The Lamp July 2011

lamp the

magazine of the NSW Nurses’ Association

volume 68 no.6 July 2011

Nurses’ wages

Print Post Approved: PP241437/00033

under attack

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About The Lamp

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Contacts NSW Nurses’ Association For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office.

Sydney Office 50 O’Dea Avenue, Waterloo NSW 2017 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9662 1414 E gensec@nswnurses.asn.au W www.nswnurses.asn.au Hunter Office 8-14 Telford Street, Newcastle Ease NSW 2300 Illawarra Office L1, 63 Market Street Wollongong NSW 2500

Cover story

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

Nurses’ wages under attack p12 Cover

The lamp produced by Sirius Communications T 9560 1223 W www.siriuscommunications.com.au

Rally at Parliament House Photography by Sharon Hickey

Press Releases Send your press releases to: F 9662 1414 E gensec@nswnurses.asn.au

News in brief

From the field

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Pay most important for practice nurses Minimum wage increase not enough to bridge gap 10 Negotiations underway for ACS Agreement 10 Medicare Locals network announced 11 NSWNA member takes out HESTA nursing award

36 Flying high

Industrial issues

Regular columns

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5 Editorial by Brett Holmes 6 Your Letters to The Lamp 33 Ask Judith 43 Nurse Uncut 42 Nursing Research Online 45 Books 47 At the movies 49 Our nursing crossword 53 Diary dates

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Win for NSW workers on OHS Laws Ratios set to roll Macquarie nurses vote to strike Domestic violence is a workplace concern First Agreement for Nazareth House nurses SOS fined $29K for under paying nurses Strong progress on private hospital agreements Ramsay negotiations underway

NSWNA matters 38 NSWNA Branch News

Obituary 40 Bob Fenwick

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The lamp ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised.

Competition 9

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The Lamp Editorial Committee Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Baradine MPS Roz Norman, Tamworth Base Hospital Elsie May Henson, Barraba Multi Purpose Service Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care Richard Noort, Justice Health Advertising Patricia Purcell T 8595 2139 or 0416 259 845 F 9662 1414 E ppurcell@nswnurses.asn.au Records and Information Centre – Library To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au

Hunter Valley Escape

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Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission.

Subscriptions Free to all Association members. Professional members can subscribe to the magazine at a reduced rate of $50.

Individuals $73, Institutions $120, Overseas $130.

Nurses Joey Navy

$25

Nurses Joey Pink

$30

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BY BRETT HOLMES GENERAL SECRETARY

We can’t trust the Coalition on workplace rights g Barry O’Farrell’s attack on public sector wages and conditions shows that the Liberal Party’s commitment to rolling back workplace rights is as strong as ever.

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ork­Choices is dead, buried and crema­ted.’

It was a catchy and effective line from Tony Abbott during the 2010 federal election.

Obviously not everyone in the Liberal Party believes that to be true. Certainly not Barry O’Farrell.

Abbott’s repudiation of WorkChoices did a lot to convince voters that the Coalition had learnt its lesson from the previous election. That they had listened to the Australian people when they clearly said they wanted an industrial relations system that delivered fairness and protected workplace rights.

The union movement was understandably sceptical and the current actions of the NSW Liberal Party vindicate our stance.

Abbott has been given the opportunity, in the media, to reject the NSW Liberal Party’s new laws. He has conspicuously failed to do so.

Despite what they say, or in the case of John Howard in 2007 and Barry O’Farrell in 2010 what they don’t say, the rolling back of workplace and union rights is an article of faith for the Liberal Party.

O’Farrell’s new laws are draconian.

They will allow the government to unilaterally set public sector wages and conditions. They shift power massively towards management during negotiations for public sector wages and conditions.

They reduce the IR Commission to a rubber stamp for government wages policy.

The consequences for NSW nurses are serious. The new laws will have an immediate impact on pay negotiations in Ageing, Disability and Home Care (ADHC). Our night duty case currently before the NSW IR Commission is under threat.

We will continue to fight these unjust and unjustifiable laws. I urge you to join us in doing so at every opportunity.

Conversion of first wards to ratios underway

The consequences for NSW nurses are serious. It will have an immediate impact on pay negotiations in Ageing, Disability and Home Care. Our night duty case currently before the NSW IR Commission is under threat.

When the Public Health System Award comes up for negotiation in 2013, the new laws will mean any pay increase above 2.5% will only be won if major offsets are delivered prior to the pay increases being granted.

The NSWNA and the union movement will not sit back and watch as the rights of nurses and other public sector workers are eroded.

12,000 people rallied outside Parlia­ment, on a rain-drenched day, immediately after the laws were passed.

Despite some initial hiccups, the conversion of the first wards to the new nursing hours/ratios system in our public health system is underway.

NSW Health has made available the funding to increase the staffing of the first wards to the ratios won in our pay and conditions campaign.

We believe around 45 wards will be converted during July. This will represent about 180 FTE positions on current estimates.

This is part of the first tranche of wards to be converted by 30 June.

The rest will be progressively delivered.

We have conveyed our concerns to NSW Health that stronger recruitment initiatives need to be undertaken to keep to the timetable outlined in the Memo­ randum of Understanding.

The funding is available from Treasury so the department needs to raise its game in advertising and promoting the available positions if they are to meet the targets.

It is fantastic that the first wards are converting but we want to see it happening at a faster rate.

There have been other obstacles.

AHPRA registration requirements mean some nurses are facing barriers re-entering the workforce because they have been out of nursing for more than five years.

NSW Health has stated they will be able to catch up to the timetable outlined in the MOU over the coming months.

We will keep members informed of progress in the next editions of The Lamp.n THE LAMP july 2011 5

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Kirsten Hammond

Elizabeth Deakin

AHPRA should be pro-rata

Mental health care inhumane

I’m just writing to complain. But before everyone thinks, ‘oh no, another whinging new grad,’ it’s not about the job – especially since we got a pay rise having barely started thanks to the NSWNA, plus I’ve landed in nursing utopia at RPAH, where everyone has been welcoming and supportive.

It’s about AHPRA. Not only was I just registered in time to start work in February, despite pre-registering in early November last year, which cost $219 ($115 for the application fee and $104 for registration – not a small sum for a student), I had to pay another $104 for annual registration on May 31, three months after my first registration fee.

And I’m not alone. Presumably, 1600 other new grads will be double paying their registration along with me.

Shouldn’t it be pro-rata?

That’s all, except I’m also proud and excited to be part of this fraternity of nurses. Thanks for the opportunity to vent.

Kirsten Hammond, RN

I was prompted to pen my concerns just as the State and Federal Governments announced funding commitments to mental health services. Perhaps mental health service providers, and mental health nursing specifically, may soon be well positioned to address some issues of great concern to me. I know I am not alone with at least some my unease.

I am retired now from the mental health nursing workforce but remain passionate about nursing and nurses.

I maintain my nurses’ registration and continue an associate membership of the NSW Nurses’ Association, as well as memberships with the Australian College of Mental Health Nurses and The College of Nursing.

As a retired nurse, I participate in a nursing-related activity. During the course of that activity, some of my recent findings in mental health service provision and mental health nursing have given me cause for great concern.

I can currently walk into a general hospital and see mental health patients physically restrained. They are tied to their beds, sometimes un-rousable to general conversation, sedated and cared for by nurses (who I have no doubt are competent professionals) with little or no psychiatric or mental health nurse training or experience. In some settings patients are even monitored by security guards who also have little or no psychiatric knowledge.

On one occasion, I observed bruising on the wrists of a mental health consumer, who was recipient of this form of [physical] restraint.

When roused, these patients find themselves in a highly stimulating, very busy emergency setting, with no privacy and sometimes no mental health bed to go to. I know there are often bed shortages in other specialty areas but I am unaware of any other patient with specialist medical needs receiving comparable treatment while waiting for specialist care. I find this very distressing and ask, how we can call ourselves a

Vicki Brimelow

Oversight or insult?

I read with interest the program for the eHealth, Technology & Nursing Professional Day on July 22. What is glaringly obvious and extremely disappointing for me is the omission of a presentation from those few nurses working within the field of Telephone Triage. Surely this would have been the perfect opportunity to open up a dialogue on the complexities of this role. I trust this oversight is not reflective of the Nurses’ Association’s view of Telephone Triage, which remains in its infancy within Australia.

Vicki Brimelow, RN 6 THE LAMP june 2011

progressive society when treatment practices in mental health include such a high level of physical and/or chemical restraint? This seems to be a backward step to me.

If, indeed, there has been a step backward in mental health service provision, let’s hope the promised funding will bring services forward again for all people suffering the devastation of mental illness, and that specialist mental health treatment becomes more accessible and humane again.

I am also told of low numbers of people entering mental health nursing as a nursing specialty. I see a mental health team actively recruiting allied health staff as case managers in preference to mental health nurses, and I have not yet found out why this is.

Has mental health nursing taken a backward step as well? If mental health nursing has suffered a decline – for whatever reason – then for goodness sake let’s fix it quickly. Now seems to be the perfect time to start.

If there has been no backward step in either mental health service delivery or in mental health nursing, I will (with some reservation) concede that my passion for good mental health care and quality mental health nursing is outdated, that my eyes deceive me, that I am indeed out of step with a new world.

Elizabeth Deakin, Retired Mental Health Nurse

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

Got something to say?

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

Put State Government on notice Becky InghamBroomfield

Bob Fenwick tribute Thank you for your tribute to Bob Fenwick. I did not have the pleasure of meeting Bob, but would very much liked to have done so. I grew up in Orange in the 60s and Bloomfield Hospital was, at that time, not well known. Any form of mental illness was not a topic that was really talked about. Nurses like Bob have put mental health on the agenda and worked tirelessly for their patients and colleagues’ welfare.

I would like to pass on my heartfelt sympathy to Bob’s family and his colleagues, especially the nurse he defended from further attack, and to others who knew this deeply loved and respected nurse.

The Bob Fenwick Memorial Mentoring Program is a wonderful initiative and will ensure Bob’s name, his compassion and his commitment are not forgotten.

Becky Ingham-Broomfield, RN

Editor’s note

Last month’s commemoration of Bob Fenwick featured an early version of the obituary, which contained factual errors. The correct version of the obituary has now been re-run on page 40.

With the latest abuse of the rights of those in the service, why doesn’t the NSW Nurses’ Association and the other areas of service put the State Government on notice, that we accept this proposal providing the State Government is under the same restraints?

In other words, the State Government can only get the same increments. That is, no ‘putting up the extras’, eg. travel allo­wance, electoral allowances. These are out, and no independent commission to allow them to put forward the politician’s case.

We may not be allowed to strike over our conditions, but nothing says that the whole of the state cannot go out over the hypocrisy of the pollies.

Peter Bolton, RN

31 years of nursing means nothing I have happily worked at Delmar Private Hospital in Dee Why for the past 21 years. Over that time I have made many good friends and enjoyed caring for our local community. Patients that come to us from other larger facilities often comment on the friendliness of all the staff, from kitchen maids up to the nursing staff.

They are aware that we look out for each other, and help each other. After all, nurses make hospitals not walls.

It would be nice if the hospital’s owners, Macquarie Health, realised our worth and paid us accordingly. We have not had a pay increase since 2009 , and are currently 10% behind NSW public hospital nurses. The cost of living is constantly going up, and we are expected

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

to remain loyal to our employer and be thankful we have a job close to home.

Enough is enough. The NSWNA has been negotiating with Dr Tom Wenkart for the past 2 years on our behalf.

It is hard to make the decision to take industrial action but Dr Wenkart has forced us to take this drastic action. He has supplied us with misinformation regarding his other hospitals (Manly Waters, Minchinbury, Eastern Suburbs and President Private) and the fact that staff have been happy to sign individual enterprise agreements.

Overwhelming votes to take action shows the true feeling of his loyal nursing staff. I, for one, have certainly had enough. Obviously, my 31 years of nursing counts for nothing.

Wendy Hicks, RN

Competition winner thrilled I was the lucky winner of the competition in the August 2010 issue of The Lamp. It was a weekend in Orange and it included accommodation, meals, a gourmet hamper and a winery tour in a helicopter.

Orange is a beautiful city and the autumnal colours made it a great time of year to visit. Flying over the city and the surrounding countryside in a helicopter on a clear, sunny day was an absolute thrill!

Thank you very much. It's a holiday I’ll never forget.

Jo Dalton, RN

The trouble with Tuesdays You may be finding it hard to talk to our information officers on Tuesdays. This is because Tuesday is the one day of the week when all our staff are in the office for staff and team meetings. These meetings are essential for information distribution and planning activities.

Our information department receives approximately 900 calls per week, and the phones are ringing hot from 8.30am to 5pm.

NSWNA Information Officers are available until 7pm.

If at all possible, please don’t ring on this day as there can be considerable delays. But if you need urgent assistance, you will get it.

Call 8595 1234 (metro) or 1300 367 962 (non-metro).

We are working hard to meet your needs and thank you for your patience.

THE LAMP july 2011 7

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PAY MOST IMPORTANT FOR

Minimum wage increase not enough to bridge gap

PRACTICE NURSES

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mproving pay, improving access to paid time for professional development, and recognition of qualifications are the top three issues important to nurses working in GP practices, according to a survey conducted by the NSWNA. The survey was carried out as the Association continues its negotiations with the Australian Medical Association (AMA) for the renewal of the joint contract for practice nurses.

A log of claims has been developed based on the survey results and includes a 5% pay increase and allowances in a two-year term, improvements in the nursing classification structure, an annual review of hours for part-time employees, transparent overtime provisions, and the recognition of new continuing professional development (CPD) registration requirements.

The NSWNA is seeking to improve and update the nursing classification structure with a number of measures, including accelerated progression for RNs from 1st to 8th year to 1st to 5th year; and discussion about a new RN Practice Manager classification.

