The Cure
Newsletter for NZNO members working in DHBs Autumn 2016 CCDHB Director of Nursing and Midwifery Andrea McCance takes a jab at delegate Erin Kennedy
Winter is coming... Preparation for the flu season is underway and NZNO and other unions are encouraging health workers to be vaccinated. As a result of mediation last year, NZNO and other unions have been in discussions with Waikato DHB about ways to increase vaccination without threats of disciplinary action against staff who are healthy and do not wish to wear masks for their whole shift. We want this winter season flu campaign to be positive for members, for patients their families as well as the wider community. This requires respect for individual views, positive communication about the benefits of vaccination, and easy access to vaccination. Despite the Ministry of Health supporting Waikato DHB’s Organiser Jo Coffey at Hutt Valley DHB ‘mandatory mask’ policy for unvaccinated staff, we will continue to challenge any employers who decide to take a big stick approach this year. There’s better ways to improve rates. I have to confess to having my first vaccination only last year. I REALLY don’t like injections but felt obliged to walk the talk. It was painless, and other than a minor dose of hay fever I have felt well all year. I’ll be joining the queue to be vaccinated again this year.
By Lesley Harry, NZNO Industrial Adviser Organiser Georgia Choveaux puts her faith in the DONM’s clinical skills
How we get to work really matters It’s science- if you want to be happier, change your commute. Several scientific studies have found a strong link between the length and type of your work commute and your overall levels of happiness.* So much so, that one American study says that cutting an hour each way off your car commute time brings the same benefit on average as earning an extra $U.S. 40,000 a year. ** If only it were that easy! We don’t all have a choice over where we can live and work, or the alternative transport options available. But we do know that our major cities are becoming increasingly congested, and that parking pressures are also raising the blood pressure of DHB staff. In Christchurch, parking issues are ongoing, with insufficient parking spaces meaning long and dangerous walks in the dark to get to parking buildings. NZNO last year raised this as a health and safety responsibility of the employer, CCDHB. However, a Christchurch police spokesperson said “Yes, we do have incidents where people have been attacked but they are not that frequent.” If staff were concerned about safety, he advised them to “take responsibility” and walk in a group to where their cars were parked.” NZNO doesn’t think this is good enough! Since then, staff have been given more access to the afternoon carpark, and there is a Security Manager in place. However, daytime weekday parking continues to be an issue, as does security as the mornings get darker. NZNO has this issue on the agenda for ongoing meetings with CCDHB. In Auckland, the DHB recently tried a different tack of being proactive and recognising that there is a shortage of parking for both staff and patients, and encouraging staff to take alternative transport. The DHB issued pamphlets to staff at a cost of $3,500, including vouchers for free public transport, park and ride trials and discounts on bikes. This was part of as an advertising campaign by the AUT School of Advertising and Creativity. Unfortunately, with the massively oversubscribed and dysfunctional bus service, the timing could not have been worse. The tone of the campaign fell extremely flat, especially the ‘hospital bed’ stunt (pictured) and implication that staff were taking up resources needed for patients. Many members felt ‘guilt-tripped’ for simply existing! Other feedback said that problematising staff was the wrong approach, and that the DHB is responsible for providing enough services, not staff.
* www.theguardian.com/news/datablog/2014/feb/12/ how-does-commuting-affect-wellbeing ** www. lifehacker.com/ditching-your-commute-is-the- happiness-equivalent-of-a-1679698849
The CEO has since responded to the feedback in a series of blog posts saying: “The intention of the campaign was never to make staff feel guilty but to raise the issue about patients who are unable to park to access our services. We also recognise the issue of staff struggling to park and if those of us who can, use alternative transport for one or more days per week, we will release car parks for both our patients and staff for whom no other option is feasible. We want to make better use of the parking we have and encourage the use of alternatives when possible. It isn’t a realistic option to keep building more carparks.” She also detailed the changes ADHB has made to make alternative commuting easier, including better shower and change facilities, and talking directly to Auckland Transport, based on the feedback received from staff. She is asking for a continuing dialogue on the issue, and we fully support this. ADHB might have got into active transport on the wrong foot, but it’s a conversation that can improve an important part of our working day.
The Parking Poem I cry so much I need a tissue, And it’s to do with the parking issue. An angry look is on my face When I get to work and there’s no space. It has all come to a head, And we are told to do other things instead, Like park and ride or do car pools, We are being treated like fools. To park at work we have to pay But you have to be there really early in the day To even get a chance of a parking space, So you come to work with a grumpy face. The ‘powers that be’ have simply failed. It is proven by the opinions that have been e-mailed, Proving the one thing they do not do Is listen to the staff which are me and you. There are some good ideas out there, But it seem like they just don’t care. Some good suggestions just might come through If it’s each other that we listen to. And if it’s each other that we can talk face to face You’ll have happy workers and a happy working place.
