Take me to your tearoom
ON THE
RECORD NOVEMBER 2017
Bupa members see red over poor staffing and pay page 4
ANMC’s speakers focus on family violence
Intergenerational trauma needs to be addressed
100 years of Maternal and Child Health Nurses book launch
pages 6 – 7
page 9
page 11
Know your entitlements Inside this edition 2 3 4 5
Know your entitlements Secretary’s report • Bupa members stand strong for a fair EBA • ANMF calls for support for Bill for mandated staffing in aged care • Funds for aged care workers given to providers, report says
In focus: F amily violence at ANMC
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• Family violence is not just physical: Domestic Violence Victoria
• Don’t forget the safety of maternal and child health nurses
• Mandatory family violence training for RWH managers
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11 12
• Member profile – Ian Kenny • Aboriginal communities’ trauma needs to be addressed • Thunderstorm asthma forecasting system • New consistent Code Grey policy introduced • Shannon’s Bridge – help for the dying and their families • MCH service 100 years booklet launched • Towards zero harm in Victorian hospitals
• Special Interest Groups
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• Job Rep training
• OH&S training
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• Education calendar
ANMF (Vic Branch) 535 Elizabeth St, Melbourne Vic 3000 Phone 9275 9333 Fax 9275 9344 Info Line 9275 9333 Membership 9275 9313 Library 9275 9391 ANMF Education Centre 9275 9363 anmfvic.asn.au facebook.com/anmfvic twitter.com/anmfvic Email: records@anmfvic.asn.au
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Christmas, New Year and Australia Day public holidays Alison O’Gorman, Information Officer Victorian public holidays 2017-18 Christmas Day Monday 25 December 2017 Boxing Day Tuesday 26 December 2017 New Year’s Day Monday 1 January 2018 Australia Day Friday 26 January 2018 General principles for payment – working on public holidays Full-time, part-time, registered nurses, enrolled nurses, midwives, and mental health nurses who are required to work on a public holiday will receive double time for each hour worked. Casual employees are usually entitled to double the casual rate for time worked on a public holiday Monday to Friday (125% + 125% = 250%). Private and aged care employees need to check their current agreements. Some casuals in the aged care sector are only entitled to 175 per cent for public holidays. General principles for payment – not working on public holidays Whether you are full-time or part-time, if you would normally work the day that the public holiday falls, but are not required to work, you are entitled to the day off on ordinary pay for that day. Full-time employees who are rostered off on the public holiday receive a day’s ordinary pay for that day. The same applies to part-time nurses and midwives, but on a pro-rata basis: For example: Average hours (preceding six months) X shift length = base payment X penalty = payment 24 (0.63) X 8 hours = 5.05 hours X time = 5.05 hours Part-time private acute registered nurses, enrolled nurses and midwives should check current workplace agreements as the entitlements may differ. Generally if a part-time employee has worked 50 per cent of the day of the week on which the public holiday falls, over the preceding 26 weeks, they would be entitled to their normal ordinary hours for that day. Private aged care employees should check their current workplace agreements.
ADO on public holiday If your accrued day off falls on a public holiday, another day, determined by the employer, will be taken instead, where practical within the same four or five week work cycle. Public holidays occurring during a period of annual leave If a public holiday occurs during your annual leave, you are taken not to be on paid annual leave on that public holiday. Instead you receive the public holiday entitlement appropriate to the enterprise agreement for the workplace, and that day is not deducted from your accrued annual leave. Personal leave (sick leave/carers leave) on a public holiday If you take personal leave on a public holiday, you are taken not to be on personal leave on that public holiday. Instead the day would be viewed as a public holiday not required to work and not deducted from personal leave. Public sector night duty entitlement on public holidays A night duty employee is entitled to be paid at the appropriate public holiday rates for each hour worked on that ‘part of the shift’ that falls on the public holiday, and at the pro rata public holiday ‘rostered off benefit’ for that part of the shift that falls on the public holiday that you are not rostered to work. Members working in private acute and aged care will need to check their current agreements. Public mental health registered and enrolled nurse night duty payment on public holiday The agreement provisions dealing with the public holiday entitlements of employees working a night shift would entitle full-time and part-time nurses who are rostered to work on the night shift ending on the public holiday to receive the public holiday penalty rates for the entire shift (clause 88.8 a). Employees rostered to work on the night shift commencing on the public holiday will not receive the public holiday penalty rates for the entire shift (clause 88.8 b). An employee not rostered to work on the night shift ending on the public holiday will receive the applicable rostered off benefit (clause 88.8 c) This advice is of a general nature. If you require more information please call the members-only ANMF (Vic Branch) information line on 03 9275 9333 or 1800 133 353 (regional toll free).
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Secretary’s report
Your ANMF Lisa Fitzpatrick State Secretary
Unprecedented aged care action Lisa Fitzpatrick, State Secretary Bupa Ballarat has 144 residents. On night shift it has two registered nurses and four personal care workers. It’s not enough. The private aged care system is broken. Unsafe staffing levels in our private nursing homes have been normalised. Families complain. Nothing happens. Homes pass accreditation. Then they fail without warning.
Paul Gilbert
Assistant Secretary
The consequences of missed patient care are widely accepted in the industry and hidden from the families looking for a place for their loved one. The glossy marketing brochures don’t mention rationing incontinence pads, the odds of developing a pressure sore or the ratio of staff to residents on each shift. The Howard government-era Federal Aged Care Act’s unenforceable requirement that nursing homes have ‘adequate’ staffing levels, has failed. It’s failed vulnerable, elderly patients and their families. And it’s failed the nurses and carers who try their hardest to provide safe care.
Pip Carew
Assistant Secretary
ANMF AGM The annual general meeting is scheduled for Tuesday 12 December 2017 at 5.30pm, Carson Conference Centre, 535 Elizabeth Street, Melbourne. All members are invited to attend. Copies of the ANMF (Vic Branch) annual report 2016 – 2017, including financial statements, will be available. Call Vanessa Standfield on 9275 9321 or email vstandfield@anmfvic.asn.au to register your attendance by 5 December (for catering purposes).
Cover image: photo of members in red EBA campaign T-shirts at Bupa Ballarat aged care. Photographer: Pat Scala. On the Record is the official publication of the Australian Nursing and Midwifery Federation (Victorian Branch). OTR is published monthly.
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Aged care providers cite tightening aged care funding. Yet the most recent figures show the industry reported more than $1 billion profit in the 2015-16 period. Australian taxpayer funds provided to private aged care providers should not be about building the profits of companies, tax payer funds should be spent on the care of residents. In more concerning news, the taxpayer is paying for the care of many nursing home residents twice. Fairfax investigative journalist Michael Bachelard reported last month on a dramatic rise in the number of nursing home residents transferred to hospital. Victorian government figures show a 25 per cent increase in the last 12 months. Nursing home residents are absolutely entitled to access the hospital system. However, the data suggests they need to access hospital because of the lack of nurses in nursing homes. In addition our nursing home providers are pocketing the money paid to them by the government, whilst the resident is in the hospital system. In another recent article, Fairfax workplace editor Anna Patty revealed the indignity of incontinence pad quotas. The penny pinching at the expense of elderly residents rightly provoked an overwhelmingly public reaction of disgust. At the time of print more than 1000 Bupa nurses and carers were standing up for their vulnerable, elderly patients taking protected industrial action for better staffing levels, better resident care and better wages.
