The Lamp February 2008

lamp the

magazine of the NSW Nurses’ Association

volume 65 no.1 February 2008

Print Post Approved: PP241437/00033

WE DESERVE

BETTER PAY & RECOGNITION

$20 FO RE Y SE OU VER E I SI Y M NS GN E ER T I UP MBE NS !

R I DE

Do you know a remarkable nurse?

Host ed b y Kim

Watk ins

Special

gue s t p erforma

by Kat nce e

Ceberan o

NOMINAT IONS

CLOSE

29 FEBRU ARY 2008

Recognise the outstanding efforts of a remarkable nurse by nominating them in one of three categories: Nurse of the Year Innovation in Nursing Graduate Nurse of the Year

Winners announced at a gala dinner on Thursday 15 May 2008 at Melbourne’s Crown Entertainment Complex

There is $25,000* in prizes up for grabs!

Also, just by nominating you will go into the draw to win one of five $500 Coles Group gift cards** Visit www.hestanursingawards.com to find out how

For more information and to nominate visit: www.hestanursingawards.com HESTA Super Fund Reg. No. R1004489 H.E.S.T. Australia Ltd ACN 006 818 695 | AFSL No 235249 | RSE No L0000109 **Authorised under Permit Nos. NSW LTPS/07/27330, ACT TP07/04548 & SA T07/4681

2 THE LAMP FEBRUARY 2008 Kim Watkins and Kate Ceberano appear by arrangement with Saxton Management Group Pty Ltd

Tickets can be purchased online at www.hestanursingawards.com Proudly presented by:

*Proudly supported by:

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ABOUT THE LAMP

C O N T E N T S

Cover story

lamp the

magazine of the NSW Nurses’ Association

$ 20

FO

RE

Y SE OU VE R E IN SIG Y M S E N EM R T UP B ER INS !

IDE

volume 65 no.1 February 2008

We deserve better pay and recognition 12 Print Post Approved: PP241437/00033

WE DESERVE

Cover

BETTER PAY

Pam Barrett, NUM, Tweed Heads Hospital

& RECOGNITION

Photography by Fiora Sacco.

News in brief

NSWNA getting active

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36 Hair today, gone tomorrow

No cancer clusters found at Concord, Bowral hospitals 11 Be brave and shave 11 Study reveals nightshift hazards 11 Travel grants up for grabs

Campaign for pay and recognition 12 13 16 17

It’s time for members to have a say What we’re seeking in Campaign 08 Propping up a system in crisis Timeline and process for negotiations

Industrial issues 18 21 22 23 24 25

Lousy pay offer for specialist nurses Great responsibility, inadequate reward NUMs at breaking point Buried under ‘paperwork’ Overworked and overwhelmed Support staff cuts hit frontline nurses

Professional issues 26 2008 NSWNA education calendar

Workloads

Special people 37 Taking nursing to the streets

Lifestyle 38 Member’s tips 41 Movie reviews 44 Book me

Obituaries 42 A passionate unionist and advocate of infection control: Chrystal Bowen 42 Tireless champion of people with disabilities: Ken Chong 43 Senior midwife was one in a million: Therese Ann Darwen (née McKay)

Regular columns 5

Editorial

by Brett Holmes 6 Your letters to The Lamp 35 Ask Judith 47 Our nursing crossword 48 Diary dates

28 ED win at Bathurst Competition 29 Boss Coffs up ... eventually 39 Win a deluxe weekend at 31 John Hunter midwives free to do their job Novotel Northbeach

Aged care

Special offer

32 Breakthrough lifts aged care benchmark

41 100 double passes to see Bella and 25 double passes to The Bucket List and The Diving Bell and The Butterfly

Occupational health and safety 34 Reducing seclusion and restraint

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

SYDNEY OFFICE 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 NSWNA COMMUNICATIONS MANAGER Noel Hester T 8595 2153 NSWNA COMMUNICATIONS ASSISTANT Russell Burns T 8595 1219 For all Lamp editorial enquiries, letters and diary dates: Editorial Enquiries T 8595 1234 E lamp@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 Peg Hibbert, 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 THE LAMP ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised.

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.

Individuals $60, Institutions $90, Overseas $100.

n Draw 30 June 2008

SWITCH TO DIRECT DEBIT AND WIN An 8 Day Escape for Two to WA’s Stunning Margaret River witch to direct debit and go into the draw to win a week of sheer relaxation and indulgence at one of Australia’s finest holiday destinations, Margaret River.

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Our lucky direct debit winner will have the opportunity to unwind in luxury accommodation and explore jewelled caves, stunning forest, some of the world’s best beaches and great walking tracks.

You can also enjoy the cosmopolitan side of the Margaret River Wine Region, exploring its boutique wineries and food producers, local arts and crafts, fabulous restaurants and live music and festivals.

The prize includes return tickets for 2 from Sydney to Perth; 8 day car hire from Avis; 2 nights accommodation in Perth at Holiday Inn Burswood; 4 nights deluxe accommodation at Quest Margaret River serviced apartments; 2 nights accommodation at the Riverglen Chalets plus a bottle of Margaret River Wine and chocolates on arrival; a one-day tour of Margaret River Vineyards by the Wine for Dudes Tours; free entry into the Spectacular Caveworks Caves of Margaret River and the Cape Leeuwin Lighthouse; and 2 cases Minot Margaret River wines.

4 THE LAMP FEBRUARY 2008

HERE’S HOW YOU CAN WIN c cancel your payroll deductions and start paying your fees through direct debit and you will go in the lucky draw and/or c convince your colleagues to convert from payroll deductions to direct debit and you, and each of your colleagues who switch to direct debit, will go in the lucky draw and/or c sign up a new member using the direct debit method of paying their fees and you, and the new member, will go in the lucky draw.

Membership Application forms or Direct Debit 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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E D I T O R I A L

BY BRETT HOLMES GENERAL SECRETARY

Good start by govt but challenges prevail g The new Federal Government has made a promising start dealing with the massive problems plaguing our public health system but the greatest challenge – keeping nurses and midwives in the system – remains in front of it.

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he Rudd Government has flagged health reform as a top priority, with commendable initiatives to reduce waiting lists and to attract nurses and midwives back into the public hospital system.

Under the Howard Government, the Commonwealth’s contribution to the public health budget had shrunk to 42%. Kevin Rudd’s announcement of an extra $150 million a year for the next four years to reduce hospital waiting lists is, at least, an acknowledgement that a lack of Federal funding has been part of the problem and extra money for public hospitals is part of the solution.

Similarly, the Federal Government’s announcement of financial incentives to attract nurses and midwives back into the public hospital system is an acknowledgement that workforce issues are central to the health system’s problems.

These problems are so wide and deep that these initiatives can only be seen as tentative first steps towards fixing them.

For public hospitals, the last decade has been one of wilful neglect and a denial of responsibility by the Federal Government. There has been an ongoing blame game by self-absorbed Federal and State Governments at the expense of patients and hospital staff.

An honest assessment of the problems and a constructive and cooperative partnership between the States and Federal Government in solving them are trends in the right direction.

The Rudd Government’s scheme to attract nurses and midwives back into our

public hospitals will see those out of the system for more than a year get a $3,000 payment after 6 months work and another $3,000 12 months later. Hospitals will also receive $1,000 for every nurse and midwife re-employed.

with the long-term retention of nurses and midwives as unbearable workloads and ever-increasing responsibilities burn out many of those still in the system.

Retaining staff in the current environment of our public hospitals remains a serious challenge to both tiers of government.

This year our campaign for better pay and recognition for NSW public health system nurses and midwives will give the NSW and Federal Labor Governments an opportunity that only comes by once every four years to make the nursing profession a rewarding one, which will attract nurses and midwives back into the system and convince the ones that are there to stay.

Our proposed claim (see page 12) is a reasonable one and formed after a long and broad consultation with nurses and midwives. We have listened very clearly to what they say is required to take the pressure off them and to make the public hospital system an attractive place to work. They have been very clear about what they see is needed: c better recognition and pay for increased workloads and responsibility; c incentives to attract and retain nursing and midwifery staff to ensure a safe working environment; and c more support for nurses and midwives.

Our proposed claim is based on an honest analysis from those on the frontline about the issues and problems that have led to an intractable shortage of nurses and midwives.

If the NSW State Government and the Federal Government are serious about fixing our public health system they too will listen to what nurses and midwives are saying is needed to attract and keep them in our hospitals. n

An honest assessment of the problems and a constructive and cooperative partnership between the states and Federal Government in solving them are trends in the right direction.

While this may seem unfair to nurses and midwives already working in our hospitals, getting more of them into the public health system is a key to reducing workloads and is to the benefit of everyone.

The NSWNA recognises it is a step in the right direction but this won’t be enough to fill the 1,300-plus recorded vacancies that exist in NSW alone. Nor does it deal

THE LAMP FEBRUARY 2008 5

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LETTER of the month

L E T T E R S

Becky Broomfield

Shocked by ‘horizontal violence’ I am a member of the NSWNA and enjoy reading The Lamp’s letters and articles, especially as a nurse and lecturer finally home after 24 years in Britain!

I have had the misfortune to be on the receiving end of what is known as horizontal violence (HV) in the clinical area. When I discussed this with colleagues, none was surprised. I cannot remember such behaviour as a nurse back in the early ’80s. Subsequent conversations with others who have experienced this phenomenon have shocked and saddened me.

I understand there to be many reasons for this behaviour and have become quite immersed in the topic.

Consequently, I have written an article which is presently awaiting publication. Writing the article opened my eyes – both through reading the literature and then pursuing the subject further with colleagues and students.

I am asking you to publish this letter for two reasons. The first is to ask nurses who have experienced HV, or who may have acted in a way they now recognise as aggressive, to write vignettes which I would like to use anonymously (they can be sent anonymously). I intend to write a series of articles to highlight what would appear to be a problem internationally as well as locally.

The second reason is that I hope a series of articles would allow us, as a caring profession, to explore our behaviour and to ask ourselves whether we can, right across the board, be kinder to our colleagues.

Becky Broomfield, RN, Cert. Ed, Dip.N (London), BSc, MSc. Armidale & New England Hospital

Gail Fleming

Players wanted

New challenges

I recently discovered an unusual but an extremely enjoyable form of keeping fit. It is a team ball game, extremely low-risk and designed for those wanting to rebuild fitness, without getting killed in the process!

It is non-aggressive, non-repetitive and designed for any age group, but would suit those aged over 35 years.

I want to share this find with fellow nurses. I was very excited to have discovered it and I am absolutely not a gym devotee so this game is perfect.

We also need a few more regular players to make up a team. The venue is North Ryde RSL Youth Club Sports Gymnasium. Games are weekly.

Gail Fleming, RN Jean Colvin Private Hospital, Gladesville.

Thanks for publishing my letter ‘Is time in lieu a fair deal?’ in the December 2007 issue of The Lamp.

By way of feedback, many of my workplace colleagues have read the letter and congratulated me on being a nursing voice.

I would like to congratulate all the staff of The Lamp and the Association for all their efforts in the past year.