Hundreds of nurses responded to the comprehensive surveys that were distributed to all practice nurse members in NSW. Key findings were that 90.9% of practice nurses are RNs, with 74% aged over 46 and 35% aged over 55.

Forty-five per cent are covered by the Nurses’ Award and 12% by an Enterprise Agreement, while 28% do not know what industrial instrument covers their employment.

Fifty-five per cent of nurses who responded work as part of the Independent Practitioner Network, 20% for Healthscope Medical Centres, 10% for Primary Health Care and 15% for General Practice Support Services.

At a national level the ANF has written to Healthscope , Primary Health Care and IPN seeking to commence bargaining.

8 THE LAMP july 2011

‘[The decision] will benefit about 100,000 Australian workers, who take home the lowest pay in our community, while the majority of the remaining 1.3 million workers on award wages will receive about $22 a week.’

ACTU Secretary Jeff Lawrence

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air Work Australia’s handing down of a 3.4% increase to the one in six workers who are dependent on awards, will allow Australia’s lowest paid workers to keep pace with the cost of living, but not with the rest of the workforce, the ACTU has said.

The Annual Wage Review decision will lift the National Minimum Wage by $19.40 a week to $589.30 or $15.51 an hour from 1 July.

The move was given a qualified welcome by unions. ‘[The] decision will help meet the needs of award wage earners and we are pleased it is above inflation. But the reality is it will not be enough to bridge the gap between the low paid and the rest of the workforce,’ said ACTU Secretary Jeff Lawrence.

The panel’s decision to award a flat 3.4% increase to the 1.4 million workers on award wages, translates as $19.40 for the lowest income earners on the National Minimum Wage.

‘That will benefit about 100,000 Australian workers, who take home the

lowest pay in our community, while the majority of the remaining 1.3 million workers on award wages will receive about $22 a week,’ Jeff said.

‘We are pleased that the panel’s decision nullifies the claims being put out by big business, who would have the community believe that the state of the economy is so parlous we can’t afford to pay our lowest paid a decent wage. ‘[The] decision is twice what employers were seeking, which would have been a real wage cut to the most vulnerable workers.

‘The panel, in their ruling, agreed with what the ACTU has been saying – that the overall outlook for the economy is positive and that labour productivity is growing, underlying inflation is acceptable, unemployment is on the decrease and labour force participation is high.

‘Relative to the rest of the developed world, Australia is doing very well – and it is only fair that our lowest paid can share in our prosperity,’ said Jeff.

Help for calculating how much super you need

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irst State Super has developed an online program to help workers calculate how much super they need to accumulate to live comfortably in their retirement.

Clicking through a series of six links on its website, visitors can find information, graphs and statistics to help them plan what additional personal contributions they may need to make over and above the 9% guaranteed employer contributions.

‘It has been estimated that a single person who is 65 years old and ready to retire will need around $488,000 to produce the annual income of $39,302 that is needed for a “comfortable” lifestyle,’ First State Super said on its website.

Online tools are provided on how to make personal contributions, a contribution calculator and a budget

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calculator, along with information on financial planning, consolidating your super into one fund and accessing Centrelink if necessary.

Visit www.firststatesuper.com.au/ Documents/Newsletters/HowMuchSuper for more information.

It has been estimated that a single person who is 65 years old and ready to retire will need around $488,000 to produce the annual income of $39,302 that is needed for a ‘comfortable’ lifestyle.

c o m p e t i t i o n The winner will enjoy a two-night stay for two at the picturesque Carriages Country House in a loft-style Gable Suite, which comes with a private balcony overlooking the lush gardens and vineyards of Polkobin.

You will also win an exclusive tour of the Brokenwood Winery and enjoy a private tasting with winemaker, Jorg Gartelmann, from Gartelmann Wines, as he explains and discusses the difference between an aged Semillon and a recently bottled vintage.

Win a spectacular Hunter Valley escape Warm your winter with an escape to the Hunter Valley.

The Lamp is offering NSWNA members a chance to wine and dine in the heart of Hunter Valley wine country, with a prize package that includes two nights’ accommodation, wine appreciation tours and fine dining at two boutique resorts.

The prize also includes lunch at the Hunter Resort’s Blue Tongue Brewery Café and a two-course dinner by the fireside at The Brokenback BBQ & Tapas Bar at the Tuscany Wine Estate Resort.

To enter, simply write your name, address and membership number on the back of an envelope and send it to: Hunter Valley Escape Competition 50 O’Dea Ave, Waterloo NSW 2017.

For more information about the Hunter Valley wine country please visit www.winecountry.com. au or call 02 49 900 900.

Competition closes 31 July 2011.

THE LAMP july 2011 9

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NEGOTIATIONS Medicare Locals network UNDERWAY FOR announced ACS AGREEMENT

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he NSWNA has presented a log of claims for the renewal of the template agreement for members working in the not-for-profit aged care industry.

These were presented to employer organisation Aged & Community Services Association (ACS) in May. The claims follow a survey of aged care members by the Association to ascertain what issues were important to them (see June issue of The Lamp, p.12).

The claims include 6% pay and allowances increases in July 2011, 2012 and 2013; paid trade union leave; paid leave for members to attend training on the content and operation of their enterprise agreements; casual loading to be paid in addition to penalty rates; annual part-time hours review to be at the onus of the employer; part-time minimum payment of four hours for each start; a transparent process to replace employees on leave; a medication allowance for AiNs who administer medication; financial assistance and 20 hours’ paid time in order to assist nurses to comply with the new registration requirements; wage parity for under-18 AiNs; extended personal leave for family violence; and 14 weeks’ parental leave and four weeks’ secondary caregiver leave.

Negotiations for the next Enterprise Agreement are continuing.

ARCHI

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he country’s first Medicare Locals came into effect from 1 July this year. In early June Minister for Health Nicola Roxon announced 19 organisations across urban and rural Australia to be the first tranche of Medicare Locals.

The Medicare Locals in NSW are: Western Sydney Medicare Local (Went West Division of General Practice); Hunter Urban Medicare Local (Local Hunter Urban Division of General Practice); New England Medicare Local (New England, North West Slopes and Barwon Divisions of General Practice); Murrumbidgee Medicare Local (Riverina Division of General Practice and Primary Health, and Murrumbidgee General Practice Network). ‘[The] new Medicare Locals will have the important role of working with GPs, nurses, allied health professionals, Indigenous health organisations and Local Hospital Networks to identify and respond to gaps in local health services – and help patients and professionals navigate our complex system more easily,’ said Minister Roxon.

‘There will be no one-size-fits-all for Medicare Locals. These locally-run organisations will help to better connect the vast array of primary health care services and also to improve local services.’

Minister Roxon also announced the final boundaries and catchments for all Medicare Locals, other than those in Victoria, following a reassessment to ensure local responsiveness. The revised

‘The new Medicare Locals will have the important role of working with GPs, nurses, allied health professionals, Indigenous health organisations and Local Hospital Networks to identify and respond to gaps in local health services.’

Minister for Health Nicola Roxon

boundaries include additional Medicare Locals in NSW and Western Australia.

These boundaries are now available on www.yourhealth.gov.au

Australian Resource Centre for Healthcare Innovations

ARCHI is a free, national knowledge sharing and networking service for health professionals, supporting clinical practice improvement and innovation.

10 THE LAMP july 2011

Visit the ARCHI website today at

www.archi.net.au

HSS11-1010_ARCHI

• Search for innovative projects and new initiatives in your field • Promote and share your clinical experience with nurses in other hospitals • Review up-to-date models of care, such as Medical Assessment Units • Collaborate with health professionals from across Australia • Find out the latest on safe patient clinical handover • Participate in discussion forums

NSWNA member takes out HESTA nursing award

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rapid-response nursing service, for older people struggling in their homes, has won the Innovation in Nursing category of the HESTA Australian Nursing Awards.

The Geriatric Flying Squad was developed at the War Memorial Hospital in NSW with an unusual philosophy – to do whatever it takes and never say ‘we can’t help’.

CNC and NSWNA member Amanda Klahr manages the program, which provides comprehensive geriatric assessments, multidisciplinary care in the home, and referrals to appropriate services.

The team includes a CNS, a doctor specialising in geriatric care, a social worker, occupational therapist, physiotherapist and clinical psychologist.

‘Our clients are communitydwelling elders who are failing at home for some reason. They are referred to us by a concerned GP, neighbour, carer or family member,’ Amanda said.

‘The Geriatric Flying Squad is a rapidresponse service for sub-acute patients.

The nurses triage the clients by researching their medical records

and talking to family or the GP and we are in the house in two to three days.’

The aim of the service is to assist clients to continue to live in their own homes and to maximise their quality of life. A key benefit is the reduction in presentations to emergency departments for older people.

‘Emergency departments are not the ideal environments for older people,’ Amanda said. ‘I like to think we rescue at least one older person a week by helping to eliminate unnecessary trips to the emergency department and, in turn, enabling emergency departments to continue delivering immediate and acute care to the broader community.’

The Geriatric Flying Squad won a $10,000 grant to develop its innovative service.

The $10,000 HESTA Australian Nurse of the Year prize went to Sydney’s Paul Esplin from St Vincent’s Hospital Homeless Health Service and Mission Australia. The $5,000 Graduate Nurse of the Year Award went to Zena Coffey from Austin Health in Victoria.

ME Bank donated the $25,000 total prize money.

‘I like to think we rescue at least one older person a week by helping to eliminate unnecessary trips to the emergency department.’

Amanda Klahr, CNC, winner of the Hesta Innovation in Nursing Award

s Legal & Professional Issues for Nurses and Midwives – ½ day

1 July, Albury

29 July, Dubbo

12 August, Coffs Harbour

9 September, Wagga Wagga

16 September, Tamworth

30 September, Port Macquarie

Members $39 • Non-Members $85

s CPD workshop for RNs – 1 day

6 July, Penrith

Members $75 • Non-Members $170

s Student Nurses’ Forum – 1 day

8 July, Waterloo

Members $30 • Non-Members $50

s CPD workshop for ENs – 1 day

13 July, Penrith

Members $60 • Non-Members $170

s Appropriate Workplace Behaviour – 1 day

4 August, Armidale

25 August, Albury

22 September, Coffs Harbour

Members $85 • Non-Members $170

s Medications in Aged Care – 1 day

5 August, Batemans Bay

Members $75 • Non-Members $170

s Computer Essentials for Nurses and Midwives – 1 day

9 August, Prince of Wales Hospital, Randwick

5 September, Prince of Wales Hospital, Randwick

Members $85 • Non-Members $170

s Basic Foot Care for RNs & ENs – 2 days

17 & 18 August, Newcastle

13 & 14 October, Armidale

Members $203 • Non-Members $350

TO REGISTER or for more information go to www.nswnurses.asn.au or11ring THE LAMP july 2011 Carolyn Kulling on 1300 367 962

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Nurses’ wages g O’Farrell’s new Workplace Act attacks public sector wages and conditions.

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under attack

NSWNA General Secretary Brett Holmes addressed the protest rally when the Workplace Bill was introduced to Parliament.

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Liberal government is elected to office in a landslide, without a whisper of its radical anti-worker IR policy, and within one month launches a massive attack on public sector wages and conditions. Sound familiar?

Where Peter Reith, John Howard and Tony Abbott have ventured and failed Barry O’Farrell has chosen to follow with new laws that will allow the government to unilaterally set the wages and conditions of NSW public sector workers and reduce the former independent umpire to a rubber stamp for the government’s wages policy.

Under the new laws, the NSW IR Commission will now be compelled to listen to and enforce the arguments raised by management on behalf of the NSW Coalition Government.

The changes put at risk the wages and conditions of more than 400,000 workers across NSW, including nurses working in the public health system and in state-run disability services.

NSW public sector workers will now have the worst industrial rights of any workers in Australia.

There is no budgetary reason to cut pay and conditions Premier Barry O’Farrell has cited Treasury data, implying that the government is broke due to a wages explosion in the public sector, to justify his draconian laws.

NSWNA General Secretary Brett Holmes says these dishonest arguments just don’t stack up.

‘In May 2011, the independent ratings agency Standard and Poors

reviewed the NSW budget and not only reaffirmed the State’s AAA credit rating, but also concluded the budget position of the NSW Government was very good,’ he said.

‘This independent review proves there is no budgetary reason why this action was necessary by the O’Farrell Government.’

Research by the Workplace Research Centre at Sydney University debunks the myth that NSW public sector wages are out of control (see box).

It found that NSW public sector workers earn similar wages to equivalent workers in other states and close to average weekly earnings.

The real agenda is offsets Barry O’Farrell says the new laws merely reflect the policy of the previous Labour government to limit wage increases to 2.5%.

But the Minister for Community Services and Women, Pru Goward, was more forthright about the real goal of the laws.

‘You will find that, as the Premier has said, these trade-offs are a perfectly acceptable part of industrial relations.

These proposals are about trade-offs,’ she told the State Parliament.n

Nurses would be $12K worse off without IR Commission Barry O’Farrell has used data released

by NSW Treasury to imply there has been a wages explosion among NSW Public Sector workers. But an analysis by the Workplace Research Centre at Sydney University has found that NSW public sector workers are paid pretty much the same as equivalent workers in other states and close to average weekly earnings.

The study also found that if the proposed changes had been in place for the past 10 years, NSW

nurses, teachers and police would be the worst paid in the country by a significant margin.

The Workplace Relations Centre calculated that if this new legislation had been enacted in 2001, a public health system full-time eighth year RN would be $12,232 worse off per year.

The study says that any gap between public and private sector weekly earnings is explained by differences in qualifications, experience and occupation between the sectors.

