The Lamp May 2006

lamp the

magazine of the NSW Nurses’ Association

Print Post Approved: PP241437/00033

volume 63 no.4 May 2006

STRONG AND PREPARED

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ABOUT THE LAMP

C O N T E N T S

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

SYDNEY OFFICE 43 Australia Street Camperdown NSW 2050 PO Box 40 Camperdown NSW 1450 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9550 3667 E gensec@nswnurses.asn.au W www.nswnurses.asn.au HUNTER OFFICE 120 Tudor Street Hamilton NSW 2303 ILLAWARRA OFFICE L1, 63 Market Street Wollongong NSW 2500

Cover story

LAMP THE

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Strong and prepared 14 Cover Terry Barron, CNS, Wyong Hospital

News in brief

Agenda

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26 Flu pandemic plan ready to go

9 10 10 11 11 11 12 12 13 13

Medicare safety net: misses poor, catches rich Medibank Private up for sale Private hospitals’ update: spotlight on 5% still unprotected Glimmer of hope for mentally ill Form a company to exploit WorkChoices, urges Howard Prostitutes to retrain as aged care nurses ABC vitals weak People power puts Premier in ICU Nurse Practitioners’ prescribing role broadened Fun run helps breast cancer research Keeping abreast of cancer care NSWNA marches on International Women’s Day Consultation on OHS praised

NSWNA education program 13 What’s on this month

Passing times 30 Royal Newcastle on the move

Lifestyle 33 Members’ tips: dogs rule at Dawn’s place 35 Film review: Neil Young leaves me cold 39 Book me

Benefits for members 37 Patricia saves $3720 with Union Shopper

Notice 40 Summary of the Financial Report of the NSW Nurses’ Association

Regular columns

Aged care 21 Employers block union fees 21 Half-hearted solutions to elder abuse

Professional issues 22 Keeping one step ahead: NSWNA Professional Issues Conference 23 Scholarship boosts reproductive health in NSW 23 Nurses awarded for creative thinking

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Editorial

by Brett Holmes 6 Your letters to The Lamp 29 Ask Judith 43 Our nursing crossword 44 Diary dates

Special offer 7

100 double passes to see Ballets Russes

Nurses in action

Competition

24 Belmont midwives lead the way

27 Win tickets to The Woman in Black

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24

30

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NSWNA COMMUNICATIONS COORDINATOR Noel Hester T 8595 2153 NSWNA COMMUNICATIONS OFFICER Olivia Nassaris T 8595 1263 THE LAMP EDITORIAL For all editorial enquiries, letters and diary dates: Salim Barber T 8595 1234 E sbarber@nswnurses.asn.au M PO Box 40 Camperdown NSW 1450 THE LAMP PRODUCED BY Lodestar Communications T 9698 4511 PRESS RELEASES Send your press releases to: T 9550 3667 E gensec@nswnurses.asn.au THE LAMP EDITORIAL COMMITTEE Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Coonabarabran District Hospital Jonathan Farry, RPA Hospital Mark Kearin, Wyong Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Therese Riley, St George Hospital ADVERTISING Patricia Purcell T 8595 2139 or 0416 259 845 F 9550 3667 E ppurcell@nswnurses.asn.au RECORDS AND INFORMATION CENTRE - LIBRARY To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au General disclaimer The Lamp is the official magazine of the NSW Nurses’ Association. Views expressed in articles are contributors’ own and not necessarily those of the NSW Nurses’ Association. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSW Nurses’ Association takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised.

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

Subscriptions Free to all Association members. Ex-members can subscribe to the magazine at a reduced rate of $44.

THE LAMP MAY 2006 Individuals $60, Institutions $90, Overseas $100.3

G IN C UN O N AN

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NSW NURSES’ ASSOCIATION PROFESSIONAL ISSUES CONFERENCE BOOK NOW Friday, 9 June 2006

Swiss-Grand Resort & Spa Bondi Beach Parking available @ $8 for the day 9.00am—5.00pm Stay for cocktails Cost: Members $85 • Non members $100 • Nursing students free (limited places)

GO TO NSWNA WEBSITE FOR REGISTRATION FORM www.nswnurses.asn.au or contact Carolyn Kulling on Metro: 8595-1234 Rural: 1300 367 962

09.15 Federal Industrial Relations changes: How they will affect you cBrett Holmes, General Secretary, NSWNA

PROGRAM

10.00 Reflections on my career cSally Goold, Chair CATSIN,

Concurrent 1 – Scope of Practice 2.00 – 2.30

Changing role of RNs in aged care

2.30 – 3.00

Forensic Mental Health

3.30 – 4.00

What it is like to be a Nurse Practitioner

4.00 – 4.30

Rural Nursing

Senior Australian of the Year 2006

11.15

Getting it right: How to make your ward a place nurses never want to leave c Kylie Stark, Nurse Manager, ED,

Concurrent 2 – Legal & Ethical Implications

Sydney Children’s Hospital

12.00 Managing fatigue and burnout in the workplace c Dr Delwyn Bartlett, Woolcock Institute of Medical Research, University of Sydney 4 THE LAMP MAY 2006

2.00 – 2.30

Role boundaries/ Professional boundaries

2.30 – 3.00

Impaired Nurses Panel – NMB

3.30 – 4.30

Ethics Panel Discussion

Authorised by Brett Holmes, NSWNA General Secretary

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E D I T O R I A L

BY BRETT HOLMES GENERAL SECRETARY

We’re strong and we’re ready g The new IR laws are extreme and designed to smash unions but the NSWNA is well prepared.

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he Howard government has finally fronted with the full extent of its new workplace laws with the announcement of the regulations that accompany the legislation they passed late last year.

If any nurse in NSW thinks that the union movement has been exaggerating when it has been describing the breadth and malevolence of these laws, a read of these documents will convince you otherwise.

These new laws significantly change the balance of power between workers and employers.

They give the Minister of Workplace Relations the legal power to ban anything that is agreed between an employer and an employee. This interference in agreement-making makes a mockery of the federal government’s claims that the ‘reforms’ were about choice.

The new laws are also about suppressing dissent. Workers and unions can be fined massively for even suggesting commitments in agreements to job security, or to allow union members to meet during working time.

Although the Howard government’s new laws are extreme and designed to smash unions, the NSWNA is well prepared for the new environment.

The Association has been gearing up internally for some time to ensure the union is well equipped to defend the interests of nurses, no matter how hostile the environment.

Unions like ours, which are organised and active, will survive in this new environment.

The move by the Iemma Government to convert public hospital nurses into government employees means approximately two thirds

of our membership is insulated from the new laws. This will continue for as long as we have a Labor government in NSW. We have also locked in most private hospital employers into agreements that not only establish pay parity with public hospitals but also protect private hospital nurses’ workplace conditions to the

will restrict us in our traditional ways of campaigning such as the use of industrial action. But our Nurse Power Fund will give us the scope to campaign in other ways so we can impact on public opinion and, by extension, on politics and policy.

The fund grows as a portion of members’ fees are paid into it and is the major reason members would have noted an increase in their fees from January of this year. Fee levels are also linked to nurses’ wage improvements. The Nurse Power Fund will put us in a strong position to take the necessary action to defend nurses’ rights.

We have broadened and improved our communications so our members are well informed about the issues confronting the profession. Our online capabilities are expanding so members can contact us and have access to information and materials 24 hours, 7 days a week. This will soon include the capacity to join and pay fees online.

We have gradually shifted more resources into campaigning and organising to meet the challenges of the new situation – without reducing our services to members. We now have the majority of our members paying union fees by direct debit, which lessens our reliance on employers to deliver us our members’ fees, although much remains to be done in this area.

The Howard government’s new laws threaten the rights and living standards and job security of all Australian workers.

But this isn’t the first time workers and unions have been the target of this sort of political attack and it ultimately will fail like all attacks before it, providing we all maintain our commitment to benefit all not just the fortunate individual. n

These new laws significantly change the balance of power between workers and employers. greatest extent that this can be done, given the nature of Howard’s laws.

We have dedicated a lot of resources into organising the aged care sector with a dedicated organising team, which has led to more members and better organisation including strong, active branches.

We have established a campaign fund so we have the resources to convince politicians or employers there will be a cost for attacking nurses’ rights and conditions.

The federal government’s new laws

THE LAMP MAY 2006 5

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L E T T E R S

LETTER of the month Lee Robinson

‘Nurses cannot afford to be complacent’ I have been a nurse for nearly 30 years.

Like many other nurses, there are times I have taken for granted the award wages and conditions under which we currently work. These awards and conditions have enabled me to live reasonably comfortably, support a family, and provide economic security to plan for the future.

The recently introduced industrial relations legislation has awakened me from my complacency. When I looked at it last year, I was quietly concerned but naively thought that nurses would somehow be protected. On closer examination, the provisions of the new Act will, in time, almost certainly affect the wages and conditions of all workers, including nurses. This legislation strikes at the heart of established protective mechanisms (ie. unions and awards) that have enabled millions of Australians and their families to be able to enjoy job and economic security.

I wondered what I could do to add my voice to the growing concern over this diabolical legislation. I became more involved in my local branch, and recently attended a Your Rights at Work activist course run by the ACTU. Initially I baulked at being an ‘activist’, but after completing the three days I consider it one of the

LETTER of the month The letter judged the best each month will be awarded a $50 Myer voucher, courtesy Medicraft, Australia’s largest manufacturer of hospital beds and furniture. For more information on Medicraft products, visit www.medicraft.com.au or call 9569 0255.

6 THE LAMP MAY 2006

most inspiring experiences I have had in recent years. The course gave me a much greater understanding of the legislation and its implications, and provided a framework for action.

The course has empowered me take up the fight to maintain our current awards and conditions. The recent announcement from the State Labor Government that nurses and other frontline health workers will be protected from the legislation is welcomed. However, this is contingent upon Labor remaining in power. Nurses cannot afford to be complacent.

Our local branch is now developing strategies to educate nurses about the new legislation, with emphasis on becoming active members of the Association and the importance of collective bargaining.

Further, we will be encouraging nurses to discuss the impact of the legislation with their colleagues, partners, and families.

The ACTU training was a tremendous experience for me and I would encourage all of my colleagues to get active. Never before has there been a greater threat to our wage structure and employment conditions.

Lee Robinson, RN, Gosford Hospital

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

ABC CLASSICS CD – FOR UPLIFTING ENJOYMENT! The ABC Shop Mother’s Day gift catalogue is packed full of gifts so good, you won’t want to give them away! Catalogue out now. For locations visit abcshop.com.au

Julianne Scott

We need recognition for aged care nurses St Patrick’s Day this year was the 40th anniversary of my commencing General Training at Tamworth Base Hospital. While raising a family I worked in A&E and Aged Care, and completed the Gerontic Nursing Certificate at Allendale Hospital in 1988.

Aged Care is often seen as far less glamorous than other areas of nursing, and Government and the private sector seem to see it primarily in return on assets.

There are two things I would like the Association to pursue. Firstly, to try to convince the Commonwealth to revert to the former scheme of providing separate funding for Aged Care staffing (quarantined from profit making), based on minimum nursing care levels for residents. Second, to have Gerontic Nursing Certificates recognised as post-graduate qualifications for the purpose of payment of the allowance (Continuing Education Allowance). These qualifications are of no lesser value to the clinician and to residents than university-based qualifications.

The continual increase in administrative and reporting tasks for nurses on the floor leads me to wonder where the profit motive in Aged Care will take us. ‘Doing more with less’ might be the catch-cry of the economic rationalists but it does little for our ‘clients’, who, after all, are vulnerable people who need only one thing, our care.

Julianne Scott, RN

Disappointed It was with enthusiasm I opened the March Lamp, looking to see if Newcastle Private was mentioned. However, on reaching pages 14 and 15 I was shocked to see our staff in the mosaic of pictures about Ramsey nurses winning parity. Newcastle Private is not part of the Ramsey hospitals group. Then reaching page 18, Newcastle Private Hospital had its story (which was good to read). But, on the bottom of that same page is another picture of nurses captioned ‘Active at Newcastle Private Hospital’ but these nurses are not our staff.

Kerri White

Got something to say?

Send your letters to: Salim Barber email sbarber@nswnurses.asn.au fax 9550 3667 mail PO Box 40 Camperdown NSW 1450 Please include a photograph along with your name, address, phone and membership number. Letters may be edited for clarity and space.

Jenny Greenaway

Meg Morgan

Confusing wording leaves wrong impression Thank you for my story in the April issue of The Lamp (page 45). It was so well presented and bought a few tears to the eyes.

Can I bring to your attention a mistake in the wording of the story. In The Lamp it is worded: ‘In Darwin, she met fellow Fairview RN and her future husband Cleone Cogan.’ Cleone is my fellow worker but she was never my husband!

The staff at the Fairview practice understand the mistake but readers may find it confusing.

Jenny Greenaway CORRECTION: An article on the Earlybird Program in the February issue of The Lamp (page 10) featured a photo incorrectly captioned as Carolyn Briggs, President of the Child and Family Health Nurses’ Association.

The photo was not Carolyn Briggs.

A disparaged nurse I am a child and family health nurse, employed by the Northern Sydney and Central Coast Area Health Service. Recently we were obliged by NSW Health to read and sign a ‘Code of Conduct’. It is a 40-page document and very comprehensive. I have no issues with the contents but as I waded through it, I became angrier and angrier.

Why isn’t NSW Health, our employer, compelled to comply with a ‘Code of Conduct to Nurses’, by employing enough staff and supplying enough resources, and ensuring our workloads are manageable? We are compelled to provide our professional services to clients, as well as keeping our managers happy.

Our job description is becoming more and more extensive and time consuming, and yet no extra staff have been employed. In fact, our staff levels are down, with no prospects of more.

NSWNA ANNUAL CONFERENCE YOU NEED TO BOOK LEAVE NOW! The 61st Annual Conference of the NSW Nurses’ Association will be held over three days from 19-21 July at the AJC Convention Centre, Randwick.

This year’s conference will focus on the implications of the federal government’s industrial relations changes.

All NSWNA delegates are eligible to attend the conference.

Delegates employed in the public

S P E C I A L

sector are able to access paid trade union leave.

Delegates working in private hospitals and nursing homes need to speak to their DoN now about organising leave for the conference. Options for leave include accumulated RDOs, annual leave, and leave without pay.

Call the NSWNA on 1300 367 962 for more information.

O F F E R

F O R

Ballets Russes 50 double passes to be won!

Ballets Russes is a dazzlingly entrancing ode covering more than fifty years in the lives of a group of revolutionary artists. Spun out like a historical thriller, laying bare the politics, rivalries,

The AHS has consistently failed to support us by providing enough time, staff, adequate premises, cars and basic equipment to do our jobs.