Anonymous NZNO member!
Photo of the parking campaign from Auckland DHB carpark
Delegate win- electrosurgical smoke plume Changes to New Zealand’s Health and Safety legislation are now in force. These changes have strengthened some existing obligations placed on DHBs, as well as broadening obligations for workers and employers. What hasn’t changed is that workplaces are only safe and healthy when staff are involved and engaged in making it happen. Emma Brooks, NZNO delegate shares the journey her and her colleagues went through to end ‘smoking in theatres’.
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Kenepuru Hospital staff undertook a lengthy a mission to have all electrosurgical smoke plume evacuated at the surgical site rather than the human tissue being burnt, turned into smoke, and inhaled by staff in the operating theatre. “If you can smell it you are breathing it”. Surgical plume has been thoroughly researched, and has been shown to contain toxic gases and vapours like benzene, formaldehyde and hydrogen cyanide - as well as bioaerosols, dead and living cell material, including blood fragments and infectious viruses. It really is as harmful as smoking. Visit the website of the International Surgical Plume Council at: www.plumecouncil.com for more information.
For the last two and a half years delegates, staff and the health and safety representative have been advocating to get the necessary equipment and consumables purchased to protect staff. It wasn’t an easy journey, there were many obstacles to overcome. First our team had to prove the harm, then there was trialing of 4 different companies’ equipment and products. There were lots of reports and health & safety risk assessments too, as well as significant advocacy to the executive leadership of the DHB. The combination of the evidence-based approach, the whole of nursing team involvement, and advocacy at all levels secured this win. Contracts were signed and the extractor machines were installed. All staff now have the safe smoke free theatre they deserve and Kenepuru is finally ‘smoke free’. The success of this journey was a combined effort of myself (workplace delegate), our health & safety representative, and the department CNM (also NZNO nurses).”
Delegate Emma Brooks at left with NZNO health and safety representativeJen Cowell and the new machine
Safe staffing & better rosters- yes, it’s possible! This month, NZNO delegates at 6 North in Wellington Hospital were up for an Excellence in the Workplace award. They worked in partnership with management to address staffing difficulties and implement an improvement programme promoting ward health and safety for patients and staff. Delegate Freya Head (pictured in centre with the other 6 North delegates Kyle, right, & Anita, left) talks about how they got there.
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Our ward, 6 North had been a bit of a hot spot for staffing issues for a while. We felt like it was getting to the point that it could be unsafe and we certainly felt the effects ourselves. Our colleagues were reporting getting sick more often and burn out. Falls had increased as well as pressure areas.
We decided that instead of accepting this was the way it was going to be, we had to do something about it for ourselves and our patients. We began by collecting data and encouraging our colleagues to complete safe staffing REs and their workload screening tools for every shift. We completed roster audits for the past three months and also looked at other indicators for short staffing such as staff sickness, patient falls, medication errors, pressure areas etc. With this information we then formulated a letter to the DON, ADON, and operations manager for Surgical, Womens & Children Directorate to let them know what was going on. We requested an urgent meeting to discuss staffing levels and asked that they make addressing it a priority. And they listened to us- it worked! At this meeting we were able to successfully advocate for change because we had done our homework on the data picture. When we presented our data, management agreed to close our annex beds and to do a thorough roster audit. This identified the source of the issues and enabled us to get some serious improvements. Now, 6 North checks off their rosters with a delegate before it’s finalised to make sure it complies with our MECA. We’re so happy with the outcome, it’s made our working lives heaps better.” The fact that other staff and management recognised Freya and the other delegate’s success with an award nomination is testament to their hard work and positivity. It’s not always easy to know where to start to make wards better, but 6 North have set a great example.
National Delegates Committee Late last year the DHB National Delegates Committee met in Wellington to plan our strategic work for the year ahead. The group reviewed the MECA negotiation campaign and discussed ways to increase member participation in the lead up to negotiations in 2017. Speakers were invited to talk about issues of interest. A highlight for those present was the presentation on family violence and its impact in the workplace by Jac Lynch and Sophia Robertson from the It’s not OK campaign, and Kirsten Windelove from the PSA. Delegates learned about the role of unions in supporting the campaign. We can advocate for employers to provide support for staff affected by family violence. If employers are serious about improving productivity, then supporting victims of family violence in the workplace will do that.
For every 100 workers experiencing family violence......
