The Health and Safety staff NZNO Project Team have been analysing the work places within the Primary Health Sector to find out if there are Employment Participation Agreements that exist currently where there are more than 30 employees. This is a legal requirement under the Health and Safety in Employment Act. Please refer to the flow chart.
The next steps in the project will be making sure that each work site with 30 or more employees has an Employment Participation Agreement in place that involves NZNO. It is also a legal requirement for the Health and Safety Representatives to be trained. NZNO promotes this training to be facilitated by the Council of Trade Unions. How can you help your NZNO workplace Organiser? You can let your delegate know if you have an Employment Participation Agreement in place at your worksite or if you don’t have a delegate at your workplace you can let your NZNO Organiser know. If you don’t know if there is one at your workplace you can ask your Health and Safety Representative. Why do we need an Employment Participation Agreement? To promote the health and safety of everyone at work and of other people in or around places of work.
As part of the rollout, Goodfellow Learning has launched a free educational toolkit for nurses on the CareSens meters. This professional development involves a video, an interactive diagnostic pathway, patient handouts, tips and cases. Nurses earn a ½ hour professional development certificate for portfolios as part of the education around the new meters. The toolkit is accessed via Goodfellow Learning www.goodfellowlearning.org.nz
NZNO members employed by Medlab South in Christchurch and Timaru have agreed on a 2% wage increase. The renewal of the Medlab South collective agreement comes at a time where their parent company Healthscope NZ Ltd is undergoing significant change, having taken over the laboratory testing contract in Christchurch. Delegates Donna Henderson and Sharyn McNeill from Christchurch and Marcel Donoghue from Timaru represented NZNO members and were pleased with the outcome, in particular because of the changes and earlier uncertainty around the company structure. Most other changes to the collective agreement were cosmetic, although new provisions provide improved payments for those staff who agree to be on call overnight and at weekends.
Recently PHARMAC announced an annual investment of approximately $4 million to fund the Animas 2020 insulin pump and consumables supplied by NZ Medical & Scientific (the first time insulin pumps have been funded on a consistent nationwide basis), funding for three blood glucose meters (including two new meters) and two testing strips from the CareSens range of products (supplied by Pharmaco NZ Ltd). Funding of insulin pumps and the changes to funding for blood glucose meters and testing strips will be phased in over six months, beginning 1 September 2012. People don’t need to take any action until then. PHARMAC will support the changes with a comprehensive nationwide meter swap and education campaign involving pharmacists, clinicians and community and consumer groups.
Evolving Primary Health Care Services Position Statement New models of delivering primary health care are evolving. The current Government’s emphasis on Better, Sooner, More Convenient primary health care services is generating change such as Integrated Family Health Centre initiatives. There is a need within NZNO to have a clear set of principles that allow us to assess any future models and provide us with a clear yardstick to enable us to determine our support for any proposed changes to the delivery of primary health care services. In response to this the “Evolving Primary Health Care Services” Position Statement was developed by the Primary Health Care (PHC) Sector Group and the Primary Health Care National Delegate Committee. It was supported by the College of Primary Health Care Nurses and has now been adopted by the NZNO Board of Directors.
26 for Babies
Extending paid parental leave to 26 weeks Nurse, Maree Nelson from Hokianga Health signs the petition to support 26 weeks of paid parental leave.
It is intended the position statement would be available to assist staff, members and the wider community to articulate best practice in the broadest sense. The points are easily able to be extracted for submission or media use. We received very positive feedback through the consultation phase. Members and staff clearly see the value in having this PHC Position Statement at hand. This Statement which can be found at http:// www.nzno.org.nz/services/resources/ publications? on the NZNO Website, would sit parallel to the Position Statement NZNO has adopted on “District Health Board Mergers and Shared Services” and the NZ College of Primary Health Care Nurses Position Statement “Maximising the Nursing Contribution to Positive Health Outcomes for the New Zealand Population”
A newsletter for NZNO members working in the primary health care sector Spring 2012
Health & Safety Project Update
A Proposed 2012 Primary Health Care MECA!