We have been told that there is a freeze – not only on staffing, but also on our monthly orders eg. stationery, toilet rolls, paper towels and torches etc, as the AHS is broke.

We are held accountable for providing a service, and then let down by the system that is supposed to be supporting us. Where is the fairness in us signing off on this ‘Code of Conduct’ with NSW Health?

Meg Morgan, Manly District Hospital

THE TROUBLE

WITH TUESDAYS You may be finding it hard to talk to our information officers on Tuesdays. This is because Tuesday is the one day of the week when all our staff are in the office for staff and team meetings.

These meetings are essential for information distribution and planning activities.

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

Our information department receives approximately 900 calls per week, and the phones are ringing hot from 8am to 5.30pm.

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

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

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M E M B E R S

romances, tremendous egos and creative appetites that ultimately produced two warring troupes devoted to their art with truly fanatical passion, Ballets Russes takes you on a fascinating journey through the lives of characters whose innovation changed our social fabric.

To win a double pass, email sbarber@nswnurses.asn.au with your name, NSWNA membership number, address, and phone number. First entries win!

THE LAMP MAY 2006 7

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t Medicare safety ne

MISSES POOR, CATCHES RICH lmost 40 per cent of Medicare Safety Net funds are going to private obstetric services and IVF rather than people who suffer from chronic illness, according to research by the Centre for Health Economics Research and Evaluation.

Since its introduction in 2004, 90% of the $440 million spent on the Medicare Safety Net went to specialist services and 38% of this money funded IVF and private obstetric services, reports senior research officer Kees van Gool.

‘When the Government announced the safety net as a fairly fundamental change, it was going to provide insurance targeting people with chronic illness, but there is no evidence that this is happening,’ Mr van Gool said.

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Higher income electorates receive the most benefit from the Safety Net and the funding does not appear to be distributed in the way it was intended.

Based on analysis of five months of Medicare Safety Net expenditure data from March–July 2004, the research reveals the frail aged are also missing out on the Medicare Safety Net. Expenditure was high for the 75–84 year old age group but not for the 85 years and above age group.

‘According to the government, the Medicare Safety Net was introduced to provide disaster insurance to people suffering from chronic illness,’ Mr van Gool said.

‘It is clear from our analysis that higher income electorates receive the most benefit from the Safety Net and the funding does not appear to be distributed in the way it was intended,’ Mr van Gool said.

He called on the federal government to re-examine the universality of safety net eligibility.

8 THE LAMP MAY 2006

Medibank Private up for sale c Premiums set to rise even further

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he Howard government is set to raise at least $1 billion by selling off the nation’s largest health fund, Medibank Private.

Finance Minister Nick Minchin confirmed that an announcement about the future of Medibank Private is imminent, and that he can see no good reason to keep the health insurer in public hands.

Labor’s health spokeswoman Julia Gillard warned that a sale would push health insurance premiums up. Premiums have jumped 40% in the past six years.

Medibank Private has nearly a third of the private health insurance market, covering about 10% of the population.

The government is believed to be undecided about how the insurer will be sold.

A sharemarket float would leave open the question of what happens to current policyholders who are arguably the true owners of the fund.

As Opposition leader Kim Beazley said: ‘Medibank Private belongs to those of us who are members of it ... before the government does anything on it, they owe it to the people who are the policyholders to talk to them. They’ve failed to do that.’

An alternative would be to break up the fund and sell it off in parts to other operators, though this would appear to conflict with the government’s ideological opposition to mutual funds.

Since its inception, private health insurance has been supplied by funds Caption owned mutually by policyholders. Only five of the 39 funds are for-profit companies.

Mutually-owned funds are run commercially and have to generate surpluses to survive, but they do not distribute dividends as for-profit companies do.

Insurance industry consultant Sandy Halley warned that if Medibank Private is sold off to for-profit companies, members’ premiums will rise to cover the cost to its new owners of their purchase, along with the cost of funding any planned expansion, plus the cost of paying dividends to the new owners.

Ms Halley, a former commissioner of the Private Health Insurance Administration Council, pointed out that the Productivity Commission found the mutual funds to be operating efficiently, with no economic benefit to be gained from reducing their number or encouraging for-profit companies to enter the market.

‘Since the rising price of health insurance is not a product of inefficient management but of the rising cost of health (especially for the aged), it makes no sense to add shareholder dividends to the premiums of at least a third, if not all, of policyholders. In short, Australia’s health system cannot afford to privatise Medibank Private,’ she said. n

Work

te Hospital Nu riva

@ ts

s NEED Righ rse

Glimmer of hope for mentally ill SPOTLIGHT P

c NSW urged to match federal action

ON 5% T W STILL UNPROTECTED ith 95% of private hospital nurses now covered by a current Enterprise Agreement, the focus of the NSWNA is now on the 18 private hospitals where employers have not entered into negotiations for an Agreement.

In the week before the Federal Industrial Relations changes took place, the NSWNA certified four Enterprise Agreements in the NSW Industrial Relations Commission, covering 95% of nurses working in private hospitals.

The following are hospitals where members are still not covered by an Agreement: s Allowah Children’s Private Hospital s Bega Valley Day Surgery Centre and Private Hospital s Bondi Junction Private Hospital s Canada Bay Private Hospital s Delmar Private Hospital s Eastern Suburbs Private Hospital s Holroyd Private Hospital s Hornsby Sleep Disorders Centre s Longueville Private Hospital s Manly Waters Private Hospital s Metropolitan Rehabilitation Private Hospital s Minchinbury Community Private Hospital s President Private Hospital s South Pacific Private Hospital s Southern Respiratory and Sleep Disorder Centre s Sydney Private Hospital (The) s Westmead Rehabilitation Hospital s Yeoval Community Hospital Co-Op Ltd. The Association is calling on these employers to negotiate to ensure the nurses working in these private hospitals have the protection of an enterprise agreement.

he federal government has taken a step towards remedying Australia’s long-term neglect of the mentally ill, with a pledge to spend an extra $1.8 billion over five years.

More than 400 new training places for mental health nurses and more funding for GPs and psychiatrists to employ mental health nurses are a feature of the spending package announced by Prime Minister Howard.

The package focuses mostly on general practice and primary care and does little to ease the pressure on public hospitals or tackle the issues of homelessness.

Other elements of the package include: c Introduction of Medicare rebates to subsidise sessions with psychologists, effective from 1 November. This will eat up about one third of the new spending c 650 new respite places, where people with mental illnesses can go to give their families a break c 900 new personal helpers and mentors for people with serious mental illnesses c More funding for the Youth Pathways Program, which helps secondary school students stay in education, and more places in the Personal Support Program, which helps people with mental illness at risk of losing their jobs c Funding for nongovernment organisations to provide skills programs for people with severe mental illnesses at risk of losing their jobs.

The package still leaves it up to the states to solve the problem of people roaming the streets or those whose relatives can no longer care for them.

The chief executive of the Mental Health Council, John Mendoza, said the federal package was ‘a first step’ but the federal government still had to play a part in establishing accommodation services in conjunction with the states.

‘We need to build a whole suite of accommodation that does not exist at the moment, accommodation that will relieve pressure on our acute care hospital beds,’ he said.

Professor Ian Hickie, executive director of the Brain and Mind Research Institute at the University of Sydney, said genuine progress will depend on whether the federal government’s initiatives are matched by the states and whether they can adequately coordinate their efforts.

‘Both levels of government have failed to achieve this basic goal over the past decade of the National Mental Health Strategy,’ he said. n

THE LAMP MAY 2006 9

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FORM A COMPANY

TO EXPLOIT

WORKCHOICES, URGES HOWARD he federal government will make it cheaper for small businesses to become companies, so they can take advantage of greater powers available to employers under the new federal IR laws regime.

The government will halve the business incorporation fee from $800 to $400 from 1 July. This will cost the government an estimated $216.4 million over four years.

Prime Minister Howard acknowledged that one of the government’s motivations to cut incorporation costs was to get more companies under the federal IR regime.

‘The more companies, the small companies that come within the reach of the government’s industrial relations system, the better,’ he said.

‘We want them to get under the umbrella of it, to get the benefit of it and take advantage of it. They can only do that if they incorporate.’

Because WorkChoices is based on the Constitution’s corporations power, it does not generally cover unincorporated bodies.

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Caption

Prostitutes to retrain as aged care nurses

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ermany has come up with a surprising solution to its acute nursing shortage – prostitutes are being given the opportunity to retrain as geriatric nurses, thanks to a scheme funded by the Protestant Church and European Union.

The scheme will help address an acute nursing shortage in aged care as well as providing prostitutes with a more secure and safer alternative to sex work.

The online journal news.telegraph reports that around 30 prostitutes aged between 20 and 40 are to begin a two-year training course for auxiliary nurses in the western state of North Rhine Westphalia.

Scheme organiser Rita Kuhn, from Diakone Westfalen – a company operating nursing homes across Germany – is confident these new recruits will have characteristics that will be an asset to their new profession.

‘Prostitutes are, in general, very good at dealing with people and they don’t get squeamish,’ she said. ‘They have

absolutely no fear about touching or being touched.’

The scheme will help address an acute nursing shortage in aged care as well as providing prostitutes with a more secure and safer alternative to sex work.

Residents and other nursing home staff will be kept in the dark about the new trainees’ past. ‘In part so as not to offend them – but also so they do not get any ideas about asking for sexual favours,’ says Rita. n

ABC VITALS

WEAK T he public broadcasting system is facing a slow death caused by chronic under-funding.

Now, in a further gagging of the voice of workers, the Howard Government has plans to abolish the only staff-elected position on the ABC Board.

Communications Minister Helen Coonan introduced legislation on 28 March to abolish the role, and it passed through Senate to a second reading without debate. It has been referred to a Senate inquiry, which will report in early May.

Now, in a further gagging of the voice of workers, the Howard Government has plans to abolish the only staff-elected position on the ABC Board.

Coonan said the change was aimed at improving Board accountability and would bring the ABC in line with other federal government departments.

However, this flies in the face of modern trends in corporate governance, which maximise the use of independent directors.

There have been protests of ‘board-stacking’ at the ABC, following a series of conservative board appointments throughout the Howard government’s term.

The term of current staffelected ABC director, Ramona Koval, ends in June this year and arrangements have begun through the Electoral Commission for the election of a new staff representative. Senator Coonan is keen to have her legislation passed, before a new staff-elected director can take up the position.

Premier Morris Iemma with three nurses from Armidale District Health Service’s Intensive Care Unit, Sandra Rhoades, Megan Hay and Louise Edmonds.

People power puts Premier in ICU

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eople power led to the opening of a new intensive care unit at Armidale Hospital in March. A whopping 6000 members of the Armidale community signed a petition calling for a new ICU at the hospital, and the NSW Premier, Morris Iemma, heard their call.

‘As Minister for Health, I received more than 6,000 signatures from the Armidale community and numerous representations from (local MP) Richard Torbay calling for the redevelopment of the ICU,’ Mr Iemma said at the unit’s launch in March.

‘As Premier, I am delighted to see that hard work become a reality.’

Mr Iemma said the $800,000 unit ensures the needs of the most critically-ill patients are met by the most modern and

reliable equipment. ‘This technological support complements the high level of care offered by the ICU team to the people of Armidale and surrounding districts,’ he said.

‘The unit has two new state-of-the-art ventilators and five new bedside monitors.

A purpose-built, multi-function room offers more privacy for patients and their families and also gives staff the ability to isolate infectious patients as required.

‘Staff and medical officers also enjoy a more functional work environment with improvements to amenities, an improved staff station and a new utility room.’

Mr Iemma said security at the ICU had also been bolstered, with the installation of a new duress alarm system and swipe card-only access. n

Nurse Practitioners’ prescribing role broadened

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urse and midwife practitioners may now prescribe stronger pain relief for patients after the State Government amended the Poisons and Therapeutic Goods Act. The amendment, which took effect on 10 March, extends practitioners’ authority to include the possession, use, supply and prescription of Schedule 8 drugs.

NSW Minister for Health John Hatzistergos said the amendment gives more prescribing rights to nurse practitioners in selected specialties including emergency, pain

management, drug and alcohol services and primary health.

He said the amendment now means selected practitioners can prescribe stronger relief such as morphine for patients in severe pain.

Mr Hatzistergos said the NSW Government was committed to strengthening the roles of nurse and midwife practitioners.

‘These capable, experienced and well-qualified health professionals make a very real difference in the quality and timeliness of care we provide to our patients,’ he said. n THE LAMP MAY 2006 11

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N E W S I INN BBRRI IEEFF

FUN RUN HELPS BREAST CANCER

Keeping abreast of cancer care RESEARCH Rural training scholarship winners at the national breast cancer conference

he Mother’s Day Classic, which will take place on 16 May, is a walk/run to raise funds for breast cancer research and awareness of breast cancer within the community.

Sponsored by Members Equity Bank, the fun run is the largest single annual donor to breast cancer research in Australia and last year’s event raised over $450,000.

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Breast cancer is the major cause of cancer death in Australian women, accounting for more than 2500 deaths each year.

All proceeds are donated to the National Breast Cancer Foundation – Australia’s only independent notfor-profit community organisation supporting research into the prevention, detection and treatment of breast cancer.

Breast cancer is the major cause of cancer death in Australian women, accounting for more than 11,800 new cases of breast cancer and 2500 deaths each year. Early detection is the best method for reducing deaths from breast cancer.

Participants can choose a 4km or 8km walk or run course and the starter’s gun will blast off in Sydney’s beautiful Domain.

The course travels through the Domain and Royal Botanic Gardens, providing a challenge to the more serious joggers and gorgeous views of the harbour, Opera House and Harbour Bridge to be enjoyed by walkers and runners alike.

The morning is a fun-filled community event with food and coffee carts, sausage sizzle, massage tents, live entertainment and fun for kids including face painting and a jumping castle.

Further information, including course maps and registration forms, are available on the website at www.mothersdayclassic.org 12 THE LAMP MAY 2006

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hree nurses working in breast cancer care in regional NSW were awarded Polo Ralph Lauren Rural Training Scholarships recently.

Each of the women – Rachel Pitt of the Manning Rural Referral Hospital, Dorothy McEachern of BreastScreen NSW North West, and Sylvia Moon of the Riverina Cancer Care Centre – used the fashion house grant to attend the National Breast Cancer Nurses Conference (organised by the NSW Breast Cancer Interest Group) in Sydney.

‘Every single day that I’ve been back I’ve been able to use something that I learned at the conference in my practice,’ Rachel said. ‘Every single aspect that you wanted to know as a breast care nurse was covered.’

Major among these were the

issues of sexual dysfunction and menopausal symptoms.

‘Once the fear of mortality has dropped a bit these issues float up,’ Rachel said. ‘And the beauty of the breast care nurse is that they stay with you through the whole journey.’