94 78 60 60 50 44
will take 1 extra sick day per year
will be unable to concentrate at work
will be late by more than 1/2 an hour at least x 5 a month
will be harassed at work via the phone
will miss an average of 3 days per month
will lose their jobs
NZNO as a predominately female organisation can play an important role highlighting the issues and advocating for support structures for our members and colleagues. The National Delegates Committee supported the development of a programme for awareness raising and potential recommendations for bargaining in 2017.
For more information and help: www.areyouok.org.nz
COLLECTION BOX STICKERS
Workplace bullying and how to stop it Workplace bullying is a common issue. It’s not a new problem but underfunding and short-staffing can make people even more prone to conflict and distress. If it’s not quickly identified and reported, it can spiral into unhealthy relationships and unsafe work environments. Recently I attended a seminar at Victoria University of Wellington by Dr. Kate Blackwood called Why is it so hard to address workplace bullying in the health sector? Dr. Blackwood’s study focused on bullying in the nursing workforce at three DHBs. The study included 34 RNs who had experienced workplace bullying, as well as focus groups with management and NZNO. She looked at employer’s responsibilities to keep employees safe, rather than just individuals’ ‘resilience’ in the face of bullying behaviour. She found out what we already know - bullying is particularly bad in the health sector. Some of the reasons included; witnesses rarely speaking out; alleged bullies not recognising their behaviour as bullying; and inaction by managers, who often lack the time, skills and support to meaningfully respond to bullying cases. Many managers have great clinical skills but lacked the conflict management skills essential for resolving bullying incidents. Only one of the cases studied was completely resolved, after significant management and HR input. Over one third of cases ended with the bullied member leaving. In nearly half of the cases the bullying continued. Obviously, this isn’t good enough. So what can we do? Dr Blackwood recommends earlier identification, stepping in to fix it before things spiral out of control. Clinical managers also need more support from the executive teams and HR to fix workplace bullying. The DHB National BiPartite group is also currently researching the need for colleagues to call out bullying instead of being silent bystanders, as well as creating resources for workplaces. Under the new health and safety law changes, employers and employees are responsible for making workplaces safe for all staff, and this includes workplace relationships. If you are the target of bullying, or realise your behaviour might not be ok and want to stop, NZNO can help. Check out the resources we have put together at www.nzno.org.nz/bullyfree and the Pink Shirt Day website, or TEU’s bullyfreeworkplaces.org.nz . Requesting interventions and notifying the employer means that you are keeping your side of the health and safety bargain. The earlier it gets sorted, usually the easier it is to fix. When one person speaks up, it can stamp out a culture of accepting bullying as ‘normal’. And, if you get stuck, need help or just a confidential chat, remember that you can always call NZNO, or ask your delegate or organiser for advice.
20 May 2016 www.pinkshirtday.org.nz By NZNO Organiser Danielle Davies
DHB MECA campaign survey Whether you participated or not in last year’s DHB MECA campaign and ratification, we’d really like to hear your views. There is a quick online survey for NZNO DHB members at www. surveymonkey.com/r/DHBMECA . We’ll be using the results to plan for next time - only one year away! The more people that fill it out, the more accurate the information, so please make your voice count.
DHB elections Yes, it’s that time again. 2016 is Local Government and DHB election year, and voting will take place in September. Your vote really matters - after all, you’ll be voting on the people that steer your DHB! It’s not often that you get such a direct say on your own governance. What you can do right now is check that you, your family and colleagues are enrolled and ready to vote. It’s easy online, at www.elections.org.nz/ voters/enrol-check-or-update-now .
Oh baby, baby – more paid time off From the 1st of April, new parents have been allowed 18 weeks of Paid Parental Leave. This is a huge win for all workers, but is especially significant for younger workers and those hoping to start families. Research conducted by the New Zealand Union of Students’ Association has shown that study-related debt and low PPL entitlements had impacted many young people’s decisions around starting families; either to delay them or not to have children at all. Stand Up, New Zealand’s Youth Union body has been involved in the campaign for more Paid Parental Leave, along with NZNO. NZNO organiser Georgia Choveaux presented alongside Stand Up committee member, Heather Warren (TEU) to the Select Committee on this issue last month. The next campaign is getting Paid Parental Leave extended to 26 weeks, with a bill up in parliament this year. Stand Up and NZNO will be involved in this too. Stand Up represents workers under the age of 35. If you are keen to get involved with Stand Up, please email us on nzstandup@gmail.com or find us on Facebook www.facebook.com/nzstandup
By Stand Up Co-Convenor and NZNO Organiser Christina Couling
Level 3, Willbank Court, 57 Willis Street, Wellington 6011 PO Box 2128, Wellington 6140
www.nzno.org.nz www.facebook.com/ NZNursesOrganisation 0800 28 38 48