We have been faced with many issues and, with our strong leadership teams, hard work and dedication, we have as a united voice been able to be active in the greatest campaign of the modern workplace – the removal of the Liberal government and its WorkChoices policy.

2008 sees new challenges for us to meet head on. A new wage case to put forward, continuation of the reasonable workloads activities and ensuring the new government we fought to elect remains true to its promises.

As a united group we have the voice and the capacity to continue to make workplace reforms to ensure a fair workplace for nurses while providing excellent quality nursing care.

Beverley Brady, CNC Manly Hospital Branch Secretary Beverley Brady won the prize for this month’s letter of the month, a $50 David Jones voucher.

If you wish to make contact with Becky Broomfield or Gail Fleming, email lamp@nswnurses.asn.au and we will pass on your enquiry.

Perfect escape As the fortunate winner of the raffle held at Armidale Hospital for the ‘Your Rights at Work – Worth Fighting For’ Bus Tour Day, may I convey my thanks and appreciation to all concerned.

My stay at Moby’s Breakfree Resort at Pacific Palms was not only a completely relaxing and thoroughly enjoyable wonderful weekend, it was ‘the perfect escape’.

Julie Henderson, Discharge Planner, Armidale New England Referral Hospital

EVERY LETTER PUBLISHED RECEIVES A DELIGHTFUL ABC CLASSICS CD – FOR UPLIFTING ENJOYMENT! ABC Shops provide you with a window into the wonderful variety of programs seen and heard on ABC Radio, TV and Online by offering a range of quality DVDs, books, music and audio products. For locations, visit abcshop.com.au 6 THE LAMP FEBRUARY 2008

Beverley Brady

LETTER of the month The letter judged the best each month will be awarded a $50 DJ’s 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.

John Robertson

Congratulations, you did it!

Members of local Your Rights @ Work Committees across Australia worked to get rid of WorkChoices and John Howard!

I am absolutely overwhelmed with pride as a unionist but, most importantly, by the very fact that without each and every one of you, this would not have been possible.

It was achieved with the efforts of members and local communities who selflessly volunteered countless hours of letterboxing, fundraising, getting petitions signed, handing out at train stations, wearing Your Rights @ Work Tshirts at weekend sporting events, wobble boarding and so many other effective ways of keeping the Your Rights @ Work campaign in the forefront of every voter’s consciousness right up until the polls closed on 24 November.

Personally, meeting many of you and other Australians on the bus trips over the past three years has been for me an extremely significant part of my trade union career; a part that will stay with me for a very, very long time to come.

I look forward to your continued support and contributions to our future campaigns.

John Robertson Secretary, UnionsNSW

Got something to say?

Send your letters to: Editorial Enquiries email lamp@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.

Concord Urology Nurses (from left): Karina So, Anne Page, Rhonda Brownlow, Jacquie Louth and Melissa O’Grady

Urology nurses off to Hong Kong Urology nurses at Concord Hospital are off to Hong Kong in February 2008 to join with their fellow urology nurses from Singapore, Malaysia, China and Hong Kong, for the 61st Annual Scientific Meeting of the Urological Society of Australia and New Zealand.

This will be the first time the conference has been held in an Asian country, with the purpose of participating in a unique program of scientific and networking events with our counterparts from overseas.

Hong Kong is one of the world’s most vibrant international hubs, renowned for its unique and sophisticated fusion of East and West.

This conference will allow specialist nurses working in our busy teaching

hospital and community settings to bring back a wealth of knowledge and expertise in caring for our patients.

In addition, the 2008 meeting offers the opportunity for both Australian and New Zealand delegates to network and foster new relations with a contingent of Asian delegates for the first time.

For those who wish to join us, the conference commences Sunday 24 February and finishes Thursday 28 February. Please contact: Karina So, Concord Hospital Urology Support Services Email: kso@email.cs.nsw.gov.au www.urologymeeting.com.au Karina So Concord Hospital Urology Support Services

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 7pm.

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

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

THE LAMP FEBRUARY 2008 7

Shop till you Drop!

Members

Now you get $20 for every new member you sign up!

The Association’s Recruitment Incentive Scheme has been updated which means from 1 January you will get $20 for every new member you sign up!

Lots of new grads and newly employed nurses and midwives start work at this time of year so it’s time to invite them to join!

So get busy!

Sign up 5 new members and you get $100!

Sign up 20 new members and get $400!

You now have a choice of either David Jones or Coles Group & Myers Gift Cards

* want more details of our recruitment incentive scheme?

Special February *Lamp Promotion!

Sign up a new member using the membership application form on the back of this flyer and you will also be included in the draw for a $1000 Coles Group Myer Gift Voucher!

Alternatively write “February Promotion” on the top of our regular application form.

8 THE LAMP FEBRUARY 2008

* want more application forms? * want our recruitment DVD/video ‘Why Join?

For more information EMAIL:

lridge@nswnurses.asn.au

download forms from our website www.nswnurses.asn.au

WEBSITE:

(02) 8595 1234 (metro) or 1300 367 962 (rural)

PHONE:

Authorised by Brett Holmes, General Secretary, NSWNA

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N E W S I INN BBRRI IEEFF

No cancer clusters found at Concord, Bowral hospitals

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nvestigations have ruled out the possibility of cancer clusters at Concord and Bowral hospitals.

The incidence of breast cancer among female employees at both hospitals was no greater than what would be expected in the general population, the investigations found.

The general manager of Concord Hospital, Danny O’Connor, said an environmental assessment of the hospital did not identify any hazards of potential concern.

Levels of exposures to possible hazards were all below allowable limits, he said.

NSW Nurses’ Association branch secretary at Concord, Joel Organ, said nurses and midwives were ‘generally happy with the process of the investigation and the conclusion is reassuring’.

NSWNA General Secretary Brett Holmes welcomed the outcome of the Concord investigation and said its thoroughness had set a model for future study of possible cancer clusters.

‘The findings will certainly provide some relief to members who may have been concerned about the possible dangers,’ Brett said.

‘The findings will certainly provide some relief to members’ NSWNA General Secretary Brett Holmes

The five-month investigation at Concord began after it was discovered in May last year that five women working in close proximity had been diagnosed with breast cancer over four years. Four were in nutrition and dietetics and one in nearby psychology.

A total of 24 former and current female employees were then identified as having been diagnosed with breast cancer between January 1998 and August last year, but a statistical analysis revealed that this figure was only one person more than would be expected given the composition and size of the workforce.

Results of the environmental assessment at Concord released by NSW Health

Concord Hospital nurses, from left: Diane Ekin (RN), Melissa Torbruegge (CNS), Ken Warden (RN), Rosario Huapaya (EN) and Joel Organ (TEN Coordinator).

showed levels of exposure to ionising radiation, radiofrequency (RF) radiation, extremely low frequency (ELF) magnetic fields, and drinking water contaminants were all below allowable limits.

Staff volunteers in the affected departments assisted the study by wearing ionising radiation monitoring badges for two weeks.

Staff volunteers also wore devices to measure RF radiation and ELF magnetic fields during a full shift.

Bowral Hospital general manager,

Denis Thomas, said two confirmed cases of invasive breast cancer in female employees were diagnosed between 1998 and 2007.

Even when additional ‘possible’ or ‘unconfirmed’ cases were added to the confirmed cases, there was no statistically significant excess of cases of invasive breast cancer compared with the number expected in the general population, he said.

‘I hope this review provides reassurance to employees and the local community that a cancer cluster at Bowral Hospital can be ruled out,’ he said.n

MORE CANCER CLUSTER STUDIES LIKELY espite almost never being proven, more investigations can be expected into suspected cancer clusters, given that breast cancer is now the most prevalent cancer for women in NSW, an expert says.

Professor Bruce Armstrong, the director of research at Sydney Cancer Centre at Royal Prince Alfred Hospital, told the Sydney Morning Herald that the ‘vast bulk’ of suspected

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clusters were not proven and, if they were, could not be blamed on environmental factors but would have occurred by chance.

Professor Armstrong said the public would identify many more breast cancer clusters ‘purely because of the frequency of the disease’ given better screening, an increase in overweight and obese women and a survival rate of 97% if it is found before it spreads.

THE LAMP FEBRUARY 2008 9

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Looks at changes to take home pay and super balances when income from employment is combined with TRIS income, and how salary sacrifice contributions can decrease income tax.

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* Age restriction and other conditions apply. Consider the First State Super Product Disclosure Statement having regard to your own situation before deciding whether to become a member or continue membership. A copy is available by calling us or visiting our website. The information contained in this document is current as at December 2007. Prepared by FSS Trustee Corporation ACN 118 202 672, AFSL 293340, RSE L0002127, the trustee of First State Superannuation Scheme RSE R1005134.

10 THE LAMP FEBRUARY 2008

LISTEN 12/07

On our website you’ll find 3 easy to use calculators to help you work out:

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N E W S I INN BBRRI IEEFF

BE BRAVE

AND SHAVE g The World’s Greatest Shave is just around the corner so get those clippers ready. he Leukaemia Foundation is gearing up to host their annual fundraiser, the World’s Greatest Shave. One hundred thousand people are expected to participate in one of Australia’s biggest fundraisers by shaving or colouring their hair.

The money improves the quality of life for people living with blood cancers, as well as their families.

It helps with practicalities like transportation to appointments, counselling and emotional support, as well as ongoing research into a cancer that affects more than 30,000 Australians.

The World’s Greatest Shave will take place from 13-15 March, with public venues and events. The Leukaemia Foundation encourages people to get friends, family and workmates on board. If they won’t colour or shave their own hair, then make sure they sponsor you.

For more information, go to www.worldsgreatestshave.com

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Study reveals nightshift hazards

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hat does shift work have in common with taking anabolic steroids and exposure to diesel exhaust? Plenty, according to a World Health Organisation (WHO) agency, which has classified it as a ‘probable’ carcinogen.

The NSWNA is monitoring developments that have seen WHO’s International Agency for Cancer Research (IACR) add shift work to its list of likely cancer causes.

NSWNA General Secretary, Brett Holmes, called the development ‘disturbing’ and said the Association would seek access to the research on which it was based.

At least 40,000 NSWNA members are engaged in shift work.

The IACR published results of its analysis, carried out by an expert panel, in the December edition of The Lancet Oncology.

In recent years, international studies have shown higher incidences of breast cancer in night shift workers, and more cancerous lumps growing in animals that had their dark-light schedules switched.

These studies have been mainly carried out on nurses and airline crew.

Other studies have indicated men who worked night shifts had a higher rate of prostate cancer than those working ordinary hours.

Two streams of research appear to have led to the shift work warning. One points to night shifts as the likely culprit, while the other is equally concerned with changing shift patterns.n

Travel grants up for grabs

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he Cancer Council NSW (TCCN) will offer travel grants to selected NSW nurses in 2008. The new scheme is open to oncology and palliative care nurses who present papers at a relevant Australian conference.

Grants of up to $1,500 are on offer to assist with travel, accommodation and

registration costs. Funds are drawn from the various fundraising events that TCCN organises every year.