When writing this column, Bupa members had been wearing red aged care campaign t-shirts and taking protected industrial action for 15 days. This action included two-hour stop work meetings supported by residents, relatives and the community. This action across 26 metropolitan and regional Victorian Bupa nursing homes was unprecedented. There was a lot of work to get to this point. Bupa members voted against a proposed minimal wage rise in April and voted yes to a protected industrial action ballot in September. And then with extraordinary courage these members used their legal right to take action to stand up for better care. Thank you to those public sector nurses who responded to ANMF’s call out to support the Bupa stop work meetings and community barbecues. Those who generously gave their time showed the true comradery of unionism. I urge everyone to write to their local state and federal members and demand they outline their party’s policy reforms to improve private aged care and protect our vulnerable loved ones. See stories page 4 and 5. Celebrating MCH nurses Victorian maternal and child health nurses’ qualifications are unique. Educational preparation requirements include a registered nurse and midwife qualification and a postgraduate diploma in child and family health. ANMF (Vic Branch) has strongly and successfully campaigned against a number of moves to scale back this state’s comprehensive maternal and child health nurse educational requirements because they are integral to our model of care. ANMF and the Victorian Association of Maternal and Child Health Nurses (VAMCHN) last month celebrated a century of MCH nursing with the launch of a new book ‘100 years of maternal and child health nursing, 1917-2017’. Thank you to Premier Daniel Andrews and Families and Children Minister Jenny Mikakos for launching the book, which is a companion to the digital exhibition at anmfvic.asn.au/mch100 The Andrews Government’s historic $81.1 million package to expand the maternal and child health’s service demonstrates there has never been more respect and understanding for this role. See story page 11.
November 2017
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Liza Fitzpatrick at Bupa Ballarat
Bupa Clayton
MP Tim Richardson visits Bupa Edithvale
Bupa Wodonga
Bupa South Morang
Bupa Paw-tland (Portland)
Bupa Portland
Bupa members stand strong for a fair EBA In an unprecedented show of strength in the private aged care sector, ANMF nurse and carer members working for Bupa stood together in October, taking protected industrial action in pursuit of better staffing levels, skill mix and fair wages. Nurses and carers at Bupa’s 26 Victorian facilities donned red union t-shirts and distributed information about their campaign with residents and visitors. At the time of going to print, stopwork meetings and barbeques had been held at Bupa facilities in Ballarat, Bendigo, Clayton, Edithvale, Mildura, Portland, South Morang, Sunshine, Thomastown, Greensborough and Geelong with Bupa nurses and carers, facility residents and their families, and ANMF staff, attending. A further stopwork meeting at Bairnsdale was scheduled. The campaign attracted significant support from ANMF colleagues, other union members, residents and their families, and the broader community, with more than 3000 people signing a petition to Bupa Chairman Lord Leitch, the Bupa Board UK and Bupa Australia’s executive team with the message ‘Be Fair Bupa: put resident care, staffing levels and nurses’ and carers’ wages before profits’. Supporters left messages cheering on Bupa nurses and carers on the ANMF (Vic Branch) Facebook page. 4
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Labor MP for Mordialloc Tim Richardson joined Edithvale Bupa members to show his support and Senator Derryn Hinch stopped by Bupa Mildura to meet ANMF members and residents. The Bupa campaign also attracted extensive media attention, with the ABC, Sky News Business, Australian Associated Press, The Age, Sydney Morning Herald and regional media covering the protected industrial action. ANMF (Vic Branch) Secretary Lisa Fitzpatrick praised the Bupa ANMF members’ commitment to securing an enterprise agreement that provides safe staffing levels and skill mix for residents and pay increases that bring wages in line with comparable private aged care groups. ‘I’m extremely proud of all the Bupa nurses and carers who are standing up to considerable intimidation from some Bupa managers and taking unprecedented action to improve patient care in their nursing homes. They’re standing up for the kind of quality aged care all Victorians want for their loved ones.’ ANMF members working for Bupa stood strong in the face of management action such as sending text messages warning that pay would be docked for attending stopwork meetings and asking members to remove their red union t-shirts. ANMF negotiations with Bupa continued during the protected industrial action and at the time of going to print, Bupa management had offered an 11.25 per cent wage increase over three years.
While this was undoubtedly an improvement on Bupa’s initial offer of a 2.1 per cent increase over a one year agreement, Bupa members have not received a wage increase since April 2016. That wage increase, of 1.75 per cent, left Bupa wages languishing in the lowest 10 per cent of private aged care facilities. ANMF was also seeking further backpay for members. ANMF also requested the assistance of the Fair Work Commission. Senior Deputy President Hamilton assisted with negotiations on 11 October and further talks were scheduled for 19 October. For an update on FWC proceedings, visit anmfvic.asn.au/bupa The need to keep campaigning for safe staffing levels was underscored by Bupa’s announcement that it would merge the roles of care manager and clinical manager into one ‘clinical care manager’ role, making many registered nurses redundant. The move stunned affected nurses, with Bupa giving just nine days’ notice for the change. On behalf of our members, ANMF (Vic Branch) sought an injunction in the Federal Court to stop Bupa proceeding with the restructure. At the time of going to print, court proceedings were ongoing. ANMF members working for Bupa have reported that staff members who are sick or on other leave are not being replaced on shifts, creating intolerable workloads and diminishing care quality for residents. For the latest on the Bupa campaign, and to sign the petition, visit anmfvic.asn.au/bupa
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ANMF calls for support for Bill for mandated staffing in aged care The ANMF has called on senators to vote for mandated levels of highlytrained nurses and appropriatelyskilled carers to care for vulnerable residents in aged care facilities. Victorian Senator Derryn Hinch introduced a Bill to Federal Parliament on 7 September to amend the Aged Care Act to include ratios of staff to residents. In moving the Bill, Senator Hinch said many aged care facilities were failing the elderly, cutting costs to put profits first. He said older Australians had made Australia the great country it is today and deserved better. ‘They have worked, they have paid taxes for decades, they have raised their families, some have been to war,’ he said. ‘But unfortunately, many of these Australians who have given so much to society are highly vulnerable and I believe they are not guaranteed these days the standards of care they deserve within our aged care facilities.’
Senator Derryn Hinch meets nurses, carers and residents at Bupa Mildura
manager’ role, leaving many registered nurses redundant Australia-wide.