Of the 11,800 Australian women diagnosed with breast cancer each year, about 3,500 live in rural and remote areas. The Polo Ralph Lauren Rural Training Scholarship is a global initiative (administered in Australia by the National Breast Cancer Centre) that aims to address disparities in care for women with breast cancer. More than 120 nurses and community health workers across Australia have been awarded scholarships since the program began in 2002. n

EARLY DETECTION IS YOUR BEST SAFEGUARD Women aged 50-69 years should have a mammogram every two years for breast cancer screening.

BreastScreen NSW offers free breast screening every two years to women aged from 50 to 69, the group that benefits most from screening.

Women aged 40 to 49, and women

aged 70 and over can also have a free breast screen.

BreastScreen NSW runs screening and assessment services at more than 190 fixed and mobile locations.

To make an appointment at your nearest BreastScreen NSW centre, phone 13 20 50.

n NSWNA marches on International Women’s Day

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or a union with a strong female membership, International Women’s Day on 8 March has a special place on the NSWNA calendar. This year, the NSWNA contingent proudly marched under the Unions NSW ‘Women in Unions’ banner.

As a poignant mark of solidarity and support, CFMEU members working on construction sites in the Sydney CBD downed tools and stood by the roadside to watch their sister members as they passed by in the International Women’s Day march. n

Photo courtesy of Hesta – 2005 BHS Awards

Consultation on OHS praised Staff and residents of St Catherine’s celebrate their award.

cation progr u d e a am swn

WHAT’S ON THIS MONTH s Basic Foot Care for RNs & ENs 8-9 May, Newcastle, 2 days A VETAB accredited course that aims to provide nurses with the competence to provide basic foot care.

Members $203 Non Members $350 Branch Officials $175

s Legal & Professional Issues for Nurses 8 May, Westmead, ½ day Suitable for all nurses. Topics covered include the Nurses and Midwives Act 1991, potential liability, documentation, role of disciplinary tribunals including the NMB, writing statements.

Members $39.50 Non Members $85 Branch Officials $28.00

s Leadership Skills in Nursing 17 May, NSWNA, 1 day Suitable for all nurses in leadership roles. The seminar focuses on the challenge of leadership and provides strategies to develop potential and manage effective teams.

Members $39.50 Non Members $85 Branch Officials $28

s Basic Foot Care for AINs

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strong focus on consultation with staff and residents about occupational health and safety has secured an award for a residential aged care facility.

St Catherine’s in Berri, South Australia, received an occupational health and safety award jointly presented by the nurses’ superannuation fund HESTA and the Commonwealth Department of Ageing.

HESTA said the Sisters of St Joseph’s facility, which caters for 50 high and low

care residents, had adopted comprehensive consultative processes involving staff, residents and residents’ families in hazard identification and reporting.

St Catherine’s strong emphasis on OHS training was also commended, as was the fact that OHS is addressed in all position descriptions.

Details of award winners and finalists are featured in a booklet, which can be downloaded from www.bhsawards.com/ downloads/2005BHSAwards.pdf n

24 May, NSWNA, 1 day Provides AIN with sufficient theory and practice to maintain basic foot hygiene for the healthy foot in compliance with NSW Health policy and under the supervision of RN or EN. Members $101 Non Members $175 Branch Officials $87.50

s Aged Care Nurse Forum 26 May, NSWNA, 1 day Suitable for all aged care nurses.

Members $30 Non Members $50 Branch Officials $28 For registration and more information: go to www.nswnurses.asn.au or ring Carolyn Kulling on THE LAMP MAY 2006 13 1300 367 962.

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NO C E W V ES R I SNT O BR Y I E F

g The ‘horror stories’ of unscrupulous employers seizing their moment to sack employees they didn’t want, didn’t like, or simply didn’t like the look of have grabbed the headlines since the federal government’s laws came into force last month. But experts agree the biggest threat to workers comes from the ideological attack on collective bargaining.

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hen federal workplace relations minister Kevin Andrews finally released the regulations that complete the federal government’s new workplace laws, he stuck to the government’s year-old sales strategy: he hid the truth.

The regulations – the rules that determine how the workplace laws are carried out in practice – were announced minutes after Lisa McCann crossed the line to win the marathon at the Commonwealth Games.

The new laws and regulations, touted by the Howard government as ‘simplifying’ an overly-regulated system, consist of 1500 pages of text that put the minister at the centre of industrial relations with dictatorial powers.

Choice – what a joke Andrews not only announced a long list of ‘prohibited content’ that is banned from agreements, even when employers and employees agree on them, he can also add to the list at will.

14 THE LAMP MAY 2006

NSWNA General Secretary Brett Holmes said the prohibited content measures make a mockery of the government’s claims that the reforms are about choice.

‘The Minister has the powers under these new laws to ban a wide range of conditions agreed to between an employer and employees,’ he said.

‘Under the regulations, workers and unions can be hit with federal government fines of between $6,000 and $33,000 for merely seeking commitments from employers around job security or fair treatment.’

No credibility with economists While the impact of the unfair dismissal laws were the media-grabbing features of the new laws, independent commentators – such as Sydney Morning Herald economics editor Ross Gittins – were outlining other features in the laws more deserving of ‘the most draconian’ tag.

‘That dubious honour goes to the attempt to stamp out collective bargaining – including removal of workers’ right to bargain collectively, which even

American workers have retained – the amazing restrictions on the right to strike and the freedom for employers to impose individual contracts that do disadvantage workers. The punters will find this out in due course,’ he warned.

Gittens believes the workplace changes are political and the government’s rationale has little credence among experts.

RESEARCH TELLS: PEOPLE ew research conducted by the Australian Council of Trade Unions (ACTU) shows that the public are deeply opposed to the Howard Government’s new IR laws, and that the community believe the laws show that the government is acting in the interests of big business over the rights of Australian working families.

The ACTU polled 1,000 voters in 24 key coalition – held marginal seats in late February and early March as part of the union movement’s ongoing campaign against the new IR laws.

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HOWARD’S SHAM RATIONALE EXPOSED The most draconian tag goes to the attempt to stamp out collective bargaining – including removal of workers’ right to bargain collectively, which even American workers have retained – the amazing restrictions on the right to strike and the freedom for employers to impose individual contracts that do disadvantage workers. The punters will find this out in due course.

Ross Gittens, Sydney Morning Herald

‘The measures are blatantly proemployer, anti-worker and anti-union, with more than an idle thought that further weakening the union will weaken the donation base of the Liberals’ political opponents,’ he said.

‘What we’re told, however is, that WorkChoices delivers on the government’s commitment to improve productivity, create more jobs and increase living standards for Australian families. I can find little support for those propositions among economists.’n

LOATHE WORKPLACE LAWS c c

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c

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WHAT HOWARD SAID: The new laws would simplify and streamline the previously over regulated system.

REALITY: There are now over 1000 pages of legislation and subordinate legislation that regulate every aspect of the workplace. There are 500 pages of additional explanatory memoranda.

WHAT HOWARD SAID: The new laws would give workers and employers more choice.

REALITY: Workplace Relations Minister Kevin Andrews has powers under his new laws to ban a wide range of conditions that might be agreed between an employer and employees.

WHAT HOWARD SAID: The new laws would create more jobs.

REALITY: 151 academics lodged a historic, joint, 43-page submission to the Senate inquiry debunking this claim.

This is backed by surveys of small business which show small business will employ fewer workers as a result of the changes.

WHAT HOWARD SAID: The new laws are not based on the minority of ‘bad bosses’ but around the majority of ‘good employers’ and employees that want to work constructively together.

REALITY: ‘Good employers’ can be fined $33,000 for including provisions in agreements that facilitate cooperation between workers and employers.

WHAT HOWARD SAID: Low-paid workers would still have a safety net determined by the new socalled ‘Fair Pay’ Commission.

REALITY: Even Justice Geoff Guidice, appointed

by Peter Reith to the federal Industrial Relations Commission as President and a former employer advocate, says the rationale of the Fair Pay Commission is to reduce the safety net and put downward pressure on the minimum wage.

WHAT HOWARD SAID: The new laws are not about driving wages down.

REALITY: It is now easier for employers to force workers onto individual contracts that undercut take home pay and remove conditions. The new laws also allow employers to remove conditions like penalty rates, overtime pay, weekend rates, public holidays and redundancy pay as well as effectively abolish the award safety net.

Key findings include: 72% of voters support unfair dismissal laws that protect workers 70% believe that individual contracts give too much power to the employer 68% agree that the new laws are strong evidence that John Howard governs more for corporate Australia than for ordinary working families 60% agree that collective bargaining means better job security for workers 66% believe that the laws are a threat to every working family.

THE LAMP MAY 2006 15

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NU E R WSSE SI N GEB T TRI INEGF A C T I V E

Making our voice heard in marginal seats

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erry Barron, a mental health nurse and secretary of the NSWNA branch at Wyong Hospital, has become involved in the Your Rights At Work campaign on the Central Coast after attending a training workshop organised by the ACTU and Unions NSW. Unions are organising in marginal seats like Dobell, which covers the Central Coast, to ensure that workers’ voices are heard in the next federal election and that politicians realise their job security can also be put on the line if they don’t support workers’ rights.

With the federal government’s IR laws greatly restricting the right to industrial action, including the right to strike, community and political action will be the only way of defeating the new laws says Terry.

‘Look at France,’ he said. ‘When the

government there tried to bring in similar IR laws, mass community action made them back down.’

Terry says he found the ACTU training inspiring and recommends it to other nurses who want to get involved with the campaign.

‘You feel empowered, that together we can change things. The ACTU gave us lots of information about the new laws and ideas about how we could talk about this issue to different people so it was relevant to them.’

Unions are targeting four other federal seats in NSW besides Dobell: Paterson on the North Coast, Lindsay in Western Sydney, Greenway near Parramatta and Eden-Monaro in the state’s south-east.

If you are interested in attending future ACTU workshops or in getting involved in Your Rights At Work committees in these electorates, contact Rita Martin at the NSWNA: rmartin@nswnurses.asn.au. n

CAMPAIGN MATERIALS AVAILABLE The NSWNA has a number of Your Rights at Work campaign materials to help you get the message out about the federal government’s IR changes.

If you want a campaign bumper sticker, armband or T-shirt, contact Glen Ginty at the NSWNA. Ph: 02 8595 1234, gginty@nswnurses.asn.au

Unions take the message to the road

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ast year a bright orange bus travelling the state became the focus of the NSW campaign against the federal IR changes. This year the Unions NSW Your Rights at Work bus is again touring the state to raise awareness about the changes and hear the concerns of rural communities.

NSWNA Campaigns Officer Lynne Ridge says the Association will follow the Unions NSW bus through regional areas.

16 THE LAMP MAY 2006

‘A team of Association officers will visit public hospitals, private hospitals and aged care facilities at the same time. We will meet up with the bus each evening for Your Rights at Work community meetings. We want nurses to be involved and to bring along work colleagues, family and friends to these important meetings,’ she said.

For more information contact Lynne Ridge: lridge@nswnurses.asn.au. n

‘THESE LAWS

ARE AN INSULT’ erry Barron says he is personally mortified at the extent of these laws.

‘They will extend their unfair tentacles into every facet of our existence. As a union member, it is my belief that we need to act and act now. We have established a Your Rights At Work subcommittee at Wyong hospital made up of many different unions.

We hope to develop it as a vehicle to spread the word so as many people as possible are brought up to speed on the impact of these new IR laws.

‘I became a nurse because I care. I care about my fellow people and I care about the community in which I live. I also care that I live in a country where I’m guaranteed certain rights. Two of these rights are the right to fee speech and the right to be treated fairly in the work place. I’m about to lose one of these and I fear the other may not be far behind. I believe the new IR laws are enough of an insult to move the ordinary person into action if the true impact of these laws is understood.

‘Apathy changes nothing. If you’re not in a union, get into one because if you don’t then you’re exposed and vulnerable to unfair treatment. If you know someone who is not in a union speak to him or her and spread the word. There is much at stake.’

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’These IR Laws are an insult’: Active NSWNA members Lee Robinson, RN, and Terry Barron, CNS

UNIONS NSW BUS TOUR Southern Tour May-June 2006 c c c c c

Monday 29 May – Nowra – Milton – Ulladulla Tuesday 30 May – Bateman’s Bay – Moruya – Narooma Wednesday 31 May – Merimbula – Eden – Bega Thursday 1 June – Cooma – Jindabyne – Queanbeyan Friday 2 June – Queanbeyan

For more information contact Rita Martin at the NSWNA: rmartin@nswnurses.asn.au

In short …

WORKERS SEEK REFUGE IN UNIONS Union membership jumped 4% in the year to August 2005, with an extra 70,000 workers joining unions according to the Australian Bureau of Statistics.

The ABS data shows that union members earn an average $118 more per week than nonunion members.

HOWARD PROHIBITS LOVE AT WORK Office romances may be a sackable offence under the Howard government’s new IR laws, according to lawyers and academics.

Under the old laws employers had to prove a relationship was disruptive, but no longer.

‘People who are in relationships at work need to be more careful than ever that those relationships don’t blow up,’ Flinders University IR expert Professor Andrew Steward told the Sunday Telegraph.

It is believed up to 80 per cent of Australians have had a sexual relationship with a colleague.

MORE CREAM FOR FAT CATS CEOs of Australia’s biggest companies are paid six times more than they were earning 15 years ago and take home in one week what the average worker earns in a year.

The average pay of chief executives who are members of the Business Council of Australia – principal cheerleaders of the federal government’s IR changes – ballooned by 564% since 1989-90 from $514,433 to $3.42 million in 2004-05.

The average CEO picks up $65,800 a week, with their total pay now 63 times what the average worker earns against 18 times in 1989-90.

THE LAMP MAY 2006 17

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NO C E W V ES R I SNT O BR Y I E F

A criminal for defending workers ‘I can’t stomach the idea that you cannot in my position as a union official go into a workplace and include in a contract protection for job security. I will ask for people to be treated fairly, and I won’t pay a fine for doing it.’

Greg Combet (21 March 2006)

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hen he spoke these words, ACTU Secretary Greg Combet committed the crime of sedition and, if convicted, is liable to a penalty of seven years’ jail as part of the federal government’s antiterrorism laws.

According to La Trobe University law professor, Spencer Zifcak, the federal government could even use Combet’s remarks to declare the ACTU an unlawful organisation.

‘While Combet would have been found guilty of sedition under the old law, the new law means the ACTU would have also been banned.

The government has given itself far-reaching power to ban organisations under this legislation,’ Zifcak told the Australian Financial Review.

This means that NSWNA officials could also face jail sentences if they refused to pay a fine for asking for fairness in the workplace and the NSWNA could also be banned.

