When some residents wander they might interfere with other people’s rooms or get too close to other residents who don’t like people being within their personal space, and react badly. It’s a dementia-specialised unit so why are we applying normal staff-to-resident ratios? In the low-care ward there are normally three staff members to look after 34 residents. When one nurse goes for a break, another nurse will relieve staff in the dementia ward leaving only one staff member to look after the whole ward. That staff member can assist only one resident at a time. The lack of staff forces some residents to wait until a break ends to be attended. Our wages also need improving because they still lag behind public hospital wages. Maintaining our penalty rates is also very important to me because I work afternoon shifts. My two children aged two and four are always asleep when I get home so I can’t see them as often as I would like. If you sacrifice time with your family you deserve to be paid more as compensation. I think Opal is a profitable, expanding company which can afford to pay a better wage.
14 | THE LAMP MAY 2016
’’
“OUR WAGES NEED IMPROVING BECAUSE THEY STILL LAG BEHIND PUBLIC HOSPITAL WAGES.”
Respect Opal Nurses Better Pay and Ratios
The Opal claim: what nurses are calling for The claim has been developed directly from what Opal nurses have told NSWNMA in consultation meetings, surveys and focus groups over the last few months.
Better ratios, better staffing
Respect Opal Nurses
Mandated minimum nurse-to-resident ratios for an RN led model of care:
Better Pay ND and Ratios
AM
PM
One AiN for every 6.5 residents
One AiN for every 8.5 residents
One AiN for every 18 residents
One EN for every 50 residents
One EN for every 50 residents
One EN for every 50 residents
One RN for every 25 residents
One RN for every 25 residents
One RN for every 40 residents
+ + +
+ +
+
+ +
+
AND current ACFI Link Nurses, Facility and Clinical Manager positions ratios that deliver higher nurse to resident ratios than the minimum will continue • Existing to apply. that staff absences will be replaced – including sick leave, annual leave and • Guarantee parental leave. that increased nursing staff will be provided in addition to the minimum nurse • Guarantee to resident ratio when needed. Including but not limited to the following reasons: m care is needed for: oredementia care residents, – palliative care residents, – complex care residents; –the layout of the facility;
RNs attending assisted living apartments.
PAY AND ALLOWANCES
increase to wages and allowances per annum. • 4% called in without 24 hours notice to fill an unexpected absence (i.e. replace sick • Nurses leave) to be paid a 10% loading for the duration of the shift.
CLASSIFICATION IMPROVEMENTS
additional, higher RN increment to reward experienced RNs. • An Link Nurses (AiN, EN, RN) to be included in classification structure. • ACFI • AiN classifications updated.
HOURS OF WORK
work 7 hours or more – two 10 minute paid breaks or one 20 minute paid break. • IfIf you you work less than 7 hours – one 15 minute paid tea break. • Allocated • e-learning.time on the roster for nurses to complete mandatory training including
YOUR LEAVE
Leave – flexibility to take up to 5 single days annual leave per annum. • Annual Paid Trade Leave – 5 days paid trade union leave for NSWNMA representatives. • Paid ParentalUnion Leave – 14 weeks paid parental or adoption leave to be paid when leave • starts for the primary care giver. Paid Disaster Leave – three paid days or more by agreement if you cannot be at work. • Paid Family Violence Leave – paid leave if you are subjected to family violence. •
STOPPING BULLYING
• Clear commitment and process to deal with bullying at your workplace. THE LAMP MAY 2016 | 15
COVER STORY
Everything is rushed
What Opal nurses had to say
Lyn Ingram AiN Opal Murwillumbah Nursing Home
“
The Association’s enterprise bargaining claims are well worth supporting. Improving nurse to resident ratios should be the top priority. I work as an AiN on weekends. We are supposed to have ratios but they don’t seem to be adequate. Nurses are caring people, and with adequate ratios, we can give the care we want to give and what our senior citizens deserve. Opal is big on safety and has put in place measures to ensure people don’t hurt themselves. But there is still a lot of pressure to get through your workload. You shouldn’t rush old people but often you are forced to rush to get everything done. I’ve been here for nearly 18 years and I love working with the older generation, However if we had more staff, we wouldn’t be quite so rushed and the care delivered would be a lot better. Additional staff would allow more residents to be showered and dressed in time to attend activities. Some residents miss out on some activities because there are not enough nurses to get them ready in time. After dinner, residents want to go to bed and their buzzers go off every few minutes, requesting help. Because there are not enough nurses it can become quite frustrating for the residents, when it takes us a while to get around to everyone. The other big issue is the need to pay a reasonable salary by agreeing to a decent pay increase. This is particularly important for those nurses who can’t get enough rostered hours. Maintaining penalty rates is very important to me because I work weekends. We are all required to work whenever our shift falls. If that happens to be Christmas Day then you work it. It’s important that we are properly paid in recognition of the family time we’re giving up by working weekends and nights. Most Australians expect to spend their evenings with their families but lots of nurses don’t get to do that.
”
16 | THE LAMP MAY 2016
In a recent NSWNMA survey nurses had this to say about working conditions at Opal: “We need more staff to help with workload and behaviour. We are losing a lot of good working staff.” “I feel the workload is too high which makes it hard to cope with resident needs and care.” “Our residents deserve the best care. We as caregivers deserve to be able to give the best care. It is impossible to do so when we feel like we’re working on a production line.” “We work short more than we should due to the fact that sick leave and annual leave aren’t always replaced. Some people are constantly doing more shifts to cater for this. They are wearing themselves out, doing double shifts which I find a hazard not only to themselves but also the residents.” “Having more staff would make it easier to give all the residents all the little extras they often want not just what they want in the way of care. It would make it easier to indulge all those human needs that we all have: to talk with them, take longer to help them and do all the little things they often require but time and duty may not make room for.” “RN salaries need to be in line with public hospital RNs.” “By having more RNs residents would receive the attention that they deserve and require instead of saying ‘just a minute’ and getting back to them an hour later as a multitude of people are requiring the attention of that one RN. The RNs are getting tired and fed up when they are not able to supervise AiNs to ensure they are completing the correct care for the resident.”
Respect Opal Nurses Better Pay and Ratios
Opal is a highly profitable and expanding company Opal Aged Care is a private company that is owned by two major shareholders. AMP Limited which is owned Opal Nurses by the investment division of AMP Capital has a 47.62% share in Opal and has two members theand Opal Ratios Board. Better on Pay The other major shareholder is a Singaporean owned Investment Company G.K Goh Holdings Limited which also has a 47.62% share in Opal Aged Care. G.K Goh Holdings Limited, has reported that over the last two years they have received almost $20 million in dividends. The remaining 4.76% of shares are owned by current and past Opal management team members. Opal Aged Care has continued to expand over the recent years and is the single largest privately owned aged care company in Australia with 6,329 aged care places. NSW is their primary market having 52% of the aged care beds across 39 facilities. Opal continues to expand with 10 new facilities still yet to open, five of these facilities are in New South Wales. They have also, over the past three years, been granted 3,610 additional beds – 1,055 in New South Wales – by the government. In 2015 they spent over $50 million on an additional 551 beds. Opal Aged Care made a healthy net profit of $25.1 million in 2015. Shareholders received a $19 million dividend.
Respect
Net Profit of $25.1m Shareholders dividend $19m Aged care places in Australia 6,329 with 52% in NSW
“YOU SHOULDN’T RUSH OLD PEOPLE BUT OFTEN YOU ARE FORCED TO RUSH TO GET EVERYTHING DONE.” — Lyn Ingram AiN, Opal Murwillumbah Nursing Home
THE LAMP MAY 2016 | 17
FEDERAL ELECTION
New election ads stick up for health A federal election is getting closer and the federal (ANMF) and state (NSWNMA) nursing unions have launched an advertising campaign to highlight key issues for nurses and midwives: funding cuts to public hospitals and Medicare, threats to penalty rates and a better deal for aged care.
“Health care and nursing need a stronger voice in the community and in politics,” says Parramatta community nurse Jessica Houston, explaining why she agreed to help put the case for better health funding by taking part in the union’s latest television advertising campaign. Jessica is one of five Sydney nurses appearing in the advertisement. They spent a long day in front of the cameras to make the ad in a simulated hospital ward. Dressed in their scrubs, they
about how cuts to health spending are impacting our services. “In community health, the administration requirements can compromise our face-to-face client care due to the documentation processes and funding structure. This means we have to spend a lot of time accounting for and justifying services we provide to the community. “I’m also strongly against privatisation of health care. I don’t believe you should profit from someone else’s illness.”
effort went into the production. It felt good to be part of something big that was putting a positive message across. “It was shot in a simulation lab, dressed up to look like a real ward, and it was part of our job to help make it as realistic as possible. “The message is simple: our hands are tied and we can’t do our jobs appropriately and safely because government funding has been cut.” Although he lives and works in Sydney, Ben says governments
“THE MESSAGE IS SIMPLE: OUR HANDS ARE TIED AND WE CAN’T DO OUR JOBS APPROPRIATELY AND SAFELY BECAUSE GOVERNMENT FUNDING HAS BEEN CUT.” — Jessica Houston, RN
had their hands tied with rope to dramatise the message that government cuts to health spending are preventing nurses from doing their jobs and from providing the level of expert care they want to. “I didn’t realise how much effort goes into making a 30 second ad. It was a very intense 10 hours of filming with lots of takes followed by still photographs,” Jessica said. “It was a great experience that gave me a chance to meet and work with nurses from other fields. “We haven’t heard very much about health care from our politicians in the run up to this election. People are mostly in the dark
18 | THE LAMP MAY 2016
UPHOLDING OUR VALUES Nurse Ben Brady from North Shore Private Hospital’s intensive care unit, also features in the ad. “I agreed to take part because I think we all need to do our bit to uphold our values and put the word out there that nursing is a hard job that needs support from politicians,” Ben said. “If we don’t speak out we’ll get walked all over by management and the politicians who fund what we do. “I’d never done anything like making this advertisement before and I was amazed at how much
should be reminded of the need to support rural health care. “Country hospitals are often badly underfunded and rural patients often have very long wait for surgery and long travel times to get to tertiary referral hospitals. “We also need to spread the message that cutting penalty rates is still on the government’s radar and health care is not immune. The Liberal government supports cutting hospitality penalty rates on Sundays which would eventually filter down to health care.”
Funding cuts are a threat to public health Nurses and midwives have fought hard over many years for the resources to be able to deliver safe and effective care in our public health system. All this hard work and commitment has been under threat since the election of the Abbott government. That threat continues under Malcolm Turnbull’s leadership. The cuts to public health funding started with Tony Abbott’s first budget when he cut $59 billion from public hospital funding. At the time these cuts were underreported as they were delayed until 2017. Malcolm Turnbull’s first economic statement late last year – the Mid Year Economic Forecast – left these funding cuts to public hospitals in place and added another assault on Medicare with a further $650 million slashed from Medicare spending. Funding cuts are being imposed at a time when demand is increasing on our public hospitals. The recent Australian Medical Association’s Public Hospital Report Card 2016 shows that emergency department and elective surgery waiting times are already worsening as a result of these hospital cuts. These key indicators will only get much worse when the full impact of these cuts comes into effect in 2017. Despite repeated claims from the federal government that Australia’s health spending is out of control it remains consistently around the 9 per cent of GDP mark. Our health system is lauded internationally as an efficient system, which delivers outstanding health outcomes.