ANMF will work with Senator Hinch to refine the Bill, to ensure that the staff required under the legislation are suitably qualified.
The move stunned affected nurses, with Bupa giving just nine days’ notice for the change. ANMF (Vic Branch) sought an injunction in the Federal Court to stop Bupa proceeding with the restructure. At the time of going to print, court proceedings were ongoing.
The need for mandated minimum staffing levels was underscored by Bupa’s move to merge the roles of care manager and clinical manager roles into one ‘clinical care
The ANMF’s national aged care workforce survey showed that 92 per cent of nurses and carers said they were being asked to care for the same number of residents with less staff
in fewer hours. Ninety per cent said current staffing levels are not adequate to provide essential daily care for residents. The Age reported on 10 October that in 2003, nurses made up 36 per cent of staff in nursing homes, but by last year that had fallen to just 24 per cent. Without mandated staffing or care hours in nursing homes, the Federal Government is allowing aged care providers to decide what an ‘adequate’ level of care is.
Funds for aged care workers given to providers, report says An independent report commissioned by the Turnbull Government says the government’s decision to put $1.2 billion intended for aged care workers’ wages into aged care providers’ general funding has meant wages in the sector continue to be ‘low’ and ‘an ongoing source of concern’. The Legislated Review of Aged Care 2017 Report said a supplement for wage increases to aged care workers was made available from 1 July 2013 but take-up by aged care providers was low because it was tied to employers providing additional wage increases. Aged care providers argued that the requirement for them to pay wage increases of greater value than the supplement would leave them ‘out of pocket’.
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The Coalition Government axed the supplement after it was elected in September 2013 and redirected funding into general funding for aged care, says the report by David Tune AO, former Secretary of the Finance Department, appointed by the government to lead the Aged Care Legislated Review. Residential care, home care and flexible care providers received a 2.4 per cent increase to their basic subsidy from 1 July 2014, the report says. However the disparity in wages between nurses in the acute sector and aged care remains. ‘Wages in the sector have been, and remain, relatively low and are an ongoing source of concern for both employees and the sector more broadly,’ the Tune report says. ANMF (Victorian Branch) Secretary Lisa Fitzpatrick said the report highlighted that aged care providers had no basis to use funding cuts as a reason for not paying their staff fair wages.
Nurses and carers working for Bupa’s 26 Victorian facilities have been taking protected industrial action in pursuit of fair staffing levels, skill mix, wages and conditions. ‘The Federal Government’s own report, by an independent former senior public servant, has identified that $1.2 billion intended for aged care workers was redirected into the general funding pool for aged care providers,’ Ms Fitzpatrick said. ‘Yet the pay of Bupa nurses and carers languishes in the lowest 10 per cent of all private aged care providers in Victoria. This is despite Bupa reporting an A$585 million underlying profit from its Australian and New Zealand operations in 2016. ‘The supplement of $1.2 billion taxpayer dollars was intended to supplement wage increases for hardworking nurses and personal care workers providing care for our elderly and vulnerable.’
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In focus – Family violence at ANMC
Former maternal and child health nurse manager Helen Cunningham
CEO of Domestic Violence Victoria, Fiona McCormack.
Family violence is not just physical: Domestic Violence Victoria Family violence happens as a pattern, is rarely experienced as a one-time event and a person can be at extreme risk without experiencing a physical assault, the CEO of Domestic Violence Victoria told the Australian Nurses and Midwives Conference. Although one in three Australian women will experience physical abuse from an intimate partner in their lifetime, physical violence is not the only way women experience family violence,’ Fiona McCormack said. ‘It’s important that we understand that, because often women don’t recognise that they’re in violent relationships and say “But he doesn’t hit me,” Ms McCormack said. ‘And often they (men who choose to be violent) can be terrific blokes in other settings so women think “Well it must be me. If only I tried harder or got things done at home…” Men who choose to be violent often isolate their partners by behaving in a way that makes their partner feel uncomfortable in social situations or by forbidding them to socialise. They may blame their partner for their violent behaviour and make demeaning or critical remarks which undermine a woman’s self-esteem. Men who choose to be violent may also inflict financial abuse including accruing debt in their partner’s name. They may also harm family pets. ‘It’s about making a person so fearful as to intimidate them for ultimate control,’ Ms McCormack said. Women are not only at risk of violence when in relationships. Family violence-related services note that about 50 per cent of family violence occurs post-separation. ‘What is the norm is that women experience ongoing family violence for years. They might not know when it will come about, it might be constant – it can vary for them. ‘Men who choose to use family violence have a sense of entitlement and a sense of revenge and this is the next phase of prevention
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in Australia: challenging the notion of the right to revenge when somebody ends a relationship, particularly if we’re going to keep women and children safe.’ Health professionals could make an extraordinary difference to women experiencing family violence by asking a woman about her safety at home, providing support (appropriate to the health professional’s role) and referring them to specialised services. For a woman experiencing family violence, visiting a health professional may be a prime opportunity to disclose and seek support. Women are at greater risk of family violence when pregnant and healthcare professionals should be aware of the significant risk posed by men who are willing to be violent towards their partner and child at this vulnerable time. Men who want to be around their pregnant partner all the time while visiting health services should also raise a red flag for healthcare professionals. While many men are being solicitous, men who choose to be violent may be staying close to their partner to prevent them disclosing family violence. Try to get the woman alone and ask her if she is safe, if things are OK at home. ‘If she discloses, try to validate that experience because women have been told over and over “This is your fault”,’ Ms McCormack said. ‘Having someone in a position of power, which is what you represent to so many people you care for, say ‘You don’t have to put up with this, you don’t deserve this’ is a very powerful thing.’ For more information visit dvvic.org.au or rctlaw.com.au/resources/pathwaystochange
Don’t forget the safety of maternal and child health nurses Former maternal and child health nurse manager Helen Cunningham told the Australian Nurses and Midwives Conference it was important not to forget the safety of the MCH workforce. Ms Cunningham said that maternal and child health nurses have conversations about family violence every day. In the focus on the safety of children and mothers, nurses’ safety should not be neglected. Ms Cunningham said that as a manager, she had put in place a framework to maximise the safety of the maternal and child health workforce. An increasing emphasis on an outreach model of practice and a family violence screening role for maternal and child health nurses meant better service to vulnerable families but greater risk for nurses. Ms Cunningham said the introduction of the Family Violence Risk Assessment Framework (also known as the Common Risk Assessment Framework) in 2007 had meant increased conversations about family violence and disclosures, and an increased number of women coming to maternal and child health centres seeking refuge from family violence. Maternal and child health nurses – like all nurses – are also obliged under law to report suspected child abuse. Last year the Glen Eira maternal and child health nurses conducted 1362 family violence screenings. Nurses were feeling ‘overcome and unsafe’, Ms Cunningham said. There was an increased concern about people visiting maternal and child health centres without appointments. Ms Cunningham introduced a safety plan with policies and procedures such as visitors requiring sign-in and identification, and each centre being staffed by at least two nurses. After hours monitoring systems and duress alarms were introduced. Professional development around family violence and networking with police were put in place. Nurses were offered counselling and reflective practice, in recognition of the fact that nurses can be dealing with family violence on a personal and professional level. ‘We also have family violence leave incorporated into our EBA now,’ Ms Cunningham added. anmfvic.asn.au
Many managers… are now training to look at the complexity of power and control and why women may or may not leave the relationship
Royal Women’s Hospital Employee Relations Manager, Georgia Shepherd.