18 THE LAMP MAY 2006

WorkChoices outlaws words too The federal government doesn’t have to use the anti-terrorism laws to intimidate trade unionists when they stick up for workers’ rights. There is also plenty of legal ammunition in John Howard’s federal IR laws to criminalise speech.

WorkChoices imposes harsh fines on Australian workers or unions who even ask for fundamental rights like job security and fair treatment for employees.

agreement could be fined $6000 and $33,000 respectively by the government even when their employer wants such a provision in their agreement.

‘It does beg the question, why would the federal government fine someone for asking for fair treatment for workers?’ she said.

The federal government’s laws also provide for fines for workers or unions who seek commitments in agreements

‘It’s disgusting a union leader can be imprisoned and a union banned for sticking up for workers. It’s akin to Nazism.The Howard government has eroded workers’ civil rights in a so-called democratic society.’

Stephen Ward, AiN, Lark Ellen Nursing Home.

NSWNA Assistant General Secretary Judith Kiejda says an individual or union that seeks to have some protection from unfair dismissal written into a workplace

that union or OHS representatives will have access to training or that union members be allowed to meet to discuss workplace issues during work time.n

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N O T I C E

2006 NSWNA

ELECTION OF BRANCH ALTERNATE DELEGATES

In short …

FAIR PAY COMMISSION WILL HAMMER POOR, SAYS AIRC CHIEF Howard’s new IR laws will see the minimum wage fall and social welfare fall with it, says President of the Australian Industrial Relations Commission, Geoffrey Guidice. Mr Guidice says Howard’s new IR legislation could ‘have a significant effect on the incomes of the lowest paid in our community.

There would be a slowdown in the rate of growth of minimum wages; that’s what the Fair Pay Commission is for. If those things are to occur, they’ll probably have to be accompanied by a reduction in social welfare, otherwise the incentive to work will reduce.’

SMALL BUSINESS SAYS IT WILL HIRE FEWER PEOPLE A survey by accounting software giant MYOB has found small business is more confused about WorkChoices and the number of small businesses that expect to hire more staff in the coming year fell from 43% to 32%. ‘These figures appear to be a blow to the federal government, as obviously the reforms are designed to give small business more confidence to employ,’ MYOB Australia General Manager Andrew Fiori-Dea told the Australian Financial Review.

PUBLIC SECTOR WILL BE KEY BATTLEGROUND The public sector is likely to be the main battleground for the federal government’s new workplace changes, say IR academics drawing on the experience of the Thatcher government in Britain. ‘The most intensive changes will be in the public sector where there are public funds used as a lever to get

outcomes that the government wants,’ says John Buchanan from The University of Sydney. ‘[In Thatcher’s Britain] it was basically politically driven, it was not left up to the spontaneity of market forces.’

Early evidence to back this up can be found in the federal government’s own Department of Revenue where the Minister Peter Dutton is refusing to negotiate a union agreement with staff even though 91 out of 105 voted for one. Instead they were offered a non-union agreement that would see some lose $17,000.

THE SULTANS OF SACK Moran Health Care’s law firm Fisher Cartwright Berriman, who last month threatened legal action against The Lamp because we dared to report on a downgrading spree of ENs to AiNs in Moran’s aged care facilities, has been telling some of Australia’s leading companies how to take advantage of the federal government’s new IR laws to sack their employees.

According to the Daily Telegraph (page 14, 23 March), around 200 business leaders – including representatives from Coles Myer, Sony and NRMA – turned up to a ‘breakfast briefing’ where they were told by Moran’s law firm that a little known clause in the federal government’s laws allowing employers to dismiss workers for ‘operational reasons’ was ‘a catch-all’ that had ‘slipped under the radar’ and allowed them to sack employees for any business reason.

Operational reasons are reasons of an economic, technological, structural or similar nature, according to Howard’s new laws.

‘Who in their right mind would dismiss somebody for other than operational reasons?’ Fisher Cartwright Berriman partner Ben Gee told the group.

Pursuant to the Industrial Relations Act, 1996, Robert Leslie Whyburn will be the Returning Officer for the election of branch delegates and alternate delegates to the Annual Conference and the Committee of Delegates of the NSWNA. NOMINATIONS Nominations in writing are hereby invited for the following positions: Gosford Hospital branch: alternate delegates (3) Note: A person may nominate for one position only.

Candidates for election to the position of branch alternate delegate are required to be financial members of the Association at the opening of nominations i.e. 1 May 2006.

Nomination forms may be obtained from Robert Leslie Whyburn, 43 Australia Street, Camperdown (Telephone 8267 0926) or from the NSW Nurses’ Association, 43 Australia Street, Camperdown (Telephone 8595 1234 or 1300 367 962).

ELECTION TIMETABLE c Nominations close at noon on 15 May 2006. They may be hand delivered to R.L. Whyburn, 43 Australia Street, Camperdown; posted to PO Box 239 Camperdown 1450; or faxed to 9565 2747.

If an election is contested: c A draw will be conducted to determine the order of candidates’ names on the ballot paper at 43 Australia Street Camperdown at 2.00pm on 17 May 2006. Candidates or their representatives are invited to witness the draw c Ballots will be posted to all eligible branch members on 22 May 2006 c The postal ballot will close at 10.00 am on Thursday 8 June 2006 c The method of voting to be observed for this election will be first past the post.

All members should ensure that they have advised the Association of their current residential address. No information in respect of candidates will be sent with electoral material. For full details please see “Branch Elections” on the “Members” page @ www.nswnurses.asn.au Robert Leslie Whyburn RETURNING OFFICER for the 2006 NSW Nurses’ Association Election of Delegates to the Committee of Delegates.

THE LAMP MAY 2006 19

Nurses, still paying your NSWNA fees by payroll deductions?

If so, we strongly urge members to switch to direct debit to protect themselves from employers who threaten their union protection by attempting to cancel their payroll deductions under the guise of Howard’s new laws.

NSWNA announces the new Direct Debit Campaign’s Travel Prize WIN a trip which includes Return flights for 2 (ex Sydney) to Cairns and cruising the Great Barrier Reef for 4 nights on the Captain Cook Cruises’ ship – the MV Reef Endeavour PLUS 2 nights accommodation at the luxury Hilton Hotel Cairns

Paying your union fees directly to the NSWNA via your bank means that your union membership is your business – not your employers.

If you would like more information regarding Direct Debit don’t hesitate to call the Association.

wn Dra une J 30 06 20

The MV Reef Endeavour is a stunning small ship, purpose built to negotiate the reef’s shallow bays and narrow passages where larger ships cannot go. It’s the ideal way to experience the Great Barrier Reef’s remote and exotic locations.

HERE’S HOW YOU CAN GET ONE OR MORE CHANCES TO WIN cancel your payroll deductions and start paying your fees through direct debit/auto credit and you will go in the lucky draw. convince your colleagues to convert from payroll deductions to direct debit/auto credit and you, and each of your colleagues who switch to direct debit/auto credit, will go in the lucky draw. sign up a new member using the direct debit/auto credit method of paying their fees and you, and the new member, will go in the 20 THE LAMP MAY 2006 lucky draw.

Membership Application Forms or Direct Debit or Direct Credit forms can be downloaded from our website www.nswnurses.asn.au.

Alternatively call the NSWNA on 8595 1234 (metro area) or 1300 367 962 (non-metro area) for more information.

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NG A E W E DS CI ANR EB R I E F

Employers block union fees g Avoid threats to your union protection and go direct debit

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wo aged care employers have attempted to use the federal government’s IR legislation to block the payment of members’ NSWNA fees by payroll deduction.

Members at the Green Hills Churches of Christ Nursing Home and the Frank Whiddon Masonic Homes of NSW were mistakenly informed by their employers that payment of their NSWNA fees by payroll deduction is illegal under the new legislation.

Legal advice obtained by the NSWNA confirms that this information is incorrect.

Assistant General Secretary Judith Kiejda said, ‘There is confusion surrounding whether or not an employer can now legally provide payroll deduction of union dues to their employees as a result of the new IR laws.

‘The new laws do not prevent an employer continuing to provide payroll deductions of union fees. What is prohibited is only the writing of such a commitment to provide payroll deductions into a workplace or enterprise agreement.

‘This means the situation with payroll deductions has not changed. There never has been a written commitment to offering payroll ductions in the Nurses’ Award and the Association does not seek one,’ said Judith.

‘There is no legal barrier preventing members from using this method to pay

their fees, although it’s a less secure and more cumbersome method than direct debit.

‘Members should contact the NSWNA if their employer threatens to cancel payment of their NSWNA fees by payroll deduction,’ she said.

Paying your NSWNA fees by Direct Debit is the most direct and safest way to pay your union fees.

‘I strongly urge members to switch to Direct Debit to protect themselves from employers who threaten their union protection by attempting to cancel their payroll deductions under the guise of Howard’s new laws,’ said Judith.

Contact the NSWNA on 1300 367 962 if your employer threatens to cancel payment of your union fees by payroll deduction. n

Half-hearted solutions to elder abuse

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eports in the media about the rape and sexual abuse of frail and elderly women in aged care facilities in Melbourne and Canberra unleashed widespread disgust and alarm within the community.

It seems it take a frenzy of public outrage to move the government to act on issues of abuse and improper practice by unlicensed aged care workers – problems long raised by the NSWNA. The Minister for Ageing Santo Santoro was prompted to call a special meeting of the Aged Care Advisory Committee – with ANF representation – to discuss solutions to the problems of abuse of the elderly in residential aged care.

The outcome was an announcement of short-term fixes including police checks of aged care staff, an increase in random

checks on nursing homes and compulsory reporting of sexual and physical abuse of residents.

The measures fall short of the longer-term measures supported by the NSWNA including the licensing of personal care assistants and overcoming staffing shortages to improve the aged care workforce.

NSWNA General Secretary Brett Holmes said, ‘Abuse, improper practice or inadequate care are all serious problems that can be perpetuated within a workforce that has no system of licensing.

‘In the majority of cases, employers sack accused workers, who go on to perpetuate the abuse or problems in their practice at other workplaces,’ he said.

‘It is difficult for employers or a worker’s colleagues to predict the abusive behaviour or improper practice of an individual. The ability of an employer to trace past offences depends on whether criminal matters were pursued, which is most often not the case,’ said Brett. n THE LAMP MAY 2006 21

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N RE O P WFSE SI S N I OB N RA I EL FI S S U E

Keeping one step ahead NSWNA Professional Issues Conference g The 6th Annual NSWNA Professional Issues Conference has been designed so that nurses can keep one step ahead professionally, in the face of current pressures posed by a hostile industrial relations environment and nursing shortages. This year’s conference on 9 June will deal with topics such as fatigue and burnout, understanding the federal industrial relations changes and how to create a great place to work.

to attend Book now nce. For re the confe rmation, further info g on rolyn Kullin contact Ca r o ) o tr e (m 8595 1234 al). n io g e (r 2 6 1300 367 9 n forms are Registratio t available a es. rs u n www.nsw u .a asn

22 THE LAMP MAY 2006

HOW TO MAKE YOUR WARD A PLACE NURSES NEVER WANT TO LEAVE

Nurse manager Kylie Start with Helen Watson, RN and Clinical Coordinator, and Matt Ring, RN. They say Kylie is a good manager because ‘she is a good listener and recognises the balance between your work and personal life by offering us flexibility’.

D

on’t miss out on seeing this presentation. Kylie Stark, Nurse Manager, Emergency Department at Sydney Children’s Hospital, has a two-year waiting list for nurses wanting to work in her department and she hasn’t advertised a vacant position in four years.

Kylie is engaging, inspiring, energetic and confident – the only thing she seems unsure about is how to fit the last five years and the lessons she has learnt into one speech.

What’s her secret? Kylie says she was initially a reluctant manger. She recognised that the department had problems and thought if she managed staff as individuals, not as a group, she would be able to improve the environment.

‘I manage from a nurse educator perspective, I put individual nurses on a professional development pathway – this is important because not everyone is the same,’ she said.

‘I believe that it’s important to manage staff from an emotional intelligence standpoint – you have to know each of your staff and their strengths and weaknesses.’

She describes emotional intelligence as ‘bits and pieces that happen to you through life that refine, develop and model you as a human. Things such as travel, death, marriage, study – it’s the way you experience all these that makes up your emotional intelligence.’

Kylie says that managing 58 nurses is intensive. ‘Across the five years I know where he and she is at a personal and professional level and from that I know when to push and when to pull back. It’s a more intensive way to manage and sometimes it’s exhausting but the rewards are amazing.’

She also maintains that she hasn’t done it alone and that creating a positive work environment requires commitment from all groups of management in the department, not just nurses. ‘I manage alongside an extraordinary physician. We are committed to the same management style and we never make decisions in isolation. Even in this unpredictable and chaotic environment, we always make time to communicate and consult with the other person before making a decision.

‘We have developed and introduced advanced practice into the department, which was previously unheard of in this paediatrics setting. It has developed in other areas of nursing but usually out of necessity.

We introduced it here for advancement and skill development purposes. The engagement of medical support is essential in the success of programs like this,’ she said.

‘I can’t take responsibility for the culture here, I can for driving it and supporting it but the nurses do the rest.’n

HOW THE INDUSTRIAL RELATIONS CHANGES WILL AFFECT YOU

N

SWNA General Secretary Brett Holmes will give a comprehensive view of how the Howard Government’s industrial relations changes will affect nurses working in NSW. ‘The Association has put a lot of

resources into ensuring that we are organised and active and best placed to defend the interests of nurses. It is vital that members understand what these changes mean and how the union has prepared to secure your rights at work.’n

MANAGING FATIGUE AND BURNOUT IN THE WORKPLACE

Dr Delwyn Bartlett

W

hat is burnout? Dr Delwyn Bartlett, Woolcock Institute of Medical Research, said ‘burnout is often described as emotional exhaustion and a combination of a number of factors such as feeling out of control, feeling like your needs aren’t being met, and feeling like there are no boundaries between work and home.’ She said that shift workers can often suffer from burnout and symptoms can include sleep difficulty and worrying about the next day.

In a profession such as nursing where round the clock care is required you can’t stop shift work but Dr Barlett believes it is imperative that nurses increase their awareness about fatigue and burnout so that they are better equipped to improve the situation.

‘It is difficult to prevent burnout but being aware of the symptoms can help an individual reflect on the situation, view how they are responding and work out a way to manage better so that they don’t feel so overwhelmed.’n

Scholarship boosts reproductive health in rural NSW

T

he Tony McGrane Rural Scholarship for Nursing in Reproductive Health will be announced shortly, enabling a RN in rural NSW to undertake the FPA Health Postgraduate Certificate course in Sexual and Reproductive Heath (Nursing), accredited by the Royal College of Nursing.