THE LAMP july 2011 13

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O’Farrell has a fight on his hands g More than 40 NSWNA branches voted to stop work and protest against the new workplace laws, alongside 12,000 other public sector workers.

I

t was wet and wild but it didn’t dampen the resolve of 12,000 public sector workers who massed outside the NSW Parliament to send a message to the new Premier Barry O’Farrell: hands off our workplace rights.

The day after the new laws were passed on 14 June, nurses, firefighters, police officers, ambulance drivers and other public sector workers made it clear to the new government that they have a fight on their hands.

Nurses were very prominent after more than 40 Sydney metropolitan NSWNA branches voted to stop work and join the protest.n

14 THE LAMP july 2011

Members from Bankstown and Westmead Children’s Hospitals.

O’Bray Smith

St George and Westmead Hospital members at the rally.

Overwhelming community support for public sector workers A Your Source poll, commissioned

by Unions NSW, has found 78.65% of respondents do not think the State Government has a mandate to remove the rights of nurses, ambulance officers, teachers and firefighters to have wages and conditions determined by the independent umpire, the NSW Industrial Relations Commission.

On the question of whether nurses, ambulance officers, firefighters and teachers and are overpaid, 93.82% disagreed.

The survey also asked if respondents agreed with a 2.5% cap on pay rises

for these public sector workers.

59.83% disagreed.

Unions NSW Secretary, Mark Lennon said: ‘Since we launched our campaign against Barry O’Farrell’s unfair public sector workplace laws, we’ve been overwhelmed by the response from nurses, teachers, firefighters and other public sector workers.

‘It’s heartening for the state’s 400,000 public sector workers to know that the public is onside and believe they deserve first-rate workplace conditions.’

‘I think it’s really unfair of Barry O’Farrell to do this. It’s not just affecting nurses but all public sector workers. We’re trying to make the community a better place and this is really going to affect the community as well,’ she said.

Vi says she has a special sympathy for ADHC (Ageing Disability and Home Care) nurses who will be the first group of nurses to negotiate their award under the new laws.

Vi Hoang

Vi Hoang, an RN at Bankstown Hospital, was at the rally and says the laws will exacerbate the critical staffing problems in hospitals.

‘ADHC nurses are really important in our society and they look after people who are much harder to take care of. By not giving them a fair go with these laws, and if nurses decide to leave because of it, it’s really going to show in the community. Everyone will lose.’

This is a test for nurses O’Bray Smith, NSWNA Councillor and mental health nurse at the Concord Centre for Mental Health, addressed the crowd on behalf of the NSWNA. ‘It was really empowering to be there on that stage and look at out that sea of faces. It was encouraging as well in that there are so many who are willing to fight. It was particularly inspiring to see so many nurses with their paddle pops and signs – you couldn’t miss them in the crowd,’ she said.

‘Right now there is nowhere for nurses to skimp. Saying these laws are about productivity savings is like giving out bandaids instead of stitches. By not giving us better pay and conditions, O’Farrell will have the biggest shortfall of nurses that will cost the state billions of dollars. That will be the legacy of his government.

O’Bray says ADHC nurses deserve the support of other nurses in the public sector.

‘ADHC nurses may be the first in line to deal with this but we’ll all be there with them. This will be a test for the government to see the power of unions and particularly nurses.’

THE LAMP july 2011 15

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NSWNA members from ADHC Rydalmere Branch.

ADHC nurses first to be hit g The first group of nurses to face the new laws will be nurses working in NSW disability services.

B

arry O’Farrell’s new laws not only set up an attack on public sector wages and conditions.

The legislation also allows the government to dictate other policies to the NSW Industrial Relations Commission (IRC). There are no limits around what these might include.

At risk is the Public Health System night duty penalty case currently before the IRC. The next Public Health System Award will be due in 2013, during the term of

16 THE LAMP july 2011

this government, and will be conducted under the conditions of these new laws.

But the first group of nurses to face the new laws will be nurses working in state-run disability services. Their award expired on 30 June 2011.

After public health system nurses receive their next scheduled pay rise this month, a full-time eighth year RN, working in a state-run disability service will be over $4,700 per annum worse off than an equivalent nurse in the public health system.n

The immediate impact on nurses n

he new laws will have T an immediate impact on negotiations in Ageing, Disability and Home Care, which are about to commence.

n

The night duty case currently before the NSW IR Commission is under threat.

n

I t will have an impact on Public Health System Award negotiations in 2013.

n

I t may have an impact on the newly-won Public Health System Award, achieved in February.

O’Farrell has no mandate for these changes

Rhondda Vasallo

Rhondda Vasallo, a disability CNC at Rydalmere Centre in Western Sydney, says it is dishonest of the government to spring these laws straight after the election, without having put them to the electorate.

to go to the IR Commission,’ she said.

‘One of the biggest issues for us already in ADHC is the recruitment of RNs and ENs. The wage disparity with the rest of public health system nurses will make this worse.’

‘I was surprised because there was absolutely no mention of them during the election campaign. It was deceit by omission,’ she says.

‘We expect that younger nurses will go to other parts of the public health system, especially with the increasing cost of living in Sydney.’

Rhondda says the normal link in pay between the public health system and disability nurses is now broken.

‘We’re the first cab off the rank in dealing with these laws. We are getting good support from the Association. It would be sensational to get support from other nurses in the public health system too.’

‘We are just about to enter into a new round of negotiations for our award but we won’t have the same capacity

‘I really feel for the ADHC nurses’

SWITCH TO DIRECT DEBIT

Rosemary Balzer (pictured in red jacket), RN, Branch Official, Parramatta Justice Health is very concerned about the possible ramifications of these IR laws for nurses concerning penalty rates and the environmental allowance. ‘The environmental allowance, especially is an incentive for nurses who work in the jails, because we work in at risk, volatile environments that can quickly become dangerous. And we would also hate to lose our penalty rates.

The O’Farrell Government has shown its intentions towards the union movement. The NSWNA believes it is critical and prudent that all members move off payroll deductions, which are vulnerable to government interference and move immediately to paying your union fees by direct debit.

‘Although I’m from the old school of nursing and would keep working no matter what, pay and conditions are very important to attracting the next generation, especially with the high cost of living.

‘I really feel for the ADHC nurses who are going through this fight now.

That’ll be us soon. If ADHC pay and conditions get cut, it’s going to be very hard to attract people into that sector as it’s a hard field to work in.’

If you still pay your NSWNA membership by payroll deduction, please convert to direct debit now.

To make the change, go to the NSWNA website at www.nswnurses. asn.au, download the form and sign it, and fax it back or phone 85951234 to make the change.

Talk to your colleagues and encourage them to convert to direct debit as well.

Other things you can do: n

et your local Coalition MP know L your strong opposition to the laws.

n

eep up to date by regularly K checking www.nswnurses.asn.au and talking to your colleagues at work to let them know what is happening.

THE LAMP july 2011 17

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Nurses protest harsh laws g This month nurses joined thousands of other public sector workers in determined protests against the harsh new workplace laws that will cut their wages and conditions.

Despite rain and bitter weather, nurses stopped work to attend a major rally at Parliament House on 15 June.

They also visited their local Coalition MPs in marginal electorates, attended rallies at their workplaces, and at Parliament House when the Bill was introduced, wrote to their local MPs and signed petitions against the new laws.

The outrage nurses were feeling was palpable, and the message to the O’Farrell Government is clear: nurses are not going to cop such draconian legislation that undermines their rights at work.

18 THE LAMP july 2011

+

Members from NSWNA Westmead Hospital Branch braved heavy rain and boarded the strike train to the Parliament House rally.

Opposition Leader John Robertson addressed protesters at the Parliament House rally.

)

NSWNA General Secretary Brett Holmes (right) at the Parliament House rally when the Bill was introduced, with members from Sydney/ Sydney Eye Hospital: Rhonda Wainwright, CNC Emergency; Kate Maloney, CNS; Donna Evans, ANUM Emergency (Branch President); Jana Rodden, RN; Caroline Reilly, NUM; Pele Lutui Palmer NUM.

+

Harikala Sapkota, RN, St George Hospital, also visited local MP John Flowers.

+

Amanda Levett, RN, RPA, Leigh Matchett, NUM, Calvary Healthcare Sydney, and Ellen Hanson, RN, Calvary Healthcare Sydney, visited their local Coalition MP John Flowers to explain their strong opposition to the workplace laws.

,

Susan Maloney, RN (right) and Karen Blomfield, EN, from Lawson Community Health, travelled a long way to attend the rally at Parliament House. ‘We’re here to protect our rights and support our co-workers and we’re not all happy about what Barry O’Farrell is suggesting,’ said Susan.

‘We’ve worked hard for our rights and all this has done is made nurses angry – the public is also behind us.

‘We’ll be prepared to do whatever we need to and this will cost our employers but we don’t want to go backwards.’

THE LAMP july 2011 19

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20 THE LAMP july 2011

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Win for NSW workers on OHS laws What NSW won and lost with OHS laws Negative aspects in comparison with current laws: n

n

n

n

g Unions retain right to prosecute employers in amended workplace safety legislation.

Union pressure has won important amendments to the OHS Amendment Act, passed in the NSW Upper House in early June, which restore the right to unions to prosecute employers for OHS breaches.

The new OHS Act, introduced by the O’Farrell Government, waters down the duties of employers and would have removed the right for unions to request WorkCover to bring a prosecution against an employer for any breaches, despite conclusive evidence that this right had not been abused. However, the amendments – brought in by the Greens and Shooters and Fishers party – restore unions’ right to prosecute and a limited OHS role to the Industrial Relations Commission, which would otherwise have been stripped of its responsibilities.

NSWNA Assistant General Secretary Judith Kiejda said this was an important win for NSW workers.

‘Unfortunately, we have still lost the reverse onus of proof, which would force employers to prove their innocence. But, thanks to lobbying by unions, including

the Association, and the cross-benchers who voted for these amendments, the situation is much better for workers in NSW. The fact we have retained the right to prosecute will make workplaces safer.’

Another important change was that duty of care has become ‘as far as is reasonably practicable’ instead of an absolute duty tempered by defences.

The OHS (Amendments) Act commenced as soon as it passed.

Amendments were also won to the Work, Health and Safety (WHS) Act, which passed through Parliament in early June.

The WHS Act aims to create nationallyconsistent workplace safety laws and was developed based on the recommendations of the O’Farrell Government’s OHS Legislation Review Panel and public submission process. Much of this Act threatens the high standards governing workplace safety in NSW. It is due to come into effect 1 January 2012.

The WHS Act passed through Parliament with amendments that retain an amended union right to prosecute employers. Unions can prosecute category 3 offences any time, and category 1 and 2 offences in certain circumstances.

The NSWNA understands that the Greens are going to try to achieve the same amendments to the WHS Act in other states and territories.n

n n

oss of absolute obligation L of employer to consult with employees.

Loss of employer obligation to provide information in other languages.

No longer mandatory to have an elected worker as the chairperson of an OHS Committee.

Increased ability of employer and regulator to apply for HSR disqualification.

Loss of reverse onus.

Loss of union ability to apply for moiety after a successful prosecution.

Positive aspects of the amended WHS Act compared with current laws: n

n

n

n n

n n

tronger rights and powers for S Health and Safety Representatives (HSRs).

HSRs to have powers to order cease work and to issue Provisional Improvement Notices (PINs).

HSRs have to request training, but once they have requested it, the employer must provide it within three months, with the basic training being five days compared with the current four days.

Ability to have more than one HSR per workplace.

Ability to negotiate for a HSR to represent more than one work site/employer.

Deputy HSRs. Union right of entry for consultation on OHS matters as well as to investigate potential breaches.

THE LAMP july 2011 21

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Ratios set to roll The surgical oncology/gynaecology ward at RPA Hospital is in the first tranche of public health system wards to convert to the new nursing hours/ratios system. Left to right: Adi Tabaiwalu, Aaron Chadwick, Loretta Scarselletta, Lisa Bullock, Estela Swynny and Aaron Jones.

NURSING HOURS will make a huge difference

g Nursing hours/ratios are set to commence in the first tranche of public health system wards.

T

he new nursing hours/ratios system is being implemented progressively in public hospital wards, and the first tranche of wards selected by the NSWNA and NSW Health is now converting to the nursing hours/ ratios system.

Around 45 public health system wards will convert to the new system in July, and funding has been made available

by NSW Health to increase staffing in these wards. It will mean about 180 FTE extra nursing positions.

The new nursing hours/ratios system will be progressively implemented in eligible public hospital wards. All eligible wards must have converted to the new nursing hours/ratios system by July 2013. The selection of wards in each tranche is being agreed by the NSWNA and NSW Health.

The Lamp spoke with two nurses working in public health system wards about to convert to the new system.n

22 THE LAMP july 2011

‘I’m very excited that nurse ratios will be rolling out in my ward this month,’ said Sue White. ‘Ratios will mean an extra 2.8 FTE nursing roles. It will make a huge difference.

‘At the beginning there will be details to work out.

‘Being an acute medical ward, we have heavy workloads. The extra hands will make a difference.’

Sue says the nursing hours/ratios system will also help to better ensure safe patient care.

Sue White, EEN and NSWNA Councillor, works in the medical ward at Coffs Harbour Base Hospital.

‘Nurses will have more time for patient care,’ said Sue. ‘Having time to do your nursing role properly will also boost staff morale and improve job satisfaction, especially for the younger nurses. It can be very frustrating when you can’t give patients the time you think they need.’

Better models of care Aaron Jones, NUM in the Surgical Oncology and Gynaecology ward at RPA Hospital, is excited about being one of the first wards to have nurseto-patient ratios. ‘It will make a big difference on my ward,’ said Aaron.

better support these staff, and extra hands on board mean RNs will be able to focus on their RN role.’