Mandatory family violence training for RWH managers Managers at the Royal Women’s Hospital are receiving mandatory training in understanding and responding to family violence as part of a Family Violence Workplace Support Program established last year. Establishing the program as part of White Ribbon accreditation involved putting in place policy and procedures, online resources and staff training, the hospital’s Employee Relations Manager, Georgia Shepherd, told the Australian Nurses and Midwives Conference. The Royal Women’s Hospital has approximately 2500 employees, 90 per cent of whom are women. ‘Our hospital is the community and those statistics we all know about family violence also apply to our staff because our staff are the community,’ Ms Shepherd said. ‘Family violence knows no boundaries and of course our staff don’t leave their abused selves at the door and do a nice day’s work and pick it up on their way out.’ Ms Shepherd said the Royal Women’s Hospital had a proud history of leadership in responding to family violence against women as a health issue ‘and as many of
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you know, family violence is a leading risk factor in the burden of disease’, greater than alcohol and tobacco. Ms Shepherd said the need to develop a program around family violence that supported staff became ‘abundantly clear’ after embarking on a project in 2014, in partnership with Bendigo Health, to identify and respond to family violence against patients. Opposition to, and action on, family violence has been embedded in the hospital’s policies and an intranet site has been established with information about family violence and contact details for support organisations. The CEO personally sends invitations to managers to attend mandatory family violence training. A more basic version of the training is run for staff once per month. ‘We address many of the myths and excuses of family violence: ‘He was drunk’, ‘He was jealous’, ‘He has an anger management problem’ and we go through reasons with managers why she may not leave him,’ Ms Shepherd said. She said the hospital does not expect managers to be family violence experts but wants them to be able to competently deal with disclosure, know the hospital’s policies and procedures and refer staff to resources on the intranet.
‘Many managers are clinicians who work in that disease model of diagnosing, treating and fixing it, and are now training to look at the complexity of power and control and why women may or may not leave the relationship,’ Ms Shepherd said. ‘We make it clear that the manager’s role is not to offer advice, that family violence is not a linear relationship between disclosure and action. It goes back and forth, back and forth a number of times, usually over a number of decades.’ Ms Shepherd also drew attention to the introduction of family violence leave in the 2016–20 public sector enterprise agreement and said the hospital had been working through process-related issues such as keeping the leave confidential. It is also important that managers do not perceive family violence leave as a quick fix. ‘So it’s not a matter of the manager saying to the staff member “I’ll give you family violence leave and you go off for a couple of weeks and fix it, and when you get back everything will be tickety boo”.’ Throughout the year the program has been running, the hospital has held several events drawing attention to family violence as an issue. One event prompted so many disclosures from staff that a social worker was placed at the event site. November 2017
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Member profile – Ian Kenny
If you have a relationship with your midwife that’s tense it interferes with the hormone flow and that interferes with the labour and the breastfeeding and it just becomes a nontherapeutic relationship.
From intensive care to life as a midwife As a male midwife, when Ian Kenny walks into a birthing suite he sometimes gets a look from a pregnant woman that translates as: ‘Oh my god, it’s a man’. But, he says, that look is just as likely – if not more likely – to come from her male partner. ‘I actually get one of two main responses from the fathers. One is they’ll go “Oh my god that’s a man, I’m not sure I’m happy with this”, they’ll become very protective of their partners and put up a barrier between you and them,’ Mr Kenny said. ‘Or the other response is “Oh it’s a man and he’s going to take my side in all of this” and I promise you that’s not going to happen. I’m there for the woman, I’m going to advocate for her.’ Mr Kenny has been working as a midwife at Sunshine Hospital since 2009. He was fortunate to be offered a job at a hospital which has employed male midwives for about 20 years and to be mentored by a male midwife. ‘Gary, the guy who had been a midwife there for 20 years, the women loved him. People would come in and ask for him,’ Mr Kenny said. Nevertheless, in a recent shift, four women had turned down Mr Kenny as a midwife because he is a man. Thankfully, that was unusual.
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‘That was extreme, I don’t think we’ve had that before. It just reached a point where we were just laughing about it because you couldn’t do anything else,’ he said. ‘I actually take it as a compliment to midwives because it’s far more common that women will knock back a male midwife but be OK with a male doctor and I think that’s because of the more intimate relationship they have with a midwife than they do with their doctor.’ There is a pragmatic reason why it’s best that a woman’s instincts around her choice of midwife are respected, Mr Kenny said. ‘If you have a relationship with your midwife that’s tense it interferes with the hormone flow and that interferes with the labour and the breastfeeding and it just becomes a nontherapeutic relationship.’ Some women prefer female midwives because they may have had the experience of giving birth, however, as Mr Kenny pointed out, the same rationale is never applied to other domains of healthcare. ‘We don’t expect that an oncology nurse has had cancer,’ he said. ‘You don’t expect that your emergency nurse has been involved in a vehicle accident or your coronary care nurse has had a heart attack.’ Mr Kenny had worked as a registered nurse in intensive care and emergency for nearly 20 years, including 10 years as a manager, before he made the decision, aged 42, to study midwifery. ‘My career trajectory has been the opposite of what it’s meant to be. I went from being
an assistant director of nursing to a nurse manager to a registered nurse to a student midwife,’ he said. It is common for midwifery students to be older as the intimate relationship between a midwife and the pregnant woman they are caring for requires a certain level of maturity, Mr Kenny said. Undertaking postgraduate study in midwifery after nursing is one pathway into the midwifery profession. Others are doing a double degree in nursing and midwifery or an undergraduate degree in midwifery alone. Mr Kenny has found his nursing background useful, particularly as there are an increasing number of health complications associated with pregnancy as people start families later in life. Diabetes and obesity are also increasing as complicating factors for pregnant women. Yet, working as a midwife and working as a critical care nurse are ‘chalk and cheese’, Mr Kenny has discovered, mostly because there is more consultation with pregnant women about their care. ‘There’s not a lot of consultation with your clients in intensive care because they’re very, very sick and often sedated,’ he said. ‘Working in midwifery, the very core of midwifery practice is that it’s collaborative, so instead of doing things to people, you’re doing things with people. ‘I didn’t expect that but I really enjoy it. It was a real change for me and I didn’t know it at the time but it was the change I needed.’