Jessica Houston, RN
Budget cuts to health, hospitals and Medicare started by Tony Abbott and continued by Malcolm Turnbull
$57 billion in cuts to public hospitals • $2 billion four year freeze on Medicare rebates for GP visits • $1.3 billion hike in prices of essential medicines • $267 million cut from Medicare safety nets • $800 million in cuts to health flexible funds •
MYEFO cuts to Medicare •$ 650 million out of Medicare by cutting bulk billing incentives for diagnostic imaging and pathology • $595 million from health workforce training programs • $146 million from health prevention and eHealth programs •$ 472 million cut from aged care (the Aged Care Education and Training initiative and the Aged Care Vocational Education and Training professional development programs) THE LAMP MAY 2016 | 19
FEDERAL ELECTION
The other issues that we are determined to highlight during this election campaign are penalty rates, the attacks on Medicare and the challenges that confront aged care. Penalty rates under fire from Turnbull government Another election issue where there is clearly little difference between Malcolm Turnbull and Tony Abbott is penalty rates. As Prime Minister, Abbott tasked the Productivity Commission with looking at penalty rates. It recommended Sunday penalty rates be cut to the level of Saturday rates for workers in the hospitality and retail sectors but excluded emergency services at the initial stage. Prime Minister Malcolm Turnbull has made it clear he agrees and has said that he sees changes to penalty rates as “inevitable.” While parts of health and emergency services would be excluded from penalty rate cuts in the first reviews undertaken by the Fair Work Commission this has been questioned in a research report from the independent, not-for-profit McKell Institute. The McKell report also found that: • reduced penalty rates would negatively impact on the local economies where health care employees work and live • any reduction in penalty rates risked greater staffing shortages in the nursing profession • the maintenance of penalty rates was necessary to maintain the health system’s capacity to provide services 24 hours a day, 7 days a week. HEALTH WORKERS WILL LEAVE The McKell Institute warned that nurses and midwives would leave the profession if penalty rates were cut. “Meeting the challenge of an ageing population as well as advancing health technology requires a growing and highly skilled health workforce,’ it said. “Policies that erode the compensation paid to our nurses and midwives for working the unsociable hours required to provide 24 hour/7 day a week health care undermine our ability to meet these challenges. “Most employees would choose not to work long or unsociable hours if they were not adequately compensated.” HOW CUTS TO PENALTY RATES WOULD AFFECT NURSES AND MIDWIVES The McKell Institute looked at what would happen to nurses’ income if Sunday penalty rates were cut to Saturday levels. It analysed a representative 152-hour, 4-week rotating roster, which included two early Sunday, one late Sunday and one early Saturday shift per month. It calculated that: • a registered nurse in a NSW public hospital would lose $1,767 per year or 1.9 per cent of gross pay. • an enrolled nurse in a NSW public hospital working “average hours” would lose $1,573 per year or 2.59 per cent of gross pay. • the loss for a personal care worker in an aged care facility working a full time equivalent of 38 hours per week, would total $1,399 per year or 2.59 per cent of gross wages. 20 | THE LAMP MAY 2016
More staff, a safer environment and better care needed in aged care The ANMF and the NSWNMA will also be campaigning in this election for a better deal for aged care. The 2015 Intergenerational Report projects that within the next 40 years there will be approximately 40,000 people aged 100 and the number of people aged 65 and over will have doubled in Australia. As Australia’s aged population continues to grow, demand for aged care and related services will also continue to grow. The consequent increased health and personal care needs of individuals will require a sufficient and suitably qualified and skilled workforce. We argue that the elderly cannot receive proper care unless there is an appropriate number and mix of skilled and experienced staff, which includes registered nurses, enrolled nurses and assistants in nursing/personal care workers. This means that staffing levels must be urgently addressed. Work performed by employees in the health and community services sector in general, including aged care, continues to be undervalued and underpaid. Their frustration is made worse by the fact that attraction and retention problems in the aged care sector are not new. The challenges are well understood across the industry: • low wages and poor conditions; • inadequate staffing levels and workload issues; • unreasonable professional and legal responsibilities; • lack of career opportunities; • stressful work environments; • poor management practices; and, • a poor perception of aged care in general.
What we are asking of our political leaders for aged care • t hat the Australian Government fund and implement mandated minimum staffing levels and skill mix requirements for registered nurses, enrolled nurses and assistants in nursing/personal care workers in the aged care sector • that the Australian government close the wages gap between nurses and assistants in nursing/personal care workers working in aged care with those working in the public health sector • that the Australian Government dedicate funding to close the wages gap • that all assistants in nursing/personal care workers must be required to meet a minimum standard of qualification • to establish a mandated/legislated requirement for 24 hour registered nurse cover for all high care residents in aged care facilities, including in those low care facilities with residents assessed with high care needs
“I AGREED TO TAKE PART BECAUSE I THINK WE ALL NEED TO DO OUR BIT TO UPHOLD OUR VALUES AND PUT THE WORD OUT THERE THAT NURSING IS A HARD JOB THAT NEEDS SUPPORT FROM POLITICIANS.” — Ben Brady, RN
THE LAMP MAY 2016 | 21
PATIENT PRIVACY COVER STORY
Call for privacy law reform after not so smart phone abuse A Sydney woman is winning public support for changes to laws on privacy and voyeurism after a nurse took an unauthorised photograph of her genitals and showed it to others.
Western Sydney teacher Brieana Rose* was photographed while unconscious with her legs in stirrups during gynaecological surgery at Norwest Private Hospital in Bella Vista. A female nurse used her personal smart phone to take the photo without any medical justification and showed the photo to colleagues. When Brieana found out about the photo, “I felt I had no hope of controlling its distribution and my world fell apart,” she told The Lamp. “I was told that the photo was explicit and left nothing to the imagination. “I was worried I would see this image plastered on the internet and lose my teaching career.” She said the nurse might have taken the photo to poke fun at her size or more likely to complain about having to handle an obese patient with a complicated panniculus. The hospital dismissed the nurse after other nurses reported her. Brieana said the nurse is now employed by another hospital. INDISCRETION NOT COVERED BY LAW As Brieana was soon to discover, the nurse had committed no offence under NSW law. Brieana therefore had no legal rights including the right to recover the phone, delete the image, or get an apology in person from the nurse. Brieana got a written apology from the nurse only last month – 15 months after the event. In Victoria and Queensland it is an offence to take someone’s photo without their consent if they could rea-
22 | THE LAMP MAY 2016
sonably expect to be afforded privacy. But photographing someone’s genitals without their permission is only a crime in NSW if done for sexual gratification, Brieana’s solicitor, Fiona McLay, told the Sydney Morning Herald. Brieana’s petition calling for NSW law to be brought into line with other states has so far attracted almost 20,000 signatures. Brieana underwent gynaecological surgery in December 2014. As she came out of sedation in the recovery room she noticed a nurse showing her phone to another nurse. Five weeks later her surgeon told her that her privacy had been breached. Shortly after this the hospital called to also tell her about the incident and to request a meeting. “I was only told because the law mandates that a hospital must tell victims about a privacy breach,” Brieana said. A LACK OF PROCESS Hospital representatives said they would advise the Australian Health Practitioner Regulation Agency but gave her no information about that process. “The hospital said it had no power to ask the nurse to hand over her personal phone for inspection because that would breach her privacy,” Brieana said. “It just accepted her word that the photo had been deleted.” Brieana could not use laws governing patient access to medical records because the photo was taken with a private phone. Brieana, who is an information technology teacher,
“I WAS WORRIED I WOULD SEE THIS IMAGE PLASTERED ON THE INTERNET AND LOSE MY TEACHING CAREER.”
said the hospital administration were “not tech savvy”. They had no answer when I asked them if the photo had been uploaded to icloud and Facebook. “They hid behind privacy regulations and didn’t even try to ask the nurse to allow them to inspect her phone, which shows a serious lack of responsibility.” She said it took several months to get Norwest hospital to write to the nurse asking her to deliver the phone to a forensic analyst. The nurse never replied to the letter. TERRIFIED THAT STUDENTS WOULD SEE PHOTO As a teacher, Brieana was sickened by the thought that students at her school might see the photo on social media. “Just before I went under sedation the nurse told me what suburb she lived in and that her kids went to a Catholic school. It is in the same part of Sydney where I also teach at a Catholic school. “So I went to work every day wondering if her kids went to my school and if they and their friends had seen my image. “That terrified me. I kept waiting for a student to come up to me and say, ‘Miss, is this really you?’ Brieana contacted the NSW Health Care Complaints Commission (HCCC), which confirmed it had received a notification from the hospital and had referred it to the Nursing and Midwifery Council of NSW. “They urged me to make a complaint and explained what I had to do. They said they would have to give the nurse a copy of my complaint, in which I requested giving over the phone for forensic analysis and a face-to-face meeting to receive an apology. “After two and a half months they told me they could not ask her to produce the phone or meet with me.
“They said the nurse was put through a ‘reflection process’ and went before a board of her peers to explain herself. They judged that she had shown ‘adequate remorse’ and did not consider the offence serious enough to cancel her registration.” NO PHOTO IS EVER DELETED Brieana’s solicitor eventually tracked down and wrote to the nurse who agreed to hand over the phone. A forensic analysis revealed the photo had been deleted four days after it was taken. But Brieana saw the photo because the analyst was able to retrieve it. “No photo is ever undeleted; the data remains on the phone and in this case it had also been backed up to icloud.” The nurse agreed to give the forensic analyst access to the icloud account and also to a laptop and ipad linked to the cloud storage. “As far as I know the photo hasn’t been shared electronically – just distributed on her phone in the hospital and possibly in her home,” Brieana said. *Not her real name.
THE LAMP MAY 2016 | 23
PATIENT PRIVACY
“We all deserve protection when we are vulnerable” In campaigning to change NSW laws on privacy and voyeurism, Brieana Rose* gave evidence to a NSW Legislative Council inquiry into remedies for breaches of privacy.
“I was in the most impersonal position when these photos were taken. Surely we all deserve protection when we are vulnerable and unable to stop this kind of invasion to personal privacy,” she told the Standing Committee on Law and Justice. The NSW Privacy Commissioner Dr Elizabeth Coombs told the committee that remedies available under NSW privacy legislation were inadequate for cases such as Brieana’s. The committee subsequently recommended legal changes to enable people who have suffered a serious invasion of privacy to take civil action. The committee’s chairperson, Natasha Maclaren-Jones MLC, said: “Privacy is an asset, which cannot be recovered once it is lost. The impacts of that loss can be devastating.” Brieana has also met Attorney General Gabrielle Upton to press for changes. Brieana estimates the invasion of her privacy and beach of trust has cost her close to $200,000 including lost pay and entitlements, legal and forensic analyst fees, psychological counselling and other assistance. She cannot seek financial compensation but says, “I want the satisfaction of fixing these laws.” NOT DENIGRATING NURSES Brieana wants it known she is “not seeking to denigrate” nurses but wants to help “weed out unethical members of the profession”. “My mother was a nurse for 40-odd years and a former director of nursing, both my sisters were nurses, and I did six months of nurse training until I decided I wanted to be a teacher more.” Many nurses have posted comments online supporting her and her petition to reform NSW laws. “The reaction has been overwhelmingly supportive. About half the comments are from nurses demanding changes to the law to punish this sort of behaviour.” She says she is indebted to the two nurses who notified management. “If they hadn’t behaved ethically I would never have known.”