For more information, contact Tmne Blair on tmneb@nswbb.org.au or call (02) 9334 1457. The application form is available at www.cancercouncil.com. au/editorial.asp?pageid=2042 n THE LAMP FEBRUARY 2008 11

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C A M P A I G N 0 8

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R E S E D E

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D N A Y A P TTER

g Relentless workloads, a lack of support and back up, and continuous blame and pressure due to a system teetering from crisis to crisis: this has become a normal part of the job as a nurse or midwife in the NSW public health system. It’s now time that public health system nurses and midwives are rewarded with better pay and recognition.

Members vote on pay claim

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he Award for public health system nurses and midwives expires in June 2008 and the NSWNA has commenced the fight to renew and improve it.

‘We are seeking financial reward and better recognition for the increased workloads and extra responsibilities borne by public health system nurses and midwives ,’ said NSWNA General Secretary Brett Holmes.

NSWNA General Secretary Brett Holmes said, ‘I have asked NSWNA branches at public health system facilities across NSW to hold meetings to discuss the proposed claim, which covers pay and conditions for next four years.

‘Members need to cast a vote on the proposed claim by Friday, 8 February 2008.’

The claim covers NSWNA members employed under the Public Health System Nurses’ & Midwives’ (State) Award and the Crown Employees Nurses’ (State) Award. A claim with similar terms will apply to NSWNA members employed by affiliated health organsations, who are covered by federal industrial legislation.

The claim was developed after extensive feedback and consultation with NSWNA members across NSW through discussion groups in Sydney and regional areas, an online survey and feedback through delegates.

12 THE LAMP FEBRUARY 2008

The NSWNA claim for the new Public Health System Award was developed by a Log of Claims Committee elected by NSWNA delegates.

Drawing on this feedback, the NSWNA claim for the new Public Health System Award was developed by a Log of Claims Committee elected by NSWNA delegates.

‘The only real recognition and reward for nurses and midwives’ increased efforts is a fair pay rise. The claims committee has recommended a 5% pay rise per year over four years, plus additional increases in certain classifications to recognise this increased responsibility,’ said Brett.

‘I strongly recommend that members endorse this claim,’ he said.

A second important area in the claim is achieving more support for nurses, midwives and NUMs. ‘We need more staff so a better skill mix can be achieved, and that means starting with better pay and conditions,’ said Brett.

‘There are also important claims to increase the night duty penalty rate to 25% and provide more support for developing and trainee nurses and midwives.’n

RECOGNITION What we’re seeking in Campaign 08 RECOGNITION AND REWARD FOR INCREASED RESPONSIBILITY c 5% per year pay and pay-related allowances increase for all nurses and midwives over a proposed four year Award. c c c

c c

c

Plus additional pay increases for certain classifications to recognise and reward experience and increased responsibility.

Increase employer superannuation contributions by 1% for each year of the new Award.

ENs with diploma or advanced diploma qualifications to have new higher pay rates. These courses are being offered by NSW TAFE from 2008.

Undergraduate students working as AiNs to have a new pay rate, higher than the current AiN rate.

Some allowances to be increased to keep pace with equivalent professionals: increase the team leader allowance payable in community settings; an allowance for nurses taking on ancillary fire warden duties; extend forensic allowance to all forensic units, not only those in Justice Health.

Return 100% of salary packaging savings to staff.

Some nursing classifications need realignment to match equivalent occupations and responsibilities: c

A new higher RN 8 pay rate for all permanent nurses and midwives, matched to the new allied health professionals rate – recognising permanent nursing staff’s additional responsibilities and as a key retention initiative.

c

The CN/MS and CN/ME/N/ME pay review is still incomplete. The Association has called on the Department to make a better pay offer immediately.

This claim is an ongoing claim agreed to as part of the 2005-2008 wages Award.

c

ENs who become RNs should start on the RN year 2 pay rate.

c

‘Juniors’ should be paid at the adult rates of pay to recognise their responsibilities.

are leaving ‘theNurses system because of the increased workloads and pressure. A fair pay rise is needed to retain and attract more nursing staff.

’

Pele Lutui-Palmer, NUM, Sydney and Sydney Eye Hospital

THE LAMP FEBRUARY 2008 13

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C A M P A I G N 0 8

What we’re seeking in Campaign 08

RECRUITMENT AND RETENTION FOR SAFER WORKPLACES c c c

c c

c

shift is an occupational hazard ‘forNight nurses.They are working with heavier workloads and without adequate clinical backup and guidance. Night shift also impacts negatively on nurses’ health and private lives. Current penalty rates don’t adequately recognise this increased responsibility and burden.

’

Kelvin Ozarumba, CNS, Canterbury Hospital 14 THE LAMP FEBRUARY 2008

Increase night duty penalty rate to 25%.

A safe balance between permanent and casual/agency nurses.

Better incentives to encourage permanent nursing and midwifery positions. Part-time nurses and midwives who want to increase their regular hours and casuals who want to convert to permanent work should be helped, not hindered.

An Award provision to fill vacant positions within reasonable timeframes.

On-call allowance and overtime eligibility to be extended to more Nurse Managers to match other health managers’ entitlements.

Allow 12-hour shift rosters across all facilities, using the existing NSWNA guidelines.

Rising patient acuity and more elderly ‘patients with high care needs are impacting on nurse workloads.Workloads are also increasing because experienced, permanent nurses are leaving the profession, and being replaced with junior or trainee nursing staff needing clinical support and supervision.

Increased workloads impacts on staff and patient safety. Val Elsmore, NE, Ryde Hospital

’

It’s going to be a tough fight

MORE SUPPORT FOR NURSES AND MIDWIVES c c

c

c

Increase the number of funded CN/ME positions to support trainee and developing nurses.

A stronger Award provision to ensure genuine consultation with nurses and midwives when workplace change occurs.

Permanent part-timers to be able to accrue 6 weeks’ annual leave at their part-time rate. This claim is to stop the deliberate rostering off of part-timers on public holidays by changing the Award provision to prevent misuse.

Improvements to the Time Off in Lieu of overtime system, so nurses and midwives have a genuine choice and are compensated for working the extra time, and NUMs have real authority to approve it.n

Nurses and midwives have received good pay rises in recent years but it was achieved after a tough fight. In the last wages campaign of 2005, nurses and midwives were forced to call a statewide strike before an acceptable pay rise was achieved.

This time around, we also need to prepare to fight for real recognition and the pay and conditions that reflect our true value, according to NSWNA General Secretary Brett Holmes.

‘The NSW Government has announced it will offer NSW public sector workers 2.5% per year, saying this will “maintain real wage improvements”. But inflation is already pushing 3%, so this means the government is offering you a pay cut!

‘The government says any increases above 2.5% per year have to be “tied to productivity savings” or “employee-related reform measures”.

‘Nurses and midwives will not accept this bean-counting approach.

We need to prepare to fight for real recognition and the pay and conditions that reflect our true value,’ said Brett.

Nurses and midwives should be NUMs are being removed from ‘consulted ‘ about workplace change the role as “Nursing Manager” – not just told to implement it without backup resources.

Lorna Scott, NP, Lower Hunter Community Health

’

of their units. Instead they are flat out doing duties such as HR, payroll, purchasing, stores and ward duties.

Pam Barrett, NUM, Tweed Heads Hospital

’

THE LAMP FEBRUARY 2008 15

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C A M P A I G N 0 8

Propping up a system in crisis g Research by the NSWNA reveals conditions leading to breakdowns in the health system are widespread in public hospitals.

T

he NSWNA has just conducted research into members’ views in preparation for our public hospital pay campaign for 2008 and the feedback from nurses on the frontline is if it’s alarming then it’s sobering.

Discussion groups were conducted throughout NSW with a cross section of nurses and midwives working in the public health system. Most of the groups met before the recent blow-up at Royal North Shore Hospital.

The clear message from the groups is conditions that can lead to breakdowns in the system – like those at Royal North Shore – are widespread in our public hospitals.

‘Our workload in emergency is quite unrealistic. We are seeing between 150-170 patients a day. We’ve got ambulances loaded, five to six patients in corridors at all times. We’ve got pressure from the media, the patients and the executives who are taking calls from the ambos wanting to get back on the road. It’s chaotic,’ said an RN at Royal North Shore a week before the incident involving Jana Horska.

The possibility of this type of scenario occurring elsewhere was brought up in all of the groups. Some described the working environment as a ‘war zone’, while others said it was like being ‘in the trenches’.

As one nurse said: ‘When people become nurses they know it is hard work; that they have to clean up piss and vomit and that the pay is not great. But they don’t know it is unsafe; that you don’t get a break and you are not supported. Some shifts feel out of control.’

Participants in the groups were also very clear about what needed to be done to improve the working environment and the level of care in the public system: better funding, more staff and a better skill mix.

‘Some shifts feel out of control … It’s like a war zone.’

Improving pay, the image of nursing and workloads is seen as critical to attracting others into our profession.

‘If you want to keep nurses and midwives you have to increase the number of nurses and midwives,’ said one nurse.

‘The more desirable you make the job – the more they will come,’ another young nurse from Parramatta said. Improving pay was seen as crucial to making the job more attractive and indicating that nurses and midwives are valued.

‘You go to university and get a degree and then come out and get lousy pay and have to do shift work,’ was a typical comment.

‘My friends have jobs in cafes … and get paid more making sandwiches or coffee than I get working as an RN. That kind of pisses you off,’ said another.

The need for financial incentives to recognise and reward loyalty, experience, higher qualifications and responsibilities is seen as essential to retain nurses in the system.

‘Without penalties no one will do nights or weekends.’

The majority of nurses in the groups rated themselves as having high to excessive workloads.

‘It’s like the frog in the pot that doesn’t notice the temperature is slowly rising – you get accustomed to it. You come home, you’re exhausted, you have nothing left to give to your family.’ n

HOSPITALS IN CRITICAL CONDITION What NSWNA members say about the trends in our public hospital system: c increased workloads; c higher patient acuity not taken into account in nurse/patient ratios; c Fewer support staff – ward clerks, cleaners, porters and administrative support – forces nurses and midwives to pick up the slack; c not enough permanent staff on wards; c increased use of ENs and AiNs as ‘replacements’ for RNs; c more overseas-trained staff; 16 THE LAMP FEBRUARY 2008

c fewer experienced/trained staff per patient; c politicisation of the public health system; c a more budget-conscious system where more things are measured; c increase in aggression from patients and their families; c changes in the role of management caused largely by the increased focus on budgets; c a move away from nursing ‘care’ to nursing as a process.

Timeline and process for negotiations 8 FEBRUARY: NSWNA branches complete their vote on the proposed claims.

FEBRUARY TO JUNE: Negotiations, campaign activities by nurses and midwives, any proposed settlement offer to be voted on by branches.

30 JUNE 2008: Current Award expires – aim for new Award to be in place.

WHAT YOU

CAN DO

c Make sure your contact details are up-todate. The NSWNA needs your email address, Award classification and mobile number so we can get Campaign 08 info to you fast. c Encourage your workmates to join the NSWNA – there is strength in numbers. They can join online or by phone today. c Contact your workplace delegate and offer to help them organise campaign activities.