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Aboriginal communities’ trauma needs to be addressed The Healing Foundation references the work of psychiatrist Bessel van der Kolk, author of ‘The body keeps the score: brain, mind and body in the healing of trauma’ whose research showed that trauma impacts on the brain and central nervous system, general functioning, and the ability to trust and form relationships. Trauma impacts early childhood development, causing learning difficulties and a lack of self-control often resulting in disengagement from school, Prof. Larkin said. It affects a person’s sense of physical and emotional safety and can cause feelings of intense fear and helplessness. Professor Steven Larkin
‘Like a stone thrown into a pond’, the impact of unresolved trauma has created a ripple effect for current generations of Aboriginal and Torres Strait Islander people,’ Professor Steven Larkin told the Australian Nurses and Midwives Conference. Prof. Larkin, a Kungarakan man from Darwin, is a Pro Vice-Chancellor (Indigenous Education and Research) at University of Newcastle and Chairperson of the Healing Foundation, a notfor-profit organisation established in the wake of the National Inquiry into the Separation of Aboriginal and Torres Strait Islander Children from Their Families. Prof. Larkin presented a powerful case for healing intergenerational trauma as a new approach to closing the health gap between Aboriginal and non-Aboriginal Australians. Prof. Larkin began his presentation with a video of ‘Uncle Michael’, a member of the Stolen Generation, describing how at eight years of age he was taken from his family to the Kinchela Boys Home at Kempsey, where he was flogged and starved. The 1997 Bringing Them Home report estimated that at least one in 10 Aboriginal and Torres Strait Islander children had been forcibly removed for adoption or institutionalisation as part of a deliberate assimilation strategy to systematically eradicate Aboriginality, Prof. Larkin said. ‘Every Aboriginal and Torres Strait Islander family has to some extent been impacted by the trauma of the removal and systemic abuse of children.’ Emerging research indicates that intergenerational trauma underpins nearly 50 per cent of the health gap between Aboriginal and non-Aboriginal Australians, he said.
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The results of Healing Foundation projects provides evidence for putting healing intergenerational trauma at the foundation of policy and programs to improve the health of Aboriginal and Torres Strait Islander peoples. The Foundation’s healing programs with Aboriginal communities offer safe pathways into therapeutic support by engaging people in cultural activities and ceremony, such as dance, art and even fishing. Prof. Larkin said evaluation of the foundation’s longest running healing project for men in the Northern Territory, at the Wurrumiyanga community, had demonstrated a 50 per cent reduction in the number of men registered with corrective services. Women reported feeling safer and more supported by the men in their communities, there was increased health and wellbeing and a greater number of cultural ceremonies, some of which had not occurred in decades. One program at the Murri School, Brisbane, balanced trauma-informed psychological support and case work with activities that strengthen students’ sense of cultural identity. The program’s impact on Year 12 completion, school attendance, resilience and results was reinforced by a Deloittes cost-benefit study that showed that every dollar invested in the Murri School program had seen an $8.85 return in savings. ‘What we’re continuously led to believe about the problems of Indigenous disadvantage being beyond immediate solutions, being intractable, or being entrenched, is false,’ Prof. Larkin said. ‘These issues can be turned around in a relatively short period of time if the right approach to design and delivery is taken, supported by a commensurate level of resources.’ For more information visit healingfoundation.org.au
Thunderstorm asthma forecasting system A thunderstorm asthma monitoring, prediction and alert system is now in place to give Victorians early warning of possible thunderstorm asthma events. The forecasting system considers grass pollen forecasts, weather observations and data including wind changes, temperature, rainfall and grass coverage. It will then identify the risk of epidemic thunderstorm asthma using a traffic light scale of green for low, orange for moderate, and red for high – and trigger warnings if required. The Victorian Government has introduced the system following a thunderstorm asthma event which caused eight deaths and a huge surge in demand for emergency services and healthcare in Melbourne and Geelong in November 2016. The government has expanded pollen data collection sites with new pollen traps in Hamilton, Creswick, Bendigo, Dookie and Churchill, in addition to existing traps in Parkville, Burwood and Geelong. The forecasting system will run from now until the end of December, for the duration of the typical Victorian grass pollen season. To access the forecasts, download the VicEmergency app or visit emergency.vic.gov.au/prepare Healthcare practitioners can access free face-to-face- workshops and online training: goo.gl/kzbNTp You can also find public health information about thunderstorm asthma at goo.gl/L1LQ9V At-risk Victorians are being urged to protect themselves this pollen season by speaking to their GP or pharmacist to put in place their asthma plan.
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New consistent Code Grey policy introduced The Andrews Government’s new statewide standardised Code Grey policy to respond to potential and actual violence is a critical part of the fix to make Victorian hospitals and health facilities safer workplaces for nurses and midwives. ANMF (Victorian Branch) Assistant Secretary Paul Gilbert welcomed the standardised policy, announced by Health Minister Jill Hennessy, as a practical, consistent response that all hospitals must implement. ‘We’ve been calling for a workable and universal Code Grey policy for more than a decade,’ he said. ‘Code Grey is an intervention unique to Victoria and means unlike other states we have two responses to potential violence – Code Grey and Code Black. Code Black is a police and security response, while Code Grey is a clinical response with security back up if required aimed at de-escalating the threat while minimising the potential impact on staff, visitors and patients.’
The previous government announced a Code Grey policy but did little to ensure or monitor implementation, leaving a huge variation in the responses between different health services. Not a single hospital completely implemented the previous ‘one-size-fit- all’ standards which are too cumbersome to put into practice. ‘Inconsistent and piecemeal Code Grey approaches continued and have contributed to assaults on nurses and midwives,’ Mr Gilbert said. Significant elements of the new standardised policy include: nurses and security staff must be specifically trained in the clinically-led Code Grey response processes, every hospital must have a compliant Code Grey system, and the Code Grey team must be immediately available to respond. This clarifies the need to have the team designated and available at the start of shifts. Importantly compliance with the Code Grey requirements is no longer ‘optional’. Also, for the first time, the standardised Code Grey Policy recognises smaller and isolated hospitals, and takes into account risk factors specific to the built environment,
Every shift, violence is never OK demographics of the client base and population, proximity and availability of emergency responders, staff capacity and capability, none of which were accounted for in previous standards. ‘We’re also pleased that the board of the health services must be made aware of and report Code Grey data and compliance to the Department of Health and Human Services, something we believe is critical to changing the culture of the organisation,’ Mr Gilbert said. The new code grey policy must be implemented in every public health facility by March 2018.