24 | THE LAMP MAY 2016
After Brieana reported the incident to police they interviewed the two nurses. “The nurses who notified the hospital had to suffer the experience of being interviewed by the police at work. The offending nurse was never interviewed.” After investigating, the police told Brieana the nurse had committed no offence, as there was no evidence that her motivation for taking the photo was sexual. MOBILE USE ON WARDS NOT THOUGHT THROUGH A Norwest Private Hospital spokeswoman told the Sydney Morning Herald the hospital deeply regretted what happened. “The rogue actions of the nurse were a one-off occurrence in the hospital,” she said. “The nurse’s colleagues, recognising the abhorrent behaviour, followed the hospital’s policy and quickly escalated the incident to the hospital executive team.” Brieana said the hospital told her the nurse had been dismissed for breaching hospital policy regarding patient confidentiality. “I’ve come to realise that some hospitals don’t understand the ramifications of allowing mobile devices on their wards. They haven’t thought through all the bad things that could go wrong: how to prevent rogue staff members from doing the unimaginable and how to respond if they do.” Seven months after she found out about the photo she continues to receive counselling and remains on unpaid leave even though she is her family’s major source of income. “I develop immense rage when things don’t go to plan. I cry at the drop of a hat, I vomit at the most inopportune times, I dry retch,” she said. “I’ve gone from being a really professional person – a high functioning secondary school teacher – to just a shell.” “If that photo had got out with my name attached to it, god knows how emotionally damaged I’d be.” •Not her real name.
“PRIVACY IS AN ASSET, WHICH CANNOT BE RECOVERED ONCE IT IS LOST. THE IMPACTS OF THAT LOSS CAN BE DEVASTATING.” — Natasha Maclaren-Jones MLC.
iPhone can lead to iTrouble
Diagnosis by unsecured smartphone ‘risks patient confidentiality’ Doctors who photograph skin conditions using unsecured, personal mobile phones could be breaching patient privacy, new Queensland research warns. In an article in the Medical Journal of Australia, researchers from the University of Queensland and Princess Alexandra Hospital, led by Paul Stevenson, say doctors must take reasonable steps to protect patient information and prevent loss, disclosure, unauthorised access or misuse. They say doctors and medical institutions endanger patient privacy, as well as their own indemnity insurance and confidentiality clauses of their employment contracts, if they fail to protect confidential patient records by using unsecured mobile phones and emails. The researchers recommend doctors take security
measures to ensure images are not automatically uploaded to social media or backup sites. “Images should be transmitted via secure methods,” the article states. “Transmitting images through personal email or text messages is not considered secure by some sources, as such methods are typically not encrypted or password protected.” They must obtain informed, written consent from patients to use the images and restrict access to the contents of mobile phones with appropriate controls, such as passcode locks, and then delete the images from the phone after transferring them to patient records. Other controls included disabling automatic forwarding on emails, deleting emails from the sent folder, removing identifying features such as birthmarks, tattoos, metadata, or even the condition itself.
THE LAMP MAY 2016 | 25
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Free time, family and no deadlines – the retirement we all want and can afford. Super is one of the biggest investments most of us will make during our lifetime – what you do with your super today can really make a difference to your future. Despite media claims you need $1million to retire, the majority of Australians live well in retirement by supplementing the Age Pension with their super.
You can too. For the majority of Australians the Age Pension is, and will continue to be, an important part of their income in retirement. Did you know, around 80% of Australians who’ve reached the age to qualify, receive a full or part Age Pension?*
HOW TO GET THE RETIREMENT YOU WANT WHAT HESTA MEMBERS say they WANT MOST “I want to do what I want, when I want.”
$1million in super not required. While media stories can make us believe we need millions in retirement, if you’ve lived well on your current wage, living well in retirement is achievable – when you take simple steps to increase your super. When combined with the Age Pension, even a modest super balance can help you enjoy the things you look forward to most- free time, no deadlines, fewer demands and less stress.
“I want to be able to catch up with family and friends.”
“I want to be off the clock.”
“I’d like to rediscover my hobbies and try new things.”
*Source: http://ncoa.gov.au/report/phase-one/part-b/7-1-age-pension.html
26 | THE LAMP MAY 2016
how you can make it happen
How to boost your super balance? There are two options.
1. Contributions from your before-tax pay If you earn more than $50,000 p.a. this is usually the best way to build your super. The main benefit is tax – these contributions are generally taxed at 15% when they go into your super – so before-tax contributions make a lot of sense if you pay more than 15% income tax. It’s also called ‘salary sacrifice’ – talk to your employer about setting up a regular contribution from your pay into your super account. Keep in mind: •
Before-tax contributions may be subject to extra tax if you withdraw them from super before you turn 60.
•
They’re included in the income test for co-contributions and other government benefits.
•
Keep track of your super contributions, if you exceed your contributions cap, excess contributions may be taxed at your marginal tax rate, plus incur an interest charge. Excess contributions can be withdrawn.
•
If you haven’t provided your TFN, contributions will be taxed at the highest marginal tax rate.
•
If your taxable income exceeds $300,000 your contributions will be taxed at 30%.
2. Contributions from your after-tax pay After-tax super contributions are paid from your take-home pay. If you earn under $50,000 p.a. this is usually the best way to build your super, because you could also receive a bonus super top up from the government. You may have heard of the government co-contribution. This is where, for every dollar you put in to your super (from your after-tax pay) the government will kick in another 50 cents. It can be as much as $500 worth of bonus super from the government! It all depends on what you earn and how much you put in. If an eligible HESTA member puts $1,000 extra into their super account each year – together with the government’s $500 co-contribution – here’s what can happen^.
Extra super at age 67
How much more? $119,820 more
From age 30
$70,416 more
From age 40
$36,515 more
From age 50
Of course, we’ve had to make some assumptions: Income $30,000 p.a. Account balance $0. Inflation 2.5% p.a. Growth rate after fees 6.5% p.a. (CPI+4%). Salary index 3.5% p.a. $1,000 non-concessional contribution made at end of each financial year from stated age to age 67 with $500 co-contribution received at the end of the following financial year, except the year member turns 67. Contributions received monthly, at end of each period, contributions tax applied at the time of contribution. Net growth rate on monthly contributions at 2.53%. Interest on concessional contribution based on interest calculated in 2014/15 financial year and applied as a constant rate of return each year thereafter. This is a conservative rate of return, actual interest applied will increase in line with salary indexation. Retirement at age 67. This example is an illustration only. It is not a guarantee in any way. Actual outcomes may vary.
How much can I contribute? Each year, you can contribute up to $180,000 of after-tax earnings to your super. If you’re under 65, you can bring forward three years’ contributions into one year, to allow a maximum of $540,000. Any contributions made over this amount will be taxed at the highest marginal tax rate. Keep in mind: Your super fund needs your tax file number (TFN) or you can’t make after-tax super contributions. HESTA offers members personal advice about which contribution strategy might be appropriate for them – at no extra cost. If you require advice about making contributions, you can speak to a HESTA Superannuation Adviser. Call 1800 813 327 to make an appointment. Growing your super comes down to what you put in and earning interest over time.
It’s easy to set up regular payments into your super – using BPAY®, electronic funds transfer or direct deposit. For more information on the government co-contribution scheme visit ato.gov.au/super or hesta.com.au/contributions
THE LAMP MAY 2016 | 27
ADVERTISEMENT
Fairer super for all. HESTA is at the forefront of the current political debate, examining why women retire with less than men. We are strongly advocating on behalf of our members at the Senate inquiry into the economic security of women in retirement. This inquiry is examining why women retire with significantly less super than men and what changes could be made to improve the system. HESTA’s submission stresses that the wage gap between men and women remains the biggest factor in women retiring with less than men.
“The gap in super savings that women experience is not due to the choices they make – the main causes are the gender pay gap that sees women earning less than their male counterparts and unpaid time out of the workforce,” HESTA CEO, Debby Blakey. The vast majority of HESTA’s more than 800,000 members are women working in health and community services, where the gender pay gap is 27.7%, according to figures from the Workplace Gender Equality Agency. “Super is there for every Australian and the conversation needs to start including low-income earners and women,” adds Debby.
28 | THE LAMP MAY 2016
Closing the pay gap is clearly vital and must be tackled through structural and societal changes. In the meantime, the super system can also evolve. Here are three important recommendations that underpin HESTA’s Senate inquiry submission:
Remove the $450 monthly super threshold The successful introduction of SuperStream, which simplifies and removes the admin burden on businesses, means employers can now make contributions more easily. That barrier is removed, so all employees should be eligible for guaranteed super contributions, including those who earn less than $450 a month. This is particularly vital for nurses or other people in care-giving professions, who may work shift work across multiple employers.
For instance, consider a nurse who returns to work following the birth of a child and takes irregular shift work across three health providers. In one month she earns:
$360 from a pathology lab drawing blood samples $420 from a casual night shift at a hospital
$445 teaching first aid at a GP practice Gross pay (monthly) =
$1,225 Mandated super guarantee contribution =
$0
SuperStream makes it easy for employers to make contributions, so there is no reason why anyone working, no matter what they earn, shouldn’t be eligible for super.
The low income super contribution We are continuing our campaign of pressuring the government to abolish plans to discontinue the low income superannuation contribution (LISC) in 2017. Why? Because if it’s removed, 3.6 million Australians, including more than 2.1 million women, will pay the same, or in some cases, a higher tax rate on their super contributions than they pay on their wages.
Three important recommendations 1. Remove the $450 monthly super threshold 2. Retain the low income super contribution (LISC)
HESTA believes the LISC must remain in place in its current form. Since 2014, HESTA has been a leader in the campaign to retain the LISC, in cooperation with the wider super industry.
Value unpaid caring roles We think Australia can learn from the many overseas examples where unpaid caring roles are recognised and remunerated. Many European and South American countries have systems that ensure women receive a pension voucher or benefit for time taken off work to raise children or care for the elderly. HESTA’s submission to the inquiry points to the success of Chile and we believe a similar system could be adopted here in Australia. These recommendations would help ensure all Australians can afford a dignified retirement. Want to learn more? Visit hesta.com.au
3. Value unpaid caring roles.
More people in health and community services choose HESTA for their super Supports your industry Low fees A history of strong returns
WORKPLACE SUPER PRODUCT OF THE YEAR - VALUE CHOICE
WINNER
2015 RAINMAKER EXCELLENCE AWARDS
Information issued by H.E.S.T. Australia Ltd ABN 66 006 818 695 AFSL No. 235249, the Trustee of Health Employees Superannuation Trust Australia (HESTA) ABN 64 971 749 321. This information is current as at 08/04/2016. While every attempt has been made to ensure the accuracy and reliability of the information, it is not guaranteed in any way. Investments may go up or down. Past performance is not a reliable indicator of future performance. This information is of a general nature. It does not take into account your objectives, financial situation or specific needs so you should look at your own financial position and requirements before making a decision. You may wish to consult an adviser when doing this. Before making a decision about HESTA products you should read the relevant Product Disclosure Statement (call 1800 813 327 or visit hesta.com.au for a copy), and consider any relevant risks (hesta.com.au/understandingrisk).