THE LAMP FEBRUARY 2008 17

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I N D U S T R I A L

I S S U E S

Lousy pay offer for specialist nurses g Union insists on higher increases.

N

SW Health has refused to increase pay rates for clinical nurse and midwifery specialists, while giving substantial increases to allied health professionals such as physiotherapists.

A CN/MS will receive $3,000 to $4,000 a year less than a physiotherapist of an equivalent grade under the department’s current offer.

‘The department’s offer is unacceptable and an outrageous slap in the face for specialist nurses and midwives,’ said Judith Kiejda, NSWNA Assistant General Secretary.

‘We will continue to push for an acceptable offer from the department.’

The Association has been negotiating for many months on a new salary structure for three classifications – CN/MS, clinical nurse/ midwifery educator (CN/ME) and nurse/ midwifery educator (N/ME).

The department has accepted the Association’s claim for a new nurse educator structure aligned to nurse manager rates with some increases for

CN/ME classifications. But it has rejected any increase in the CN/MS rate.

‘Meanwhile, the department has agreed to a new salary structure for allied health professionals that contains substantially higher pay rates than those on offer for comparable nursing and midwifery classifications,’ Judith said.

‘Under the department’s offer, a CN/MS, acting as a clinical resource to the nursing service by providing expert nursing knowledge, would be paid just $3 per week more than a physiotherapist reaching the top of the automatic incremental scale with just six years’ experience.’n

TELL US WHAT YOU THINK If you are a CNS or CMS – or an RN who’s thought about becoming a CNS but decided not to – please email your views about this pay offer to tshaw@nswnurses.asn.au. Please include your name, phone number and facility so we can also make sure your contact details are up to date.

NSW HEALTH’S PAY OFFER TO SPECIALIST NURSES COMPARED TO NEW PAY RATES FOR ALLIED HEALTH PROFESSIONALS NURSING CLASSIFICATIONS Classification

Department Offer

CN/MS Grade 1 1,282.70 (No increase)

ALLIED HEALTH PROFESSIONAL CLASSIFICATIONS Classification

Pay Rate

Level 2 Year 4

1,279.70

(Top of automatic incremental scale)

CN/ME# Year 1 Year 2 CN/MS#* Grade 2 Year 1 Year 2

1,334.60 1,378.00

1,378.00 1,422.10

Level 3 Year 1 Year 2

1,376.40 1,422.50

Level 4 Year 1 Year 2

1,439.60 1,531.80

# The CEA would not be payable to the CN/ME and CN/MS Grade 2 classifications * New employer established position, not personal grading 18 THE LAMP FEBRUARY 2008

DEPARTMENT’S Robyn Galway, nurse educator at Sydney Children’s Hospital, says the Department’s pay offer devalues the nursing profession.

‘We work just as hard as physios and our responsibilities are similar or greater, so why aren’t we paid equally?’ Robyn asks.

‘Physios deserve their money but we need to be at least equally paid.

Nurses, in my humble opinion, have a wider scope of practice and responsibility. We’re there all day giving holistic care.

‘The Department thinks nurses will be here whether they give us a decent increase or not. They think we won’t walk; that we’ll lump it.

OFFER STINKS, NURSES SAY ‘I’ve come from a CNE role to a NE role. I spend a lot of time behind the scenes, supporting people in private, facilitating other people’s learning. You work really hard, trying to improve your knowledge so you can improve patient care.

That involves spending time and money on your own education. We are the backbone supporting everybody but you don’t get that recognition.’

Helen Pratt, CNS at Bega District Hospital, says NSW Health should put its money where its mouth is.

‘They say publicly we are the backbone of the health system, but their actions don’t match their words,’ Helen says.

‘Physios are fantastic members of the multidisciplinary team but certainly they are not more important than nurses.

‘We’re on the frontline. We’re on call 24 hours a day. We do shift work. We really put a lot into nursing.

‘We take on an extra role in education. We act for NUMs when they are on annual leave. We are involved in committees, writing protocols and procedures and being a resource, in my case for a rural hospital. That would stack up with what a physio does.’

Lisa Singleton, CNS at St Vincent’s Hospital, believes it is unfair for the department not to value nurses as highly as physiotherapists.

‘The department’s offer stinks,’ Lisa says.

‘I’m very proud of my classification and feel it should be at least on par with the physios. We are more accountable for our decisions as clinicians as we have a higher assumed knowledge due to our training and experience and that should be recognised.

‘Our physical and mental workload would be higher than the physios in a number of clinical areas.’

THE LAMP FEBRUARY 2008 19

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I N D U S T R I A L

I S S U E S

Great responsibility, inadequate reward g Low pay drives top nurses out of profession.

R

oyal North Shore Hospital’s Ward 11A specialises in upper gastro-intestinal, colorectal and gastroenterological surgery. Like other very busy surgical wards at RNS, it demands highly-trained nurses to care for high dependency patients who, in the current bed climate, require an increasingly complex level of care.

As a clinical nurse specialist on the ward Narelle Parsons takes on a high level of responsibility but is paid just a dollar an hour more than a registered nurse level 8.

Narelle, a nurse of 30 years experience, believes the failure to reward senior nurses is driving many out of the profession and creating an undesirable skill mix, leaving less experienced nurses feeling unsupported and lacking appropriate supervision.

‘Our ratio of CNSs has declined over the last few years,’ Narelle says. ‘We have so many less experienced and casual staff now at RNS, which makes every aspect of our role much more demanding.

‘Filling our vacancies to make up an appropriate skill mix has become a job in itself. Nurses are tired of the workload and the unreasonable demands of various stakeholders, and are voting with their feet.

‘There are very few CNSs on our ward and most are considering foregoing their CNS role.

‘For me that is just another blow to the profession and reflects how devalued they are feeling.

‘I would like to ask NSW Health, “Why would you bother taking on the responsibilities and workload of a CNS for an extra dollar an hour?”

‘Why would you bother taking on the responsibilities and workload of a CNS for an extra dollar an hour?’

‘A CNS is expected to keep up-todate with clinical knowledge and act as a resource person not only for other nurses but also for less experienced doctors on the ward and throughout the hospital.

‘Initiating and providing safe care 24/7 for a ward of 25 patients with complex health care needs carries a huge responsibility.

‘Coordinating and delivering proficient nursing care is also extremely demanding when you are being constantly called away from your own patients to help or advise less skilled colleagues.’

Narelle believes allied health professionals such as physiotherapists deserve a decent pay rise.

‘However, physios are not under the same degree of pressure as CNSs in providing high dependency, complex nursing care.

‘A physiotherapist attends to one patient at a time. A CNS, in the absence of a NUM, attends to a patient load as well as overseeing the wellbeing of every patient on the ward.’ n

Narelle Parsons

THE LAMP FEBRUARY 2008 21

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I S S U E S

NUMS at breaking point g Swamped by routine administrative tasks, NUMs have little time for crucial responsibilities.

N

urse and midwifery unit managers in NSW are at ‘breaking point’ and are unable to cope with increased non-clinical duties forced on them by successive restructuring of the public health system.

Responsibility for management and administration has increasingly been dumped on M/NUMs who lack adequate clerical, IT and other administrative support.

Patients and nurses are disadvantaged because M/NUMs are unable to spend enough time exercising their high-level clinical skills, supervising and mentoring other nurses and midwives, and implementing best practice.

This is a key trend reported by M/NUMs surveyed as part of research by the NSW Nurses’ Association into state public sector nurses’ attitudes to working conditions.

The union has conducted discussion groups involving M/NUMs and maternity unit managers from Sydney and regional and rural NSW. All M/NUMs said they were obliged to put in many hours of unpaid overtime each week to try to keep up with the administrative workload.

Most M/NUMs surveyed said they spent more than half their time on nonclinical related tasks. For some it was 80% or more.

The three biggest non-clinical tasks forced on to M/NUMs in the last two years have been human resource functions, new IT systems and data entry, and ordering of stores.

M/NUMs said the solutions to their own and their staff’s excessive workloads were more staff, increased budgets, proper skill mix and more administrative support.

They said nurses were increasingly reluctant to work nights and M/NUMs found it harder to fill night shifts.

Improved penalty rates were the only solution, they believed.

Rostering, always a difficult and thankless task, has become more timeconsuming as M/NUMs try to offer staff greater flexibility in order to attract and keep them.

A shortage of clinical nurse and midwife specialists and clinical nurse and midwife educators means reduced supervision and monitoring especially on general wards. Student nurses do not always get the supervision they require and deserve.

NSWNA CALLS FOR

MORE SUPPORT NSWNA General Secretary Brett Holmes is calling on the Health Department and and the NSW Government in general to put more funding into positions like ward clerks so NUMs can focus on developing their team in order to deliver the highest possible quality of care. ’Better nurse recruitment and retention cannot be delivered unless NUMs have this support reinstated,’ Brett said.

Mental health in particular has huge problems with a lack of skills and lack of CNEs to support nurses.

Midwifery unit managers said they had received no additional staff and resources to cope with an increased birth rate.

NUMs agreed that better administrative support was critical to reduce their non-clinical workloads and risk of burnout and to keep them in the system.n

/NUM M E H T F O K C E N E H T D N U O R TWO MILLSTONES A HUMAN RESOURCES

COMPUTERS AND DATA ENTRY

M/NUMs are now responsible for recruitment, annual leave planning, rostering, pay and incident reports.

Computer systems are introduced with inadequate training and little or no ongoing IT support.

Organising recruitment is plagued by illogical, cumbersome process and management delays.

Inadequately trained M/NUMs are often required to train their own staff in new systems.

The lengthy process of obtaining permission to fill a position is just the start. M/NUMs are then required to organise the advertisement, the interview panel, the interviews, referral checks, immunisation checks and all associated administrative tasks.

When the system fails or M/NUMs encounter other technical difficulties they have trouble finding technical support.

‘We need eight people sign off on staff recruitment and it takes about three months to go through the system,’ one Western Suburbs NUM said. ‘If there is any little change then it has to go back through the system and that is another three months and the person has taken another job!’

22 THE LAMP FEBRUARY 2008

Some M/NUMs report they personally have to enter all patient details into the data system before the patient can be cared for. This means it is always an urgent job which takes priority over other important tasks.

Area health service managements generate excessive numbers of emails which the M/NUM has to read and respond to.

M/NUMs are doing a lot of data entry. As one NUM put it, ‘we have become expensive ward clerks.’

Alan Pretty (second, right) with Port Macquarie ED staff: Doug Taylor, Cathy Race and Kim Roberts.

Buried under ‘paperwork’ g Top nurses diverted from patient care.

O

rdering supplies of toilet paper, foam cups and razors doesn’t sound like a job for one of the most qualified nurses in a hospital.

Yet mundane administrative tasks such as these are being piled onto nurse unit managers like Alan Pretty of Port Macquarie Base Hospital’s emergency department.

Alan says he and other NUMs would rather be doing the job they are trained to do – coordinate, supervise and lead the nursing staff to deliver the best possible patient care.

At Port Macquarie Hospital, ordering stores and pharmaceuticals is one of many duties once handled by area office but now passed down to nurse managers.

put in an extra eight hours or more a week, unpaid, just to keep up with the administrative chores.