The Tony McGrane Rural Scholarship is an acknowledgement of the challenges many rural people face in accessing appropriate reproductive and sexual health care.

Last year’s scholarship recipient, Susan Brown, RN and midwife from Brewarrina, said, ‘There is no way I could have afforded to do the course without this scholarship. It provided funds for the course cost and also for my travel to Sydney for exams, face-to-face training and clinical placements and my accommodation during those periods.’

RNs with two years’ post-basic experience, and working in a rural or remote area of NSW, can apply for

Susan Brown

the scholarship. It is awarded to the nurses who can best demonstrate that completing this course would improve the reproductive and sexual health outcomes for their rural or remote community.

Susan said, ‘Since I have completed the certificate I have obtained a position as a women’s health nurse – which is wonderful because there hasn’t been one in this area for about three years. The scholarship opened up options for improving my own career and women’s health in isolated areas.’n

Nurses awarded for creative thinking

T

en nurses or midwives will be the recipients of an Innovation Scholarship, worth up to $10,000.

Recently announced by NSW Health, the Innovation Scholarships aim to encourage innovation in clinical areas and are being offered to nurses and midwives who demonstrate the capacity to think differently and creatively about ways of caring for patients.

NSW Minister for Health, John Hatzistergos, said ten Innovation Scholarships of up to $10,000 each would be awarded to nurses and midwives across the state to implement new, patientfocused ideas to improve patient care.

Successful models of care already introduced include: c A walking and mobility program at

Port Macquarie Hospital, which has halved patient falls c A nurse-led wound management clinic at Goulburn, which has improved healing rates for patients in the community and dramatically reduced the need for home visits, freeing nurses up to provide other care in the community c Since the introduction of the nurseled John Hunter Hospital Asthma Management Service, 100% of patients now understand their disease better, with almost all being able to recognise and monitor their asthma symptoms.

The Innovation Scholarships were announced in early March, with the closing date for applications late March. Scholarship winners will be announced in June.n THE LAMP MAY 2006 23

s

NURSES IN

ACTION

Midwives lead the way g The success of midwife-led birthing services across the state is a mark of recognition by the NSW Government of the capabilities and competence of midwives. The Belmont Birthing Service provides a strong professional role for the midwives leading the unit and a secure and comfortable environment for the women who choose this option for their maternity care.

H

ayley* wanted a secure and comfortable environment for her birth. She is young and healthy but she wanted to be cared for by a midwife she was familiar with during her pregnancy and birth. Hayley was an ideal candidate for the Belmont Birthing Service, a lowcare birthing service where women are attended by a known midwife throughout their pregnancy, delivery and in the weeks following the birth.

Although attached to John Hunter Hospital in Newcastle, the Belmont Birthing Service is located 20 minutes away and is staffed by highly-competent midwives who are appropriately qualified to provide antenatal, labour and postnatal care on their own.

According to Midwifery Manager of the Belmont Birthing Service, Carolyn Hastie, normal, healthy women who have healthy pregnancies birth well with one-to-one midwifery care and do not need medical intervention or need to be under the care of an obstetrician. ‘This is for women who are sick or who have medical and obstetric complications. You wouldn’t have a cardiologist on stand by if you were healthy and wanted to do some exercise,’ she said.

‘Faced with an unknown attendant in a harsh, sterile environment with artificial lights and machines that inhibit their movements, many women become afraid and panic. Fear sets off the fight or flight pathway of hormonal response, leading to prolonged labour and increasing the chances of medical intervention,’ she said.

24 THE LAMP MAY 2006

‘A birthing woman who knows her midwife and feels comfortable is going to labour more efficiently and the outcome is more likely to be a quicker, smoother birth.’

Hayley developed a personal relationship with her midwife Jacky Eales over the months of antenatal visits. When it came to the birth, she felt comfortable and trusted Jacqui.

Hayley gave birth to a healthy baby boy at 11am one Monday. She stayed at Belmont for four hours after the birth, celebrating with a ‘birthday’ cake with her partner and parents. Around 3pm, Hayley felt ready to go home with her new-born son.

Midwife Jacky visited early that evening to see how things were going and to ensure Hayley was managing the breastfeeding, and continued visiting for the next three weeks.

‘An important aspect of the Belmont Service is exploring with women what to expect. Hayley knew all about the labour process and what to expect with her new baby,’ said Carolyn.

‘We also discuss with women and their partners ideas on how they can look after themselves so they recover quickly from the birth and survive those first few sleepless nights.

‘A drawback of more traditional maternity services and education is the emphasis on the birth as being the beall and end-all. Women give birth and have little idea of what to expect from their newborn. They all too often have unrealistic expectations of what a baby in the home means.

‘I think that’s why women experience the postnatal “blues”.

They’ve experienced the most emotional event of their lives, the birth … and then they are left alone with little idea of a typical newborn’s cycle and behaviour. That can be scary,’ she said.

Since opening its doors in July 2005, 126 women have given birth with the Belmont Birthing Service midwives.

Statistics so far reveal that the one-toone midwifery model is achieving safer outcomes than more traditional maternity services with higher levels of intervention, and that the mothers are happier with their birthing experience.

‘Giving birth is a normal, healthy, happy process. There is nothing in the sickness model that matches it,’ said Carolyn.

There are seven midwives, including a manager, working at the Belmont Birthing Service and each midwife books about 40 women a year. A midwife will see a woman in a schedule of antenatal visits – at the centre or at the woman’s home – over the months of her pregnancy, be on-call for the birth and then visit the woman at home in the three weeks after the birth.

Belmont Birthing Service midwife Julie Schur with new mum Helen Jeffery and baby Isiah.

No medical support is available at Belmont. If problems arise, the woman is transferred to the John Hunter hospital, along with her midwife.

‘The midwives are specially trained in neonatal care and resuscitation and we have great relationships with our medical and midwifery colleagues at the John Hunter Hospital,’ said Carolyn.

The NSW Midwives Association has developed guidelines about when consultation or a transfer should occur.

‘It’s a flexible, woman-centred service and the mothers love it. They feel very supported,’ said Carolyn. ‘One mother said to me, “I feel like a real person here. I feel better than when I arrived”.’

‘It’s also a flexible workplace for the midwives working here. They are part of

a supportive team that enables them to juggle their families. Nearly all of us have older children.’

Consumer pressure is driving the expansion of midwife-led maternity services in NSW. The midwife-led maternity unit in Ryde celebrated two years of service in March and similar services are operating in Wollongong and Gosford and one will open shortly in Camden. St George Hospital also launched a publicly-funded homebirthing trial last September.

The enthusiastic uptake of these services is testament to the fact that women want maternity choices, and there is mounting evidence that choice and flexibility results in happier and healthier women and babies.

NSWNA Secretary Brett Holmes said it is important that midwives

working in services like Belmont are covered by an agreement that considers their levels of responsibility and the unsociable working conditions.

‘These midwives have a caseload that requires them to be on-call for most of the week. They need to be appropriately compensated for this. The Association has worked closely with hospital management in each case to negotiate an agreement that provides an annualised salary that takes into account penalties that would be earned over a year and on-call allowances.’

As The Lamp went to print the NSWNA was signing an agreement with Camden Hospital management covering midwives who will be working at the new birthing service set to open in April. n *Name changed for privacy reasons.

THE LAMP MAY 2006 25

s

A G E N D A

Flu pandemic plan rea g Nurses to play frontline role

N

urses will play a vital frontline role in NSW Health plans to deal with an influenza pandemic arising from bird flu.

In the event of a pandemic nurses will staff airport screening stations, temporary staging facilities and fever clinics attached to every emergency department in the State. Nurses will also visit sufferers at home and retired nurses will be asked to return to service.

The avian flu H5N1 virus has so far killed over 90 people in Asia, Turkey and Iraq. Almost all of them caught the disease directly from infected birds.

Experts say a pandemic will become a real danger if the virus mutates to allow efficient human-tohuman transmission.

‘It is important to emphasise the difference between the current avian influenza and a pandemic,’ said Dr David Cooper, director of NSW Health’s Counter Disaster Unit.

Dr David Cooper 26 THE LAMP MAY 2006

At the first sign of any pandemic overseas, NSW Health’s newly established Bio-preparedness Unit, assisted by the Counter Disaster Unit, will put the State’s pandemic action plan into effect.

‘In the event of a pandemic reaching Australia, NSW has to be prepared for up to 30,000 hospital admissions and 8000 deaths over a 12-week period,’ said Dr Cooper, an emergency physician.

‘We will take every precaution to ensure nurses’ safety.’

‘That’s probably a worst-case scenario – I hope it won’t be as bad as that,’ Dr Cooper told The Lamp.

‘We don’t know what the virus would be like, what range of people would be most affected and what sort of complications they might get.’

Dr Cooper’s figures are based on the 1919 Spanish influenza which infected one third of Australians and killed 1.4% of sufferers. Unusually, that pandemic mainly struck people aged from 20 to 40.

Whatever the casualty rate, Dr Cooper expects the health system would be stretched to the limit.

‘We could lose up to half the health workforce through illness or having to stay home to care for relatives including children, because schools will be closed,’ he said.

‘Nurses will be absolutely vital to the community and we will take every precaution to ensure their safety.’

Dr Cooper said nurses would be issued with personal protective equipment such as masks, gowns, gloves and goggles.

‘Nurses are known for their infection control procedures and skill in the use of personal protective equipment and will lead the way in this regard’ he said.

Authorities will attempt to keep any pandemic from entering Australia during the initial containment phase of the pandemic plan.

Nurses could be stationed at airports to help screen passengers as they arrive and care for people in quarantine.

‘Keeping it out of Australia is probably not possible but it’s worth a try,’ Dr Cooper said. ‘If we can delay its arrival here it might buy us time to develop a vaccine.’

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dy to go Once the pandemic hits Australia, NSW Health will set up fever clinics attached to every ED in the State. ‘The fever clinic will be part of the ED but not actually in it. It could be in a tent or a hard-stand facility but will have to be close to the ED,’ Dr Cooper said. ‘The fever clinic will screen and treat people so they don’t come into the ED and infect the waiting room. ‘It’s a model that came out of the experience fighting SARS in Asia. ED nurses will play a key role in these clinics. The minimum level of staffing in a remote area with no infection would be one nurse, but in areas where outbreaks occur, the minimum would be two nurses, an admin assistant and security people.’ Certain hospitals may be nominated as infectious diseases facilities in an attempt to keep some sites clean.

After being screened at a fever clinic patients will either be sent home, admitted to a designated infectious diseases hospital or placed in a staging facility.

Staging facilities will be set up at sites such as schools or army barracks. They will handle patients who are too ill to go home but not sick enough to be admitted to hospital.

Dr Cooper said community nursing to care for people at home will also play an important role. ‘It’s important this winter that patients with the flu be given a mask on arrival at hospital and everyone has stringent personal hygiene measures like hand-washing.

This is good practice at the best of times and vital in the worst,’ he said. n

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s

Q & A

ASK

JUDITH

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

Clarifying maternity leave

Not repeating in vain

Am I owed overtime?

I am an enrolled nurse working in the public health system. I returned to work in December 2005 on reduced hours, two shifts per week, following paid and unpaid maternity leave. I did plan to remain on the reduced hours for the allowable 12 months, returning to full-time duty in December 2006. I am now expecting our second child and plan to commence maternity leave again in June this year. I was working fulltime when I commenced maternity leave in 2004. Will the maternity leave I am commencing in June be paid at the full time rate or my current rate of two shifts per week?

Could you please advise me why I have to provide my membership number twice in order to get a question answered when I ring the Association?

I am an RN working in a nursing home and was asked to work an extra three hours before the commencement of my normal shift.

My pay office has said that this will not be paid as overtime as I am a permanent part-time worker and can work up to 11 hours before I get paid overtime. Is this correct?

You will be paid the full-time rate of pay for your next period of paid maternity leave as you will be commencing that paid maternity leave before the completion of the 12-month period of reduced hours following your previous maternity leave.

This information can be found in Clause 34 of the Award.

Like most organisations today, the Association is fully computerised and, while we realise it may be an inconvenience, it is necessary to give your membership number to reception staff so they can verify that you are a financial member (only financial members are entitled to receive assistance) prior to transferring you to the relevant department. For example: the Membership Department; a relevant officer if you have an issue they are currently dealing with; or the Information Department.

When you are transferred to the relevant department/officer you will again be asked for your membership number so that details of your enquiry can be recorded on your membership record. In this way, whenever you ring the Association all the pertinent details of any enquiry are available to the officer assisting you. This is particularly important for ongoing issues members may have.

No, this is not correct. Whether you are full-time or part-time you get paid overtime rates of pay when you have worked in excess of the rostered daily hours of work. Overtime is paid at the rate of time and one half for the first two hours and double time thereafter and is paid for time worked in excess of the normal daily rostered hours of work either before a normal rostered shift or after the conclusion of a normal rostered shift. On Sundays, all overtime is paid at the rate of double time and on public holidays it is paid at double time and one half. This is covered in Clause 18 Overtime subclause (iv) parts (a) and (b) of the Nursing Homes &c., Nurses’ (State) Award. n

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THE LAMP MAY 2006 29

s

P A S S I N G T I M E S

Royal Newcastle on the move g City icon closes after 189 years

R

oyal Newcastle Hospital closed its doors last month after 189 years of continuous operation.

Originally built by and for convicts, the Royal Newcastle is thought to be Australia’s oldest hospital still on its original site – a hill between the ocean and port.

Since 1817 the hospital has been a focal point for the town of Newcastle, residents of the Hunter Valley and visiting ships’ crews.

However from this month patients and most staff will shift to a new facility at John Hunter hospital 10km away. Some clinics will move to a new polyclinic in Hunter St. Right up until closing, Royal Newcastle still operated 111 acute beds and 24 transitional care beds as well as in patients.

‘It’s been a great building to work in and we are sorry to be going,’ said Terry Bellamy, secretary of the Nurses’ Association branch at the hospital.

‘We have a beautiful view of the beach and sea breezes which lift the mood and spirit of the staff, patients and visitors’ said Terry, a 15-year veteran of the hospital.

‘The location has been great for patients too. People with infections seem to get better quicker, perhaps because the salt air kills the bugs or the psychology of a room with a water view, or a combination of both.’

30 THE LAMP MAY 2006

Terry said the building was damaged in the 1989 earthquake and would be demolished.

‘It’s a great shame because the craftsmen who built it were master builders. You can go up to the 7th floor and put a string line down and everything is perfectly straight.’

The Royal, a history of the hospital

by Susan Marsden and Cynthia Hunter, recently published by Hunter New England Area Health Service, records significant changes in the working lives of nurses.

The Royal describes how titles, training, uniforms, marital status and even the gender composition of nursing staff changed markedly between the late 1960s and late 1980s.