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SAFE STAFFING
Funding cuts lead to Wagga staff shortages Nurses have taken action to minimise the risk to patients at Wagga hospital resulting from short staffing.
Nurses at the recently opened Wagga Wagga Rural Referral Hospital have voted to slow elective surgery in response to a dangerous staff shortage primarily caused by federal government cuts to the health budget. Assistant General Secretary of the NSWNMA, Judith Kiejda, said federal and state governments had failed to provide adequate funding to staff the new hospital, thereby compromising safe patient care. “We warned management that under current staffing levels the hospital could not operate at full capacity, yet all beds are open,” Judith said. “Unfunded or ‘surge’ beds have been staffed exclusively by nurses on overtime since the hospital opened in January. “Wagga nurses feel they’re at crisis point and the reliance on overtime cannot be sustained any longer. “If at any time these surge beds are opened and our members feel it’s unsafe to keep them open, they will slow down elective surgery in operating theatres.” The union’s Wagga Wagga branch president, Jodie Godfrey, said the number of patients with private health insurance using the new public hospital – the main referral hospital in south-western NSW – had jumped by about 30 per cent since it opened. “A lot of people decided to drop their private health cover when they did a tour of the new facility. For example, our births per month have gone from 60 to 90 since January,” she said. “Murrumbidgee Local Health District (LHD) is paying public patients to go across the road to Calvary private hospital, at a high cost to the taxpayer, because we don’t have the staff to look after them.” LHD INSISTS ON FILLING UNFUNDED BEDS Jodie said the LHD had refused the branch’s request not to fill unfunded beds. “The LHD considers all the unfunded beds as ‘surge beds’ and insists they will surge up as needed. “The LHD has offered to fund just one extra registered nurse for the Emergency Department at night, which is inadequate. “We have asked for agency nurses to be employed as soon as possible but the LHD says none are available. 30 | THE LAMP MAY 2016
“That leaves the branch no choice but to slow down the rate of elective surgery.” Jodie said wards are already short staffed even without the surge beds. “The LHD has been unable to recruit nurses to fill existing gaps in the roster for funded beds. “So when they open surge beds we have to do hideous amounts of overtime. “If they do find an extra staff member it will often be an Assistant in Nursing rather than a registered nurse or enrolled nurse. “If you are an RN and you usually work with another RN and two ENs, and the only person working with you is an AiN because they can’t find anyone else, you’ve got a ridiculous amount of work to do.
‘THE RELIANCE ON OVERTIME CANNOT BE SUSTAINED ANY LONGER.’ — Judith Kiejda.
“Double shifts are common and one midwife had to do three 18-hour shifts last week. “Yesterday they were nine shifts short and the ICU started with three nurses down. “Some nurses are getting several text messages a day asking them to do an extra shift or come in early for their next shift. “Staff are impacted by the mental stress of knowing they haven’t done enough for their patients. “It’s getting to the point where it’s becoming dangerous. The longer hours you work the more likely you are to make mistakes that could cost you your registration. “Staff are very disheartened and are looking around for other jobs. “They are distressed by the way that some members of management are speaking to them and telling to ‘just deal with it’.” Jodie said the staff shortage was “right across the board” including kitchen staff and cleaners.
MPS TOLD TO STEP UP ON FUNDING The Wagga Wagga branch of the NSWNMA is calling on the state member for Wagga Daryl Maguire and federal member for Riverina Michael McCormack to lobby for extra funding for the Murrumbidgee Local Health District. “We would like both MPs to lobby their governments harder so we can get more funding to adequately staff our hospital and provide the services and care the people in our community are entitled to,” said branch president Jodie Godfrey.
‘IT’S GETTING TO THE POINT WHERE IT’S BECOMING DANGEROUS.’ — Jodie Godfrey
Sylvia Moon and Jodie Godfrey
Photo courtesy of the Wagga Daily Advertiser
“STAFFING SHORTFALL IS THE ‘HUMAN COST’ OF THE FEDERAL GOVERNMENT’S 2014 CUTS TO THE HEALTH BUDGET.” — AMA. She said local media had given good coverage to the nurses’ campaign for more staff. “However we were disappointed when Daryl Maguire came out and claimed we were being unreasonable and we just wanted a fight.” Australian Medical Association (AMA) president, Professor Brian Owler, has also blamed the federal government for the staff shortage at Wagga. He described the shortfall as an example of the “human cost” of the federal government’s 2014 cuts to the health budget. He said there was an urgent need for a massive injection of Commonwealth funding in the May budget for hospitals, after the 2014 budget stripped $57 billion from future funding. “The AMA’s been very pleased that the new hospital has been built, it’s something we’ve been asking for for a long time,” he told the ABC. “But the problem is you’ve got to have the resources to fund the beds in the hospital, to make sure that there are enough nurses to properly look after the patients.”
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SAFETY AND SECURITY
Safety win for Kiloh mental health unit Nurses get greater security cover at Randwick’s Kiloh Centre
“Kiloh acute unit, unsurprisingly, has had difficulties retaining staff. However, staff appreciate area management’s recent initiatives to strengthen safety.” — Judith Kiejda, NSWNMA Assistant Secretary.
An attempt to reduce security guard hours at Kiloh mental health centre
on the Prince of Wales Hospital (POWH) campus has resulted in a promise to enhance security cover, thanks to a determined effort by the local NSWNMA branch. Kiloh Centre comprises a 16-bed acute ward and a 30-bed general ward. A 12-bed mental health intensive care unit, which opened in 2013, is in a separate building 100 metres away. Management tried to reduce security by two hours per day to eight hours. After resistance from the NSWNMA, Sydney South East Local Health District agreed instead to employ security guards for 16 hours to cover morning and afternoon shifts. Sophia van der Wal and Aidan Giblin, executive members of the union’s POWH mental health branch, welcomed the promise of greater security support. “The branch is grateful for the role played by NSWNMA representatives and the response from District Health is appreciated by Kiloh staff,” Sophia said. “During protracted negotiations over restructuring the branch maintained strong opposition to proposals to reduce security hours. “The branch was galvanised when the restructure plan began to roll out prior to Christmas 2015. It showed a reduction in security staff hours on Kiloh acute ward. The Southern Courier newspaper quoted the LHD’s mental health director of operations, David Pearce, as saying the proposed restructure was needed to provide 24/7 security at the MHICU which cared for “the most complex and challenging patients.” NO SECURITY COVER DURING ‘VOLATILE’ AFTERNOONS Sophia said it made no sense to improve security cover at the MHICU while reducing
32 | THE LAMP MAY 2016
safety on the acute ward. “This plan ignored the reality that extremely distressed patients often have to be managed at Kiloh acute unit for several days prior to transfer to the MHICU. “Management suggested that afternoon shifts could be covered by the security guard on duty at the MHICU about 100 yards down the road from us. “That would leave us with no security cover during the most volatile afternoon hours because security might be unable to attend the acute ward when the MHICU was dealing with its own incidents. “This was the most glaring fault in the restructure plan, because patients and nurses would be exposed to more danger on a ward where violence and aggression seem to be on the increase. “We responded by holding emergency branch meetings attended by our union organisers. They met with District Health executives who arranged to inspect our ward. “Security staffing had become a hot topic in the media after violent incidents at Nepean and Royal Prince Alfred hospitals. This undoubtedly gave the branch some leverage.” OFFER TO RETRAIN WARDSMEN Sophia said that despite district management agreeing to increase security coverage, Kiloh lost its wardsmen positions, effectively resulting in one less staff member on the floor. “Executive has offered wardsmen the opportunity to retrain into the new security roles, which is important. Our loyal wardsmen have the opportunity to stay in this complex needs domain and the patients have the chance to maintain the trust relationships they’ve built up with the wardsmen over many years.” The branch also achieved improved education for Randwick mental health nurses and
Sophia van der Wal and Ti-arna Madigan improved skill mix at Kiloh. “Management has arranged for senior staff from other wards to rotate through observation unit, while stepping up a recruitment drive to employ more experienced nurses,” Sophia said. NSWNMA assistant secretary Judith Kiejda said between January and August 2015, nurses raised concerns about understaffing or poor skill mix at Kiloh at least 15 times – including when a nurse with “nil mental health experience” was rostered for work. “Junior nurses have been thrown in at the deep end and the senior skilled staff are under intense pressure to manage the situation,” she said. “Kiloh acute unit, unsurprisingly, has had difficulties retaining staff. However, staff appreciate management’s recent initiatives to strengthen safety.” Sophia agreed that staff morale had often been low. “Staff were frightened to go onto the floor on occasions,” she said. Judith Kiejda says the NSWNMA has a phone app which allows members to notify the Association when there is a violent incident in a facility. “I urge members to use this resource,” she said.
‘WE NEED SELF-DEFENCE TRAINING’ Mental health Clinical Nurse Consultant Glenn Chapman has proposed initiatives to tackle violence in hospitals including selfdefence training hand in hand with de-escalation training for frontline nurses – especially in ED and mental health. They should be trained to the same standard as correctional officers, Glenn suggests. “Nurses need to be able to recognise substance intoxication and withdrawal and manage these potentially violent scenarios,” he says. “Just like CPR and fire training, aggression training should be a mandatory part of training for student nurses.” Other proposals include funding for hospital-based aggression management trainers and legislation making it an offence not to provide portable duress alarms to all nurses in high-risk areas. “All EDs must create ‘safe zones’ which staff can flee to in the event of a violent incident,” he says.
Workers compensation regulations fail to recognise the risks faced by nurses, Glenn says. “Currently if a paramedic is assaulted by a patient in an ED they are entitled to 100 per cent of their salary if they are off work injured. But nurses assaulted in ED only receive 85 per cent of their salary. “Nurses should have parity with other emergency workers.” Glenn wants NSW police to consider establishing a “health command”, similar to their current transport command, to regularly patrol health facilities. He believes security officers should have special constable status and receive restraint training to the same level as correctional officers. Glenn also supports television advertising which graphically portrays the violent behaviour of some people on ‘ice’ which he believes is educative. “I believe people need to see the potential consequences of their behaviour. Without consequences people don’t learn,” Glenn says.
“Security officers should have special constable status and receive restraint training to the same level as correctional officers.” — Glenn Chapman, CNC. THE LAMP MAY 2016 | 33
Going to work shouldn’t mean stepping into this.
ARE YOU A VICTIM OF WORKPLACE VIOLENCE? Have you or a colleague been assaulted at work? Have you reported your incident?
Download the NSWNMA App and report your workplace violence incident. The NSWNMA has a new tool as part of our NSWNMA Toolkit App that allows you to quickly report an incident to the Association as soon as it happens. It’s an easy fillable form that you can submit from your mobile device and an officer of the Association will be in touch with you. Nursing is considered one of the most dangerous professions. HELP STOP VIOLENCE AT WORK!