‘NUMs take a unit under their wing and want to see it succeed. They’re in the position because they like it but they don’t like all these extra tasks being dumped on them.’

Alan resents the need to collect and input large amounts of data to prove to area management that his unit needs more staff.

Port Macquarie nurses recently won approval for additional ED staff, after a strong campaign by the local branch of the NSW Nurses’ Association.

‘To get that result, nurses came in on their days off to collect and analyse staffing data,’ Alan said. ‘I had to write three or four business briefs to area

‘NUMs in this hospital probably put in an extra eight hours or more a week, unpaid, just to keep up with the administrative chores.’

‘For example, there is no longer a functional area human resources department,’ Alan says. ‘Jobs like recruiting staff and organising vaccination screening have fallen back on the NUMs, and the recruitment process is enormously labour-intensive.

‘NUMs in this hospital probably

management, using a template I hadn’t been trained to use.

‘I wrote a brief with data showing the position and management asked for more data. We went away and got it, I wrote another brief and they said, give us more data.

‘Eventually I said, “I’ve had enough

of trying to give you data; the picture is fairly clear to me”, so we went down the track of calling in the union for assistance, which was very helpful.’

Computerised staff management systems such as ProAct are taking up more and more of the NUMs’ time.

‘I could be on ProAct for up to an hour and a half each day, inputting codes and notes and pulling sick leave and other reports required by area office.’

Alan is a clinical NUM yet finds it increasingly difficult to spend time on the wards necessary to encourage and develop staff.

‘The ED is getting busier, older nurses are retiring, the skill mix is getting more diluted and the demands on nursing staff are higher than ever.

‘But I’m called away from the department to attend lots of meetings because everyone has a piece of the ED. So I go to paediatric meetings, mental health meetings, disaster meetings, infection control meetings, hospital escalation plan meetings.

‘I have to type up records of every meeting myself because I’ve got no clerical support.

‘It is hard for the NUM to appreciate the nursing staff because you’re not there much of the time. How can I reward them for great work when I’m always flat out myself? n THE LAMP FEBRUARY 2008 23

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I S S U E S

Overworked and overwhelmed g NUMs hit by management reshuffling.

‘T

here wouldn’t be a NUM in this facility who doesn’t feel overwhelmed by their workload,’ says Chris Druce, Nurse Unit Manager of Bathurst Base Hospital’s emergency department.

Chris reckons she spends 45 minutes to an hour before and after each shift doing mostly unpaid administrative work, and she commonly has to do paid clinical overtime to cover last-minute shortfalls in the roster.

Her overtime record in the last year was a fortnight of 109 claimed clinical hours plus time in lieu for administrative work.

Bathurst Hospital has suffered four reorganisations of the area health system in the past 14 years, going from Central West area to Evans District, then Mid Western and now Greater Western.

Chris says that, with every change, back-office support to frontline nurses has been slashed with administrative work shunted down to local facilities and NUMs like herself.

‘And whenever we are required to undertake an additional duty there is nothing deleted from our existing workload,’ she points out.

When Mid Western area morphed into Greater Western, the area IT trainer was made redundant. Nurses now must try to train each other on computers.

‘IT is a huge black cloud that sits over our heads – it is the bogeyman that sits in my closet,’ Chris says.

As unit manager, Chris also serves as the EDIS (emergency department information system) data manager.

She must oversee all data integrity, try to ensure people are trained to use the system, and be responsible for others accessing the system.

‘Checking data integrity is an extremely time-consuming and laborious process,’ Chris says.

‘In facilities larger than Bathurst and, in some instances the same size, that data integrity stuff would be a full-time job for someone.

‘I have triage clerks who do data entry on patients at reception but there is no ward clerk or communications clerk.

‘If there are policies to be filed or phones to be answered or stores to be ordered, then all that falls back onto the NUM or the nurse in charge.

‘We just won a battle in the Industrial Relations Commission to get a reception clerk at night. Until six weeks ago we only had clerical coverage at reception from 9am to 10pm.’

Budgets are another bugbear.

Chris says that when she took on the role of emergency department NUM in 2002, budget reporting was managed by area office.

‘Now I am required to submit a

‘IT is a huge black cloud that sits over our heads.’

Chris Druce

budget report every month which I can’t do because I just don’t have the time.

‘Training to use the reporting system was disjointed, and there is no inhouse IT support if you have a problem.

‘You don’t even know what your budget is because we still don’t have a unit-based budget allocation for consumables or staffing.

‘Allocation of staffing, replacement of people on sick leave and so on is still centrally controlled, so you don’t really control who works in the unit or what their skill level or qualification is, which makes it difficult to control a budget.’

Chris says she is rarely consulted on how statewide rollouts of special projects will affect her unit.

‘All the major project rollouts are launched in Sydney or selected places in the country. But for me to go to Wagga for a rollout is a six-hour drive there and back, which is not often feasible when you’re a clinical NUM and don’t have enough staff as it is.’n

go further than you ever imagined www.nursing.usyd.edu.au

The Faculty of Nursing and Midwifery offers an amazing array of Graduate Certificate, Graduate Diploma and Master’s courses including Honours.

There are also a number of research degrees, including professional doctorates that prepare nurses for leadership in research, teaching and administration.

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The University of Sydney

GO FURTHER go beyond

Support staff cuts hit frontline nurses g NUMs struggle to deliver proper face-to-face care.

M

ona Vale Hospital NUM Susan Strachan is fed up with politicians who cut support staff numbers from the health budget while promising to spare frontline staff.

While such an approach to costcutting is designed to reassure the public, Susan points out that effective back-office support is essential to frontline staff being able to do a proper job.

‘Cutting support staff is having a severe impact on nursing, medical and allied health staff and then the patients,’ she says.

‘We now have to do the work which used to be done by support staff, meaning we struggle to have enough time to deliver proper face-to-face care.’

Susan was NUM at Mona Vale’s emergency department for almost eight years until going on temporary secondment recently.

In that time she has seen support staff numbers slashed – particularly in human resources and stores.

Like all hospitals in the northern Sydney area, Mona Vale lost its on-site stores department and the hospital is now staffed by one storeperson instead of three.

‘The storeperson is always flat out so it is now my job to chase up missing requisitions. We ran out of normal saline

just before Christmas so I spent two to three hours trying to find someone to tell me when we were going to get some.

‘I should be able to ask a clerk – or a second storeperson if we had one – to do those sorts of tasks.’

A clinical NUM 1 was appointed to the ED 18 months ago to back up Susan, a NUM 3. ‘But still the pressure to meet key performance indicators for off-stretcher time, access block and triage categories – let alone deliver patient care – is absolutely overwhelming,’ she says.

‘I still have to spend a lot of time on the floor because there are simply not enough nurses. So I fill in when we are short-staffed or even to allow people to get to education or simply to have a break.’

Susan says one of her key responsibilities – to ensure the department stays abreast of changes in nursing practice – suffers as a result of the administrative workload.

‘New technology and increased patient load and expectations mean you have to rapidly change the way you deliver care.

‘Because we are weighed down by paperwork and always plugging gaps, there isn’t enough time to develop those processes adequately so a lot of it tends to be hit and miss.

‘If you hit and miss in the introduction of a major change in practice, it is likely to

‘We struggle to have enough time to deliver proper face to face care.’

Susan Strachan

fail. I think that’s what happening to some extent throughout the system.

‘In between chasing your orders, fixing your payroll, making sure computers are working, getting people on to their meal breaks and education, you’re trying to introduce EENs, AiNs and an additional nurse practitioner.

‘All these changes are expected to happen concurrently but you’re told, “No, you can’t have a clerk to help you with your filing”. The limited budget does not allow even my medical director and staff specialists to have an admin support person.’

Susan says NUMs are obliged to ‘act like a big umbrella – they put their arms out to try to protect their staff but the workload weighs down on them to the point where they are increasingly saying, I can’t do this anymore.’n

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PROFESSIONAL ISSUES

2008 NSWNA Edu Basic Foot Care for AINs – 1 day Target group: AINs 16 May – Wagga Wagga 27 October – Coffs Harbour Members: $85 Non members: $150

Basic Foot Care for RNs and ENs – 2 days Target groups: RNs and ENs 13 & 14 March – Bega 14 & 15 April – Wagga Wagga 5 & 6 May – Coonamble 18 & 19 August – Coffs Harbour 15 & 16 October – NSWNA Members: $203 Non members: $350

Stop Smoking Successfully – ½ day Target group: all nurses 10 March – NSWNA Members: $39 Non members: $85

Psychology of Smoking – ½ day (Strategies to assist patients to stop smoking) Target group: all nurses 18 April – NSWNA Members: $39 Non members: $85

Emotional Intelligence at Work – 1 day Target group: all nurses Date TBA – NSWNA No Charge

26 THE LAMP FEBRUARY 2008

Aged Care Seminar Series

Aged Care Nurses Forum – 1 day

5 separate modules Target group: All nurses working in aged care including RNs, EENs, ENs and AINs Participants can choose to do one day or any number of days

Target group: all nurses 3 October – NSWNA Members: $30 Non members: $50

Managing Aggressive, Difficult, Bullying & Harassment Nightmares – 1 Day 23 July – NSWNA

Developing Communication Excellence – 1 Day 27 August – NSWNA

Assertiveness Training for Aged Care Nurses – 1 Day 25 September – NSWNA

Skills & Strategies in Managing Conflict – 1 Day 23 October – NSWNA

Building and Managing an Effective Team – 1 Day 12 November – NSWNA Members: $80 per day or $400 for series Non members: $120 per day or $600 for series

Leadership Skills for the Aged Care Team – 4 days Target group: all aged care nurses 6 March – NSWNA 3 April – NSWNA 1 May – NSWNA 29 May – NSWNA Members: $320 Non members: $480

Surviving Shiftwork – ½ day Target group: all nurses Date TBA – NSWNA Members: $39 Non members: $85

Mental Health Nurses Forum – 1 day Target group: all nurses 20 June – NSWNA Members: $30 Non members: $50

Occupational Health & Safety Forum – 1 day Target group: all nurses 15 September – NSWNA Members: $30 Non members: $50

Drug and Alcohol Nurses Forum – 1 day Target group: all nurses 24 October – NSWNA Members: $30 Non members: $50

Enrolled Nurses Forum – 1 day Target group: all nurses 30 May – NSWNA Members: $30 Non members: $50

Assistants in Nursing Forum – 1 day Target group: all AINs 9 May – NSWNA Members: $30 Non members: $50

Appropriate Workplace Behaviour – 1 day Target group: all nurses 31 March – NSWNA 25 June – NSWNA Members: $85 Non members: $170

ucation Calendar Basic Computer Skills for Nurses – 1 day

Legal and Professional Issues for Nurses – ½ day

Target group: all nurses 21 April – Concord Hospital 16 June – Concord Hospital 5 August – Concord Hospital 28 October – Concord Hospital Members: $85 Non members: $170

Target groups: RNs and ENs 18 March – Coonamble 11 April – NSWNA 23 May – Newcastle 27 June – Port Macquarie 20 August – Concord 29 September – Sutherland 17 October – Coffs Harbour Members: $39 Non members: $85

Policy and Guideline Writing – 1 day Target group: all nurses 7 April – NSWNA 1 September – NSWNA Members: $85 Non members: $170

Practical Leadership Skills for Nurse Unit Managers – 3 days Target groups: all NUMs, CNS’, CNCs 2 April: NSWNA 30 April: NSWNA 28 May: NSWNA Members: $250 Non members: $400

For additional courses or enquiries contact NSWNA Metro: 8595-1234 or Rural: 1300 367 962

Tax Invoice & Course Registration Form 2008

ABN : 63 398 164 405

To register complete this form and enclose cheque, money order or credit card details and return to: NSW Nurses’ Association, PO Box 40, Camperdown NSW 1450 or fax 9550-3667.