The hospital became a training school for nursing aides in 1967. Aides were nicknamed ‘canaries’ because they

wore bright yellow uniforms and white caps to distinguish them from nurses.

In the late 1960s the Royal allowed nursing trainees to study theory in hospital time, and reduced the four-year training period to three.

‘By 1970, a graduating nurse had more than 10 times the amount of formal theoretical training of a 1940s trainee,’ the book notes.

‘Student nurses numbered 245 by 1971, but the education changes worsened a shortage of nurses. In response, the hospital recruited former nurses, although this was resented by staff nurses. Ill will was exacerbated by having the “casuals” wear different caps.’

A hospital directory published as late as 1986 identified eight categories of nursing staff: senior (grey suit or pink dress); registered charge nurse

ROYAL CELEBRATIONS The Royal Newcastle Hospital (RNH) was farewelled with the launch of a fellowship, which its patrons hope will serve to keep the spirit and values of the hospital alive.

The Royal Newcastle Hospital Memorial Fellowship will be awarded annually and, according to patron Dr Peter Hendry, will be ‘… awarded on the basis of innovative and

outstanding performance in health scholarship, clinical achievement and health related services’.

The Fellowship was created jointly by the RNH Heritage Committee, Hunter New England Health and the University of Newcastle to honour the role the RNH played in the improvement of healthcare for the Hunter Valley and beyond.

(blue dress, white collar); registered nurse (blue dress); registered male nurse (blue jacket, navy trousers); enrolled nurse (yellow dress); trainee nurse (mauve and white

Terry Bellamy

striped dress); trainee male nurse (white jacket, grey trousers); and trainee nurse, Newcastle College of Advanced Education (magenta dress or suit, and light blue dress or suit).

â&#x20AC;&#x2DC;Until the mid-1960s trainees and registered nurses were required to resign when they married â&#x20AC;&#x201C; despite the serious loss of staff this represented. â&#x20AC;&#x2DC;As living-in requirements were

â&#x20AC;&#x2DC;A beautiful view of the beach and sea breezes lift the mood and spirit of the staff, patients and visitors.â&#x20AC;&#x2122; â&#x20AC;&#x2DC;The educational changes underlined the greatest shift of all: abandonment of the Nightingale system,â&#x20AC;&#x2122; The Royal says.

loosened and social attitudes changed, married nurses were retained; by the 1980s many were married, even trainees.â&#x20AC;&#x2122;n

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L I F E S T Y L E

Dogs rule at Dawn’s place g A nursing background is handy when your passion is breeding and racing greyhounds

D

awn Lee, a full-time AIN at the Pioneer House nursing home in Mudgee, has been breeding greyhounds for more than 30 years and says she has never found a better bunch of mates.

‘They are faithful, honest and when their racing career is over they make a wonderful pet for anyone,’ she told The Lamp. ‘They provide you with love, companionship, exercise, and, to top it off, a lot of excitement when they race.

They’re the best!’

There was Police Raid, then Super Cheer and, until recently, Elvis, who ruled the roost on Dawn’s Mudgee property.

Elvis, a 14-year-old Maltese terrier, found that a nip on the nose was enough to keep Dawn’s greyhounds, including Super Cheer and Police Raid, in line. Which makes you wonder why greyhounds wear muzzles and Elvis didn’t?

‘They [the greyhounds] have to wear a muzzle by law,’ said Dawn, ‘which makes people step back and think “that dog must be vicious” but they’re not.

They’ve got a beautiful personality and they just love children.’

Super Cheer, or Kenny to his mates, is currently taking ‘a spell’ to recover from a broken toe. When her dogs sustain racing injuries Dawn puts her considerable medical experience (she began nursing when she was 16) to use.

‘When you’re whelping puppies or have an injury such as a tear or a cut, then a nursing background comes in very handy,’ she said.

Dawn is up at 5am to prepare breakfast for her dogs and back home at 4pm for the daily routine of exercise and training, before cooking them a meal of meat and kibble, plus the occasional side order of noodles, vegies or rice. After dinner they get tucked into individual hammocks, each with a doona and a rug with a polo neck when the weather is cold.

As well as the early starts, the cooking and the daily training, Dawn spends a lot of time on the road going to race meets in places like Singleton, Gosford, Cessnock, Bulli, Richmond and as far west as Coonabarabran, where she recently held the track record.

‘I held the track record at Coonabarabran with a very special greyhound named Police Raid, who was given to me by some people who thought he wasn’t good enough to win. His home name was Joshua.

‘Sadly, I lost Joshua in a horrific accident on the Muswellbrook track, when another greyhound turned back during a race and slammed Josh into the steel running rail.’

Dawn got into greyhound breeding with her late husband, Robert. ‘A friend of his asked if we wanted a dog,’ she said, ‘I said “no” and he said “yes” and that was it.’

Sadly, for Dawn and her greyhounds, there is no more Elvis to keep the dogs in line. He passed away recently, leaving Dawn with just eight dogs, a couple of cats, a cow, a calf and a bunch of chickens for company. n

Dawn’s tips FOR BACKING

A WINNER 1.

2.

3.

4.

5.

Don’t go on looks because the most beautiful greyhound can be a dog when it comes to winning races.

Check their recent form.

See if they have raced at that track and whether they placed.

See if they are a ‘railer’ or a wide runner.

See what box they are coming out of.

OUR REVIEWERS & TIPSTERS RECEIVE

A DELIGHTFUL ABC CLASSICS CD –

FOR UPLIFTING ENJOYMENT! The Classic 100 Opera 8CD Box Set $89.95 • Spotless Paperback $19.95 Visit an ABC Shop near you. For locations visit abcshop.com.au or call 1300 360 111 for home delivery.

THE LAMP MAY 2006 33

®

The INFANRIX Immunisation AWARDS

À: ÍÄÊ sÊd£ß[ßßßÊs ÀÊ:S gØ zÊÊ ÄÒSSgÄÄÊ Ê Ò Ä:Í G The Infanrix® Immunisation Awards have been developed to reward and share best practice and innovation in childhood immunisation.

The awards will commend programs or initiatives run by immunisation providers implemented over the past five years that have aimed to, or have successfully achieved through demonstrated activity: £®

A significant increase in, or attainment of, high immunisation coverage in the 4 year-old cohort; or

Ñ® A significant increase in, or commendable, immunisation coverage rates in populations of hard-toreach children and/or adolescents.

Four INFANRIX® Immunisation Award grants are available. This exciting opportunity recognises and further supports the work of individuals or small teams (four persons or less) and large teams or collaborative ventures. Entries will be judged by an independent panel of experts with two Infanrix® Award Grants available to individuals or small teams (one award for each category) and two Infanrix® Award Grants available for large teams or collaborative ventures (one award for each category).

Winning entries will be displayed at the 9th National PHAA Immunisation / 1st PHAA Asia-Pacific Vaccine Preventable Diseases Conference, 30 July – 1 August 2006, Darling Harbour, Sydney and where appropriate submitted for publication in medical publications. * Award grants must be used to support a local immunisation related activity; for example, staff development, educational activities, service delivery system support, outreach or service activities.

Who can enter?

The Infanrix Immunisation Awards are open to health professionals as individuals or teams working in childhood immunisation in Australia.

Those eligible for individual or small team entry (four persons or less) include immunisation providers such as small or solo general practices, practice nurses, maternal and child health nurses, local government employees from council operated clinics, and Aboriginal health workers. Those eligible for large team entry include hospital, large general practices, community health teams, Divisions of General Practice, service clubs and/or collaborative ventures.

How to Enter Please fill out an entry form available from www.gsk.com.au/immunisationaward (maximum of 4 pages of typed A4, (minimum font size 10mm), and send to the Infanrix Immunisation Awards Secretariat via the contact details listed below: Post Hill & Knowlton Australia, PO Box 20096, World Square, NSW 2002

Fax Attention: Infanrix Immunisation Awards Secretariat, Megan Tinsdale: 02 9268 0243

Email / Phone infanrixawards@hillandknowlton.com.au Infanrix Immunisation Awards Secretariat, Megan Tinsdale: 02 9286 1245

Entry deadline Wednesday 31st May 2006, 5.30pm EST

Terms & Conditions: Use of your information will be in accordance with the GlaxoSmithKline privacy policy. For full version of the GSK privacy policy and terms and conditions for the Infanrix Immunisation Awards visit www.gsk.com.au/immunisationaward or call Hill & Knowlton on 02 9286 1245.

GlaxoSmithKline is committed to continuing to deliver innovative vaccine solutions and the broadest range of paediatric vaccines to Australia to meet its public health needs, supporting National, State/Territory immunisation initiatives. The Infanrix® Immunisation Award seeks to support this mission.

Infanrix® (diphtheria, tetanus and acellular pertussis: DTPa) vaccines from GSK including the most recent combination Infanrix hexa® have been the cornerstone of paediatric vaccinations in Australia. In Australia the Infanrix® group of vaccines have been used more than any other DTPa vaccine to protect babies, infants and children against diphtheria, tetanus and pertussis. Infanrix vaccines can be depended upon with 10 years of experience protecting a generation of children during which time they have been shown to have excellent clinical effectiveness1,2,3.

References. 1. Juretzko P et al. Clin Infect Dis, 2002; 35: 162-7. 2. Greco D et al. N Engl J Med, 1996; 334: 341-48 3. Schmitt HJ et al. Pediatr Infect Dis J, 2001; 20: 767-74.

Infanrix® hexa Minimum Product Information. Infanrix hexa: Combined Diphtheria-Tetanus-acelullar Pertussis (DTPa), Hepatitis B, Poliovirus and Haemophilus influenzae type b vaccine. Indications: Primary immunisation of infants from the age of 6 weeks against diphtheria, tetanus, pertussis, hepatitis B, poliomyelitis, and Haemophilus influenzae type b. Booster dose at 18 months of age if boosting with hepatitis B, poliomyelitis, and Haemophilus influenzae type b as well as diphtheria, tetanus, and pertussis is required. Contraindications: Hypersensitivity, encephalopathy. For more details, refer to full PI. Precautions: Provide treatment for anaphylactic reactions. Temperature ≥ 40.5oC, collapse/ shock-like state, persistent crying, convulsions with or without fever occurring in temporal relation to prior receipt of pertussis containing vaccines. Acute severe febrile illness, thrombocytopenia, bleeding disorders, immunodeficiency, immunosuppressive therapy, premature infants, pregnancy (Category B2), lactation, neomycin or polymyxin hypersensitivity, native populations and Australian indigenous populations. Infanrix hexa should not be administered at birth. Infanrix hexa should never be administered intravenously. For more details, refer to full PI. Interactions: Different injectable vaccines should always be administered at different injection sites. Infanrix hexa should not be mixed with other vaccines in the same syringe. For more details, refer to full PI. Adverse events: Pain at injection site, redness, swelling, injection site mass, fever, loss of appetite, restlessness, unusual crying, irritability, nervousness, diarrhoea, enteritis, gastroenteritis, drowsiness, upper respiratory tract infection, bronchitis, rhinitis. Very rarely reported: allergic reactions including anaphylactoid reactions, convulsions (with or without fever). This is not a full list – for more details, refer to full PI. Dosage and Administration: Primary Vaccination: 0.5mL at 2, 4 and 6 months of age. Booster: At 18 months if boosting with hepatitis B and/or poliomyelitis, and/or Haemophilus influenzae type b, as well as diphtheria, tetanus and pertussis is required. Infanrix hexa is administered intramuscularly. Infanrix hexa must never be administered intravenously. Storage: Infanrix hexa must be stored between +2oC and +8oC. DO NOT FREEZE. Please review product information before prescribing. Further information is available from the Medical Department. GlaxoSmithKline Pty Ltd (ABN 47 100 162 481), 1061 Mountain Highway, Boronia, Victoria 3155 and Infanrix®, are registered trade marks owned by The GlaxoSmithKline Group of Companies. GSKA 03/06 PC060375.

PBS Information: Infanrix combination vaccines are not listed on the PBS. 34 THE LAMP MAY 2006

Supported by a GlaxoSmithKline grant

s

L I F E S T Y L E

Neil Young leaves me cold

Our star reviewer this month is Tanya Connell, NE at Baptist Community Services, TAFE NSW, Hawkesbury District Health Service and North Gosford Private Hospital

g Despite some frank and interesting talk about life as a famous country music star, Neil Young, Heart of Gold has cemented Tanya Connell’s dislike of country music.

N

eil Young, Heart of Gold is a behind-the-scenes documentary about a Neil Young concert, featuring hits from his latest album ‘Prairie Wind’.

The opening five minutes of the movie sets the scene. To me, it was the most interesting part of the movie, as the band members are interviewed and talk about how they were discovered. They talk about the effect of performing in a venue that is acoustically sound.

Neil Young had a brain aneurysm just prior to the album release and had an invasive operation. As a nurse, this was the most familiar part of the movie I could identify with.

From there, it is a fast downhill slide.

In Neil Young’s defence, the lyrics seem to be heart felt and a depiction of his life, which I could relate to. His honesty is a breath of fresh air.

The style and tonality of his voice, on the other hand, I struggled with. As a singer, I found it difficult to not criticise his voice quality and style. The country twang I found difficult to listen to and unpleasant. The four-part harmony

backings I found more enjoyable, maybe because I have sung this style myself.

The age of all band members was between 50 and 70 years. This inspired me because they are still following their passion of music.

The country twang I found difficult to listen to and unpleasant.

The on-stage concert was minimally performance orientated, which created a naturalistic atmosphere but challenged my eyelids in staying open, as it was a tad boring.

Viewing this movie cemented my dislike of country music. If it is your cup of tea, go, if not, stay in bed. n

WANTED STAR REVIEWERS & TIPSTERS FOR OUR REVIEW PAGES

We're seeking members with a non-nursing skill or talent they'd like to share with other nurses. You could be a whiz in the kitchen. Or have some DIY plumbing and home-handy tips.

Or a wild and wonderful interest or skill. Be it strange, extraordinary or useful, we'd love you to come on board as a NSWNA tipster. We are also seeking closet film buffs to share with other nurses their views on the movies they love and hate. It’s a chance to see previews of next month’s new releases Please contact us with expressions of interest to be part of our tipster and movie review team. Be part of the action by calling Salim Barber now on 02 8595 1219 or email sbarber@nswnurses.asn.au THE LAMP MAY 2006 35

DON’T BE LEFT OUT IN THE COLD THIS WINTER… NSWNA unisex fleecy zip-front jackets and reversible vests are suitable to wear on those frosty morning starts and freezing night shifts.

• Royal Blue Fleecy Zip-front Jacket $30 • Black Reversible Vest $45 To order, call 8595 1234 (metro) or 1300 367 962 (non metro) and ask for your merchandise order form.