34 | THE LAMP MAY 2016
NSWNMA Toolkit App is FREE and available to download from iTunes and Google Play store
New South Wales Nurses and Midwives’ Association Summary of Financial Information for the Year Ended 31 December 2015 The financial statements of the New South Wales Nurses and Midwives’ Association have been audited in accordance with the provisions of the Industrial Relations Act 1991, and the following summary is provided for members in accordance with Section 517(2) of the Act, as applied by section 282(3) of the Industrial Relations Act, 1996. A copy of the Financial Statements, including the independent Audit Report, will be supplied free of charge to members upon request. Certificates required to be given under the Act by the Accounting Officer and the Committee of Management have been completed in accordance with the provisions of the Act and contain no qualifications. SUMMARY OF FINANCIAL INFORMATION FOR THE YEAR ENDED 31 DECEMBER 2015 2015 $
2014 $
32,447,655
31,054,940
NursePower fund subscriptions
3,605,315
3,438,225
Other income
1,497,561
2,202,598
37,550,531
36,695,763
Membership revenue
TOTAL INCOME LESS TOTAL EXPENDITURE
(34,812,453) (33,887,367) 2,738,078
2,808,396
Net fair value movements for available-for-sale financial assets
(91,663)
(226,842)
Remeasurement of retirement benefit obligations
948,099
(888,368)
3,594,514
1,693,186
TOTAL EQUITY
37,328,803
33,734,289
Represented by: Current assets
20,470,549
17,188,357
Non-current assets
29,307,691
28,783,238
TOTAL ASSETS
49,778,240
45,971,595
Current liabilities
10,855,844
9,872,753
Non-current liabilities
1,593,593
2,364,553
TOTAL LIABILITIES
12,449,437
12,237,306
NET ASSETS
37,328,803
33,734,289
RESULT FOR THE YEAR
TOTAL COMPREHENSIVE INCOME ATTRIBUTABLE TO MEMBERS BALANCE SHEET AS AT 31 DECEMBER 2015
A copy of the Financial Report, including the Independent Audit Report, may be found on the Members page of the website www.nswnma.asn.au or can be obtained upon written application to: Brett Holmes, General Secretary, New South Wales Nurses and Midwives’ Association, 50 O’Dea Avenue, Waterloo 2017.
INFORMATION TO BE PROVIDED TO MEMBERS OR REGISTRAR In accordance with the requirements of the Industrial Relations Act, 1991 [NSW] the attention of members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as follows: (1) A member of an organisation, or the Industrial Registrar, may apply to the organisation for specified information prescribed by the regulations in relation to the organisation. (2) An organisation must, on the making of such an application, make the specified information available to the member or the Industrial Registrar in the manner, and within the time, prescribed by the regulations. AUDITOR’S CERTIFICATE We certify that the above Summary of Financial Information is a fair and accurate summary of the Report, Accounts and Statements of the New South Wales Nurses and Midwives’ Association for the year ended 31 December 2015. Our Independent Audit Report to the members dated 5 April 2016 on the Financial Report did not contain any particulars of any deficiency, failure or shortcoming as referred to in the Industrial Relations Act, 1991 [NSW], as applied by Section 282(3) of the Industrial Relations Act, 1996.
Daley & Co Chartered Accountants
Michael Mundt RCA FCA Partner 5 April 2016 Wollongong
Liability limited by a scheme approved under Professional Standards Legislation
THE LAMP MAY 2016 | 35
EDUCATION@NSWNMA
what’s ON may 2016
THE INFLUENTIAL THOUGHT LEADERS IN LEADING – 2 Day Leadership Development Program n Friday 13 May & Friday 24 June, Waterloo Members $250 | Non-members $450
FOOT CARE FOR NURSES – 2 Days n Wednesday 25 & Thursday 26 May, Port Macquarie n Thursday 23 & Friday 24 June, Waterloo Members $203 | Non-members $350
ARE YOU MEETING YOUR CPD REQUIREMENTS? – ½ Day An essential ½ day workshop for all nurses and midwives to learn about CPD requirements and what’s involved in the process. n Thursday 2 June, Port Macquarie n Wednesday 22 June, Newcastle n Thursday 7 July, Dubbo Members $40 | Non-members $85
LEGAL AND PROFESSIONAL ISSUES FOR NURSES AND MIDWIVES – ½ Day Learn about potential liability, disciplinary tribunals, NMC and HCCC complaints, Coroners Court and more. n Friday 3 June, Port Macquarie n Thursday 23 June, Newcastle n Friday 8 July, Dubbo Members $40 | Non-members $85
ENROLLED NURSES’ FORUM – 1 Day Hear from a range of speakers, network with colleagues and share experiences across the enrolled nursing profession. n Friday 17 June, Waterloo Members $30 | Non-members $50
PRACTICAL, POSITIVE WAYS IN MANAGING STRESS AND BURNOUT – 1 Day n Friday 17 June, Gymea Members $30 | Non-members $50
POLICY AND GUIDELINE WRITING FOR NURSES AND MIDWIVES – 1 Day n Thursday 28 July, Parramatta Members $85 | Non-members $170
Register online 36 | THE LAMP MAY
WWW.NSWNMA.ASN.AU/ EDUCATION/ EDUCATION-CALENDAR
For enquiries contact NSWNMA Metro: 8595 1234 2 0 1 6 Rural: 1300 367 962
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ASK JUDITH WHEN IT COMES TO YOUR RIGHTS AND ENTITLEMENTS AT WORK, NSWNMA ASSISTANT GENERAL SECRETARY JUDITH KIEJDA HAS THE ANSWERS. Staff shortages and their impact on rosters I am an Enrolled Nurse and work full time in a public hospital. Recently our rosters have become subject to last minute changes because of shortages we have in the unit. Can this be done? Under Clause 8 of the Public Health System Nurses’ and Midwives’ (State) Award 2015, the roster for all employees should be displayed at least two weeks prior to the first working day in the roster period. However, a roster may be altered to enable nursing services to be maintained due to absences arising due to illness or in an emergency. Such changes need to be notified verbally and in writing prior to any changed shift. Certain other requirements arise if the change involves the alteration of a day off. However, if your unit is understaffed due to substantive vacancies or long standing absences, these should be raised with the NUM and/or Branch as continual disruption and alteration of rosters due to these reasons are arguably not an emergency (depending on the circumstances). Nor does it resolve the root cause of the problem i.e. the lack of available nursing staff to provide and maintain safe patient care.
Calculating long service leave in the private sector I work in the private sector and have been trying to work out if my Long Service Leave balance is accurate. My enterprise agreement refers to the Long Service Leave Act. My employer has told me I have around 11.7 weeks after thirteen and a half years of full time employment. This doesn’t seem right to me. How is Long Service Leave accrued under the Act? Section 4 of the Long Service Leave Act 1955 sets out that employees are entitled to 2 months of long service leave after 10 years, and subsequently a further month for each five years of service completed. For example, an employee would be entitled to 3 months for 15 years of service. Under the Act, a month of long service leave is expressed as 4.33 weeks. Accordingly, for 13.5 years of service, your entitlement would be 2 months for the first 10 years of service (2 x 4.33 weeks = 8.66 weeks), plus a pro rata amount for the 3.5 years additionally worked (0.7 x 4.33 weeks = 3.03 weeks). Thus you would be entitled to 11.69 weeks of long service leave. As this is only an approximate calculation, you can always request a more detailed breakdown from your employer if you believe that something has been overlooked.
BREAKING NEWS The rollout of requirements under the Child Protection (Working with Children) Act 2012 and attending Regulation 2013 (‘WWCC’) to current LHD staff has commenced, and hiccups have already been noted by members. The new WWCC regime is a legislative framework introduced by the NSW Government and passed by the parliament in 2012. At the time public sector unions protested the legislated shift of onus and cost to the employee away from the employer. As a result of such concerns being ignored, public sector unions sought the creation of a new award in the Industrial Relations Commission of NSW (‘IRC’) to ensure that the employer remained responsible for the payment or subsequent reimbursement to the employee. A Full Bench of the IRC rejected that approach by unions and did not make such an award. As a result, the burden and cost of obtaining the WWCC remains with the individual employee ($80 for a five year check). PD2013_028 was issued by the Ministry of Health to govern the implementation of this new statutory regime following consultation with public health unions at the time. As a result of recent difficulties, the Association has had discussions with the Ministry regarding the application of PD2013_028. Arising from those discussions, the Ministry has confirmed that a blanket approach (i.e. all nurses are required to obtain a WWCC because they are a nurse) is not the intended approach. LHDs and Networks should be utilising the “NSW Health checklist for determining whether a position or a class of positions require a Working with Children Check” developed to assist with the task. Each position (or class of positions) must be subject of proper review as a pre-requisite to phasing in the WWCC, and designed to clearly identify those positions that provide health services in hospitals or elsewhere that may include the provision of services to children, including paediatrics and adolescent services, or other roles that involve the provision of a health service to under 18 year olds. The Association is providing support and advice to Branches in particular LHDs and/or seeking the assistance of the Ministry to ensure compliance with its own mandated procedures.
Overflows from EDs Are public hospital Emergency Department Short Stay Units supposed to be used as general overflow areas if other areas in the Emergency Department become full? No. The relevant policy directive (Emergency Department Short Stay Units PD2014_040) states “EDSSUs are not a temporary ED overflow area nor used to keep admitted patients who are solely awaiting an inpatient bed nor awaiting treatment in the ED prior to medical assessment”. If this has become a problem at your facility it should be raised with your Branch, who can then adopt a position and approach management with your concern. Examples of when and how the policy directive was breached would also add weight to such representations.
Job transfers due to pregnancy I am employed in the public sector on a permanent part-time basis and am experiencing difficulties with my pregnancy. My GP advises that I cannot continue to work in my current role. What are my alternatives? Under Clause 34 (Part A) of the Public Health System Nurses’ and Midwives’ (State) Award 2015, you are able to request a transfer to a more suitable position because of illness or a risk associated with your pregnancy. The employer is obliged as far as is practicable to provide alternative employment that you are able to satisfactorily perform. This alternative position should be as close as possible in status and salary as your substantive position. If however the illness associated with your pregnancy is such that it prevents you from working altogether, you can elect to use alternative paid leave (ie sick, annual or long service leave) or take sick leave without pay. In such situations you would commence your maternity leave with the normal provisions applying nine weeks prior to the expected birth of your child. In accessing any of the above entitlements, it is essential that you obtain a medical certificate from your treating doctor that clearly sets out any limitations you may have due to such illness if seeking other work or alternatively setting out that the illness associated with your pregnancy prevents you from working altogether.
THE LAMP MAY 2016 | 37
Nurses are 5 times all together better off with TUH. 1
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Now more than ever the fund you choose is just as important as the cover. Read what nurses are saying about TUH and learn more at tuh.com.au/lamp or call 1300 360 701 today.
*Australian Prudential Regulatory Authority, (Sep 2014-2015)
‡Privatehealth.gov.au/FAQ (Jan-Dec 2015)
†Discory Research, 2016
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SOCIAL MEDIA | NURSE UNCUT
www.nurseuncut.com.au
Do you have a story to tell? An opinion to share? NURSE UNCUT IS WRITTEN BY EVERYDAY NURSES AND MIDWIVES.