Name________________________________________________________________________________________________________________ Membership No Place of Employment_____________________________________________________________________________________________ Non Member Position: DON

NUM

RN

EN

AIN

OTHER___________________________________________________________

Address (Work or Home)_______________________________________________________________________________________________________________ Post Code_______________________ Phone (work)______________________________________________ (home)_______________________________________________ (mobile)_______________________________________________ SEMINAR NAME

SEMINAR DATES

$ (INCLUDES GST)

TOTAL AMOUNT $ Amount $________________________________

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Bankcard

Mastercard

Visa

Expiry date_____________ /______________ THE LAMP FEBRUARY 2008 27 Signature_________________________________________________________________________ Name of card owner if not your own__________________________________________________

s

W O R K L O A D S

ED win at Bathurst g More clerical support for Bathurst ED after determined campaign by NSWNA members.

P

erseverance has won out in Bathurst ED, with determined members standing firm during an 18-month battle for additional clerical support in the hospital’s overloaded emergency department.

Fed up, after more than a year of negotiations, members of the NSWNA Bathurst branch, put their case for clerical support before the Industrial Relations Commission in November 2007.

Eventually, after a month-long trial of a bizarre NSW Greater Western Area Health Service proposal, the result was posted with IRC Commissioner Cambridge, who gave the AHS 72 hours to employ an additional worker.

NSWNA Assistant General Secretary, Judith Kiejda, congratulated Bathurst members on their victory and said their 18-month ordeal had taken ‘far too long’.

‘The Workloads tool, in the first instance, depends on cooperation at workplace level,’ she said. ‘When that cooperation is not apparent the NSWNA will support members who want to notify a dispute.’

Bathurst nurses invoked their Workloads’ rights after being left without clerical assistance on night shifts. The two rostered nurses were being taken away

from sick patients to complete admissions and other clerical tasks.

The branch asked for either an extra clerical worker or an additional nurse but the issue languished for nearly 18 months.

Eventually, last May, nurses notified a dispute but in three meetings the best management could offer was to try and have patients or relatives complete admission forms and have them faxed to Orange for processing.

Commissioner Cambridge immediately told them to come up with a better proposal.

Then they suggested flicking clerical duties to the shift’s lone cleaner, who already doubled as wardsman, security guard and mortuary attendant. In the face of strong NSWNA opposition, Commissioner Cambridge ordered a month-long trial.

‘It was not acceptable and we knew that,’ said Branch Secretary Cheryl O’Brien. ‘The nurses needed proper clerical support to do their jobs.

‘Emergency department nurses had collected an enormous amount of information and proved their case.’

When the parties reported back, the AHS claimed the trial was working but nurses and cleaners disagreed.

Finally, on 26 November 2007, Commissioner Cambridge was confronted with letters from two of the ward’s three cleaners and testimony from NUM, Christene Druce, who came in during annual leave to support her staff.

One cleaner questioned how the multi-tasking was supposed to work when, as security guard, he was

Cheryl O’Brien

required to restrain violent patients, then, as clerical assistant, get them to cooperate in handing over personal details and documentation.

Cheryl, an RN in Bathurst’s Intensive Coronary Care Unit, said the result had been well received by ED staff. She urged other nurses to use the Workloads clause of the Award.

‘Collect the information and keep on going with it,’ Cheryl said. ‘If you can’t get a resolution, call your organiser and don’t be afraid to notify a dispute if you need to.

‘It’s important to monitor it and make sure it works,’ she said.n

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* Conditions apply, please consider the applicable First State Super Product Disclosure Statement (PDS) having regard to your own situation before deciding whether to become a member or continue membership. A copy is available by calling us or visiting our website. The information contained in this document is current as at January 2008.

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28 THE LAMP FEBRUARY 2008

SECRET 01/08

Boss Coffs up … eventually g Emergency action delivers $600,000 Christmas present.

TEAM EFFORT

DELIVERS offs Harbour surgical RN, Mandy Short, had a busy day on 5 December last year.

She finished a double shift, 16 hours on her feet, grabbed a placard and spent the next 90 minutes at a rally supporting emergency department colleagues.

People like Mandy were the key to one of the Association’s biggest workloads victories, according to Coffs Harbour Branch President, Sue White.

‘It was a win for nurses right across the hospital,’ the Enrolled Nurse explained.

‘We were so proud of the way everyone got involved, at meetings, then on the day of the rally. Nurses from all departments supported the ED nurses with their case.’

She said Mandy’s actions, after completing back-to-back evening and night shifts, had been typical.

Sue also singled out ED RN, Dave McKiernan, and NUM 1, Sue Lavender, for their efforts.

‘Dave attended every meeting for over a year, on or off duty,’ she said. ‘He kept us on our toes.’

Meanwhile, Sue did the hard yards, collecting data and polishing the committee’s submissions.

C

Coffs Harbour Branch members (left to right): Michael Burridge, Patti Troth, Judy Webb, Sue White (Branch President), Sue Lavender, David McKiernan and Danielle Verran (Branch Secretary).

C

offs Harbour nurses have won an additional 6.6 fulltime equivalent positions for the city’s understaffed emergency department.

Last December, frustrated nurses resorted to industrial action to get management to sign off on the last of 250 additional nursing hours a week.

The North Coast Area Health Service delivered 3.9 full-time equivalent jobs in July but had to be dragged, kicking and screaming, into adding Nurse Unit Managers to morning, afternoon and weekend shifts, along with an additional Registered Nurse.

Those positions were signed off on 5 December.

NSWNA Branch President, Sue White, said the workloads process had repeatedly broken down with Area Management.

‘It was very frustrating,’ she told The Lamp.

‘ED nurses did a great job, collecting information and arguing their case. Four or five times, the Workloads Committee, which includes the director of nursing,

recommended additional staff but it had to go to the AHS and they would just ask for more data.

‘We identified ED staffing as a problem two years ago. The nurses were happy to work hard but the situation was affecting their patients. It had become a safety issue.’

Eventually nurses decided ‘enough is enough’. They imposed bans, held a public rally and gave notice of a two-hour stop-work meeting.

All-up, they won an additional $609,000 for emergency department staffing, including July’s $315,000 for extra nursing and administrative positions.

In the course of their submissions, they told management some shifts operated without a designated triage nurse, although the department dealt with cardiac arrests hospital-wide, presentations had increased, and they had had up to 19 patients backed up in consulting rooms.

The timing was important because Coffs Harbour is a major tourist centre that doubles in population over the Christmas holidays.n

Mandy Short THE LAMP FEBRUARY 2008 29

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s

W O R K L O A D S

Midwives free to do their job g Union intervention at John Hunter Hospital brings a welcome delivery.

M

idwives at John Hunter Hospital’s delivery suite have finally got a cleaner to assist them with the busy night shift, after successful negotiations initiated by the NSW Nurses’ Association.

Night midwives will no longer be forced to leave their patients and spend up to an hour cleaning the delivery suite whenever a baby is born.

Negotiations with management initiated by the NSWNA branch at the hospital led to a swift resolution of this long-standing problem.

‘Everyone understood that this was a pressing problem due to increasing

workloads and the clinical issues for midwives on the night shift. Our request was a just one and justice was done,’ said clinical midwife specialist, Catherine Whelan, who worked on a submission to management with other NSWNA members.

Management has committed to a cleaner seven days a week, from 11pm till 6am, meaning that midwives are now free to concentrate solely on women and babies in their care.

Nurse Unit Manager, Sue Kuter, thinks the outcome is important as it ‘treats midwives as professionals and not just cleaners’.

‘We can now spend our time more efficiently with the women in the delivery suite and this is always our primary goal,’ she said.

Midwives worked together with the branch to discuss the issue and to organise their submission. While there was some consultation with the Workloads Committee, the final outcome

was reached with branch representatives and management.

‘We researched the birth numbers and cleaning staff in five other maternity hospitals and all had a night duty cleaner, even those with significantly fewer births than John Hunter,’ Sue said.

‘We now have a much smoother running of the unit and the clinical services we provide. As a tertiary referral hospital we care for women who are considered “high-risk” so it’s important that our focus is on our role as midwives.

‘The mood is great in the delivery suite – there is a sense of relief and we are all very happy that we were listened to.

This has worked out well for all involved.

‘This is a great result for the John Hunter Hospital Branch and management are to be commended for their openness to resolving the issue,’ said NSWNA Assistant General Secretary, Judith Kiejda.

‘Things should now be more manageable without midwives being pushed to the limit,’ Judith said.n

Back row (from left): Jackie Griffiths, Student midwife; Debbie Rabbidge, Midwife; Sue Kuter, Midwife Manager; Mandy Hunter, Midwifery Educator; Catherine Whelan, Clinical Midwife Specialist; Jane Shields, Clinical Midwife Specialist; Marilyn McCallum, Clinical Midwife Specialist; and Julie Cleary, Midwife. Bottom row (from left): Nicole Clarke, Midwife; Rebecca Weir, Midwife; and Margo Ashurst-Smith, Midwife.

THE LAMP FEBRUARY 2008 31

s

AGED CARE

Breakthrough lifts aged care benchmark g A company operating seven NSW facilities has signed a union agreement that lifts the wages and status of aged care nurses.

F

ive hundred NSW nurses have signed off on a breakthrough agreement that takes aged care earnings above public hospital rates.

The Hardi Aged Care Group union collective agreement delivers wage movements of 4.5% to 29%, from 1 February, significantly boosts the hourly rates of Assistants in Nursing, recognises qualifications and includes a formal mechanism to resolve workload issues.

Eighty-four new members joined the Nurses’ Association during a nine-month campaign that set new sector standards.

NSWNA General Secretary, Brett Holmes, praised nurses at Hardi facilities, and the attitude of their employer.

‘From day one, Hardi knew where its staff stood,’ Brett said.

‘Nurses were offered the choice of AWAs, a non-union agreement and a union collective agreement. About 84% 32 THE LAMP FEBRUARY 2008

supported the union model and we received more than 170 responses to a survey about issues they wanted addressed.

‘To its credit, Hardi honoured the vote of its staff and addressed many of those things, without demanding clawbacks in return.

‘The company used the opportunity to confront problems affecting aged care. As a result, it has established itself as employer of choice in a sector that struggles with recruitment and retention.’