The nursing hours/ratios system will mean an additional seven FTE positions on Aaron’s ward, which Aaron says will be spread across the nursing classifications.

‘Nurse ratios will enhance the nursing care provided to patients. It will also provide an opportunity for me to do succession planning. I’ll be able to mentor staff and I’ll be free to focus on the NUM role and work more closely supervising staff,’ he said.

‘As a NUM, I’ll have peace of mind knowing I can roster on enough skilled nurses each shift and ensure we have an appropriate skill mix.

Aaron believes that ratios will affect the model of care applied on his ward. ‘We are planning to create a new admissions and discharge nursing role to help with the safe admission and discharge of patients to and from the ward.

patients, which takes me away from other clinical and supervisory duties.

‘This will mean smoother patient flow.

It will also free me up to focus on a senior clinical role. At the moment I do the admission and discharge of

‘We’ll also be able to improve skill mix on the ward. We’ll be able to have more new grad nurses and AiNs because nurse ratios mean we can

Aaron Jones, NUM in the surgical oncology/ gynaecology ward at RPA Hospital.

‘Nurse ratios will certainly mean a safer environment for both patients and nurses.

‘For nurses on the wards, ratios will mean more balanced workloads and a more enjoyable working environment. ’Nurses will be able to do the little things that are important to being a nurse. Nurse ratios will mean greater job satisfaction and nurses will stay in the system,’ he said.

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THE LAMP july 2011 23

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Macquarie nurses vote to strike g Nurses at Macquarie Private Hospitals voted ‘yes’ to industrial action – a historic first for the private hospital sector.

N

urses at private hospitals owned and operated

by Macquarie Hospital Services are poised to take protected industrial action to achieve a fair pay offer.

Nurses at Minchinbury Community Private Hospital (Mount Druitt), Delmar Private Hospital (Dee Why), Manly Waters Private Hospital (Manly), Eastern Suburbs Private Hospital (Randwick) and President Private (Kirrawee), voted overwhelmingly to take industrial action. Action was being planned as The Lamp went to print.

The ballot for industrial action was the first ever conducted by NSW private hospital nurses.

Macquarie nurses were driven to take this historic action after 19 months of protracted and frustrating negotiations with their employer to improve substandard pay and conditions.

Macquarie nurses are currently covered by the Nurses Award 2010 and most have not had a payrise in two years.

Wages are dragging 12% behind public health sector wages and up to 12% behind other private hospital sector wages. For example, a Registered Nurse with eight or more years experience working at Macquarie receives $7,700 a year less than an equivalent nurse working in the public health system.

Macquarie members and the NSWNA have been attempting to negotiate Enter­prise Agreements with Dr Tom Wenkart, who owns Delmar, Manly Waters, Minchinbury and Eastern

24 THE LAMP july 2011

Hard-working nurses from Delmar Private Hospital; (left to right) Melissa Potter, Vivienne Morris, Kate Dolan, and Victoria Cranch.

‘At the moment what we are being offered is so insulting we can’t consider it.’

Suburbs Private Hospitals, and Dr Wenkart and Dr Landa, co-owners of President Private Hospital.

According to Assistant General Secretary Judith Kiejda, the negotiations have been long and difficult, culminating in March this year when the employer made a grossly substandard offer.

When the NSWNA advised that this offer was insufficient the employer commenced approaching nurses individually, asking them to sign Individual Flexibility Agreements that only offered a 2.5% salary increase and

rolled some allowances (the uniform and laundry allowance and annual leave loading) into the base rates of pay. Not surprisingly, most staff declined the offer.

Nurses at Macquarie Private Hospitals are concerned about being identified due to the tense negotiations. However, a spokesperson on behalf of nurses at Delmar Private Hospital said they felt as though they were being taken for granted. ‘We run the hospital 24-hours a day and we’re not being rewarded. We’re not being given the same money as other private hospital nurses and we’re doing exactly the same work as they are and we’ve got years of experience under our belts. All we want is to achieve parity – pay parity and the same conditions as nurses at other private hospitals.

‘We have been offered Individual Flexibility Agreements but they allow the employer to undermine any collective

Historic ballot for industrial action 2 In May, the NSWNA applied to Fair Work Australia (FWA) for orders for nurses at Minchinbury Community, Delmar, Manly Waters, Eastern

A delayed FWA order for President Private was made on 2 June.

2 By 21 June nurses at all five hospitals had voted

c 24-hour stoppages of all work; c 10-hour stoppages of all work; c indefinite or periodic bans on working overtime;

Suburbs and President Private

overwhelmingly in favour of

Hospitals to vote on taking

a range of industrial actions

protected industrial action.

involving strikes and bans in

the completion of the parts of

support of reaching agreement

forms that enable the billing of

with their employer. The voting

patients (while continuing to

result means that nurses can now

record clinical information);

2 On 19 May, the FWA issued an order for the Australian Electoral Commission to conduct the ballot at all but President Private. Unlike the other four hospitals, President Private is only 50% owned by Macquarie Hospital Services.

agreement. It’s easy to fob off just one person, rather than if we’re all united as a group. A union collective agreement is the best chance for a decent pay rise and conditions that allow us to balance our work and family life,’ said a nurse at Delmar Private Hospital.

A Manly Waters nurse said that what the employer was proposing did not seem fair. ‘At the moment what we are being offered is so insulting we can’t consider it. Our employer needs to negotiate, to offer something that makes sense for people who need to go to work everyday because they need to pay their bills. They need to put forward something decent, something that’s not insulting.’

After discussion with members, the NSWNA applied to Fair Work Australia for orders for nurses to vote on taking protected industrial action. The orders were granted and nurses voted in favour of industrial action in June.

Judith Kiejda said the strong vote in favour of industrial action at each facility was an indi­ca­tion of the strength of feeling among nurses.

‘The vote was unanimous at Minchin­bury, Manly Waters, Eastern Suburbs, and President Private and 88% in favour at Delmar. The voter turnout

legally take industrial action after giving notice to their employer.

2 The industrial action options at each facility are:

‘Most private hospital operators seem to understand the need to remain competitive with wages and conditions paid across NSW. However, Macquarie Hospital Services has tried everything to keep its nurse pay rates down and nurses are totally fed up.’

NSWNA Assistant General Secretary Judith Kiejda

c indefinite or periodic bans on

c indefinite or periodic bans on the after-hours administration of admissions (excluding palliative care).

was also un­usual­ly high at each hospital, with the low­est site having 82.75% of members voting.

‘Most private hospital operators seem to understand the need to remain competitive in terms of nurse wages and conditions. Once the rates paid across the state are known, most employers reach agreement with the NSWNA without the need for industrial action.

‘However, Macquarie Hospital Services has tried everything to keep its nurse pay rates down and nurses are totally fed up.’

Judith said Macquarie nurses wanted an Enterprise Agreement that brought their wages and conditions to the level received by other nurses in NSW, and they were pre­pared to take industrial action to achieve it.

A Manly Waters nurse said: ‘The message we want to pass on is that we just want to do our work. We need to feel we are supported, that our employer believes in us and believes we are doing quality work for them and pays us fairly for this work.’

As The Lamp went to print, NSWNA meetings were being held at each facility to determine what type of industrial action would be taken at each hospital.n THE LAMP july 2011 25

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Domestic violence is a workplace concern g NSWNA wins family violence clause for Public Health System Nurses’ Award.

E

mployees who experience domestic violence (or family violence as it is now known) will gain access to a range of workplace support measures through the Public Health System Nurses’ Award, thanks to a campaign by the NSWNA and other unions.

‘We want to raise awareness about the need for all health industry employers to make sure they are supporting staff who might be experiencing family violence,’ said NSWNA Assistant General Secretary Judith Kiejda.

In late June, the Public Health System Award was varied to include a clause added to the Nurses’ Award 2010 that nurses and midwives can use their family and carer’s leave and sick leave entitlements for matters relating to family

The NSWNA is the first health union in NSW to achieve these extra leave support measures in an Award. violence, and if they have exhausted these entitlements they will be able to access an additional five paid days per year.

‘The clause will also allow for flexible work hours and changing telephone and email where appropriate. The ability to access further leave recognises the needs of workers experiencing family violence, such as requiring time with health, legal, financial, housing, social security and other advisors and support services,’ said Judith.

The NSWNA is the first health union in NSW to achieve these extra leave support measures in an Award.

The Association is also including family violence clauses in the core claims for all Enterprise Agreements coming up for renewal outside the public sector.

In September 2010, the first Australian family violence clauses were incorporated into the enterprise agreement between the Surf Coast Shire Council (Victoria) and the Australian Services Union’s (ASU) Victorian Authorities and Services Branch, providing a world’s best practice model, with up to 20 days of extra paid leave for reasons of family violence, such as attending legal appointments.

Following negotiations by the Public Service Association, the Crown Employees Award was varied in February this year to provide other NSW public-sector workers with familyviolence clauses, including five extra days of paid leave.n

Impacts of family violence The Australian Domestic and Family Violence Clearinghouse (ADFVC), which is funded by the Commonwealth Department of Education, Employment and Workplace Relations, noted the following impacts of family violence: n

n

n

n

The impact on work performance puts job security at risk, with up to half the women in one study reporting losing a job, at least in part due to family violence.

n

24% of female family violence victims reported an incident of family violence had occurred in the workplace in the previous 12 months, most commonly abusive and repeated phone calls or emails.

wo thirds of women who have T experienced family violence with their current partner are in paid employment.

American research suggests that 10% of the workforce have experienced violence from their partner within the past 12 months.

VicHealth found that family violence is the leading contributor to death, disability and illness in women aged 15-44 years, being a greater contributor than high blood pressure, smoking or obesity.

26 THE LAMP july 2011

n

Women with a history of family violence have a more disrupted work history, are on lower personal incomes, have had to change jobs more often and are employed at higher levels in casual and part-time work than women with no experience of violence.

IMPORTANT NOTE While ADFVC’s research refers mainly to women who have experienced family violence, the NSWNA recognises that family violence happens to both women and men, and in heterosexual as well as same-sex relationships.

When pressing for the inclusion of family violence clauses, the Association will ensure they are gender non-specific.

n

Access Economics estimated the total costs of lost productivity associated with family violence was $484 million in 2002/2003.

‘Staying in employment is critical to reducing the effects of the violence. By supporting women to remain in paid employment, workplaces can assist women on their pathway out of violence and keep the whole workplace safer,’ the ADFVC said.

How family violence can affect nurses at work ‘One colleague used to come to work with bruises on her face almost every week. Her husband would turn up in the middle of the night when she was on night shift to check she was at work. She constantly lived in fear.’

A former aged care nurse, who preferred to remain anonymous, told The Lamp she had witnessed three of her colleagues experience family violence – all at different workplaces.

‘One colleague used to come to work with bruises on her face almost every week. Sometimes she’d wear sunglasses right throughout her shift.

Her husband would turn up in the middle of the night when she was on night shift to check she was at work.

She constantly lived in fear. Whatever shift she did she had to make sure she was home at a certain time because if she wasn’t, she’d be off sick next day and come in the following day with bruises,’ the member said.

Take part in our survey on family violence Unions across all industries have identified that family violence is an important workplace issue. The NSWNA is calling on members to participate in a confidential, government-funded independent survey of a range of workers across NSW, about the incidence of family violence and the impact it has on people at work.

‘This is your chance to give us information and to help persuade employers in the health sector that this is a real issue in their own workplaces. Nurses and midwives are in a unique position because we see some of the most visible consequences of family violence in our work,’ said Judith.

NSWNA members whose email addresses are held by the Association received an email link to this confidential survey in June and the NSWNA urges you to complete it! If you would like the survey link sent to you, email krusso@nswnurses.asn.au The survey is being run by the University of NSW with Ethics Committee approval. All nurses who have something to say about family violence, affecting you or someone in your workplace, are encouraged to participate.

‘In another case, a colleague’s husband would constantly ring her at work and verbally abuse her. Sometimes he would go off drinking while she was at work, leaving her two small children alone at home. She’d get a call from a neighbour and would have to go home to take care of the kids, then when she came in the next day she’d be told off by her manager who said she was shirking her duty of care. She’d also get reprimanded for having too many personal calls – from her abusive husband! She was fearful, not only of her home situation but also fearful of losing her job.

‘Putting family violence clauses into workplace agreements and awards alleviates some of that fear because employees know they can take time off because it is an entitlement,’ the member said.

THE LAMP july 2011 27

2011 Professional Day Program Friday 22 July

eHealth, Technology & Nursing WhERE: Australian Turf Club Randwick CoST: NSWNA members $50

TimE: 8am-3.30pm Registration at 7am

Branch officials & students fREE Non-members $100

8.00 – 8.10

Introductions from MC

Angela Catterns

8.10 – 8.50

Health futures in transition: from business as usual to a culture of prevention

Professor Sohail Inayatullah

8.50 – 9.10

Interview

Angela Catterns & Professor Sohail Inayatullah

9.10 – 9.40

The latest news from the National E-Health Transition Authority

Peter Fleming

9.40 – 10.10

Nursing informatics: challenges & opportunities

Julianne Oorloff

10.10 – 10.55

Morning Tea

11.00 – 12.30

Plenary Session showcasing eHealth innovation Let’s pop that pill and get it right Rosemary Jeffrey & Marysia Kalcher Video-conferenced Nursing Grand Rounds Jenny Preece Home Telehealth Monitoring – Impact on Workforce Capacity and Flexibility Kerry Oates Professional development at your fingertips Jodie Davis

12.30 – 1.30

Lunch

1.40 – 2.10

Nurses and Information Technology

Adjunct Professor Debra Thoms

2.10 – 3.10

The Third Space

Dr Adam Fraser

3.20 – 3.30

Questions and close

66TH ANNuAL CoNFERENCE

oRGANiSiNG foR SAfE PATiENT CARE For registrations go to www.nswnurses.asn.au or contact Carolyn Kulling on 8595 1234 (metro) or 1300 367 962 (rural) or email ckulling@nswnurses.asn.au

28 THE LAMP july 2011

ANGELA CATTERNS is one of Australia’s most popular broadcasters. With a diverse media career in film, TV and radio she has broadcast nationally, in Sydney, in country NSW and in Washington DC. You may remember her from Simon Townsend’s Wonder World! Mornings on Triple J, the National Evening Show on ABC radio and Breakfast on 702ABC Sydney, where she reached Number 1 in the ratings. She co-presented the Breakfast Show on Vega fm in Sydney, and has recently been heard back on ABC radio, on a variety of shows. She presents a regular podcast “Is It Just Me...?” with fellow radio veteran Wendy Harmer on the ABC website, and is heard on Qantas planes all over the world.