We welcome your ideas at nurseuncut@nswnma.asn.au
WHAT’S
A BLOG FOR AUSTRALIAN NURSES AND MIDWIVES
THIS MONTH
Nurse Uncut is also on Facebook: www.facebook.com/NurseUncutAustralia and on Twitter @nurseuncut
Mandatory notification: is it fair? NSW is the only state to mandate AHPRA notification if a nurse has an involuntary hospital admission, eg. for mental illness. www.nurseuncut.com.au/mandatory-notification-a-cure-worse-than-the-illness/
Nurses support Gayle’s Law after murder of bush nurse The death of a South Australian nurse puts a national spotlight on the unsafe conditions faced by nurses and midwives working remotely. www.nurseuncut.com.au/nurses-support-gayles-law-after-murder-of-bush-nurse/
Shocking health stories from America by an Australian expat ‘When picked up by an ambulance from a private hospital after an accident, we spent half an hour filling out paperwork before they even looked at my children!’ www.nurseuncut.com.au/maree-bernoth-improving-the-quality-of-aged-care
Conditions on your registration An RN with conditions on her registration wants to make contact with others in the same boat. www.nurseuncut.com.au/shocking-health-stories-from-america-by-an-australian-expat/
Rural nurse: what I want to see in the health system Remana, a base hospital RN, outlines her idea for an exchange program for rural and metro nurses to pick up skills and confidence in their specialty. www.nurseuncut.com.au/rural-nurse-what-i-want-to-see-in-the-health-system/
Jan Barham reports to Parliament on RNs 24/7 Jan Barham MLC (Greens) who chaired the Inquiry into RNs in Aged Care speaks movingly about the evidence she heard. www.nurseuncut.com.au/jan-barham-reports-to-nsw-parliament-rns-247/
Seven marathons in seven days! Mental health nurse Margaret Melkie will run the Bravehearts 777 – 7 marathons, 7 days, 7 states – to raise money to protect children from sexual assault. www.nurseuncut.com.au/jan-barham-repo-rns-247/
New on SupportNurses YouTube channel UNITED AGAINST THE TPP Deb Beeks, RN, joins the global throng to oppose the sinister trade agreement. http ://bit.ly/globalTPP
UNION SUMMER INTERNS Nursing students reflect on their month at the Association http ://bit.ly/ unionstudents
We’re on
Instagram! Share your photos by tagging @ nswnma and don’t forget to use the hashtag #nswnma!
Follow us on Twitter NSWNurses & Midwives @nswnma Watch us on YouTube SupportNurses Connect with us on Facebook
New South Wales Nurses and Midwives’ Association >> www.facebook.com/nswnma Ratios put patient safety first >> www.facebook.com/safepatientcare Aged Care Nurses >> www.facebook.com/agedcarenurses
Look for your local Branch page on our website. THE LAMP MAY 2016 | 39
SPONSORSHIP OF NOT-FOR-PROFIT ORGANISATIONS NSWNMA members involved in not-forprofit organisations, such as sporting clubs and youth and cultural organisations, are eligible to apply for sponsorship and support from the Association. Sponsorship advert.indd 1
Applications are assessed on merit by the NSWNMA Council, based on their meeting the following criteria: n Applications must have the written support of a NSWNMA member who is prepared to attest to the organisation’s good standing and its positive attitude towards the principles of trade unions. n The applicant must agree to the messaging required by the NSWNMA on sponsored items for at least the period of the sponsorship. n The application must demonstrate relevance to current or future members of the NSWNMA, by providing such things as membership or participant numbers and ages and the expected public exposure opportunities, including estimated numbers, arising from the sponsorship. n The application must demonstrate a commitment to the promotion of healthy lifestyle and wellbeing. n The application must provide value for sponsorship dollar in comparison to traditional advertising opportunities. Go to the members only page of the NSWNMA website WWW.NSWNMA.ASN.AU for the application form. 18/04/2016 9:52 AM
The Edith Cavell Trust
Scholarships for the academic year 2017 Applications for the Edith Cavell Trust Scholarships are now being accepted for the academic year 2017. Members or Associate Members of the NSW Nurses and Midwives’ Association or the Australian Nursing and Midwifery Federation (NSW Branch) are invited to apply. All grants, awards or loans shall be made to financially assist nurses, midwives, assistants in nursing, assistants in midwifery (including students of those disciplines), and accredited nursing or midwifery organisations, schools and faculties in the furtherance of: (i) accredited nursing or midwifery studies; (ii) such academic research programs as are approved by the Trustees in the theory or practice of nursing or midwifery work; or (iii) clinical nursing education programs at graduate, post-graduate and continuing education professional development level; in accordance with a number of categories. Full details of the scholarship categories, how to apply and to obtain the official application form is available from the NSWNMA website. Prior to applying, please ensure you have read the Edith Cavell Trust Scholarship rules.
Applications close 5pm on 31 July 2016
4 0 Edith | T HCavell E L A2017.indd M P M A Y1 2 0 1 6
WWW.NSWNMA.ASN.AU – click on ‘Education’ For further information contact: Scholarship Coordinator – The Edith Cavell Trust, 50 O’Dea Avenue, Waterloo, NSW 2017 T Matt West on 1300 367 962 E mawest@nswnma.asn.au 22/02/2016 3:05 PM
SOCIAL MEDIA | facebook
WHAT NURSES & MIDWIVES
SAID & LIKED on facebook www.facebook.com/nswnma Penalty rates are a just reward For all the nurses and midwives who made the sacrifice during Easter.
I work the enforced hours with regret, but with the knowledge that there is monetary reward for it. No point having public holidays, weekends and nominated normal business hours if government and society doesn’t protect them. Can’t have it both ways. I am a casual nurse and work the shifts that are available to me which are mainly weekends because I need the income. How dare this Govt even contemplate taking away all or even some of our precious penalty rates! It’s a big sacrifice working when family and friends are available to socialise. When I was married it put a huge strain on my relationship. May I respectfully ask the Govt to leave penalty rates as they are!
Grief for Gayle An absolutely heart breaking tragedy. I think it goes much further than just poor Gayle. Thinking about the NUM in North Sydney who was murdered a few years back, the poor ward clerk who was found hog-tied, a mental health nurse stabbed on the job a few years ago. Nobody deserves to lose their lives for just doing their job. Nurses, most respected workers in our community. Let’s step it up to protect them. The murder of remote area nurse Gayle Woodford sparks an outpouring of concern.
Back door privatisation The new Wagga Hospital closes critical medical units and outsources some services due to short staffing
Nurses and their own mental health An article in the MJA explores the mandatory notification of a suicidal nurse to AHPRA.
PHOTO GALLERY
Liverpool Hospital nurses turn out in numbers with bandage armbands for Gayle’s Law.
Awesome planning, spend a bucketload of money building a new facility but not supply the funding to staff it – seriously hopeless! It’s nothing else but a way to privatise our public health system. I must say, as a new grad who will start there in a few weeks, I am very concerned. Welcome to the USA system of medicine. If you’re not insured, you die and even if you are insured, they don’t approve your claim, which allows you to die first. Shame! We shouldn’t be paying the private system to prop up public health – those funds should be directed into ensuring the public system is not just adequate but robust. Nurses with mental health issues will not seek help if they think their doctor will notify AHPRA. They will continue to work while they are unwell and patients may be at risk. Way to go in stigmatising mental health when things were slowly changing. Doctors and nurses just won’t seek treatment due to fear. It seems unfair but if your mental health is not in good shape then maybe consider another career, nursing is not for everyone. Having a mental illness DOES NOT mean nursing is not for you. In fact I believe that having experienced it themselves can make health professionals more understanding of their patients.
Solidarity with bush nurses and midwives from Gilgandra MPS.
A big turnout at a Kyogle branch meeting to discuss staffing issues.
Student nurses at Coffs Harbour already know the value of penalty rates.
THE LAMP MAY 2016 | 41
42 | THE LAMP MAY 2016
TEST YOUR KNOWLEDGE
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Across 1. Tending to delay or prevent tumor formation 8. Image 9. To use flattery or cajolery 10. The property of a more than adequate quantity or supply 12. Behind the mouth 13. Auris dextra (1.1) 14. The time required for one half of an amount of a substance to be lost through biologic processes (8.4-4) 21. To wink 22. To produce or release something 23. Tear gas 25. Shaped like a very small head 27. A message received and understood 43 | THE LAMP JULY 2015
29. To make or become more vigorous, healthy (4.2) 30. Covered with very small dots 31. A medicine administered to relieve an acute exacerbation of a condition (6.10) Down 2. Small, rounded masses within the cell nucleus where ribonucleoprotein is produced 3. A physician skilled in the diagnosis and treatment of heart disease 4. Relating to the cranium or head 5. Excessive urination at night 6. The narrow, tubelike passage through which sound enters the ear (3.5) 7. Sent a message or attempted to reach someone
11. Sural region 14. Adapted to the use of both eyes 15. Persons holding a position or place 16. One of the most common of the five major classes of immunoglobulins 17. Resembling blood 18. Small, pointed, two-edged surgical knifes 19. Having resistance to infection by a certain pathogen 20. Eversion or turning outward, as of the margin of an eyelid 24. Symbol for astatine 26. First-born 27. Slow in action; sluggish; inactive 28. Symbol for fluorouracil
THE LAMP MAY 2016 | 43
NURSES & MIDWIVES: There are many benefits of being a financial member of the NSWNMA — did you know that
Authorised by B.Holmes, General Secretary, NSWNMA
YOUR MEMBERSHIP FEES COVER YOU FOR TRAVEL TO AND FROM WORK? If you are involved in an accident while travelling to or from work, NSWNMA’s Journey Accident Insurance provides you with peace of mind. In recent years this insurance has been a financial safety net for many members who have met unfortunate circumstances travelling to or from work. As a financial member of the NSWNMA you are automatically covered by this policy. It’s important to remember however, that it can only be accessed if you are a financial member at the time of the accident. So make sure your membership remains financial at all times by paying your fees by Direct Debit or Credit. Watch Alexis talk about Journey Accident Insurance
JOURNEY ACCIDENT INSURANCE
Your journey injury safety net
UNSURE IF YOU ARE FINANCIAL? IT’S EASY! Ring and check today on 8595 1234 (metro) or 1300 367 962 (rural). Change your payment information online at
44 | THE LAMP MAY 2016
www.nswnma.asn.au
NURSING RESEARCH ONLINE The Association has adopted a strategic plan for the next 5 years to guide us forward as we face the challenges to our professions and the environments where we live and work. A key objective of the strategic plan is to promote a world class, well-funded, integrated health system. Over the following months, this page will cover some of the issues we need your feedback on. Go online to NurseUncut to share your wisdom and experience. This month we look at the disability sector.