Shannon’s Bridge – help for the dying and their families After two years of being in hospital getting treatment for leukemia, Shannon McKnight and her family were told that treatment options were exhausted. At that point, Shannon just wanted to go home. ‘You miss your surroundings, the comfort of your own bed, going to the toilet by yourself, not being woken up for obs. every four hours, all the basic stuff,’ Shannon’s father, Jeremy McKnight recalled about his daughter’s desire to head back to their family home at Mount Glasglow in north-west Victoria. However, the family soon discovered that the isolated location of their home would have serious implications for Shannon, who began experiencing spinal bleeding and was in excruciating pain. ‘When we got home we realised there wasn’t great coverage where we were. We sit in between two service areas, so we were very lucky to be in touch with Dr Clare Hepper, who’s very well known in the area for her palliative care work,’ Mr McKnight said. After treating Shannon, Dr Hepper left the family with their first ‘Shannon’s Pack’, an emergency pack with items such as dressings, 10
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medications and mouth relief, so the family could make Shannon more comfortable when medical or nursing care was not immediately available. Without the pack, the McKnights would have had to take Shannon back to hospital. Shannon was 19 when she died in March last year, four days after returning home from hospital. Her family, together with Dr Hepper and fellow Creswick GP Alison O’Neill, have since formed the organisation Shannon’s Bridge to connect patients who are at the end of their lives with services to help with home-based care. ‘We saw a need. The whole time we were away we were in an environment with a whole lot of people in a similar situation or worse and yet there was always someone – usually someone we didn’t know – that would just come and help and make Shannon’s journey just a little bit easier that day,’ Mr McKnight said. Shannon’s Bridge aims to improve ‘death literacy’ by encouraging conversations about death and dying, assist with and advocate for Advance Care Plans, link families with local services and train volunteers to provide help to families who have a dying family member. They also prepare and send Shannon’s Pack – individually tailored emergency symptom control equipment and instructions – for
Jeremy McKnight with photo of daughter Shannon
families living in places where access to 24/7 medical care is not available. The organisation now has 30 volunteers and has also begun running art therapy courses. ‘It’s gone in directions I would never have dreamed of but I’m unbelievably happy that it has,’ Mr McKnight said. ‘It just keeps getting bigger and bigger and we’re getting wonderful volunteers coming on board.’ Mr McKnight also wanted to take the opportunity to thank nurses for what they do every day for patients: ‘If I had my way, you’d be running the country,’ he said. ‘We’ve had some excellent experiences with doctors over the years but nurses are the ones that kept my little girl going.’ For more information, visit shannonsbridge.com anmfvic.asn.au
In front: ANMF (Vic Branch) President Marie Burgess, Premier Daniel Andrews, ANMF (Vic Branch) Secretary Lisa Fitzpatrick and Families and Children Minister Jenny Mikakos, VAMCHN life member Melva Thorn and VAMCHN Chair Bernice Boland.
MCH Nursing 100 years booklet launched Victorian maternal and child health nurses joined the Premier Daniel Andrews and Families and Children Minister Jenny Mikakos at the launch of the ANMF (Vic Branch)’s publication celebrating 100 years of the Maternal and Child Health Service. The 36-page publication, launched on 9 October at Queens Hall, Parliament House, tells the service’s story from its beginnings as an organisation initiated by volunteers in 1917 to reduce the horrific rate of infant mortality, to its present-day status as a professional organisation offering 10 free ages and stages consultations; 24 hour/365 day support to parents via the Maternal and Child Health Line and support to vulnerable families through the Enhanced Maternal and Child Health Service. The publication, produced with the support of the Victorian Association of Maternal and Child Health Nurses, is a companion to the digital exhibition commemorating 100 years of the service, launched in June. The exhibition can be viewed at anmfvic.asn.au/mch100 Since 1942, the Victorian Association of Maternal and Child Health Nurses (VAMCHN) – a special interest group of the ANMF (Victorian Branch) – has worked alongside the ANMF in advocating for maternal and child health nurses.
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Speaking at the book launch, ANMF (Vic Branch) Secretary Lisa Fitzpatrick said the ANMF and VAMCHN have ‘a wonderful partnership’. The ANMF and VAMCHN have consistently argued for maintaining high standards of educational preparation for maternal and child health nurses. As a result, Victorian maternal and child health nurses continue to be the most highly qualified in Australia, required to have nursing and midwifery qualifications, plus post-graduate qualifications in child and family health. 2017-ANMF-MCH-240-210-Cover-3mmSpine-FA.indd 1
VAMCHN Chair Bernice Boland said many maternal and child health nurses also have Masters qualifications and some have doctorates. Ms Boland acknowledged the additional $81m provided by the Victorian Government in this year’s Budget to improve health outcomes of Victorian families through increased funding for the Enhanced Maternal & Child Health Service, the Maternal and Child Health Line, family violence services, and training for MCH nurses. The Premier Daniel Andrews drew upon his memory of first becoming a parent 15 years ago to deliver his appreciation of the important role that maternal and child health nurses play in supporting and reassuring parents. The Premier thanked maternal and child health nurses for their care and support so that Victorian babies can become adults and fulfill their ‘limitless potential’.
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Families and Children Minister Jenny Mikakos said one of the highlights of her time as Minister had been visiting the maternal and child health services. ‘I want to take this opportunity to thank each and every one of you for the work that you’re doing on behalf of Victorian families,’ the Minister said. ‘I believe that we’re not only leading the nation with our maternal and child health service. I believe that we have a world-class service and through some of our reforms, particularly our new outreach service for family violence victims that we funded in the Budget this year, we are leading the world. So we should be really proud of that.’ The Minister said there were over 600 maternal and child health centres, with more than 1100 maternal and child nurses providing 6000 key ages and stages consultations each year, and approximately 12,000 families receiving the enhanced MCH service. With additional funding from the government provided this year, the enhanced service can be extended to children aged up to three years of age, so an additional 37,000 families will be able to access the service.
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Towards zero harm in Victorian hospitals Department of Health and Human Services Secretary Kym Peake said the cluster of baby deaths at Djerriwarrh Health Services was a reminder that health services needed to ‘encourage and welcome’ staff to voice care concerns. The cluster of potentially avoidable perinatal deaths that occurred at Djerriwarrh in 2013 and 2014 was the catalyst for the department’s initiative ‘Targeting zero: eliminating avoidable harm in the Victorian health system’, Ms Peake told the Australian Nurses and Midwives Conference. Ms Peake said the ANMF had written to the department raising concerns about care being provided at Djerriwarrh after receiving information from midwife members. She said that although the Australian Commission on Safety and Quality of Healthcare’s review into the department’s management of the Djerriwarrh issues had deemed the department’s response to ANMF ‘appropriate’, with the benefit of hindsight and better information ‘it absolutely could have been more thorough’, Ms Peake said.