We are very pleased to report a proposed multi employer collective agreement (MECA) was reached on 11 September after just two days of negotiations between NZNO, the NZ Medical Association (NZMA) and PHC employer representatives. The PHC MECA is one of the largest collective agreements in New Zealand. All groups covered by the MECA - Practice Nurses, Registered Nurses, Midwives, Enrolled Nurses, Medical Receptionists and Administration employees – will receive a 2% increase backdated to 1 Sept 2012 and a further 1.5% increase on 1 September 2013. The term of the proposed MECA is 2 years. Also negotiated were increases to the Professional Development and Recognition Programme Proficient payment, the mileage rate and the employer contribution to the Annual Practicing Certificate. The NZNO team needed to work very hard to achieve an agreement. This included getting some of the employers initial claims off the table such as the removal of penal rates and gain agreement on % increases that matched the DHB MECA and the Hospice MECA % increases for the first 2 years of those documents. The PHC MECA as we understand it, is the largest MECA in New Zealand with around 578 employers (GP Practices, Medical Centres and Accident and Medical Centres) covered by the bargaining. Some 30 of these employers have not participated in the MECA bargaining as per the legislative requirements and NZNO will be progressing legal action against these employers if this is not resolved. NZMA represents some 550 employers. When they have completed their voting process NZNO then has the opportunity to enter into “serious negotiations” with those individual employers who have voted “no” to persuade them to be a party to the MECA. Once that process is completed, NZNO members working for those employers who have agreed to be a party to the MECA will then vote in November on the proposed MECA. Marianne Lock. Karen Smith, Mike Yeats, Chris Wilson, Julie Smith
PHC Palmerston North Pilot a Huge Sucess! This year PHC delegate training was transferred from Wellington to Palmerston North in an attempt to cast the net wider and attract more delegates to training.The training was a huge success due to the diversity of the work places represented and the experience and knowledge shared by the delegates. NZNO will continue to run the PHC training in Palmerston North next year.
Back row left: Peter Ludwig, NZ Blood Palmerston North; Diane
MediBank Health Solutions
Collective agreement ratified Negotiations were delayed due to the need for the employer to confirm the status of the Ministry of Health funding contract. During the negotiations the parties discussed the advantage of a longer term agreement, one that provided pay increases based on the DHB settlement, however also contained some flexibility if economic circumstances improves in the last two years of the agreement. The agreed collective agreement is for a three year period and the average wage increases mirror those of the DHB settlement. A 2% average increase applied to the salary matrix backdated to 1st July 2012, a minimum 1.5% average increase applied to the salary matrix in July 2013, and a minimum 1% average increase applied to the salary matrix in July 2014. There are also a number of improvements to parental leave, professional development leave and community leave. We wish to thank Tricia Riggs and Trudy Scott for their sterling work in representing NZNO Health-line and Mental Health-line members.
Reid, Cranford Hospice Hawkes Bay; Julie Berquist, Central PHO Levin; Iunita Vaofusi, Hutt Union Health Wellington; Lorraine Staunton, Plunket line Nelson. Front row left: Michelle Thompson, Plunket Kapiti; Jean Harris, Central PHO Levin; Margaret Strawbridge, Central PHO Levin; Hannah Cook, Plunket Line Wellington; Robina Wichman Whanau Ora Taranaki.
PHC MECA Admin/ Receptionists Recruitment Project
As reported in the Primary Action Winter 2012 bulletin, one of our key projects was to develop strategies and resources to target the recruitment of medical receptionists and administration staff at worksites covered by the Primary Health Care Multi Employer Collective Agreement (PHC MECA). Leading this project in her role as PHC National Delegate Committee member is Julie Smith who currently works as a receptionist/administrator at the Pegasus 24 Hour Surgery in Christchurch. A resource kit has been developed and sent to targeted sites asking current members to assist with distributing these resources to non-NZNO administration/receptionist staff. Many medical receptionists/admin. employees are not aware they can belong to NZNO, most think you have to be a nurse. All members get the same level of support and services from NZNO whether they are nursing or non-nursing staff member and they get to participate in the same delegates structures as nursing members. NZNO members can assist by distributing the information to these staff members or if you havenâ€™t received the information, contact your local NZNO office regional administrator or organiser.