Nurses in the new world of the NDIS THE INTERFACE BETWEEN HEALTH AND DISABILITY The disability sector is in the midst of a once in a generation reform with the implementation of the National Disability Insurance Scheme (NDIS). The NDIS is not a health scheme. The NDIS funds disability support and a range of related services designed to maximise the independence of a person with a disability. Health care is a specific exclusion. For many years individuals with severe and profound disabilities have benefitted from a comprehensive model of disability and health of care provided by qualified nursing personnel in Ageing, Disability and Home Care (ADHC) residential facilities. The NSWNMA unreservedly welcomes the new opportunities for autonomy and self-determination that the funding associated with the NDIS will bring. However, it does share concerns expressed in many quarters about the capacity of the new arrangements to adequately respond to the complex healthcare needs of NDIS participants in the absence of a robust strategy to ensure the health and disability interface is recognised and coordinated. Recent Australian Institute of Health and Welfare data analysis indicates the very significant health outcomes for people with severe and profound disabilities and other Australians. Among the many poor outcomes included in the data, is the startling statistic that 50% of people aged under 65 with severe or profound disability had a mental health condition, compared with just 8% for those without disability. THE DIRE CONSEQUENCES OF A FRAGMENTED SYSTEM Following a cluster of premature deaths among people with intellectual disabilities in the UK, issues such as delays or problems with care pathways, difficulties with physical access, a lack of coordination of multiple and complex health conditions, lack of effective advocacy by unqualified carers and lack of early intervention were all identified as factors associated with a fragmented model of disability services without effective interface with the health system. A key recommendation of that Inquiry was for the establishment of a role for a named healthcare coordinator for every patient with complex and multiple health needs associated with their disability and standardised annual health checks and stronger links between health checks and health action plans. These are roles that could be established within Local Health Districts to ensure that disabled consumers of health care are not lost in the
cracks in the system, especially the big crack between health and the NDIS. It is clear from recent Australian Institute of Health and Welfare (AIHW) data that people with disabilities have greater need for specialist attention from the health sector. At a time when we are seeing great changes in the way disability care is delivered, greater consumer control and a strong delineation between health care and other forms of care, it is incumbent that NSW Health plans for this special needs group. ADHC NURSES ARE THE PERFECT WORKFORCE TO MEET THE HEALTH NEEDS OF NDIS Recent Australian research conducted by the Summer Foundation demonstrates the urgent need for action to ensure coordinated delivery of disability and health supports to people eligible for the NDIS: “The NDIS provides funding for the support, services and equipment that people with disability require to meet their functional needs related to disability. Given the complex and specialised needs of young people whose health needs are inextricably linked to disability outcomes, there is a requirement to plan specifically to meet the needs of this group within the full scheme design of the NDIS. The health and disability interface for NDIS participants with complex healthcare needs to be recognised and coordinated. There is a need for skilled coordination of supports, delivered by appropriately trained or experienced practitioners working across health and disability, to ensure a holistic response to the needs of people.” With the closure of the ADHC facilities there will be a new cohort of consumers in NSW with severe and profound disabilities with complex health needs that will soon be reliant on Local Health Districts to respond to their unique needs. There must be a strategy put in place to ensure these people do not fall between the cracks of the NDIS and the rest of the health system. There are also many highly experienced specialist disability registered and enrolled nurses facing an uncertain future with the closure of ADHC facilities, who are familiar with and familiar to this new cohort of consumers, who represent an ideal workforce from which the LHD can draw on to establish healthcare coordinator roles to navigate the health and disability interface for these individuals, to facilitate prevention, early intervention and avoid prolonged hospitalisations.
50%
of people aged under 65 with severe or profound disability had a mental health condition
8%
of people aged under 65 without disability had a mental health condition
We want to hear what you think Please go to Nurse Uncut to read more about the current state of The Disability Sector and give us your feedback on our strategic plan:
www.nurseuncut. com.au/visionstatements2/ NSW NurSeS aNd midWiveS’ aSSociatioN
Strategic Plan
2015
to
2020 THE LAMP MAY 2016 | 45
Family Planning NSW
Upcoming courses for nurses Reproductive and Sexual Health Clinical Accreditation Program: June 2016 120 CPD hours
This 21 week clinical competency-based program will prepare nurses and midwives to function in an extended clinical role in the specialty of reproductive and sexual health. The Reproductive and Sexual Health Clinical Accreditation Program will develop your skills in: • History taking • Contraception • Men’s health
• Sexually transmissible infections • Breast awareness • Diversity
• Cervical screening • Safer sex • Disability
Nurses’ Short course: June 2016 40 CPD hours
This 12 week course provides theoretical upskilling in reproductive and sexual health. There is no clinical component and the course is mostly conducted online.
IUD Insertion Training: July and September 2016, Ashfield 20 CPD hours
Develop competence and skill in IUD insertion techniques. Online study, workshop, and clinical training under direct supervision of an experienced IUD insertion clinician.
Now taking enrolments. For more information or to enrol now, visit www.fpnsw.org.au or email education@fpnsw.org.au
eNurse Online Shop Ships within 24hrs*
enurse.com.au UP TO
46 | THE LAMP MAY 2016
40% OFF
* Excludes weekends and public holidays. * Discount prices online shown in red.
BOOK ME All the latest Book Me reviews from The Lamp can be read online at www.nswnma.asn.au/library-services/book-reviews. Nursing Adults With Long Term Conditions Jane Nicol
Sage Publications (through JR Medical Books): www.medicalbooks.com.au. RRP $58.95. ISBN 97814739143223745 This book provides an overview of the key aspects of the care and management of long term conditions and relates those to clinical practice. It aims to enable a partnership between carers and the people living with long term conditions, who are often experts in their own condition, although some may need encouragement to self-manage while others require more active care and management. The chapters are arranged sequentially, to take the reader on the journey the person with a long term condition travels from diagnosis through to palliative care. It incorporates aspects of care from all fields of practice, and may of value for those working in child health, mental health and learning disability as well as adult nursing.
A Strategic Guide To Continuing Professional Development For Health And Care Professionals: The Tramm Model Deb Hearle
Sarah Lawson & Roe Morris, M&K Publishing: www.mkupdate.co.uk. RRP ÂŁ25. ISBN 9781905539727 The TRAMm Model is a toolkit that has been designed to encourage a more strategic approach to personal and professional development. It involves five stages, which are presented as stations: Tell (T), Record (R), Activity (A), Monitor (M) and measure (m). The book discusses their integration and application, illustrating the core principles and their application by means of a concurrent case study. While developed in the UK to align with standards set by the British Health and Care Professions Council, many aspects of the book will be relevant to those seeking to maximize the potential of their CPD.
Methods For Community Public Health Research: Integrated And Engaged Approaches Jessica Burke & Steven Albert
Springer Publishing (through Footprint Books): www.footprint.com.au. RRP $104. ISBN 9780826198778 This book focuses on the new paradigm that integrates traditional qualitative and quantitative research methods. It highlights new technologies and methodologies that are particularly suited to addressing complex health issues, translating research into action, and engaging the commenting and relevant stakeholders. It also stresses the conjoint effects of place, time, voice, organization and scale on developing effective intervention programs and eventual health outcomes. Designed to be a user-friendly introduction to the methods presented, each chapter provides advice on how to apply the new methods and overcoming challenges, with reference to examples that highlight key methodological points.
DISCOUNT BOOKS FOR MEMBERS! The Library is pleased to announce that McGraw Hill Publishers are now offering members a 25% discount off the RRP! The offer currently covers medical as well as a range of other professional series books. Please see the online Book Me reviews for a link to the promotion code and further instructions, or contact the Library directly for further information.
SPECIAL INTEREST How To Live Well With Chronic Pain & Illness: A Mindful Guide Toni Bernhard
Wisdom Publications, www.fishpond.com.au. RRP US$16.95. ISBN 9781614292487 This empathetic and humorous book aims to provide comfort, understanding, and advice for those who are suffering and those who care for them. Chronic illness creates many challenges, from career crises and relationship issues to struggles with selfblame, personal identity, and isolation. These challenges and many more are addressed in the book, using practical examples to illustrate how mindfulness, equanimity, and compassion can help readers make peace with a life turned upside down. It covers mindfulness exercises, advice on negotiating medical appointments and other everyday hurdles, tools for navigating the strain placed on relationships, and several chapters are directed towards family and friends.
Statistics For Advanced Practice Nurses And Health Professionals Manfred Stommel & Katherine Dontje
Springer Publishing (through Footprint Books): www.footprint.com.au. RRP $96. ISBN 9780826198242 This comprehensive, graduate-level text aims to facilitate the reading and interpretation of articles in clinical journals that use increasingly complex statistical techniques. It covers biostatistics especially relevant to nursing research, such as survival analysis and evaluation of screening tests. It emphasises the importance of understanding the underlying logic of statistical texts and models in order to correctly interpret and effectively translate them into practice. Practice data sets formatted in SPSS, STATA, SAS and Microsoft Excel are provided along with exercises involving hand calculations at the end of each chapter, and text boxes outlining relevant algebraic derivations are provided throughout.
All books can be ordered through the publisher or your local bookshop. NSWNMA members can borrow the books featured here via the Library’s Online Catalogue: visit http://www.nswnma.asn.au/library-services. Call 8595 1234 or 1300 367 962, or email gensec@nswnma.asn.au for assistance with loans or research. Some books are reviewed using information supplied and have not been independently reviewed. THE LAMP MAY 2016 | 47
WINTER NAVY HOODIES & RED HOODIES $35 available in Ladies 10, 12, 14, 16 & Unisex S, M, L, XL, XXL & XXXL
ORDER FORM
BONDED POLAR FLEECE ZIP FRONT JACKETS $30 available in S, M, L, XL, XXL and XXXL.
Navy Bonded Polar Fleece Vests $15. Quantity: S M L XL XXL Size: Navy Hoodies $35. Quantity: Size: 10 12 14 S M L
16 XL
Red Hoodies $35. Quantity: Size: 10 12 14 S M L
16 XL
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(w)
(mob) XXL
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Bonded Polar Fleece Zip Front Jacket $30. Quantity: S M L XL XXL XXXL Size: Total cost of order $
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Please include postage and handling of $5 per order for other merchandise. Bulk orders will be charged accordingly.
NAVY BONDED POLAR FLEECE VESTS
CLEARANCE SALE Available in S, M, L, XL, XXL and XXXL
TO ORDER: fax the order form to Myrtle Finlayson (02) 9662 1414 or post to: NSWNMA, 50 O’Dea Avenue Waterloo NSW 2017
NOW
15
$
*
Merchandise order forms also available on
www.nswnma.asn.au
48 | THE LAMP MAY 2016
*Previously $25
MOVIE OF THE MONTH Do not come to Allegiant expecting an accurate adaptation of the book says Sarah Jones. Rather, watch this as just the next instalment in the Divergent film series. Allegiant starts off with the message that Tris (Shailene Woodley) released at the end of Insurgent: the denizens of Chicago are not alone in the world. A group of people try to exit the perimeter wall surrounding the city in search of what lies beyond. Evelyn (Naomi Watts), the new, self-imposed leader of the city following the downfall of Jeanine, promptly puts a stop to this. Issues arise in Chicago in the void that follows the fall of the faction system. This causes a rift between Evelyn and Johanna (Octavia Spencer), who starts the Allegiant group from where the title gets its name as the city threatens to implode. Tris, Four (Theo James) and co go beyond the wall and are greeted by a desolate, Mars-like landscape, until the “camo” is lifted and The Bureau of Genetic Welfare revealed. What follows is a tale of betrayal, action, lies, secrets, deceit, experiments, and “pure vs. damaged”. A majority of the previous characters appear though some only for a short time. There are a few that don’t make the cut even though they had quite large roles in the book.
Tris and Caleb (Ansel Elgort) do well acting like siblings not yet ready to trust each other again. Peter (Miles Teller) is up to his usual shifty self and plays it with relish. The bigger name stars like Watts, Spencer and Jeff Daniels all do well in their respective roles, with Daniels having a cool confidence yet slightly unnerving manner as The Bureau’s director David. Christina (Zoe Kravitz) is teamed up with Four and the two work well together trying to uncover the truth behind The Bureau’s motivations. As is the common trend of late (Harry Potter, Twilight, etc.), Allegiant has been split into two films with the final instalment slated to be released in 2017. Director Robert Schwentke, (who also directed Insurgent) does a better job this time round and Allegiant hits the mark that Insurgent missed. Let the battle for Chicago begin! Sarah Jones is an RN at Nepean Hospital.