PRofESSoR SohAiL iNAyATuLLAh is a political scientist/futurist at the Graduate Institute of Futures Studies, Tamkang University, Taiwan; the Centre of Policing, Intelligence and Counter Terrorism, Macquarie University, Sydney; and the Faculty of Arts and Social Sciences, the University of the Sunshine Coast, Sippy Downs. He also co-teaches an annual course titled, “Futures thinking and strategy development” at Mt Eliza Executive Education, Melbourne Business School. In 1999 he held the Unesco Chair at the University of Trier, Germany and the David Sutton Fellowship with the International Management Centres. He is one of 2010 Laurel award winners for all time best futurists as voted by the Foresight network, an association of 2750 foresight professionals.

He received his doctorate from the University of Hawaii in 1990. In March 2011, he received an honorary doctorate from the Universiti Sains Malaysia, Penang.

PETER fLEmiNG is tasked to lead the national vision for e-health in Australia.

Under his leadership NEHTA has delivered SNOMED CT, an internationally recognised database of clinical terminology, AMT (Australian Medicines Terminology) and most recently the Healthcare Identifiers Bill which are key foundations to enable e-health nationally.

Mr Fleming is focused on progressing the adoption of e-health standards of national significance through implementation and collaborations in the healthcare sector which will enable the flow of health information.

Prior to joining NEHTA Mr Fleming was with the National Australia Bank. He is also past CIO of the Colonial Group and Mayne Group Limited. He has extensive experience in large scale technology transformation and stakeholder management.

JodiE dAviES is a registered nurse who joined the Australian Nursing Federation 3 years ago as the Federal Education Officer.

Jodie’s priority for the ANF is to ensure that it’s members have continued, easy and affordable access to the highest quality education available.

In her education role Jodie manages the ANF’s Continuing Professional Education (CPE) online website and writes some of its content. Jodie is also the Chair of the ANF’s Vocational Education and Training committee and represents the ANF on a number of government committees and industry representative groups.

AdJuNCT PRofESSoR dEbRA ThomS is the Chief Nursing and Midwifery Officer with NSW Health and has held that position since May 2006. Debra completed her general nursing education at Prince Henry/ Prince of Wales Hospitals, Sydney and her midwifery education at the Royal Darwin Hospital, NT. She holds a Bachelor of Arts in economics and psychology and a Masters of Nursing Administration. Debra has worked in metropolitan, rural and remote health settings in NSW, the Northern Territory and South Australia in both acute and community health services. Debra was made an Adjunct Professor of Nursing at the University of Technology, Sydney in 2003 and at The University of Sydney in 2009.

Her interests are in leadership, organisational culture and the career decisions of senior nurses.

AdAm fRASER Let’s face it, life is getting faster and faster and shows no signs of slowing down.Business is more competitive now than any other time in history! The result of this is a workforce that is having serious issues around sustaining their performance. The fall out is that people are losing the ability to focus, be creative and develop clear strategies. Dr Adam Fraser is one of Australia’s leading educators, researchers and thought leaders in the area of human performance. Combining years of work with elite level athletes, the armed forces and business professionals of all levels Dr Adam Fraser has perfected The Art of Flow. This philosophy is a real time solution to stress and burn out that doesn’t involve having to take time out or adding another task to your already full to do list! At the heart of flow we find the key to getting more done for a longer period of time, whilst reducing stress levels, preventing burnout and keeping our teams engaged.

THE LAMP july 2011 29

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First agreement for Nazareth House nurses

Suzanne Baker, EEN; June Swan, RN; Helen Feebrey, EN (cutting cake); Yvonne McDonald, RN; and Roslyn Hodge, RN.

g After a tough fight, nurses at Nazareth House have won their first Enterprise Agreement.

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fter tough negotiations over nine months, aged care nurses at Nazareth House in Tamworth are celebrating their first ever Enterprise Agreement.

Despite experiencing stalling tactics and one of the employer’s consultants bullying and intimidating the nurses during the process, nurses stood firm and secured a favourable agreement, which included wage increases of between 6% and 7% back paid to December 2010, and 3% and 3.5% in subsequent years.

‘This is an enormous win for nurses and a great example of the strength of having an Association branch,’ said NSWNA General Secretary Brett Holmes.

Members at Nazareth House formed their branch to assist them in negotiating for a Union Collective Agreement.

However, during the negotiations, they were summoned individually by one of management’s consultants and asked to

30 THE LAMP july 2011

withdraw the Association as their bargaining representative.

‘We were told that the process would go a lot quicker without the Union’s involvement,’ said Helen Feebrey, EEN and Branch Delegate at Nazareth House. ‘We told them that since we didn’t have the skills to understand the details of the agreement, we wanted to stick with the Association to make sure everything went through correctly.’

The employer delayed negotiations by using three different bargaining

representatives, each of whom had to be brought up to speed in the meetings.

After months of stalling by the employer, frustrated members of the Branch wrote letters to the company’s Board of Directors, and local MP Tony Windsor, who came out publicly in support of them.

‘We said we felt we were being treated unfairly, that this process had gone on for some time and there hadn’t been any proposals to get it finalised or give us a wage increase. We felt we were being penalised because we were bargaining through the Union,’ said Helen.

‘As a group of long-standing staff members – all RNs have been employed here between 10 and 22 years – we didn’t feel we were being valued. We’d given our commitment to the organisation for all those years and were loyal to them but we didn’t feel they were returning the favour.’

Shortly after the letter to the Board was delivered, management called a meeting and the agreement was finalised with a favourable pay rise and back pay.

Helen said nurses at the aged care home were thrilled at the outcome.

‘We stuck together, stood our ground and had a vision of what we wanted, and the Union helped us continually through the process. Even though it was a lengthy and frustrating process it’s good we were able to come together as a team and make it clear that we are valuable and should be recognised as such. It was very important to have a branch and to be involved with the branch.’

Nurses voted in favour of the improved Agreement offer and they now have a legally-enforceable, Fair Work Australia-approved Agreement.n

Even though it was a lengthy and frustrating process it’s good we were able to come together as a team and make it clear that we are valuable and should be recognised as such.

SOS fined $29K

Nurses were not being paid for travelling time, only the hourly pay for time spent with the client.

for under-paying nurses g NSWNA wins $29K in fines and backpay for underpaid community health nurses.

S

breach workplace agreements without paying a penalty.

‘When the government’s fairness test came back, it assumed nurses were being paid travel time, but they weren’t. And the travel time component is pretty close to 23% of some nurses’ pay. So members were being paid 23% less than the bare minimum an employer is supposed to pay a nurse.

‘SOS does a lot of Veterans’ Affairs work and the nurses who do this excellent work should be paid properly and fully. The idea that a nurse should not be paid for time spent travelling between clients is ridiculous and hopefully SOS and Ms Hyles have learnt their lesson,’ said Brett.

The NSWNA plans to push for the implementation of the court’s ruling for the more than 100 staff at SOS New England and Central Coast to ensure they receive back pay for travel time and underpayment of wages.

At the time of printing, SOS had lodged an appeal against the pay cut decision. However, the travel time issue was not being appealed.n

Brett Holmes

pay rate in December 2009, after the government’s fairness test returned a lower rate of pay than the company had awarded to staff. The fairness test is the bare minimum an employer can pay a nurse.

This was not the first time the NSWNA and its members had taken action against SOS over working arrangements. In a previous dispute, in 2005, the courts found SOS had underpaid another nurse. Then in 2009, the Federal Court decided against SOS and found that travel time had to be paid to nurses under the previous Award.

‘Because the employer is a repeat offender, we decided to seek fines against it as well as compensation for our underpaid member,’ said NSWNA General Secretary Brett Holmes. ‘It is appropriate that the Federal Magistrates Court has taken such a strong stand in this case and it should send a clear message to SOS and other employers that you cannot

NC263354

OS Nursing and Home Care Service in Tamworth was fined $29,000 last month, for contravening its collective workplace agreement. The Federal Magistrates Court ordered SOS, and its managing director Rosemary Hyles, to pay the NSWNA a total of $29,000 in fines when they unilaterally reduced the pay rate of one of their New England nurses and failed to pay the nurse for time spent travelling between clients.

They were also ordered to pay the nurse $8,373.06 in compensatory damages.

The NSWNA brought the latest case against SOS in April 2010, on behalf of a now retired RN, after receiving a number of complaints from community health members in the New England region.

Much of their work is for the Department of Veterans’ Affairs and involves travelling in their own cars to visit clients in their homes. Among the complaints was that they were not being paid for travelling time, only the hourly pay for time spent with the client.

In addition, the company cut the

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Strong progress on private hospital agreements g With Enterprise Agreements in the private hospital sector due for renewal, the NSWNA has developed draft core claims.

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raft core claims for private hospital agreements have been developed by the NSWNA and include key issues and concerns members want to see addressed in private hospital Enterprise Agreements.

Wage increases and a process to manage workloads are a top priority.

‘Workloads management is a significant issue for members working in private hospitals,’ said Assistant General Secretary Judith Kiejda. ‘It’s not quite in the same terms as the public sector, because workloads are managed based on patients going in for a particular procedure. But there is always pressure on

Wage increases and a process to manage workloads are a top priority. staff to complete their work within a certain time period. Surgical lists can blow out and nurses get rostered on for an eight-hour shift in surgery and don’t end up leaving until 12 hours later. So hours management and workloads management are very important to private hospital members.’

Paid leave and flexible hours for staff experiencing domestic violence, and a higher night shift penalty are two new clauses the NSWNA is seeking to include in Agreements coming up for renewal.

An annual review of part-time hours is also listed in the draft core claims.

While an annual review of part-time hours is not new in Enterprise Agreements in other sectors, it does not have a strong history in private hospitals.

The core claims were developed by the private hospitals claims committee, which included representatives from a range of private hospital employers elected by the NSWNA Committee of Delegates.n

Ramsay negotiations underway

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egotiations are currently underway with Ramsay Health Care, employer of around 3000 nurses in 27 facilities across NSW. A Bargaining Organising Committee (BOC) has been formed comprising representatives from each Ramsay Branch and facility, who will work with NSWNA officials during the negotiations.

‘The BOC will help keep all members informed during the negotiation process and ensure the NSWNA gets feedback about what matters most to members at Ramsay Hospitals,’ said Judith Kiejda.

‘In the past we have achieved great improvements to wages and conditions in agreements through member participation. It’s important to be

Suzana Tanevska, CNS 32 THE LAMP july 2011

involved and help achieve great wins for nurses and midwives in NSW private hospitals.’

Suzana Tanevska, CNS at St George Private Hospital, said nurses at their branch wanted parity with the public sector in terms of wages and workloads. We’re asking for equality because we are all nurses and all do the same job, irrespective of which hospital we work at,’ she told The Lamp.

Suzana encouraged members to be active in participating in discussions around pay and conditions at their workplaces. ‘Being united as one across all Ramsay sites gives us the opportunity to be fully informed of what’s happening and ensure we get what we want.’n

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

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

Essential Criteria The successful applicant should hold recognised qualifications in the field of nursing. You should possess at least five years’ experience, preferably at a senior level, in nursing and have an understanding of trade union issues.

It is essential that you have the ability to network with key stakeholders at a senior level and be proficient in policy analysis, review, development and implementation and have demonstrated project management skills.

Professional Officer (12 month secondment)

The successful applicant should be able to demonstrate their ability to work independently as well as part of a team, be able to meet deadlines and manage several issues simultaneously. High level written and oral communication skills are essential.

You must hold a current driver’s licence and be able to travel occasionally. You must hold registration with Nursing and Midwifery Board of Australia and possess postgraduate qualifications in nursing or relevant field.

The Application Process Please read the information below on how to apply for this position. Applications will only be accepted from candidates who follow this process.

How to apply for this position: Contact the NSWNA for an application pack which includes an NSWNA Employment Application Form and Professional Officer Position Description.

Applications should be received by 29 July 2011 to: Robyn Morrison, Employee Relations Manager, 50 O’Dea Avenue, WATERLOO NSW 2017

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Q & A

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

ASK

JUDITH Recency of Practice requirements I am an RN who has been working overseas for the past two years. Will the hours I have worked overseas be accepted by the Nurses and Midwives Board Australia (NMBA) for Recency of Practice?

Yes, it will. You will be required to provide the same level of evidence as required for practice undertaken in Australia. You should hold all evidence of work for a minimum of three years in case you are selected for an audit.

You need to provide evidence that you have undertaken practice equivalent to three months full time over the past five years. The hours are not required to be continuous and may be accumulated over a period of five years.

The Evidence of Recency of Practice includes a statement of service from your employer (which you should keep indefinitely), pay slips, income statement for the year (eg. group certificate), and other methods at the discretion of the NMBA. Not everyone will be audited each year. The Board will randomly select a number of nurses and midwives for auditing each year.