Pacific Health Pacific Trust and Tangata Atumoto Trust MECA
A new collective agreement has been settled for the Pacific Trust and Tangata Atumoto Trust in Christchurch following recent negotiations. While the agreement provides a 2% salary increase, there are a number of other improvements including better overtime provisions, the inclusion of union rights in the agreement and a guarantee that negotiated improvements will not be automatically passed on to non-union members. Pacific Trust NZNO delegates Kathy Culshaw, Maureen Moala and Loretta Rhodes say that significant gains were made around the annual merit step review process which will now include the automatic right for those on the top of salary scales to be considered for merit payment. Delegates will provide input into the review process and, in the New Year, new policies will be developed to ensure that the criteria for merit payments are clear and applied on an objective basis. Also up for discussion are the development of career paths and the criteria for progression for moving from one job classification to another.
Professional risk is ignoring any poor patient care, not dealing effectively with your patients in carrying out the care that you are required to do day in, day out. Professional risk can be associated with breaches of privacy and/or confidentiality, boundary breaches, ignoring the bullying and harassment that occurs in your workplace, not identifying or alerting anyone to staffing shortages and compromised patient care. In short it is not meeting the requirements of the Code of Conduct, NCNZ 2012. Nurses negate their professional risk by raising ethical issues that arise out of the workplace which could compromise your patient if not attended to. The standard of practice required by all nurses is what the profession expects of its members. Standards of practice provide a framework for developing competencies and describe the responsibilities for which members of the profession are accountable. Understanding professional risk heightens the awareness of the individual nurse to situations that could call his or her professional judgement into question. â€œTo do no harmâ€? is a requirement of all healthcare professionals related to patient care.
Plunket negotiations update The proposed collective agreement, which is recommended by the NZNO negotiation team, is for a period of 12 months from 1 July 2012 to 30 June 2013. There is a 2% increase for all staff covered by the collective which is backdated to the commencement of the collective agreement on 1 July 2012. This increase will maintain pay parity with 2012 DHB rates of pay for clinical staff.
Pictured are staff from both Trusts with delegates Kathy Culshaw and Loretta Rhodes top and below on the left hand side and
Wellington Union Health Margaret Strawbridge, Julie Berquist and Jean Harris from Central
What is it? What does it mean?
Professional nursing risk is related to how we function in our roles and what legislation underpins that risk. Most regulated health professionals understand the role of the regulator in New Zealand is the Nursing Council. Their role is to implement the Health Practitioners Competency Insurance Act (2003) to ensure the health and safety of the public and competency of nurses delivering health care.
NZNO Members will be attending NZNO ratification meetings from 16 October to 16 November to vote on the outcome of negotiations held with Plunket on 17 and 18 September 2012.
Maureen Moala 6th from left.
Hannah Cook and Lorraine Staunton from Plunket
In a difficult and troubling period of funding cuts, resulting in real uncertainty for the service providers and the high needs patient population of the Union, Pacific and Community Health services, the NZNO and SFWU negotiation teams have reached a proposed collective agreement. Once the service providers have obtained approval from their various boards, Union member ratification meetings will be held late October. The NZNO and SFWU delegates were committed and valuable contributors to the successful outcomes. The service providers ongoing commitment to the sustainability and equitable access of quality primary health care for all New Zealanders as their long held kaupapa provided a shared foundation of principles and was a breath of fresh air to the Union advocates.
The proposed collective agreement also introduces a new community nurse and midwife scale which will enable Plunket to attract and retain nurses coming to Plunket with community experience. Other improvements include an increase to penal rates to time and half for all work on Saturday and a 2% increase to the uniform allowance for clinical staff. The proposed collective agreement also adopts some of the NZNO best practice clauses to retain permanent employment from day one for new employees, maintains current access by NZNO to the workplace and members and continuation of the existing NZNO bargaining fee clause. The parties discussed a number of issues NZNO members experience with the way work is organised and change is managed. The parties have committed to establish a formal national consultative forum as part of the negotiations settlement. Our Plunket team members are to be congratulated for their enthusiastic representation of members during the negotiations. Each did a sterling job in representing the interests of those they represent and as a group showed solidarity across occupational groups.