METROMEMBERGIVEAWAY
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DVD SPECIAL OFFER Janet King Series Two In this highly anticipated second series, Janet is seconded from the DPP to lead a Royal Commission into a deadly upsurge in gun crime. Conscripting solicitors Richard Stirling and Lina Badir, and the ambitious Owen Mitchell as Counsel Assisting, and with coercive powers Detective Andy Campbell can only dream of, Janet and her team peel back the complex layers of intrigue underpinning the illicit trade in weapons. Compelled by her own demons to expose the truth, Janet must confront political and personal enemies that will lead to a shocking reveal that threatens all that she holds dear. Gather. Share. Give.
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RURALMEMBER GIVEAWAY EMAIL THE LAMP BY THE 15TH OF THIS MONTH TO BE IN THE DRAW TO WIN A DVD OF JANET KING SERIES TWO THANKS TO ROADSHOW ENTERTAINMENT. EMAIL YOUR NAME, MEMBERSHIP NUMBER, ADDRESS AND TELEPHONE NUMBER TO LAMP@NSWNMA.ASN.AU FOR A CHANCE TO WIN! THE LAMP MAY 2016 | 49
COVER STORY DIARY DATES — CONFERENCES, SEMINARS, MEETINGS DIARY DATES IS A FREE SERVICE FOR MEMBERS Please send event details in the format used here: event name, date and location, contact details – by the 5th of each month. Send your event details to: lamp@nswnma.asn.au Fax 02 9662 1414 Post 50 O’Dea Ave, Waterloo NSW 2017. All listings are edited for the purposes of style and space.
DIARY DATES IS A FREE SERVICE FOR MEMBERS lamp @ nswnma.asn.au NSW
‘Navigating Neuro’, Neuroscience Conference 7 May 2016 Sage Hotel, Wollongong Joanne.mcloughlin@sesiahs.health.nsw. gov.au
www.cnsacongress.com.au 3rd Eating Disorders and Obesity Conference 16-17 May 2016 Mantra on View, Gold Coast www.eatingdisordersaustralia.org.au
ACN National Nurses Breakfast 12 May 2016 www.acn.edu.au/acn-national-nursesbreakfast
The Australian & New Zealand Addiction Conference 18-20 May 2016 Mantra on View, Gold Coast www.addictionaustralia.org.au
Perioperative Nursing Seminar 14 May 2016 Parramatta www.acutecareeducation.com.au
NIMAC Conference & Trade Exhibition 1-3 June 2016 RACV Royal Pines Resort, Gold Coast www.nimac.com.au/conference
ASPAAN Bega Seminar 25 June 2016 Bega Hospital, Bega www.aspaan.org.au
17th International Mental Health Conference 10-12 August 2016 Sea World Resort, Gold Coast www. http://anzmh.asn.au/conference
“The Yin and Yang of Continence”, The Continence Foundation of Australia in NSW Inc. State Conference 2016 1 July 2016 Dockside, Darling Harbour Sydney cfahpo.nsw@gmail.com Dimensions of Cardiology Conference 8-9 July 2016 Harbourview Function Centre, Newcastle www.empowernurseeducaiton.com.au Declared Delirium Clinical and Research Days, 3rd Biennial Conference Australasian Delirium Association 14-15 July 2016 University of New South Wales Sydney, Australia www.delirium.org.au Active Ageing Conference 2016 4 August 2016 Swissotel Sydney www.activeageingconference.com.au ASPAAN Coffs Harbour Seminar 6 August 2016 Coffs Harbour Hospital, Coffs Harbour www.aspaan.org.au The Children’s Hospital at Westmead Paediatric Perioperative Seminar 10 September 2016 Novotel Parramatta, Sydney claudia.watson@health.nsw.gov.au 4th Annual Anaesthetics & PARU Conference 16-17 September 2016 Harbourview Function Centre, Newcastle www.empowernurseeducation.com.au Australasia-Pacific Post-Polio Conference 20-22 September 2016 Four Seasons Hotel, Sydney www.polioaustralia.org.au/ ASPAAN Wollongong Twilight Seminar 22 September 2016 Wollongong Hospital, Wollongong www.aspaan.org.au 4th International Congress of PeriAnaesthesia Nurses [ICPAN] 1-4 November 2016 Luna Park, Sydney www.aspaan.org.au
ACT
ASPAAN Canberra Seminar 29 May 2016 Location TBC www.aspaan.org.au
INTERSTATE
2016 ANMF Health and Environmental Sustainability Conference Cancer Nurses Society of Australia 12-14 May 2016 Cairns Convention Centre, Cairns
50 | THE LAMP MAY 2016
11th National Conference Australian College of Nurse Practitioners 30 August-2 September 2016 Alice Springs www.dcconferences,com.au/acnp2016 The National Nursing Forum 26-28 October 2016 Melbourne Park Function Centre www.acn.edu.au/nnf2016
ORGANISER/BARGAINING CAMPAIGN OFFICER
ASPAAN Twilight Seminar Thursday 17th December Sir Charles Gairdner Hospital, Perth www.aspaan.org.au
INTERNATIONAL
12th World Congress of Nurse Anesthetists 13-16 May 2016 Scottish Exhibition and Conference Centre (SECC), Clyde Auditorium, Glasgow, UK www.wcna2016.com
We are recruiting an Organiser/Bargaining Campaign Officer to join our Strategic Industrial and Bargaining Team on a permanent full-time basis. For more details and to apply visit
www.nswnma.asn.au/about-us/jobs-at-nswnma Recruitment advert.indd 1
5th World Congress of Clinical Safety 21-23 September 2016 Joseph B. Martin Conference Center, Harvard University Medical School, Boston, USA www.iarmm.org/5WCCS/ BIT’S 3rd Annual World Congress of Orthopaedics 29 September-1 October 2016 Korea International Exhibition Center (KINTEX), Goyang-Si, South Korea www.bitcongress.com/wcort2016/ Heart Rhythm Congress 9-12 October 2016 International Convention Centre, Birmingham, United Kingdom www.heartrhythmcongress.org 5th International Conference on Violence in the Health Sector 26-28 October 2016 Dublin, Ireland www.oudconsultancy.nl/dublin_5_ICWV/ index.html
REUNIONS
Tamworth Base Hospital February 1976 intake 40-year reunion Contacts: Sandra Cox: sandra.cox@ hnehealth.nsw Sean O’Connor: 0408 349 126 Gerard Jeffery: 0417 664 993 Auburn Hospital October 1976-1979 40th Reunion Sharon Byers: 0419 144 965 or sbyers01@ bigpond.net.au Margaret Borg (Mueller): 0431 159 964 or margaret_borg@bigpond.com Royal Prince Alfred Hospital January 1977 (including Rachel Foster Hospital) 40 Year Reunion 3 Day Comedy Cruise P&O Pacific Pearl Cruise Number: P207 Booking Reference: GNVQXN Departs Sydney - 27 January 2017 Contact Michele Kristidis (nee ‘Lee’ Sweeney): michelekristidis@hotmail.com RAHC Royal Alexandra Hospital for Children PTS 1977- 40 Yr Reunion 4-5 February 2017 Coleen Holland (Argall): bobandcolh@ yahoo.com.au
POSITION VACANT
Hospital In The Home (HITH) 9th Annual Scientific Meeting 2016 2-4 November 2016 Stamford Grand www.conference.hithsociety.org.au/
NCFI Quadrennial International Conference Healthy Lives in a Broken World – a Christian response to nursing 6-10 June 2016 Tagaytay City, Philippines www.ncfi.org
Western Suburbs Hospitals Graduate Nurses Reunion Luncheon 28 May 2016 Ryde-Eastwood Leagues Club Kay Taylor: 02 9876 3804 RAHC Camperdown May 1978 Reunion 28 May 2016 Janet Whitaker (Howland): jsnettie@ gmail.com Denise Randall (Little): drandall@aapt. net.au or 0409 607 968 Royal Prince Alfred Hospital June 19761979 40 Year Reunion 11 June 2016 Carroll Nada (Varda): carrollnada@gmail. com Marcia Sherring: marcia.sherring@ bigpond.com St Vincent’s Hospital Darlinghurst PTS Class June 1975 41 Year Reunion 9 July 2016 Janelle Schwager: 0407 107 357 or Janelleschwager@gmail.com St Vincent’s Darlinghurst PTS Class March 1976-1979 40 year reunion 22 October 2016 Kerrie Maher: kerriefmaher@hotmail.com or 0408464903
RNSH May 1973-1976 Reunion 14 May 2016 Judith Parker: 0419 243 083 or Judithp193@gmail.com Cathie Cowell (Scholes): 0414 593 676 or cathiecowell@gmail.com
CROSSWORD SOLUTION
21/04/2016 3:28 PM
71 annual conference PROFESSIONAL DAY
g n i g n a in a Ch h t l a He
g n i g n a h C d l r o W
Wednesday 20 July 2016 Rosehill Gardens Racecourse Grand Pavilion 9am to 5pm Registration opens at 7.30am MC Norman Swan GUEST SPEAKERS Peter Martin, Richard Denniss, Kate Swaffer and more COST members $100 non-members $150 students $20 (limited places)
Announcing 2016 Professional Day Closing Speaker: ANDREW DENTON
REGISTRATION NOW OPEN Closes Wednesday 13 July 2016 REGISTER ONLINE www.nswnma.asn.au/education
NISSAN
COVER STORY
FAMILY SUV CLEARANCE SALE! Who said a family car needs to be boring?
# at a massive ed lu va e d ra g p U l ee h W FREE 20� ld during May! so Vs SU ed ct le se ith w 0 0 30 $
PLUS
BIG ONE THE
IS BACK!
1% FINANCE
P.A. COMPARISON RATE*
AVAILABLE ON THE QASHAQI, X-TRAIL, PATHFINDER & JUKE RANGES! ONLY FOR A LIMITED TIME!
#Conditions apply. Available on in-stock new cars that are sold between 1st and 31st May, 2016. Offers cannot be used in conjunction with any other offer or exchanged for cash. Ad must be presented at time of purchase. *1% comparison rate for approved personal applicants and 1% annual percentage rate for approved business applicants of Nissan Financial Services (Australian Credit Licence Number 391464) only. Maximum term 36 months. Terms, conditions and fees apply. No deposit for approved applicants only. WARNING: This comparison rate is true only for the example given and may not include all fees and charges. Different terms, fees or other loan amounts might result in a different comparison rate. Comparison rate for the purpose of the National Credit Code is based on a 5 year secured loan of $30,000 although this offer relates to a 36 month term only. Offer available on new JUKE, QASHQAI, X-TRAIL and Pathfinder models purchased between 1/4/16 and 30/6/16 and delivered by 31/7/16. Excludes special editions. Excludes Government, Rental and National Fleet customers. Nissan reserves the right to vary, extend or withdraw this offer. Not available in conjunction with any other offer. All offers end 31/05/16. Highland Kackell Pty Ltd trading as Lander Nissan dealer license MD20305. YPA1542 ONLY 4 MINS FROM PROSPECT HWY TURN OFF ON THE M4
NISSAN
02 8884 4477 | 37 Blacktown Road | Blacktown www.landernissan.com.au
52 | THE LAMP MAY 2016
ahg.com.au