Every order receives a free NSWNA Tote bag. Merchandise order forms available on our website www.nswnurses.asn.au 36 THE LAMP MAY 2006

s

BENEFITS

FOR MEMBERS

Patricia saves $3720 with Union Shopper

P

atricia Rawnsley, Nurse Educator at Campbelltown Hospital, saved an amazing $3720 on the price of her new car by using Union Shopper.

‘I read that as a NSWNA member I could use the Union Shopper so I thought I’d give it a go and try and save some money.’

Patricia was impressed by how simple the process was. ‘I researched the make and model I wanted to buy, I called Union Shopper with the best price and

WHAT IS UNION SHOPPER? The Union Shopper Inc. is a 100% union-owned organisation working exclusively for unions. In other words, each union’s membership (that’s you) OWNS this great service.

they rang me back in a few days with a better price. They even kept in contact with me along the way to keep me informed about what was going on.’

Patricia knew she got a great deal when she was getting quotes for insuring the car and the insurance companies were impressed with the price she paid. ‘I rang around to get insurance quotes and you have to give them the purchase price of the car. They all said I’d got it for a really good price.’

‘Best of all, my new car was delivered to my doorstep with a full tank of petrol.

My daughter, grand-daughter and I jumped straight in and cruised around.’

All financial members and association members of the NSWNA are eligible to use Union Shopper and Patricia recommends that members make use of the service.

‘It’s definitely worthwhile calling Union Shopper. My washing machine has conked out and I am going to use them again.’ n

HOW DOES UNION SHOPPER WORK? Union Shopper uses the combined bargaining power of unions to offer members discounts on a wide range of products and services, including: c c c c c c c c c c c

Whitegoods and appliances Travel and accommodation Computer hardware and software Home entertainment Cars and accessories Cameras Insurance Magazine subscriptions Entertainment tickets Garden products Health and fitness.

HOW CAN I SAVE MONEY? Call Union Shopper on 1300 368 117, quote your NSWNA membership number and tell them what product you’re interested in. They will get back to you with a price within 24 hours. More information is available on the Union Shopper website at www.unionshop.org.au THE LAMP MAY 2006 37

THE EDITH CAVELL TRUST Scholarships for the academic year

2007

Applications close 5pm on 31 July 2006

Applications for the Edith Cavell Trust Scholarships are now being accepted for 2007. Members or Associate Members of the NSW Nurses’ Association or the Australian Nursing Federation (NSW Branch) are invited to apply.

Applicants should meet one of the following criteria: 1. Student nurses undertaking fulltime courses leading to initial registration as a nurse 2. Registered or enrolled nurses who wish to attend: • an accredited clinical nursing education course of six months or less, either full-time or part-time; • an accredited nursing conference or seminar relevant to applicant’s clinical practice.

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

• undertake an academically approved research programme in the theory and practice of nursing work; • conduct or fund a relevant professional or clinical nursing educational programme Applicants must be currently registered or enrolled with the NSW Nurses’ Registration Board (or the Registration Board of the State where practising).

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

For further information or forms, contact: The Secretary – The Edith Cavell Trust PO Box 40, Camperdown NSW 1450 Tel: Mrs Glen Ginty 1300 367 962 Email: gginty@nswnurses.asn.au Web: www.nswnurses.asn.au – click on ‘Education’

Visit our website or call about our next USA Nursing program presentation in May. Visit us at the

C3510

website www.ogradypeyton.com.au Sydn ey Nu rsing Expo , Sun day 1 4th M ay

38 THE LAMP MAY 2006

freecall 1800 100 139 email info@ogradypeyton.com.au

s

L I F E S T Y L E

Book me Smart Nursing: How to Create A Positive Work Environment that Empowers and Retains Nurses

It provides concise information and definitions of particular conditions, diseases and issues confronted by women of all ages and ethnic backgrounds.

by June Fabre, Elsevier Australia, RRP $55.00: ISBN 0826125859 Smart Nursing is about the nursing shortage that links nurses, managers, and physicians using conceptual, communication, and leadership approaches.

The author addresses critical health care issues such as patient safety and nurse retention and blends health care knowledge with business expertise to address the bottom line for managers. In short, the dollar difference between the present level of nurse productivity and a nurse’s full professional capacity is the potential cost savings that Smart Nursing offers.

Beating Diabetes (A Harvard Medical School Book)

Women’s Health: A Handbook

by Susan McDonald and Christine Thompson, Churchill Livingstone, RRP $55.00: ISBN 0729537382 Women’s Health: A Handbook is an essential reference for all health professionals involved in the care of women.

by David M. Nathan and Linda M. Delahanty, McGraw Hill Australia, RRP $34.95: ISBN 0071438319 Beating Diabetes is good news for people diagnosed with diabetes or at risk of it. Readers will discover the first complete, medially-proven program for preventing or controlling diabetes with nothing more complicated than making healthier food choices and increasing their activity levels and exercise.

Pathophysiology Applied to Nursing Practice

by Esther Chang, John Daly and Doug Elliott, Mosby Publications, RRP $65.00: ISBN 0729537439 Pathophysiology is a book that has been written to provide a foundation for understanding major pathophysiological processes, applied

pharmacology, and related nursing implications. It includes a holistic framework for assessing major health problems, based on fundamental concepts drawn from biological and behavioural sciences.

The book’s engaging case-study approach builds in complexity with each chapter, illustrating applications of pathophysiology and pharmacology to nursing practice.

Saunders Nursing Survival Guide: Fluids & Electrolytes (2nd edition)

by Cynthia Chernecky, Denise Macklin and Kathleen Murphy-Ende, SAUNDERS Publications, RRP $62.70: ISBN 141602879-X This Saunders Nursing Survival Guide simplifies and clearly explains the complex concepts and processes of fluids and electrolytes in the human body. It utilises a step-by-step learning approach and starts with the basics and advances to cover more complex issues. The new edition features revised NCLEX® examination-style questions and new case studies.n

Reviews by NSWNA librarian, Jeannette Bromfield

WHERE TO GET MAY NEW RELEASES These books are all available on order through the publisher or your local bookshop. Members of the NSWNA can borrow any of these books and more from our Records and Information Centre.

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

THE LAMP MAY 2006 39

s

N O T I C E

Summary of the Financial Report

T

he financial report of the Association has been audited in accordance with the provisions of the Industrial Relations Act, 1991 (NSW) and the following summary is provided for members in accordance with Section 517(2) of the Act, as applied by Section 282 (3) of the Industrial Relations Act, 1996.

A copy of the auditors’ report and financial report will be supplied free of charge to members on request.

Certificates required to be given under the Act by the Accounting Officer and the Committee of Management have been completed in accordance with the provisions of the Act and contain no qualifications.

In accordance with the requirements of the Industrial Relations Act, 1991 (NSW), the attention of members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as follows: 1. A member of an organisation, or the Industrial Registrar, may apply to the organisation for specified information prescribed by the regulations in relation to the organisation.

2. An organisation must, on the making of such an application, make the specified information available to the member or the Industrial Registrar in the manner, and within the time, prescribed by the regulations.

NOTE 1: IMPACT OF ADOPTION OF AUSTRALIAN EQUIVALENTS TO INTERNATIONAL FINANCIAL REPORTING STANDARDS This is the first financial report prepared under AIFRS and AASB 1 First-Time Adoption of Australian Equivalents to International Financial Reporting Standards has been applied in preparing these statements. Comparatives for the year ended 31 December 2004 have been restated accordingly.

The impact of adopting AIFRS on the accumulated funds reported under previous Australian Generally Accepted Accounting Principles (“AGAAP”) are set out below.

AUDITORS’ CERTIFICATE

Total Accumulated Funds under previous AGAAP at 31 December 2004

$16,220,701

Net increase on the recognition of defined benefit superannuation plans

$442,710

Total Accumulated Funds under AIFRS at 31 December, 2004

present value of the employees’ accrued benefits at 31 December 2004 and the net market value of the superannuation schemes’ assets at that date.

The Association was unable to obtain an actuarial valuation for its defined superannuation plan as at 31 December 2003 and 2004 and as a result the comparative disclosures in respect of the plan required by AASB 119 Employee Benefits are unable to be disclosed. As a consequence the Association has disclosed the impact on the accumulated funds at 31 December 2004 rather than 1 January 2004 as required by accounting standards.

$16,663,411

Under previous AGAAP, cumulative actuarial gains and losses on the defined benefit superannuation plans were not recognized in the balance sheet. Under AIFRS at 31 December 2004 a net asset has been recognized in the balance sheet. It is measured as the difference between the

We certify that the attached Summary is a fair and accurate Summary of the financial report of the New South Wales Nurses’ Association for the year ended 31 December 2005. Our Auditors’ Report dated 4 April 2006 on the financial report did not contain particulars of any deficiency, failure or shortcoming, as referred to in the Industrial Relations Act, 1991 (NSW), as applied by Section 282 (3) of the Industrial Relations Act, 1996. n A J WILLIAMS & CO Chartered Accountants Sydney NSW 2000

D S MCLEAN Registered Company Auditor 4 April 2006

AL-star FOUNTAIN PEN WITH BLACK CHROMED STEEL NIB, ROLLERBALL OR HIGH CAPACITY INK BALLPEN.

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40 THE LAMP MAY 2006

of the NSW Nurses’ Association INCOME STATEMENT

FOR THE YEAR ENDED 31 DECEMBER 2005 INCOME

2005

2004

$

$

Subscriptions

17,144,631

16,667,629

Other Income

1,578,454

1,291,827

18,723,085

17,959,456

17,547,303

16,039,340

TOTAL INCOME LESS TOTAL EXPENDITURE SURPLUS FOR THE YEAR

1,175,782

BALANCE SHEET AS AT 31 DECEMBER 2005 2005 $

2004 $

ACCUMULATED FUNDS AND RESERVES Accumulated Funds

17,839,193

16,663,411

Available-for-Sale Investment Reserve

163,915

-

Legal Reserve

750,000

750,000

18,753,108

17,413,411

REPRESENTED BY NET ASSETS:

1,920,116

ASSETS Current Assets

Net increase on the recognition of defined benefit superannuation plans

-

442,710

3,407,491

3,331,208

Non Current Assets

19,455,196

17,814,023

TOTAL ASSETS

22,862,687

21,145,231

LIABILITIES Accumulated Funds at beginning of Year ACCUMULATED FUNDS AT END OF YEAR

16,663,411 17,839,193

14,300,585 16,663,411

Current Liabilities

2,524,157

2,331,359

Non Current Liabilities

1,585,422

1,400,461

TOTAL LIABILITIES

4,109,579

3,731,820

18,753,108

17,413,411

NET ASSETS

STATEMENT OF CHANGES IN ACCUMULATED FUNDS

AND RESERVES FOR THE YEAR ENDED 31 DECEMBER 2005

Balance at 1 January 2004 Net increase on the recognition of defined benefit superannuation plans Net Surplus for the year Balance at 31 December 2004 Net increase in value of Available-for-Sale financial assets Net surplus for the year Balance at 31 December 2005

ACCUMULATED FUNDS

LEGAL RESERVE

AVAILABLEFOR-SALE INVESTMENT RESERVE

TOTAL

$

$

$

$

14,300,585

750,000

-

15,050,585

442,710

-

-

442,710

1,920,116

-

-

1,920,116

16,663,411

750,000

-

17,413,411

-

-

163,915

163,915

1,175,782

-

-

1,175,782

17,839,193

750,000

163,915

18,753,108 THE LAMP MAY 2006 41

Jump on board with us

MSSA and Nurseworldwide • Do you have a passion to help others?

• Do you want flexible working hours?

• Do you want to earn extra money?

We are seeking energetic, reliable staff for all areas of Sydney. You would be making a difference to disabled and elderly patients by providing physical, emotional and behavioural support in settings ranging from residential homes, day programs, respite and community access programs.

Registered Nurses are also required for all areas of Sydney for Public & Private Hospitals as well as contracts in rural settings throughout NSW. We value our staff and we always strive to ensure that you receive assignments that suit your skills and interests.

Call 1300 362 190 or 1300 132 190 for further details or email nww_syd@nurseworldwide.com.au Visit our websites www.mssa.com.au or www.nurseworldwide.com.au

UK

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GO FURTHER

t han yo u e ve r imagine d The Faculty of Nursing and Midwifery offers an amazing array of Graduate Certificate and Masters programs in Cancer Nursing, Clinical Education, Clinical Nursing, Emergency Nursing, Gerontic Nursing, Health Services Management, Intensive Care Nursing and Mental Health Nursing.

The Faculty also offers a Master of Nursing Research and a Master of Midwifery Research. Honours programs are available for all Masters degrees.

Graduate Diplomas are available in Health Services Management and Midwifery.

A number of research degrees are available that prepare nurses for leadership in research, teaching and administration.