Vacancies replaced with ‘like-with-like’ I am a public hospital nurse working in a busy medical ward. Can you confirm that RNs will always be replaced by another RN if they call in sick under the new award clause?

According to Section 1 of sub-clause (iv), clause 53 of the Public Health System Nurses’ and Midwives’ (State) Award 2011, when a decision is made to back-fill an absence, all possible avenues to replace like-with-like (RN for RN etc) must be explored. If these options are exhausted, the NUM may then fill the absence with a nurse of a lower classification, but only if it is judged as safe to do so.

In this sense, RNs can still be replaced by an EEN or AiN if they call in sick. However, clause 53 compels management to exhaust all other opportunities to replace like-with-like before considering alternatives as a last resort. This is a significant achievement for safe patient care.

NSWNA assistance with police statement I work as an RN in a surgical ward of a private hospital and have been asked by the police to give a statement following the death of a patient. I have not had to do this before and have been told by some of my colleagues that I should contact the Nurses’ Association for advice. Can you tell me what the process is in this situation?

Yes, your colleagues are correct.

As a member of the NSW Nurses’

Association you should immediately make contact as soon as you receive a request to provide a statement to the police, so that you can obtain advice from a legal officer. Once you make contact with the Association, you will be put through to an Information Officer who will take some brief details and your matter will be allocated to a legal officer to advise and assist you with your statement. It is advisable not to give any statements or attend any interview with the police, prior to making contact with a legal officer.

Asked to work on ADO I work in a surgical ward in a public hospital and, due to several staff being off on sick leave, was asked by the NUM if I would work on my ADO. I was then given two choices about the day I had worked: I could either have the day off in the next week or I could accrue the day. However, when I asked if I could be paid overtime instead this was refused, is this correct?

The NUM is correct. You need to take the day off in the current roster unless there are genuine circumstances preventing this from happening. If this is not possible, then it should be rostered in the next roster cycle or you can negotiate with the NUM to accrue the day unless you have already reached the quota number of three already accrued. There is no entitlement to be paid overtime for a shift worked on an ADO, as it is not an overtime shift. This is in accordance with the Public Health System Nurses’ and Midwives’ (State) Award 2011, Clause 4, sub-clause (vi).n

THE ENROLLED NURSE PROFESSIONAL ASSOCIATION Presents

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For further information contact: Rebecca Phone: 1300 554 249 E-mail: nroseby@bigpond.net.au THE LAMP july 20/04/2011 9:39:192011 AM 35

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Flying high g Mark Holmes has wanted to be a flight nurse since he was 12. Now he’s living the dream.

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t took Mark Holmes 15 years to achieve his childhood dream of becoming a flight nurse. Two years ago, at the age of 27, he joined the NSW Air Ambulance, based at Mascot Airport, making him one of the youngest on his team.

‘I grew up in rural Queensland and when I was 12 I had a ruptured appendix, so I had to be transported in the local air ambulance. From that moment I knew I wanted to be a flight nurse,’ he told The Lamp.

Flight nurses have to be multiskilled. In addition to attaining a minimum grade of RN, a flight nurse must also be a Registered Midwife and trained in critical care. It’s not an arena for a new grad to enter into.

‘It’s about 10 years since I graduated and started here,’ says Mark.

‘It’s requires a very high level of nursing because we are autonomous, so we all intubate.

‘At 20,000 feet by yourself, you become the entire medical team. Doing critical care and midwifery will add at least five years to your study and you have to have experience to be able to make important decisions.’

36 THE LAMP july 2011

So what does a flight nurse do?

‘We provide inter-hospital transfer of people across the life span, so everything from pregnant women up to the palliative care and critical care spectrum,’ says Mark. ‘We come on duty, we are given our jobs by the Aeromedical Operations Centre (AMOC) and service NSW as well as Queensland and Victoria. We contact the hospital, triage the patient, fly out and transfer them onto the aircraft to their destination. The majority of our work is cardiac cases followed closely by intensive care patients, then obstetrics. We do a fair bit of spinal trauma and head injury too.’

The majority of air transfers are time critical, hence the need for a nurse who is qualified in several disciplines.

‘We provide the same level of care as the referral hospital,’ says Mark.

The Air Ambulance Service is in operation 24 hours a day, seven days a week for 365 days a year. A staff of 24 nurses, made up of FTE and part-time, work eight-hour shifts that start at 6am, 9am, 12pm, 2pm, 4pm, 8pm and 10pm.

There is only one nurse per shift, who works with a team of rotating pilots.

‘Replacing unexpected leave with appropriately skilled staff is a challenge

for us,’ says Mark. ‘Because of our unique skill set we can’t rely on agency staff.

However, we have a dedicated pool of casual nurses we can draw upon.

‘Recruiting staff nowadays is difficult because it’s unusual to get an RN who’s also a midwife – they are a dying breed,’ says Mark. ‘And critical care and midwifery are at opposite ends of the spectrum – it’s rare to find someone who’s willing to do both. We are visiting new grads and midwives and educating them that this is another way of doing nursing. You really have to be motivated and want to do the job because it’s a lot of study and commitment and a lot of your own time is given up to do that study.

‘Retention is very good though because it is a fantastic job and very fulfilling. I have wonderful and widelyskilled colleagues – all of whom come from a rich and diversified nursing background. It’s a great team environment even though we work the majority of times by ourselves,’ says Mark.

The best part of the job, according to Mark, is the variety. ‘There is no such thing as a typical day. There’s a lot of changing hats from being a midwife to a palliative care nurse,’ he explains. ‘You can’t get that level of variety in nursing

‘There is no such thing as a typical day.There’s a lot of changing hats from being a midwife to a palliative care nurse.’

these days unless you go to a smaller, rural centre. I love the Sydney city and lifestyle.

The job is fantastic because it allows me to work in the country and rural areas all day, then come back and have my inner-city Thai takeaway at night!’

Another thing Mark enjoys is the flying – which is just as well, as flight nurses are usually flying nine out of 10 days, with five to six hours of an eight-hour shift spent in the air.

Initially, however, all that flying had detrimental effects on Mark’s health.

‘It’s extremely fatiguing, and research has shown that one hour of flying is equivalent to two hours of work on the ground. It’s quite a hostile environment and we can go right up to 30,000 feet,’ says Mark.

‘When I first started, in the first six months, I was absolutely floored. I didn’t know what was wrong because I’d been running around for 12 hours in an ED in the UK and still had the energy to go out at night. Here I’d fly for about five or six hours and I’d be exhausted. Plus I used to come home with bruises because it’s a confined space so you bump into things.

‘You get used to it. Rest is the biggest factor – you try and rest when you can and drink plenty of water especially on hot days. One of the biggest challenges is food – you need to be very organised and bring a packed lunch to work.’

Health and safety is a critical industrial issue for flight nurses. ‘One of the things

we are looking at is better liability and indemnity insurance for us because we are seen as autonomous practitioners,’ says Mark. ‘The other thing we are pushing for are duty times because often we are expected to fly for eight hours, then a patient may need to be escorted by road so it goes into overtime. We want to extend our shifts from eight hours to 10 hours.’

Mark said flight nurses at the NSW Air Ambulance recognise the importance of having an Association branch to campaign for improved working conditions. ‘Many years ago we negotiated an extra flight allowance fee.

‘In the early noughties our branch negotiated a move from an individual Award to the NSW State Award, which gave us automatic access to the conditions of our hospital counterparts.

‘We are very active in attending NSWNA conferences and send delegates to meetings, and several of our members attend training.

‘We are very vocal in our support for our mainstream health counterparts and showed solidarity and support in the recent 1:4 ratios campaign.

‘It’s important to be a member of the Association because of the legal backup as nursing is a litigious environment, particularly flight nursing,’ says Mark.

So enamoured is Mark with his work that he says he cannot see himself ever going back to work full-time in a hospital

environment, although he does enjoy regular placements to refresh his skills.

When Mark spoke to The Lamp, he was about to do a two-week midwifery placement.

Each year flight nurses are required to complete four different competencies: obstetric emergencies and neo-natal resus, adult resus and ECG interpretation, paediatric resus, and trauma, all conducted by the onsite CNE. In addition, they must satisfy civil aviation requirements since they are considered cabin crew. ‘We go to the Qantas pool and get in the life rafts, turn off the lights, deploy life rafts and we must also undergo a drugs and alcohol management program each year,’ says Mark.

While Mark has never had to land a plane, one of his colleagues, Maureen Roberts, a flight nurse for 30 years, has come close. ‘She had a pilot who became unconscious and unwell and she resusci­ tated him enough so he could land the plane. That’s probably the biggest fear I have, having to land the plane,’ says Mark.

Despite not being able to fly a plane, Mark has picked up several aviation terms – impacting on his ability to relax on commercial flights. ‘Because at work we hear air traffic control and know exactly what’s going on, now when I go on a commercial flight and you’re not told anything, I wonder what’s going on and worry. It’s a control freak issue!’ he laughs.n THE LAMP july 2011 37

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MATTERS

NSWNA Branch News ge c NSWNA members

. t active across NSW

, Minchinbury nurses vote to improve pay Nurses at Minchinbury Private Hospital showed solidarity while voting to take protected industrial action to improve their pay rates and protect various allowances they currently receive. Left to right: Dorothy South, EN; Sally McNally, NUM; and Anne Bunyan, EN.

, Tenterfield Branch meeting...

Members from Tenterfield Health Service recognised the importance of getting together to discuss workplace issues at a branch meeting. Left to right: Emily Whiles (student nurse from UNE); Colin Chevally, RN; Jenny Smith, RN; Elaine Montague; Liz Matthews, RN; Norma Rhodes, EN.

, Chocolate delight...

, A special thank-you...

Students from Beverly Hills Girls’ High extended a warm thank-you to the hard-working nurses at Campbelltown Hospital on International Nurses’ Day.

, Team spirit...

Nurses at Fairfield Hospital showed off their strength in teamwork by wearing colours from their favourite rugby league teams. Left to right: Leanne Joslung; Diana Mosca; Winona Ranyard, RN; Lynette Cohen, NUM. 38 THE LAMP july 2011

Natalie Lambie (left), RN and Branch Vice President of Lake Macquarie Private Hospital and new member Sarah Dennis, RN, celebrated International Nurses’ Day with the rest of the LMPH team.

, Members organising...

By signing up new member Sonya Findlay (right), NSWNA member Robyn Norman from Tingha Branch entered the competition to win a fabulous holiday for two on Lord Howe Island.

, 40 years and counting...

As part of International Nurses’ Day at Trundle MPS, a Special Certificate of Service was awarded to local nurse Nancy Carey-Berryman in recognition of 40 years of service and commitment to the Trundle Health Service. Nancy commenced work at Trundle Hospital – now known as the Trundle Multi Purpose Service – on 20 May 1971. Left to right: Tony Moore; Marnie Goodwin; Nancy Carey-Berryman, EN; Di McGrath, EN; Sam Deaman; Bev Thompson, RN; Debbie Stephenson, RN; Flo Howarth; Kay Cowlishaw; Rhonda Grady and Annabelle Toohey, RN.

) International Nurses’ Day at Bankstown Nurses at Bankstown Hospital celebrated International Nurses’ Day. Front row from left: Lai Yau, RN; Jaqueline Kane, RN; Li Tang, RN; Jo-dee Myers, RN; Joyce De Guzman; Nicole Morrison, RN; Marzeena Khan, EN; Tracey Choi; Jaclyn Toring, RN; Ramandeep Kaur, UWS student. Back row Chenjerai Mujuru, RN; and Wafa Ayoubi, TEN).

, Rydalmere nurses take action...

With their award expiring in a few weeks, nurses at ADHC Rydalmere Branch voted to take industrial action to get the same pay as their public sector cohorts. Back row, left to right: Darrell Allsopp, RN; Bulent Pinar, EN; Coleen Fletcher,RN; Katrina Lee Bullock; Lynette Booth; Marianne Yates; James Mason, RN and Branch Secretary; Hans Jesionkowski, RN; Peter Scaysbrook; Jayne Penfold, RN; Dominic Garcia, RN; Inge Schudderboom. Front row, left to right: Leonila Mabagos; Penny Perfecto, RN; Josephine Saavedra, RN; Rhondda Vassallo, RN, Branch Official; Chris McMahon, RN; Jean Medel, RN; Jackie Cheal; Greg Harris, EN; Winnie Zhou; Fe Watmore; Chris Ratnam; Linda Lacampingan, RN; Allen Shepherd, RN; Veronica Dillon.

THE LAMP july 2011 39

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commemorating

bob fenwick A deeply respected nursing professional g

Bob Fenwick was a highly experienced, dedicated Community Mental Health nurse; a passionate advocate for his patients who consistently supported his colleagues, in particular junior mental health nurses. He was also a strong unionist and tirelessly defended nurses’ rights at work. Devastatingly, Bob was murdered on 5 January while coming to the aid of a colleague who was being attacked by a patient. Bob was deeply respected by his colleagues who miss his passion, advocacy, generosity and kindness every day.

Some colleagues share their thoughts about Bob Fenwick with The Lamp.

Correction

Last month’s commemoration of Bob Fenwick featured an early version of the obituary, which contained factual errors. Here is the correct version of the obituary. The Lamp apologises for any distress caused by this error.

B

ob Fenwick joined the Bloomfield Hospital staff in 2002. He came to the facility with decades of psychiatric mental health nursing experience and was immediately able to show that he could step into a number of senior roles around our large facility.

He displayed an aptitude for hard work and many staff fondly recall Bob’s capacity to work with and mentor new students and other new practitioners in the mental health environment. He was very skilled in this area and always took the time to show people around the facility.

Bob was the type of person who was not afraid to speak his mind and this quality meant that he was well regarded by his colleagues and management. He is remembered as an easy-going ‘ideas man’ who could quietly assume leadership to calmly and capably resolve any issues that arose in his unit.