The Hardi agreement was even more remarkable because it was finalised before the federal election, with the shadow of WorkChoices hanging over private sector nurses.

On the surface, it delivers annual 4.5% wage movements over its three-year life but these come on top of drastically compressed wage steps, and new recognitions for qualifications and skills.

For example, RN steps have been slashed from eight to just two. A firstyear RN at Hardi jumps from $21.12 to $27.17 an hour – a 29% increase. A fifthyear RN goes from $25.71 to $31.87 an hour – a 24% increase.

Wages for first-year ENs moved by 11% from 1 February, while hourly rates for Endorsed ENs (EENs) and AiNs jumped 10%.

New recognition payments mean

effective hourly increases for AiNs with Certificates III and IV of between 22% and 33.5%.

Louisa Maua, delegate at Hardi’s Wyoming Nursing Home in Summer Hill, recommended the offer to 20 workmates.

The AiN told The Lamp she thought it was an ’excellent’ outcome.

‘Some stuff we asked for we didn’t get, but most of it is in there. Under WorkChoices, the big concerns were annual leave, sick leave and penalty rates and they haven’t been touched,’ Louisa said.

‘Recognition of qualifications is important. This company wants us [AiNs] to get our certificates and this gives people a real incentive to improve their nursing skills.

‘It works for us and it works for the company.’

Louisa said workloads was the biggest problem facing Wyoming staff and the new clause was a step in the right direction.

She said several workmates had joined the Association during the campaign and only four nurses had yet to sign up.

‘I’m still working on them because it is important to talk together and act together,’ she said.

Louisa’s comments reflected those of Brett, who called the Hardi agreement a ‘genuine win-win outcome’.

‘The condensing of pay scales has

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Members of Wyoming Nursing Home welcome Hardi’s ground-breaking Agreement.

meant bigger percentage increases for new and young nurses and that is crucial in an industry confronted with an aging workforce.

‘It goes some way towards making aged care attractive to young, skilled staff,’ he said.

He said the agreement also reversed an aged care trend away from specialised roles such as educators and clinical unit managers. Importantly, he added, Hardi had agreed the Clinical Unit Managers would be new positions, rather than being drawn from existing staffing.n

O AT A GLANCE c c c c

c c c c

Wages will move up by a minimum 4.5% from 1 February 2008, 2009 and 2010.

The compression of pay scales means effective first-year increases of 9-40%.

The agreement expires on 31 January 2011.

New classifications will include a Unit Team Leader, Facility Educator, Acting Night Manager, Clinical Unit Manager, Mobility Nurse and Night, evening and weekend Managers.

The classification Endorsed Enrolled Nurse is recognised for the first time.

AiNs who hold a Certificate III or IV in Aged Care will be paid higher hourly rates.

New Continuing Education Allowances for RNs with postgraduate qualifications.

A new workloads clause provides for Industrial Relations Commission resolution of intractable disputes.

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THE LAMP FEBRUARY 2008 33

s

OCCUPATIONAL HEALTH AND SAFETY

Reducing seclusion and restraint g Project seeks answers to a complex mental health issue.

T

wo Area Health Services in NSW are taking part in a national project aimed at reducing and, if possible, eliminating the use of seclusion and restraint in public mental health services.

South Eastern Sydney & Illawarra Area Health Service (SESIAHS) and Hunter New England Area Health Service (HNEAHS) have received Federal Government funding to take part in the National Mental Health Seclusion and Restraint Project.

The use of seclusion and restraint often exposes staff and patients to injury and is internationally regarded as a highly complex issue.

By developing and testing resources that can be used to support long-term change in mental health workforce culture and practice, the project aims to reduce the use of seclusion and restraint.

‘The NSWNA supports any strategy that improves education and training for staff in the management of aggression within inpatient mental health units,’ said NSWNA Assistant General Secretary, Judith Kiejda.

34 THE LAMP FEBRUARY 2008

The two NSW area health services are among 11 ‘beacon demonstration sites’ taking part in the project across Australia.

Within SESIAHS there are three acute mental health inpatient units involved in the project – Eloura West at Shellharbour and St George and Sutherland hospitals.

‘At each beacon demonstration site the primary aim is to establish centres of excellence,’ said Clinical Nurse Manager Michelle Bradley, executive sponsor for the project. ‘We aim to develop and maintain reform in mental health while implementing the best guidelines based on the best practice.’

Each beacon demonstration site is charged with developing an action plan, employing a project officer, conducting intensive clinical staff training, developing risk management and prevention tools, and monitoring the impact of alternative strategies.

The National Mental Health Seclusion and Restraint Project is also awarding 15 scholarships Australia-wide with the aim of identifying evidence-based practice in other countries. Recipients recently went

on a study tour of the USA to investigate whether techniques and methods used there can be adapted to the Australian mental health system.

The use of seclusion and restraint often exposes staff and patients to injury and is internationally regarded as a highly complex issue.

Judith Kiejda said the project will give nurses an opportunity to develop their clinical skills, particularly in the prevention of aggression and deescalation. ‘It also has the potential to improve the relationship between nurses, carers and patients,’ she said.

‘By identifying the risks to staff and patients, the beacon demonstration sites hope to assist in developing appropriate strategies to help reduce harm in mental health. These developments and findings will be a benefit to all stakeholders involved in the complex area of mental health.’n

s

Q & A

ASK

JUDITH

WORKCHOICES IS GOING. BUT WHAT ARE YOUR RIGHTS NOW? NSWNA ASSISTANT GENERAL SECRETARY JUDITH KIEJDA HAS THE ANSWERS.

Current AWAs still exist I thought when the government changed and they ripped up WorkChoices that AWAs would no longer exist. Is this true?

AWAs will not exist in the future under the new Rudd federal government’s industrial relations system but there will be some transitional arrangements.

If you are currently on an AWA it will continue to operate for its full term (which could be up to five years after the election).

If your employer uses AWAs as part of their normal hiring practices, they will have up to five years to make suitable workplace arrangements for their staff who are on AWAs. They may be able to make Individual Transitional Employment Agreements (ITEAs) during this time but they must have a nominal expiry date of no later than 31 December 2009.

ITEA is a special instrument ensuring that if an AWA expires or is terminated, the employee isn’t stuck between the two systems of AWAs and collective agreements.

ITEAs must not disadvantage the employee against a collective agreement which may exist at the workplace or, where there is no collective agreement the applicable Award and the Fair Pay and Conditions Standard.

No more unfair dismissals I work in a facility with fewer than 100 employees. The new government said they’d rip up WorkChoices – does that

mean I can still be dismissed for no reason if I work in a business with fewer than 100 employees?

No, you can’t be dismissed for no reason if you work for an employer with less than 100 employees. When the Rudd government’s IR changes come into effect in 2008 you will be protected from unfair dismissal no matter where you work, even if you are a fixed-term contractor or on probation. However, there are special arrangements for businesses with less than 15 employees, and if you’re a casual or earn over $98,200 you may not be entitled to claim for unfair dismissal.

Do I still need an Agreement?

I work in an aged care facility – do I still need to have a new collective agreement before March 2009 to secure my pay and conditions?

When WorkChoices came in, it took the majority of nurses working in aged care and private hospitals from the state IR system to the federal IR system, along with their Award, which became known as NAPSA – a Notional Agreement Preserving a State Award.

NAPSAs were to be replaced by March 2009 under WorkChoices. With a new Rudd federal government there will be some good changes but they will not be finalised until 2010.

The new Awards will contain 10 matters and provide industry-relevant detail. However, many of the current NAPSAs or state Award

contain over 50 clauses! The best way you can ensure you maintain and improve your working conditions is to collectively bargain with your employer to negotiate an agreement that covers your working conditions, as collective agreements deliver better working conditions than the basic Award.

Non-union agreements still allowed My employer previously said they were going to negotiate a new agreement to replace the NAPSA but they weren’t going to involve NSWNA. With WorkChoices going, isn’t my employer legally obliged to talk to and involve my union?

The new Rudd government’s IR legislation will still allow for non-union or employee collective agreements which don’t involve or are not negotiated by your union.

However, the new laws will say that if the majority of staff in a workplace are members of a union and want a union agreement, the employer is obliged to offer same.

A strong and united voice from the nurses in asking for a UCA can convince employers. We can help you develop that strong voice in your workplace.

Don’t be fooled that an Employee Collective Agreement is as good as a Union Collective Agreement. Employee Collective Agreements don’t allow for true negotiations.

The most important thing is for nurses to work together and speak as one voice in asking for a Union Collective Agreement. n

ORGANISERS FULL-TIME AND SECONDMENT POSITIONS If you are a nurse or a midwife looking for a real challenge, come and join the team at the New South Wales Nurses’ Association, the trade union which represents the industrial, legal and professional interests of nurses and midwives in NSW.

Further enquires can be directed to Robyn Morrison, Employee Relations Coordinator, by telephoning 02 8595 1234 (metro) or 1300 367 962 (country callers).

The position is responsible for the development of strategies to recruit new members, identifying and developing workplace activists, participating in workplace campaigns, responding to workplace industrial issues and liaison with all levels of management

Applications should be received by 1 March 2008 to: Brett Holmes, General Secretary NSW Nurses’ Association PO Box 40, Camperdown NSW 1450 THE LAMP FEBRUARY 2008 35

s

NSWNA GETTING ACTIVE

Hair today, gone tomorrow

I

f there’s one thing most blokes do better than women, its growing moustaches, and Movember gave them the chance to prove it – for a good cause.

The NSWNA came over all hairy as male staff did what came naturally in support of men’s health.

The popular charity event aims to change the face of male health by encouraging men to visit their doctor regularly.

In 2007, Movember concentrated on prostate cancer and male depression, with funds raised going to The Prostate Cancer Foundation of Australia and BeyondBlue – The National Depression Initiative.

Each year, 2,900 Australian men die of prostate cancer, and one in six will encounter depression at some stage of life.

‘As a health union it is important that we support such worthwhile causes,’ said NSWNA General Secretary, Brett Holmes.

‘Women’s health gets a high profile in society but sometimes men’s health is overlooked.’

Participants start clean-shaven and let their mos grow for the month of November.

36 THE LAMP FEBRUARY 2008

The Association tackled the challenge with gusto. Eighteen staff committed to the furry look and mixed results provided much entertainment.

The NSWNA came over all hairy as male staff did what came naturally in support of men’s health.

With unofficial competitions between unions on the go, the NSWNA got very creative with their fundraising, including raffles, a morning tea fundraiser and a chic calendar showcasing the moustaches of the Association.

No one was spared, with NSWNA General Secretary, Brett Holmes, participating in a public shave at the NSWNA Christmas party. Bids were placed to decide who got the honour of shaving Brett’s moustache, with Member’s Equity winning the auction with their generous $1,000 donation.

In the end, over $10,000 was raised.

The Association would like to thank everyone for their generosity and support and encourages men to seek regular medical check-ups and advice.n

s

Liz with her patients; Jose Luis and Maria.

N PE EWC SI AI LN P B S E O R IPEL FE

Tak ing n s t e e ursing to the str g Sydney nurse Liz Collins offered health care to those who needed it most on her amazing journey to South America.