Special Interest Groups Advance Care Planning Nurses Inq: Anne Marie Fabri, Secretary 9495 3235 annemarie.fabri@nh.org.au
ANZANAC HIV Nursing Inq: Milena Pinamonti 0466 280 445 anzanac.vic@gmail.com
CoNSA Vic/Tas (formerly Nurses For Continence Special Interest Group [NFC]) Strategic Planning Meeting Thursday 2 November, 6 – 9pm ANMF, 535 Elizabeth Street Inq: consavt@gmail.com
Day Surgery Inq: Chris Guidotti chris_guidotti@y7mail.com
Diabetes Nurse Educators Inq: Catherine Wallace-Wilkinson 0411 557 631 positivehealth@bigpond.com
Immunisation Nurses Members meeting Thursday 30 November, 6.30pm – 10pm ANMF, 535 Elizabeth Street Inq: INSIG administration membership@immunisationnursesvic.org.au
Visit anmfvic.asn.au/interest-groups for Special Interest Group information. 12
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Health services needed to be supported to be open to hearing staff’s care concerns, she said. ‘You are the people who are best placed to identify where there are practices (that cause preventable harm) or where there are just mistakes…not with a culture of blame but with a culture of continuous improvement.’ The organisation Safer Care Victoria had been established as part of the goal of achieving zero harm in Victorian hospitals, Ms Peake said. Safer Care Victoria was leading quality and safety improvement across health services and was staffed by leading clinicians. She said eliminating preventable harm to patients also involved building the capacity of the healthcare workforce. The government’s taskforce to make improvements to nursing and midwifery ratios under the Safer Care Act would provide recommendations on how the government could improve staffing for better patient outcomes. ‘Over time the mix and acuity of patients will change, so we need to make sure we have the right number of staff in the right place at the right time,’ Ms Peake said. The future of healthcare would involve patients being empowered to have much more control over their care and treatment,
Department of Health and Human Services Secretary Kym Peake
she said. More care will be delivered locally through teleconferencing, remote health telemonitoring and a unified communications network to complement face to face services. Barriers between different kinds of healthcare, such as mental and physical care, would be dissolved. Ms Peake said that in the Latrobe Health Innovation Zone, the first of its kind in Australia, services were already working in a collaborative way that reflected local needs. For example, a local respiratory nurse had brought together a patient’s mental health worker, GP and diabetes educator to develop a quit smoking plan for the patient and to provide mental health support during the withdrawal period.
Injured Nurses Support Group Members meeting 21 November 2017, 11am – 12:30pm ANMF, 535 Elizabeth Street Inq: Annie Rutter 1300 760 602
Medical Imaging Nurses Association Inq: Deborah Shears deborah.shears@i-med.com.au
Orthopaedic Nurses Association Inq: Cheryl Dingey 9345 7027 Meinir Griffiths 9342 8417 onavic@anmfvic.asn.au
Palliative Care Nurses Members meeting Monday 20 November, 6pm – 8.30pm ANMF, 535 Elizabeth Street Inq: Mark Staaf records@anmfvic.asn.au
Pre-Admission Nurses PaNA Professional Day Saturday 25 November, 8am – 1pm ANMF, 535 Elizabeth Street Inq: Kate Hussey k.hussey@healthscope.com.au
Safe Patient Handling Members forum Friday 17 November, 9.30am – 2pm ANMF, 535 Elizabeth Street Inq: Stephen Morley smorley@bendigohealth.org.au
Special Interest Group gathering at ANMF’s new headquarters at 535 Elizabeth Street
Victorian Association of Maternal and Child Health Nurses (VAMCHN) Executive meeting Wednesday 8 November, 6pm – 9.30pm, ANMF, 535 Elizabeth Street Inq: VAMCHN executive vamchn.group@gmail.com
Victorian Association Of Research Nurses Inq: Sean Hosking
Victorian Midwifery Homecare Inq: Ingrid Ridler IRidler@mercy.com.au
Victorian School Nurses Inq: Gina Harrex 0401 717 352
Victorian Urological Nurses Society Inq: vunssecretary@gmail.com anmfvic.asn.au
Job Rep training Job Rep Introductory Program All new Job Reps are encouraged to undertake this program which includes an online module followed by a one-day face to face training day to help you understand the role and how you can help your colleagues build a strong ANMF presence, as well as a happier and safer workplace. Job Reps must complete the online module before registering for the training day. The online module, which takes about an hour to complete, provides basic information about the Job Rep role, the structure of the Branch, an introduction to the industrial relations system and an overview of the current and historical role of unions. The one-day face to face training will provide practical skills, further information and a range of Job Rep resources. We urge any new Job Reps to complete the online module and register for one of our regular face to face introductory training days, selecting a location that is closest to them. If you are an experienced Job Rep but haven’t attended any training for three years or more, we encourage you to undertake this training to refresh your knowledge and skills. 8 November, Melbourne 21 November, Bendigo 5 December, Melbourne View the instructions for the module at anmfvic.asn.au/reps/intro-programs
Job Reps in a training session, October 2017.
Keeping it Organised Program This two-day program provides an update on the new public sector EBA, other EBAs as applicable, problem solving to address specific workplace issues, building the ANMF profile and presence as well as giving Job Reps valuable dedicated time with their organiser to develop an organising plan to implement in the workplace. Job Reps are required to attend the Keeping It Organised training program that applies to their Organiser and geographical area. Register at anmfvic.asn.au/jrtraining 1 and 2 November, Melbourne Organiser: Gail Were/Judith Milne 22 and 23 November, Bendigo Organiser: Loretta Marchesi
Earlybird alert- Job Rep regional seminars February/March 2018 Keep the following times and dates free for an ANMF update, presented by branch officials and your Organiser, at a location near you. February 7 2018, Ballarat, 1pm – 5.30pm February 8 2018, Traralgon, 1pm – 5.30pm February 14 2018, Geelong, 1pm – 5.30pm February 15 2018, Warrnambool, 1pm – 5.30pm February 19 2018, Bendigo, 1pm – 5.30pm February 28 2018, Wangaratta, 1pm – 5.30pm March 1 2018, Shepparton, 1pm – 5.30pm March 6 2018, Mildura, 1pm – 5.30pm For inquiries email jrt@anmfvic.asn.au
For inquiries email jrt@anmfvic.asn.au
OHS courses Nurses, midwives and personal care workers are exposed to many hazards including manual handling, violence and aggression, bullying and harassment, stress, shiftwork, hazardous substances and infectious diseases. Health and Safety Reps (HSRs) are the highly dedicated representatives who work to maintain a safe and professional workplace. Become an HSR or upgrade your HSR skills at one of our courses. Under Section 67 of the Occupational Health and Safety Act 2004, HSRs and Deputy HSRs, after being elected, are entitled to attend a five-day course. The course must be WorkSafe approved and chosen by the HSR in consultation with their employer. The HSR is entitled to time off work with pay and the costs associated with attendance at the course paid by the employer. Under OHS legislation and guidelines, employers must not obstruct or prevent HSRs from attending an approved course. The ANMF conducts WorkSafe Victoria approved courses.
anmfvic.asn.au
HSR Initial OHS Training Course (WorkSafe Victoria approved)
HSR Refresher OHS Training Course (WorkSafe Victoria approved)
1, 2, 3, 16 and 17 November 2017 in Melbourne 9am – 5pm, ANMF (Vic Branch) Register: goo.gl/Hf4BRX
7 December 2017 in Melbourne 9am – 5pm, ANMF (Vic Branch) Register: goo.gl/3YxYDC
7, 8, 9, 26 and 27 March 2018 in Melbourne 9am – 5pm, ANMF (Vic Branch) Register: goo.gl/NZkSp1
20 February 2018 in Mildura Register: goo.gl/NZkSp1
8, 9, 10, 22 and 23 May 2018 in Mildura Register: goo.gl/NZkSp1
This one-day refresher course relates specifically to health and aged care workplaces, with a strong focus on issues and hazards relevant to nursing and midwifery, and is designed to refresh HSRs’ knowledge and understanding of the OHS regulatory framework.