To patients, Bob was a friendly face they could talk to, his empathic nature both comforting and accepting. Common descriptions of Bob when asked were that he was a ‘true gentleman’ and ‘a good bloke’, but, above all, he was respected by and respectful of those that he worked with. He recognised the patient’s right to dignity and did his best to ensure it was given at all times.

Bob’s understanding of psychiatric illnesses was second to none, and he would often share his knowledge with young and new staff. Many have remarked how, through working with him, they have learned further about the admirable traits of patience and understanding required to be a mental health nurse.

Bob was a gentle, kind man who devoted his working life to assisting people with the most severe mental illnesses. His respectful, compassionate approach to care, his calm demeanour and his down-to-earth manner made him a natural mentor to younger staff.

The staff of the facility will miss Bob, but take courage from his actions and know that deep down he is still with us in spirit, and will forever remain as someone we speak proudly of in the Bloomfield family.

Collective reflections from colleagues at Bloomfield Hospital.

40 THE LAMP july 2011

Bob had a calmness and confidence about him, and a strong belief in allowing as much self-determination for his clients as he could.

He was happy to advocate if necessary against what he considered paternalistic interference in his clients’ lives.

Bob was the team historian. If ever you needed to know why someone was on a course of treatment, or why they lived where they did, or with whom, Bob was the man. His knowledge and experience saved lots of time and embarrassment.

He was regarded as a strong role model and mentor – someone who was looked upon by new staff and student nurses as a father figure. He was a gentle, understanding and patient man who never seemed to tire of sharing his knowledge and experience.

Bob accepted and promoted the concept of diversity, dignity and respect long before it became a public sector value. He had long advocated for the rights of the mentally ill. He fully supported the move to community models of care, but only if it was balanced by enough hospital-based services to meet the needs of those with enduring illnesses, who had never

advance your career with a College of Nursing Graduate Certificate

enjoyed a quality of life outside a hospital environment.

Bob was also a strong believer in psychiatric nursing as a profession. It may lack the glamour and high tech of some other forms of nursing, but to Bob, and all of us, it is just as important and necessary.

We are all privileged to have known Bob and to have worked with him. The nursing profession has lost one of its most respected and loved people.

Kerry Fitzsimmons, colleague from Goulburn Community Mental Health Team

Bob had a passion for two things; his family and his Kombi van. Often the two would be intertwined when he and his wife Jan enjoyed trips away, some with careful planning, some spontaneous.

Another great love of his was his ‘man shed’ – a refuge that contained all

the ‘essentials’ to a male existence; a fridge, a TV and a comfortable lounge chair. If you visited Bob and had no answer at the front door, a quick walk to his shed would invariably find him.

Professionally, Bob had a calmness and confidence about him, and a strong belief in allowing as much self-determination for his clients as he could. He was happy to advocate if necessary against what he considered paternalistic interference in his clients’ lives. To this day, I channel Bob’s calm manner and subtle inflections when speaking with clients.

Tony Fry, colleague from Kenmore Hospital and Goulburn Community Mental Health Team.

The bonds within mental health services can be likened to those in a family. There is lots of caring and interest. Bob, in my early days back in the 60s, was like a big brother in the Kenmore family. This protector role stayed with him in his professional life across the next decades, though his position in the ‘family’ changed to that of the father figure.

Some of us have been around since Bob’s bachelor days, when his big interest outside of work was his Kombi van.

We have shared the joys of his courtship with Jan, his marriage and parenthood.

Jan Lucas, mental health colleague from Kenmore Hospital in Goulburn.

For the full range of Postgraduate Certificates, see the Post Graduate Studies Handbook at www.nursing.edu.au

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online

Meeting the need for disability services g At the end of July, the Productivity Commission is due to report on a public inquiry into a longterm disability care and support scheme. There is a major level of unmet need for disability services in Australia, which has a devastating impact on the lives of people with disability, their families and carers. This month Nursing Online examines some contemporary resources looking at the proposed national disability insurance scheme and at disability in the global context.

Convention on the Rights of Persons with Disabilities

World report on disability

United Nations, New York, 2006

The first ever world report on disability, produced jointly by WHO and the World Bank, suggests that more than a billion people in the world today experience disability.

People with disabilities have generally poorer health, lower education achievements, fewer economic opportunities and higher rates of poverty, than people without disabilities. This is largely due to the lack of services available to them and the many obstacles they face in their everyday lives. The report provides the best available evidence about what works to overcome barriers to health care, rehabilitation, education, employment, and support services and create environments that will enable people with disabilities to flourish. The report ends with a concrete set of recommended actions for governments and their partners.

This pioneering report will make a significant contribution to imple­ mentation of the Convention on the Rights of Persons with Disabilities and is set to become a must have resource for policy-makers, service providers, professionals, and advocates for people with disabilities and their families.

The Convention on the Rights of Persons with Disabilities and its Optional Protocol was adopted on 13 December 2006 at the United Nations Headquarters in New York, and was opened for signature on 30 March 2007.

The Convention marks a paradigm shift in attitudes and approaches to persons with disabilities. It takes to a new height the movement, from viewing persons with disabilities as objects of charity, medical treatment and social protection towards viewing persons with disabilities as subjects with rights, who are capable of claiming those rights and making decisions for their lives, based on their free and informed consent, as well as being active members of society.

The Convention is intended as a human rights instrument with an explicit, social development dimension. It adopts a broad categorisation of persons with disabilities and reaffirms that all persons with all types of disabilities must enjoy all human rights and fundamental freedoms.

The Convention was negotiated during eight sessions of an Ad Hoc Committee of the General Assembly from 2002 to 2006, making it the fastest negotiated human rights treaty. www.un.org/disabilities/default. asp?navid=14&pid=150 42 THE LAMP july 2011

World Health Organisation, June 2011

www.who.int/disabilities/world_ report/2011/en/index.html

Disability care and support Productivity Commission public inquiry

The Australian Government has asked the Productivity Commission to undertake a public inquiry into a long-term disability care and support scheme. Among other things, this inquiry will examine: • H ow a scheme should be designed and funded to better meet the long-term needs of people with a disability, their families and carers.

• H ow to determine the people most in need of support, the services that should be available to them, and service delivery arrangements.

• T he costs, benefits, feasibility and funding options of alternative schemes • How the scheme will interact with the health, aged care, informal care, income support and injury insurance systems • I ts impacts on the workforce.

• H ow any scheme should be introduced and governed.

• W hat protections and safeguards should be part of the scheme.

An issues paper, draft report and an array of submissions are available at this website. www.pc.gov.au/projects/inquiry/ disability-support

Every Australian Counts Every Australian Counts is the campaign for the introduction of a National Disability Insurance Scheme. The NDIS will revolutionise the way people with a disability, their families and carers are supported in this country.

The NDIS will be a new support system for people with a disability, their families and carers. It will transform the way services are funded and delivered, ensuring people are better supported and enabling them to have greater choice and control.

Over the next few months the Productivity Commission will report to the government on the findings of its inquiry into a long-term disability care and support scheme.

On the pages of this website you can find out how the NDIS will help people with disabilities at home and at work, and the ways it will help children, families and students.n www.everyaustraliancounts .com.au/

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What’s hot on Nurse Uncut g Macquarie private hospital nurses vote for strike action; climate change and the effects on the nursing industry; what does the Industrial Relations Bill really mean for NSW nurses and midwives? Should scrubs be provided by your workplace? An undercover experience delivers safety benefits for nurses. Read all the latest happenings at www.nurseuncut.com.au Nurses at Macquarie private hospitals vote to strike. www.nurseuncut.com.au/nurses-atmajor-sydney-hospitals-to-strikefifth-hospital-joins-action/

NSW Nurses’ Association (NSWNA) members at a major Sydney private hospital operator – Macquarie Hospital Services – voted overwhelmingly to take industrial action to improve their pay rates and protect various allowances they currently receive. Read the full story at Nurse Uncut.

Climate change is a health issue. www.nurseuncut.com.au/climtechange-is-a-health-issue/

While the politicians have been squabbling, the planet has continued to warm. Climate change is a very important health issue and will have major consequences for our already overloaded health system and for nursing. Read more at Nurse Uncut.

What does the Industrial Relations Bill really mean for NSW nurses and midwives? www.nurseuncut.com.au/whatdoes-the-industrial-relations-billreally-mean-for-nsw-nurses/

Do you have questions about what the Industrial Relations Bill really means and how it will affect your job? Read through some of our frequently asked questions and answers at Nurse Uncut!

Should scrubs be provided by your workplace? www.nurseuncut.com.au/shouldscrubs-be-provided-to-medicalprofessionals-by-the-hospitalswhere-they-work/

A number of arguments land in favor of tighter regulation of scrubs, the most prominent among them concerns about uniform cleanliness and employee expense.

At the same time, many feel that individualised scrubs offer doctors, nurses and other medical professionals the opportunity to express themselves as individuals.

Both sides have points in their favor. What do you think?

Tell us at Nurse Uncut.

What are nurses talking about?

Alternative nursing careers for you. www.nurseuncut.com.au/forum/ component/option,com_ ccboard/Itemid,24/forum,14/ topic,662/view,postlist/

‘The nursing job has always been seen as a diverse career for people. There are certain career options under different specialisations that nurses may choose from; it does not necessarily mean that a nurse should always be stuck in the hospital.’

Highly-trained nurse who can’t find a job. www.nurseuncut.com.au/forum/ component/option,com_ ccboard/Itemid,24/forum,13/ limitstart,20/topic,174/ view,postlist/#ccbp3750

‘I am a male RN who has been working full-time in the same public hospital for the past 10 years with an unblemished record.

I am HDU trained, was frequently in charge of the HDU and trained many new nurses.

I made one mistake at work and got terminated from my job and have lost heaps of money. And, of course, the hospital is not content with me losing my job, but I also got reported to APHRA. Now every time I go for a new nursing job, most of them are checking the nursing board or APHRA to see if I’ve ever been reported to it. Now it’s on my record and now employers are rejecting me.’

THE LAMP july 2011 43

The Edith Cavell Trust

Scholarships for the academic year 2012 Applications for the Edith Cavell Trust Scholar­ships are now being accepted for 2012. Members or Associate Members of the NSW Nurses’ Association or the Australian Nursing Federation (NSW Branch) are invited to apply.

Applicants should meet one of the following criteria: 1. Student nurses undertaking full-time courses leading to initial registration as a nurse.

2. Registered or enrolled nurses who wish to attend:

an accredited clinical nursing education course of six months or less, either full-time or part-time; an accredited nursing conference or seminar relevant to applicant’s clinical practice.

3. Properly constituted nursing orga­nisations, faculties or schools of nursing or registered or enrolled nurses wishing to: attend full-time, relevant postbasic studies at an approved institution for a period or periods of more than six months;

undertake an academically approved research program in the theory and practice of nursing work; conduct or fund a relevant professional or clinical nursing educational program.

Applicants must be currently registered or enrolled with the

NSW Nurses’ Registration Board (or the Registration Board of the state where practising).

Applicants must use the official Edith Cavell Trust application form. Details of the Edith Cavell Trust Rules are available on request and will also be supplied with the application form.

For further information or forms, contact: The Secretary – The Edith Cavell Trust 50 O’Dea Ave, Waterloo, NSW 2017 T Mrs Glen Ginty on 1300 367 962 E gginty@nswnurses.asn.au W www.nswnurses.asn.au – click on ‘Education’

Applications close 5pm on 30 July 2011

“Australia’s Premier Health & Aged Care Expo” for CEOs, Managers, Health Professionals ...

Sydney August 10 & 11 Rosehill Racecourse Open from 9:30 am to 4:00 pm Delegates - free attendance Register online today at www.totalagedservices.com.au

For all enquiries re exhibiting or attending, contact: Wayne Woff, Manager Total Aged Services P: 03 9571 5606 / 0422 484 209 E: office@totalagedservices.com.au www.totalagedservices.com.au

Future Events in 2011 . . .

Aged Care Nurse Managers Conference 2011 Melbourne, September 21-22 Sydney CAREX is proudly sponsored by:

44 THE LAMP july 2011

Dementia & Recreation National Conference 2011 Melbourne, November 10-11 CAREX supported by:

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b o o k s

special interest title

Book me Swearingen’s Manual of Medical-Surgical Nursing.

A Care Planning Resource (7th ed.)

By Frances D. Monahan, Marianne Neighbors and Carol J. Green, Elsevier/ Mosby (available from Elsevier Australia), RRP $ 63.95 : ISBN 9780323072540 This expansive medical/surgical text explores the spectrum of illnesses that can befall the patient in a med/surg setting.

Each of the body systems has a chapter, further divided into medical diagnosis, which includes a pathophysiology overview and the standard diagnostic testing and management associated with the condition. This is useful background stuff. Yet this book’s primary focus is the identification of Nursing Diagnosis and working with them into a care plan for med/surg patients. Many registered nurses just finishing university will be familiar with Nursing Diagnosis and how they can be used to accurately evaluate the care needs of patients. But like many ideas in our profession, Nursing Diagnosis have not made the general transition from the classroom to the coal face.

Psychiatric Nursing: Contemporary Practice (4th ed.)

By Mary Ann Boyd, Wolters Kluwer/ Lippincott Williams and Wilkins, RRP $110.00 : ISBN 9780781791694 Psychiatric Nursing: Contemporary Practice is based on the biopsychosocial model of psychiatric nursing. This text provides thorough coverage of mental health promotion, assessment, and interventions in adults, families, children, adolescents, and older adults. Features include psycho-education checklists, therapeutic dialogues, NCLEX(R) notes, vignettes of famous people with mental disorders.

Love. Wisdom. Motherhood.