M O R E I N F O R M AT I O N For entry requirements and more information visit our website at www.nursing.usyd.edu.au, phone +61 2 9351 0693 or email fon@nursing.usyd.edu.au

POSTGRADUATE PROGRAMS 42 THE LAMP MAY 2006

www.nursing.usyd.edu.au

The University of Sydney G O F U RT H ER go beyond

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CRoSSWoRD

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Any substance that can stimulate antibodies (7) These attach muscles to bones (7) Another name for reactive arthritis (7,8) Where the bicep is found (3) A lower digit (3) Watch, monitor (7) Non-accidental injury, abbrev (1.1.1) Tooth professional (7) Old fashioned word for being mute (4) Inflamed (7) Popular name for tracheas (7) Recede, flow away (3) What you do best! (5) Total (3) Premature ventricular contraction, abbrev (1.1.1) Inflammation of the muscles of the heart (15) A digestive enzyme (7) The centre of a cell (7)

The large artery of the heart (5) 29. An army doctor (5) Vitamin B 31. Large, pimple-like sacs (5) Good, large (5) At the time of birth (7) Solution page 45 Gland in the throat (7) Swellings (5) Smell (5) Bones (9) Joint of the 10 across (5) Sterilise (9) Ankle bone (5) Perceive with the eyes (3) Infection of the urethra, abbrev (1.1.1) Neonate (7) Refrain, go without (7) Person who has undergone amputation (7) Reddish, flushed (5) Expressed breastmilk, abbrev (1.1.1) THE LAMP MAY 2006 43

DIARY DATES

Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA Evidence based practise for clinicians: Workshop Dates: 4 – 5 May 2006 Venue: Thomas and Rachel Education Centre Liverpool Hospital, time: TBA Contact: Philomena Kaarma 9828 6587, philomena.kaarma@swsahs.nsw.gov.au

MAY DAY – International Day Of Workers Rights and Peace Date: Sunday 7 May 2006 Time: assemble 11am – march at 12 Noon Venue: Hyde Park North Contact: Rita Martin (02) 8595 1234

International Nurses Day

Aged Care Nurses Forum

Venue: Prince Henry Hospital Anzac Parade, Little Bay Date: 12 May 2006 Contact: Lyn Smith (Watts) 9387 4412

Venue: NSW Nurses Association, 43 Australia St, Camperdown Date: 26 May 2006, time: 9am – 5pm Cost: NSWNA Members $30, Branch Officials: $28, Non-Members:$50 Contact: Carolyn Kulling (02)8595 1234

Nurses Christian Fellowship Professional Breakfast Date: Saturday 13 May 2006, time: 9am Venue: Gardens - R - Us : Moorefield’s Road Kingsgrove Contact: Jane (02) 9449 4868

Australian College of Critical Care Nurses (NSW Branch) Seminar Date: 19 May 2006 Venue: Coolangatta Estate Winery, Shoalhaven South Coast NSW Contact: Sarah Adams 0411 501 136 Email: sarah.adams@nets.org.au

Stomas ... “more than just holes”

Australian and NZ Intensive Care Society (ANZICS) Combined

A paediatric seminar about gastrostomies, tracheostomies and colostomies Date: Tuesday 9 May 2006 Venue: Lorimer Dods Lecture Theatre, The Children’ Hospital at Westmead Info: Yvette Vajter, yvettev@chw.edu.au

NSW Regional Meeting Date: 20-21 May 2006 Venue: Coolangatta Estate Winery, Shoalhaven South Coast NSW Contact: Sarah Adams, 0411 501 136 Email: sarah.adams@nets.org.au

NSW GENCA -Study Day

Contact: Susan San Miguel, 9828 5544, Susana.sanmiguel@swsahs.nsw.gov.au

Association of Discharge Planning Nurses Venue: Concord Hospital Date: 12 June 2006, time: 2:00pm Contact: Kerrie Kneen (02) 9487 9750 Email: kerriek@sah.org.au

Venue: Rydges – Port Macquarie Date: 27 May 2006 Cost: $45 for members and $60 for non-members Contact: Lynn Rapley (02) 4323 8141 Email: raphouse@bigpond.net.au

Nurses Christian Fellowship

“Urological Advances: What’s new and novel” – NSW Urological

Venue: Brahma Kumaris Raja Yoga Centre, 78 Alt Street, Ashfield NSW Date: 17 June 2006, time: 2 – 4:30pm Contact: Lynn Gander (02) 9716 7066 www.brahmakumaris.com.au

Nurses Society Study Day Venue: RPA – Kerry Packer Education Ctr Date: 2 June 2006 Contact: Karina So, (02) 9767 5000, urological_nurses@hotmail.com

Renal Society of Australasia (RSA) NSW Branch RSA education evening/AGM Date: 9 June 2006, time: 6 – 8pm Venue: NSW College of Nursing

Date: Saturday 17 June, Autumn Dinner Venue: St Pauls Anglican Church Pearces Corner Wahroonga Contact: Jane (02) 9449 4868

The Art Of Handling Stress Meeting

ACAT Nurses Special Interest Group – Meetings are held bi-monthly Venue: Bankstown/ Lidcombe Hospital – Level 4 Date: 20 June 2006, time: 1 – 3pm Contact: Wendy Oliver, 9722 7300, Wendy.Oliver@swsahs.nsw.gov.au

Finding your lost super Did you know that First State Super can help you find your lost super?

To date, First State Super has located over $9 million in lost super through AUSfund and the ATO at no cost to members.

This is just one of the benefits of being a member of First State Super!

This amount will appear on your Annual Benefit Statement in the Transaction Statement.

We also conduct cross match searches through the Australian Taxation Office (ATO) Super Match process. If we have located your lost super through the ATO, you will receive a special message on your Annual Benefit Statement. We will also write to you separately to advise you if there is a transfer of funds to your account.

For more information?

■

Call Customer Service on 1300 650 873

■

Visit the First State Super website at www.firststatesuper.com.au

■

Email your enquiry to enquiries@firststatesuper.com.au.

Disclaimer: This communication is prepared by FSS Trustee Corporation ABN 53 226 460 365 (FTC). It may contain general advice and is not a substitute for professional financial or other advice on your specific objectives, financial situation or needs. FTC recommends that you consider the appropriateness of information contained in this communication to your own situation and consult 44 THE LAMP MAY appropriately 2006 a licensed financial or other qualified adviser before acting. FTC also recommends that you obtain a Your Member Guide regarding First State Super (FSS) and consider the Guide before making any decision in relation to FSS.

CHECKLIST A5 01/06

If you have changed jobs a few times, you might have lost track of some of your super. First State Super can help you find your super by cross matching your details through AUSfund to search for an account in your name. If we find any outstanding super through the AUSfund cross match, we transfer it directly into your First State Super account.

Diary Dates Diary Dates is a free service for members. Please send the diary dates details, in the same format used here – event, date, venue, contact details, via email, fax, mail and the web before the 5th of the month prior, for example: 5th of August for September Lamp.

Send information to: Salim Barber Email: sbarber@nswnurses.asn.au Fax: 9550 3667, mail: PO Box 40 Camperdown NSW 1450 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event. Due to high demands on the page, some dates too close to publication or too far in the future may be cut. The dates

that are to be printed are for three months in total. For example, in the March Lamp = March, April, May dates will be printed. Only Diary Dates with an advised date and contact person will be published.

Diary Dates are also on the web – www.nswnurses.asn.au Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above.

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

Drug and Alcohol Nurses of Australasia Conference

Contact: Ruth Lilian (02) 9280 0577 Email: cnsa@pharmaevents.com.au

Venue: Four Points Sheraton Hotel, Darling Harbour, 21 – 23 June 2006 Contact: Eventcorp (07) 3846 5858

Reunions

Prostate Cancer- A Man’s Journey ANCAN Study Day Venue: St Georges Leagues Club Date: 23 June 2006, time: 8:30am – 5pm Cost: ANCAN members - $40 and $60 for Non-members Contact: Cheryl Meade (02) 9534 2555

HIV, Sexual Health & Viral Hepatitis Nursing Update Venue: RNSH, St Leonards, cost: $550 Dates: 26 – 30 June 2006 Inclusive Contact: Carol Martin (02) 9926 6508 cmartin@nsccahs.health.nsw.gov.au

Stroke – It’s Time

The Sacred Heart / Mercy Hospital Nurses Reunion (1911-1984) Date: 6 May 2006 (7pm) Young Golf Club Details: Nancy McGregor (nee Niven) (02) 6382 6909, R.S.V.P: 10 March

Illawarra International Nurses Day – Glitz and Glamour Ball Date: 12 May 2006, Wollongong Cost: tickets $85.00pp Details: Glen Barrington 0402 000 841

Old Parramatta District Hospital 1966 Graduates 40th Reunion Date: 19 - 20 May, Blackheath Motor Inn, Blue Mountains Contact: Denise Holler (Davis) (02) 4580 8051, jaydee@pnc.com.au

Venue: Rydges Jamison Sydney Date: 6 – 7 July 2006 Contact: Louise Pitney (02) 9437 9333 louise@conferenceaction.com.au

Venue: St George Leagues Club Date: 20 May 2006, time: 2:00pm Contact: Diane Fetherson (02) 9543 1189

Bones On The Beach – Orthopaedic Conference

Western Suburbs Hospital Trained Nurses Association

Venue: WIN Entertainment Centre Date: 22 July 2006 Contact: Sue Tait (02) 4222 5812 Email: piriej@iahs.nsw.gov.au

20th Anniversary – Enrolled Nurse Education Program Venue: Ultimo TAFE, 27 July 2007 Contact: Paula Winchester, 9942 3290

INTERSTATE Australian Nursing Awards 2006 Venue: Queensland Health, Brisbane Date: 7 May 2006, time: 1:00pm Bookings: Invitation Only Contact: John De Haard, (03) 9530 2511, ana@hsr.com.au

CNSA 9th Winter Congress 2006 Venue: Adelaide Convention Centre Date: 14 – 15 July 2006

Now it s your time to relax

St George Hosp. Kogarah – PTS 1976

Date: 27 May 2006 Venue: NSW Masonic Centre Sydney Info: Lesley, lesleyepotter@bigpond.com

Marrickville Hospital Breakfast Venue: Mercure Airport Hotel Date: 30 July 2006, time: 8:30am Contact: Lynne Greenwood, 9518 0780, auntylynne@bigpond.com

Crossword solution

Friday and Sunday nights

$189* per room per night (must show ID)

After spending all day caring for others how about you take time out to look after yourself.

Novotel Brighton Beach is the perfect place to relax and unwind and with these great rates there is no excuse not to stay. * Valid for stays up until 31 August 2006. Rate based on a standard room per night, single, twin or double occupancy. Rate subject to change, subject to availability and based on a limited allocation of rooms. Must be a member of the NSW Nurses Association to receive rate and must present ID.

The Grand Parade Brighton-le-Sands NSW t. 02 9556 5111 f. 02 9556 5119 1300 65 65 65 e. reservations@novotelbrightonbeach.com.au w w w.novotelbrightonbeach.com.au THE LAMP MAY 2006 45

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46 THE LAMP MAY 2006

CAREGIVERS a change is as good as a rest

use your nursing background to work as a temporary live-in care giver Are you between 25 and 60 and want to travel?

Are you capable of providing housekeeping support, have some care-giving experience or have trained as a nurse and are you eligible to work in the UK? Then we can help you work and travel in the UK. Placements involve live-in care for older people in their own homes.

Depending on experience the pay is between $1000 and $1200 a week.

All placements are short-term and include free board and lodgings, making them a great way to augment your cash in between travel excursions.

Visit our website for more information about this fantastic opportunity – not only the great pay and conditions but also the good time off, holiday pay, free training and professional friendly support.

To be eligible to work for us in the UK you must have one of the following: • A valid British or European Union Passport • A Working Holiday Visa for commonwealth citizens aged 30 or under • An Ancestry Visa by virtue of having a UK grandparent Email us on: enquiries@oxfordaunts.co.uk or visit our website at: www.oxfordaunts.co.uk

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*Valid Sunday to Thursday inclusive. Price is per room per night double occupancy in a studio spa suite. Excludes NSW School and Public Holidays. $50 voucher may be used towards payment for “Jhalu Packages” only, refer to the price list.

Bookings are required and must be made directly with Jhalu Day Spa. Subject to availability and conditions apply.

Recruitment Solutions Group & Hays have joined together to create a major new international healthcare recruitment specialist – Hays Healthcare Combining Recruitment Solutions Group’s long-standing experience in the medical and allied health staffing sector, alongside the size and scale of Hays, we will be able to deliver an even higher standard of service and opportunities for you across the UK. We have immediate positions available for experienced General, Specialist, Theatre and Psychiatric RNs for a variety of vacancies across England.

We offer competitive rates of pay, benefits, bonuses and an NMC ONP for £50!

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The Australasian Association for Quality in Health Care (AAQHC) and The Australian Council on Healthcare Standards (ACHS) have entered into an exciting new partnership to bring to you the 4th Australasian Conference for Safety and 4th Australasian Conference Quality in Health Care on Safety and Quality in Health Care â&#x20AC;&#x201C; Raising the Bar for Melbourne Exhibition and Convention Centre 21-23 August 2006 â&#x20AC;¢ www.aaqhc.org.au/conference Quality.

Keynote speaker: Professor Lucian Leape â&#x20AC;&#x201C; Adjunct Professor of Health Policy, Department of Health Policy and Management, Harvard School of Public Health. Dr Leape has been an outspoken advocate of the nonpunitive systems approach to the prevention of medical errors.

Also presenting: Li Cunxin, motivational speaker and best-selling author of â&#x20AC;&#x2DC;Maoâ&#x20AC;&#x2122;s Last Dancerâ&#x20AC;&#x2122;.

To register your interest to attend the conference please visit www.sapmea.asn.au/sqhc2006 Co-hosts

Key Partners

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w w w. anmc .org . au ARE YOU AN RN (DIV 1), AN EN (DIV 2), A MIDWIFE, OR A NURSE PRACTITIONER?

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To obtain copies of these and other ANMC publications, as well as keeping up to date on the work of ANMC contact:

(02) 6257 7960

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ATTENTION: Nurses, Midwives, Early Childhood Nurses We are interested in talking to Nurses, Midwives and Early Childhood Nurses who are: • currently working, or have worked, with women and infants, and • who live and / or work in Western Sydney.

If you meet the above criteria, we would like to invite you to take part in a research study investigating the way people care for babies.

For further details or to register your interest to participate please telephone Leigh Wilson on: « 9894 8476 This study has been approved by the Ethics Committee of the University of Sydney. (No: 11-2004/3/7873) (A project funded by The Children’s Hospital at Westmead)

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Take your career in a new direction! 䡵 Looking for new challenges in your career and rewards for all your hard work?

NE W C O U R S E

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Many healthcare companies are dynamic and progressive and provide a wealth of career opportunities for highly motivated individuals. Benefits include excellent training and development, generous remuneration and rewards based on performance. Nursing experience is highly valued in the pharmaceutical and medical device sectors, for a range of roles including Nurse Advisors, Clinical Support and Sales.

Persona Grata Consulting is a boutique agency specialising in healthcare placements. We represent leading healthcare companies and currently have outstanding opportunities.

If you would like to find out more, call Carol on 9966 8155 or send your CV to apply@personagrata.com.au www.personagrata.com.au

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Wound Care/Dressings Infection Control Issues Hand Therapy Rehabilitation Case Presentations ....and more

Cost:

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Contact:

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THE LAMP MAY 2006 49 Sydney Hospital_quater.indd 1

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AGED CARE REHABILITATION: A COLLABORATIVE APPROACH 9â&#x20AC;&#x201C;11 May 2006 This program explores the contemporary sociopolitical and legal landscape of caring for the older person. Within this context, issues about culture, dementia, disability, International Classification Function and clinical goal setting and planning will be addressed.

REHABILITATION NURSING PROFESSIONAL DEVELOPMENT DAYS Commencing 16 May 2006 This highly interactive course takes place one day per week for five weeks, and is designed to assist in the professional development of Registered Nurses working in the area of rehabilitation. It is based on the ARNA Rehabilitation Nursing Competency Standards and facilitated by recognised leaders in rehabilitation nursing.

For further enquiries and application forms, please contact: Amanda Beck or Mary Lambell Learning and Development Resource Centre Tel: (02) 9808 9626 Email: becka@doh.health.nsw.gov.au The Royal Rehabilitation Centre Sydney reserves the right to alter any details of its courses without prior notice.

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choose your own work hours choose your work days choose your holidays KinCare is seeking two motivated, innovative and autonomous Registered Nurses to work in the community setting. Two days per week available now in two regions.

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