Cost: $750 (payable by employer) This five-day course relates specifically to health and aged care workplaces, with a strong focus on issues and hazards relevant to nursing and midwifery, and is designed to equip elected HSRs and Deputy HSRs with an understanding of the OHS regulatory framework. It is also designed to provide participants with the skills required to implement effective hazard control strategies in the workplace.
Cost: $250 (payable by employer)
These course are subject to number of attendees. For further details about OHS training and conferences visit anmfvic.asn.au/reps
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Education calendar November 2017
knowledge associated with NMBA approved enrolled nurse medication administration requirements and work practice.
RN Two-day paediatric advanced life
Member $190, non-member $240, Job Rep or SIG member $180
support program CPD: 12 hours, course code: 4132 20 and 21 November 2017, 9am – 5pm Presenter ACCCN accredited trainers
RN RM
This practical and theoretical program provides healthcare professionals training in paediatric basic and advanced life support in a clinical setting.
CPD: 6 hours, course code: 4064 24 November 2017, 9.30am-4.30pm Presenter Kate Potter
The program content runs over two days with certification for both BLS and ALS on the second day. Based on the latest 2010 Australian Resuscitation Council guidelines, the program incorporates theoretical lectures, clinical skill stations and scenarios. Registration includes a program manual and e-learning material. Program includes: • Priorities of care • P aediatric Basic Life Support algorithm and principles • A dvanced airway management including laryngeal mask airway insertion • E CG interpretation of life treating rhythms and defibrillation • P harmacology including intraosseous cannulation • Post resuscitation care • Team roles • Legal and ethical issues. The program is most suitable for those with little or no experience or knowledge of paediatric ALS or those wanting a comprehensive update. It is also suitable for experienced Adult ALS trained healthcare professionals requiring paediatric ALS Certification. A total of 16 CPD hours are assigned to this program (based on 12 hours program contact and four hours self-directed learning).
ANMF/ACCCN member $390, non-member $500 EN Strengthening EN medication
practice CPD: 6 hours, course code: 5210 23 November 2017, 9.30am – 4.30pm Are you a Div 2/EN delivering medications, would you like to further develop your skills and knowledge? This seminar will cover learning related to a variety of health care settings with reference to the professional practice framework, building on the skills and
ALL Course available to all nurses, midwives, PCAs and AINs RN
Course available to registered nurses
IV cannulation for registered nurses and midwives
This seminar will focus on the process and procedure for inserting peripheral IV in the adult patient. It includes an overview of relevant anatomy, selection of insertion sites and cannula, insertion techniques, infection control, common problems and corrective action. Identification of appropriate equipment, specific cannulation techniques and participant practice will be conducted utilising manikin simulation.
Member $190, non-member $240, Job Rep or SIG member $180 (Please note: this is not an accredited course)
November 2017
This module provides you with the skills needed to develop and expand your own strategies for dealing with cultural differences in the workplace. Whether you are a nurse, midwife or carer, work in a hospital, clinic, aged care facility, homebased care, or any other setting in Victoria, you come across people from a range of backgrounds on a daily basis. This module gives you the chance to think about how you talk and act with people from different backgrounds, and how they talk and act with you. The module includes videos, stories and interactive work. ANMF members are entitled to $400 credit per year for online learning at the CPD Portal, with associate members entitled to $80 credit annually.
cpd.anmfvic.asn.au
December 2017 ALL Bendigo ice/methamphetamine
addiction seminar – mental health program CPD: 3 hrs, 13 November 2017 Session 1: 9.30am –12.30pm, course code: 4986. Session 2: 1.30pm – 4.30pm, course code: 4986. Location: Latrobe University, Clinical Teaching Building, Bendigo ANMF (Vic Branch) is partnering with Turning Point to deliver this program focusing on ice/methamphetamine use in Australia, the science of addiction and effects of methamphetamine on brain and behaviour, and ice use and mental health. These face to face seminars are designed to complement the standard Frontline Worker Ice Training Package released earlier this year. nceta.androgogic.com.au
This seminar is fully funded by the Andrews Government as an outcome of the Premier’s Ice Action Taskforce.
EN RM
Course available to enrolled nurses Course available to midwives
Can’t find the course you’re looking for? Phone the Education Centre on 03 9275 9363 or email education@anmfvic.asn.au
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Intercultural communication
Register for courses online at anmfvic.asn.au/coursecalendar anmfvic.asn.au
Course registration form Register online at anmfvic.asn.au/education or complete this form and return to the ANMF Education Centre.
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Venue The ANMF (Vic Branch) Education Centre, ANMF (Vic Branch) Registered Training Organisation (RTOID: 22609), nursing laboratory and library are located near the Melbourne CBD at 535 Elizabeth Street, Melbourne.
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Continuing professional development (CPD) All nurses and midwives are required to undertake 20 hours of continuing professional development each year as part of the requirements to re-register with the Nursing and Midwifery Board of Australia. For information visit nursingmidwiferyboard.gov.au
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Significant discounts on many Education Centre courses (excluding government-funded courses) are available to ANMF members, Job Reps and ANMF Special Interest Group members. Courses may be tax deductible. Ask your tax consultant for advice.
Please forward fully completed registration form and payment: ANMF (Vic Branch) Education Centre Box 12600 A’Beckett Street Post Office Melbourne Vic 8006 OR scan and email to education@anmfvic.asn.au Once payment is received a receipt will be posted to you. Please make cheques payable to ANMF (Vic Branch) Education Centre.
Disclaimer ANMF (Vic Branch) Education Centre (ABN No 1716 9548 707) will endeavour to ensure that the speakers and content for this seminar proceed as advertised. However, unexpected circumstances may necessitate the utilisation of a replacement speaker(s). ANMF (Vic Branch) Education Centre disclaims any liability for any errors/omissions in terms of information provided at this educational event.
anmfvic.asn.au
Refunds and cancellations The decision to proceed with or reschedule a seminar is based on the number of participants registered, however if ANMF (Vic Branch) Education Centre cancels a session you will receive a full refund. If you cancel your registration the following will apply: a) Over seven days notification, full refund (less 10 per cent administrative fee) b) Less than seven days notification no refund will apply.
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