Conversations with Inspiring Women.

Transcultural Caring Dynamics in Nursing and Health Care

By Marilyn A. Ray, F. A Davis & Co. (available from Elsevier Australia), RRP $57.00 : ISBN 9780803608092 Transcultural Caring Dynamics in Nursing and Health Care offers an approach to understanding the dynamics among cultures and to building a transcultural caring relationship between the professional and their client.

This title reflects how globalisation, mass communication, and technology are affecting cultures in the world today and how cultures are influencing one another.

The Psychological Impact of Breast Cancer: A Psychologist’s Insights as a Patient.

By Dr. Cordelia Galgut, with forwards by Jenni Murray OBE, Carmel Coulter and Dr. Cathy Roberts, Radcliffe Publishing (available from Elsevier Australia), RRP £22.99 : ISBN 9781846193033 The Psychological Impact of Breast Cancer is a powerful, challenging work that gives deep insight into what it is like to have breast cancer. It is written by a psychologist who has had it, and is a story about the pain experienced and the difficult pathway with diagnosis and treatment. It is also about guiding professionals to understand that a holistic approach to cancer care is vital, but should also include sensitivity about the feelings, suffering, uncertainty and sense of vulnerability that this disease imposes upon the patients.n Disclaimer: Some of the items featured in Book Me are based on information received and have not been independently reviewed.

By Jessica Rowe, Allen & Unwin Pty Ltd, RRP $29.99 : ISBN 9781742371856 Love. Wisdom. Motherhood explores the countless challenges faced by new mothers as they try to make their way through the many joys, heartaches, myths and realities that are associated with becoming a mother.

As many try to balance children, relationships and work, it is not the expected but the unexpected challenges that can make the new mother wonder whether she can get through it at all.

Jessica Rowe not only suffered from post-natal depression, she lost her job along the way. This book is about her experiences and the experiences of 12 amazing Australian women.

Where to get THIS MONTH’S new releases These books are all available on order through the publisher or your local book­shop. Members of the NSWNA can borrow any of these books and more from our Records and Information Centre.

For borrowing information, contact Jeannette Bromfield, 8595 2175, jbromfield@nswnurses.asn.au or Cathy Matias, 8595 2121, cmatias@nswnurses.asn.au.

Publishers’ websites c Allen & Unwin Pty Ltd: www.allenandunwin.com.au c Elsevier Australia: www.elsevierhealth.com.au c Wolters Kluwer, Lippincott Williams and Wilkins: www.wolterskluwer.com c Lippincott Williams and Wilkins: www.lww.com c Radcliffe Publishing: www.radcliffe-oxford.com c F.A. Davis: www.medicalbooks. com/f-a-davis-co.html THE LAMP july 2011 45

I

f you think you may have a problem with your sight, you are not alone. By 2020, around 400,000 people in Australia could have a vision impairment that affects their daily life.

But that’s where we can help.

Guide Dogs NSW/ACT offers a range of free mobility services to help people with different levels of vision impairment.

You don’t have to be blind, and you don’t have to get a Guide Dog. To find out how we can assist people with impaired vision to get around safely and independently, call 1800-GUIDEDOGS or visit guidedogs.com.au today.

46 THE LAMP july 2011

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The Conspirator g A riveting thriller about the assassination of US President Abraham Lincoln.

A

riveting thriller directed by Robert Redford, The Conspirator tells a powerful and true story about the assassination of Abraham Lincoln. Seven men and one woman were arrested and charged with conspiring to kill the President, Vice President and Secretary of State. The lone woman charged, Mary Surratt (Robin Wright), 42, owned the boarding house where John Wilkes Booth (Toby Kebbell), 26, and others met and planned the simultaneous attacks.

Against the backdrop of post Civil War Washington, newly-minted lawyer, Frederick Aiken (James McAvoy), a 28-year-old Union war hero, reluctantly agrees to defend Surratt before a military tribunal. Aiken realises his client may be innocent and is being used as bait in order to capture the only conspirator to have escaped a massive manhunt, her son, John (Johnny Simmons).

As the nation turns against her, Surratt is forced to rely on Aitken to uncover the truth and save her life.

The Conspirator explores the national reaction to Lincoln’s assassination in the aftermath of what was, at the time, the most shocking murder in US history. The conspirators, including Mary’s son, John, had met at her boarding house and some of them roomed there. Had they discussed the assassination during those meetings? Did Mary know? Did she conspire with them? Even today we don’t know.

Behind the conspiracies and the political machinations, beats the emotional heart of the film: the story of a mother and a son. Here is a mother in a desperate situation, essentially abandoned by her son. Another young man steps in and becomes a surrogate son to this mother. He stays and fights to the very end while her own son doesn’t come to defend or rescue her.

The film is 123-minutes long, but the time is not noticed as the film holds you within its grasp, as you, too, try to decide Mary’s guilt or innocence.n

Review by Stephanie Gray, RN, Australian Red Cross Blood Service

The Lamp has 15 double passes to give away to The Conspirator. To enter, email lamp@nswnurses.asn.au with your name, membership number, address and contact number. First entries win!

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

THE LAMP july 2011 47

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Crossword Test your knowledge in this month’s nursing crossword.

s

across

1. An irregularity in the cardiac rhythm (12) 8. Fear of animals (9) 9. Dental calculus (6) 10. Inflammation of the ependyma (11) 12. Australian’s doctor association (1.1.1)

25. The fringe of hair that edges the eyelid (7)

5. A stroke or attack (5)

28. Butcher’s broom, a plant use to treat swelling (3.5)

7. The main trunk of the arterial system (5)

29. Motion sickness caused by movement of a floating platform (3,8)

14. Cardiac arrest (1.1)

30. Interstitial cell-stimulating hormone (1.1.1.1)

16. Inflammation of the muscular walls of the heart (11)

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18. Any spot or line on the cutaneous surface (4)

1. Dementia (9.7)

19. Japanese healing method by transfer of energy through hands (5) 20. Without fingers or toes (10) 21. Of unsound mind (6) 23. Inability to remain in a sitting position (9)

down

2. Fragments of cartilage or bone within a joint cavity (5.6) 3. Returning water or fluids to a system after its loss (11) 4. Myocardial Infarction (5.6)

6. A drop (5) 11. Central, middle (6) 13. Mercury poisoning (12) 15. Deposition of amyloid (11) 17. Turning of living cells to or away from food (9) 22. Be unwell, ill (3) 24. Unable to breathe by compressing the windpipe (5) 26. Investigation for diagnosis (4) 27. Chemical compound that has sour taste (4) 28. A large, flaccid vesicle (4) Solution page 50 THE LAMP july 2011 49

Diary Dates

DIARY DATES Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA Fun, Fitness & the Pelvic Floor Continence Education Date: Friday, 5 August 2011 Venue: St. George Leagues Club, Kogarah Contact: (02) 8741 5699 or cfansw@ optusnet.com.au Critical Care Nursing Course – One evening a week for 10 weeks Date: Thursday evenings 5 May to 7 July 2011, 18.30 – 21.30 hrs Venue: Westmead Private Hospital, Westmead Contact: (03) 9390 8011 or info@ criticalcare.edu.au or www.criticalcare. edu.au Basic & Advanced Cardiac Life Support 2-day course Date: 8 & 9 July 2011 Venue: Westmead Private Hospital, Westmead.

Care of the Deteriorating Patient 2-day seminar Date: 29 & 30 July 2011 Venue: Westmead Hospital, Westmead Women’s Health and Midwifery Conference Date: Saturday, 6 August 2011 Venue: Auditorium, Woolworths Corporate Head Office. 1 Woolworths Way, Bella Vista Contact: Ms Marian Piper, Nurse Unit Manager, Birth Unit, Norwest Private Hospital, marian.piper@healthscope. com.au Navigating Neuro Date: 27 August Venue: The Chifley, Wollongong Cost: $88 Contact: Megan Sims ph 4253 4400 or megan.sims@sesiahs.health.nsw.gov.au 21st Annual Spinal Injury Conference Date: 25 & 26 August 2011 Venue: College of Nursing Burwood Contact: 4736 3592 jhebblewhite@ bigpond, joannacartwright @optusnet. com.au The Whitlam Musculoskeletal and Rehabilitation Symposium Date: 20 September 2011, 2pm-6pm Venue: Conference Room 3, Education Centre, Liverpool Hospital Contact: Maria Lingam: maria.lingam@ sswahs.nsw.gov.au or Lynette McEvoy: lynette.mcevoy@sswahs.nsw.gov.au on (02) 8738 3886 50 THE LAMP july 2011

The “ALERT” Course – Acute Life-threatening Emergencies, Recognition & Treatment, 2-day seminar Date: 9 & 10 September 2011 Venue: Westmead Hospital, Westmead.

Enrolled Nurses Professional Association Annual Conference Date: 22 & 23 September Venue: Armidale, NSW Cost: $240 EN’s wishing to present a paper please contact Tel: 1300 554 249 REGIONAL 3 Bowl Triples Tournament Date: Friday, 16 September, 9am Venue: St John’s Park Bowling Club (Fairfield Council Area) Contact: Paul.Sillato@swsahs.nsw.gov.au Skin Care Presented by Wound Care Association of NSW Inc. Date: 12 August 2011 Venue: Peter Reed Lecture Theatre, UNSW Rural Clinical School, Wrights Road, Port Macquarie Contact: For more information contact Libby Nivison Smith 0434 510 607 Western Sydney Wound Interest Group Date: Monday, 29 August Venue: The Hall, Our Lady of Consolation Aged Care Facility, 32 Evans Road, Rooty Hill Contact: Jill Sparks, Wound CNC, Primary Care & Community Health Network, WSLHN 8887 4484, 0414 192 691.

Jill_Sparks@wsahs.nsw.gov.au INTERSTATE & OVERSEAS Ausmed Conferences Dates: Please check website for more info Venue: The Pavilion, Qld Cricket HQ, 1 Bogan Street, Breakfast Creek, Brisbane Contact: www.ausmed.com.au or tel 03 9375 7311 Perioperative Nurses’ Association Queensland Inc (PNAQ Inc) Annual Conference 2011 Date: 29 September – 1 October 2011 Venue : RACV Royal Pines Resort, Gold Coast Contact: Email: pnaqconference@arinex. com.au Website: www.pnaqconference.net.au The ECG Workshop Manchester, 11-12 July 2011; London, 25-26 July 2011; Dublin, 3-4 October 2011; Birmingham, 10-11 October 2011; Liverpool, 20-21 October 2011 ,

Diary Dates is a free service for members.

Please send diary date details, in the same format used here – event, date, venue, con­tact details, via email, fax and the web, before the 5th of the month prior, for example: 5 May for June Lamp.

Send information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667 50 O’Dea Ave, Waterloo NSW 2017 Please double-check all information is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event.

Glasgow, 5-6 December 2011 Contact: bookings@mkupdate.co.uk , Tel 017687 73030, Post - M&K Update Ltd, The Old Bakery, Keswick CA12 5AS

Teaching and Training Skills Date: 28-29 July 2011 Venue: TBC Contact: enquires@mkupdate.co.uk , www.mkupdate.co.uk Optimising the Management of Pain Date: 18-19 August 2011 Location: Melbourne, Vic Contact: Change Champions & Associates, PO Box 668. The Junction, NSW 2291 tel: 02 9692 0533 fax: 02 9518 6898 w: www.changechampions.com.au 12th International Mental Health Conference Date: 24-26 August 2011 Venue: Radisson Resort - Gold Coast Contact: www.anzmh.asn.au/ conference2011 for full details Contact: info@oudconsultancy.nl 7th European Congress on Violence in Clinical Psychiatry Date: 19-22 October 2011 Location: Clarion Congress Hotel, Prague Contact: info@oudconsultancy.nl 7th International Meeting on Intensive Cardio Care Date: 31 October-1 November 2011 Location: Tel Aviv, Israel Abstract deadline: 300 word abstract by 1 August 2011 Secretariat: The Secretariat 7th International Meeting on Intensive Cardiac Care P.O. Box 574, Jerusalem 91004, Israel Tel: ++972-2-6520574 Fax: ++972-2-6520558 conventions@isas.co.il Homepage: www.isas.co.il// cardiac-care2011 3rd Rural & Remote Mental Health Symposium Date: 14-16 November 2011 Venue: Mercure Hotel, Ballarat VIC

Due to high demands on the page, some dates, too close to publica­tion or too far in the future, may be cut.

Only Diary Dates with an advised date and contact person will be published.

Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special in­te­rest group, you must send infor­mation about your event as above.

Diary Dates are also on the web – www.nswnurses.asn.au/events

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

Contact: Laura Hancock Conference Secretariat ruralhealth@anzmh.asn.au The Call for Abstracts is open till the 2 May 2011. Please be sure to submit your work via the Symposium website www.anzmh.asn.au/rrmh11

Reunions Sydney Hospital Graduate Nurses Annual Reunion Lunch Date: 5 October 2011 (Wednesday), 12 noon Venue: Parliament House, Macquarie Street, Sydney Contact: Jeanette Fox (02) 4751 4829 Charles Sturt University Bathurst 1989-1991 Reunion Date: Saturday, 5 November, 7pm Venue: Church Bar, Bathurst Contact: Grant Frecklington 0418 610 288 St Vincents Hospital Darlinghurst January and March 1972 PTS 40-Year Reunion Date: Feb 2012 Venue: TBA Contact: Jennifer Purcell 0418 944 320 jennacell86@gmail.com

NSWNA Events

Check venue locations with Lyn Stevens on 02 8595 1234 or 1300 367 962.

For more information on NSWNA Education Courses contact Carolyn Kulling at the Association, (02) 8595 1234 or free call 1300 367 962 or visit the Associations’ website http://www. nswnurses.asn.au/topics/2761.html

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