L

iz Collins never imagined her holiday to South America in 2003 would have such a profound effect on her life.

What started as a wellearned break with friends became an amazing journey bringing health care to some of the poorest people of Ecuador.

‘I had always wanted to do volunteer work, and working with marginalised groups are definitely my passion,’ said Liz, an RN who has worked with many walks of life, particularly in the area of drug and alcohol counselling, including her work at Kirketon Road Centre and the Medically Supervised Injecting Centre in Kings Cross.

‘I have worked there on and off, between country stints and my time in Ecuador. It is great work,’ she said.

Being in her patients’ ‘own territory’ was certainly part of the allure when Liz decided to move to Quito, Ecuador.

‘I had one contact I met on my holiday and the only Spanish I knew was how to order two beers - I got home in November and was working on the streets of Quito by February.’

The outreach work of Liz and a few volunteer doctors was part of the CENIT Foundation. Run by the Sisters of Good

As well as treatment and care, much of Liz’s work involved educating the people of Quito. Women’s health and sex education were a big part of her role.

‘We were able to teach people about birth control and through fundraising we purchased a steriliser for the clinic and we began performing pap smears,’ said Liz.

‘We became the primary health care for the market workers.’

Shepherd, CENIT is literally translated as The Centre for the Working Girl.

‘Our definition of “working girl” is different to theirs – working girl refers to the street vendors and their families, who are some of the poorest people in Quito,’ said Liz. Health care is both expensive and hard to come by in Quito and the lack of education means people can suffer greatly from even the most basic of ailments.

‘We had a clinic open a few afternoons a week but I was mostly on the street armed with my toolbox full of medical supplies.

‘I had to go to the vendors as they couldn’t afford to leave their stalls and sacrifice their incomes – we became the primary health care for the market workers,’ said Liz.

As with any outreach program, funding is important but very hard to come by. Liz relied on fundraisers and donations and her own pocket.

‘We found some amazing doctors who were happy to volunteer in the clinic – they were very unique in their selfless attitude,’ she said.

Liz returned home in February with her husband whom she met in Quito. She said she has left the clinic ‘in good hands’ with a local nurse.

‘I hope that the program will secure more funding and interest so that it can continue its great work for these people who really need it.’

For more information on the program go to www.cenitecuador.org n THE LAMP FEBRUARY 2008 37

s

Di Mannion (centre) with ‘Temptation’ challenger John Callisto, winner Blair Martin and hosts Lavinia Nixon and Ed Phillips.

L I F E S T Y L E

Di’s trivial pursuits g Di Mannion, RN at St George Hospital, finds there’s nothing like a healthy dose of trivia to help you unwind after a busy shift in ICU.

D

i Mannion, RN, recounts an interesting story from her childhood that illustrates an ongoing relationship and interest with reading and learning.

‘We were always outside doing things unless it was raining, then my grandmother would get my siblings and I to look up things in the Encyclopaedia Britannica. We would have to read the entry plus the one before and after it, then she would ask us questions,’ said Di. Working in the ICU at St George Hospital in Sydney, Di describes intensive care as her ‘passion’ and the area of nursing she always comes back to despite stints in various areas and roles.

Di’s other passion is trivia. As a long-time fan of trivia nights – be it with friends or larger organised events – Di jumped at the chance to take part in a TV quiz show. ‘I saw an ad for a TV 38 THE LAMP FEBRUARY 2008

game show, applied and before I knew it I was competing on ‘The Rich List’, with an all-expenses-paid trip to Melbourne.

‘Around the same time I had also sent in my details for Temptation and within a few weeks of my trip to Melbourne, I found out I had been accepted to go on that show as well,’ said Di. Although she didn’t win on either show this year, Di had a ball and is still in contact with some of the Temptation contestants.

‘I was also on Sale of the Century in 1986 with Tony Barber as the host. I was on for a few nights and I ended up winning lots of things including a lawnmower, washing machine, a chess set and even some cash.’

Di doesn’t just save her talents for the bright lights of TV. ‘We often have people over for Trivial Pursuit nights and my son is also a trivia buff and is always keen to beat me. Things can get pretty heated.

‘I also use to organise trivia nights for fundraisers when my children were at school, which proved to be a fun and interesting way to raise money for a good cause,’ said Di. Nursing has proven to be a great career choice for Di as it means there is always something new to learn about. ‘I have a hunger for knowledge so when I hear about a new development or treatment I have to look it up as soon as possible.

‘My long-standing affiliation with the Encyclopaedia Britannica means I am good at resourcing things, although these days a lot of my searching is done online,’ said Di. As well as a good game of Trivial Pursuit with the family and the occasional pub trivia night, Di is a fan of Pictionary and Scattergories board games. Her favourite trivia topics include movies, sport, history and art.n

C O M P E T I T I O N

DI’S TOP TRIVIA TIPS c READ READ READ – anything and everything is a help including trashy gossip magazines, trivia books and the encyclopedia. c Keep your mind active with daily crosswords and puzzles. c Keep up-to-date with current affairs and the news. c Search the Internet for easy access to quirky facts. c Talking to others is a great way to broaden your knowledge and learn new things. c Give everything a go, from pub trivia to game shows, to expand your knowledge and, most of all, to have fun.

Our reviewers & tipsters receive a delightful ABC Classics CD – for uplifting enjoyment!

Gifts so good, you won’t want to give them away. There is an ABC Shop near you. For locations visit abcshop.com.au or call 1300 360 111.

Ask about our rewards program.

WANTED 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 Editorial Enquiries now on 02 8595 1219 or email lamp@nswnurses.asn.au

WI N! A DELUXE WEEKEND CH AT N EA B H OVOTEL NORT Novotel Northbeach is Wollongong’s premier hotel accommodation.

Beautifully appointed with panoramic ocean and mountain views, Novotel Northbeach is your ideal holiday getaway.

Novotel Northbeach provides a dining experience that encapsulates the Wollongong lifestyle, offering the freshest Australian produce in an innovative and contemporary menu and an extensive wine list.

The NSWNA and Novotel Northbeach are pleased to offer you the chance to win a deluxe weekend getaway for two.

This deluxe weekend getaway includes two night’s accommodation, full buffet breakfast, dinner on either the Friday or Saturday night in Windjammers Restaurant and complimentary car parking.

To enter the deluxe weekend at Novotel Northbeach, write your name, address and membership number on the back of an envelope by 29 February and send to: Novotel Northbeach Deluxe Weekend Competition PO Box 40, Camperdown NSW 1450

10% DISCOUNT OFFER FOR NSWNA MEMBERS In addition to this major prize, we are also offering a special 10% discount to all NSWNA members booking accommodation between 1 April and 30 September 2008. Just mention you are a member of NSWNA when making your reservation and you will be complimented with our special 10% discount.

For bookings and more information on Novotel Northbeach, call 02 4224 3111 or go to www.novotelnorthbeach.com.au

THE LAMP FEBRUARY 2008 39

&

S YD N E Y H O S P I T A L

S YD N E Y E YE H O S P I T A L

Short Courses for 2008

Ophthalmic Issues for an Aging Population

Hand Seminar Series for Health Care Professionals

Friday, 2 May 2008

May 23 & 30 and June 6, 13, 20 (Friday’s)

COST:

COST:

$100 inc GST

$440 inc GST or daily rate – $110 inc GST

VENUE: Worrall Lecture Theatre

VENUE: Claffy Lecture Theatre

TOPICS: • Aging Vision • Macular Degeneration • Cataracts • Glaucoma • Low vision aids • Functional Implications and much more

TOPICS: • Anatomy and Physiology • Pre/Post op Management • Wound Management • Hand therapy and much more...

CONTACT: Cheryl Moore, 9382 7409 or email cheryl.moore@sesiahs.health.nsw.gov.au

CONTACT: Kay Maddison, 9382 7322 or email kay.maddison@sesiahs.health.nsw.gov.au Cheryl Moore, 9382 7409 or email cheryl.moore@sesiahs.health.nsw.gov.au

LI NU MIT MB ED LE ERS FT

NURSES RIGHTS@WORK T-SHIRTS Here’s your last chance to get a memento of the greatest fight to maintain workers’ rights in Australia’s history.

If you missed out on a ‘Nurses rights@work T-shirt’ – or you would like another memento of this historical campaign – get your order in now – we have limited numbers left.

There will be no reruns of these shirts, and they are already becoming collectors items. So, if you want a reminder of all the work that went into fighting for fair and decent working conditions, get your shirt now!

40 THE LAMP FEBRUARY 2008

AVAILABLE IN THE FOLLOWING SIZES: Boxing Angel • Black • Size XXLarge Boxing Angel • White • Size XLarge and XXXLarge NursesRights@Work • Black • Size 20 NursesRights@Work: my life, my future, my vote • Black • Size 22

To order, call Glen Ginty on (02) 8595 1234 for a merchandise order form or download it from our website www.nswnurses.asn.au

Authorised by Brett Holmes, General Secretary, NSWNA

s

L I F E S T Y L E

TICKET GIVEAWAYS FOR NSWNA MEMBERS

A beautiful film called Bella g One heartbeat decision, one ordinary day, changes the lives of two people forever. Bella shows our ability to find light in the darkest places.

B

ella is an award-winning film inspired by a true story.

Set in New York City, this film explores a single, lifealtering day for two people.

Jose (Eduardo Verastegui – ‘the Mexican Brad Pitt’) is a soccer player, who, on his way to sign a multimillion-dollar contract to launch his international debut, was involved in a tragic accident. The heartbeat decision he made within this moment altered the course of his life dramatically. Many years later, Jose is now working as the head chef in his brother’s kitchen in a Mexican restaurant. No longer the same young man, Jose has seemingly withdrawn from the world around him.

Nina (Emmy award-winner Tammy Blanchard) is a waitress in a Mexican restaurant, who on this fateful day, discovers she is pregnant. With an unexpected link established between

Review by Sarah Fisher, RN, General Intensive Care at RPAH. The Lamp’s rating

them, we watch Jose and Nina move through this New York day with great intensity as together decisions are made and their lives are pieced back together.

Bella alters its pace for the viewers, by injecting it with momentary flashes of the lives of Nina and Jose, both past and future. This technique allows the viewer to better understand the characters, and gives greater emotion to the dialogue as they move through this day.

The kindness and concern Jose shows Nina earlier that morning turned an ordinary day filled with fear and uncertainty into an extraordinary day filled with friendship, family, self-discovery and the ability to find the light in the darkest places.

I think Bella is a wonderful film, filled with fantastic cinematography and strong, emotional performances. I loved the positive emphasis on family and the experience of a powerful friendship. n Bella opens on 21 February.

THE BUCKET LIST In cinemas 21 February Two terminally ill men (Jack Nicholson and Morgan Freeman) try to fulfil their life’s wish lists before each kicks the bucket. After they break out of a cancer ward, they head off on a road trip with an itinerary that includes racing cars, eating giant plates of caviar and slinging poker chips in Monte Carlo.

THE DIVING BELL AND THE BUTTERFLY In cinemas 14 February The Diving Bell and The Butterfly is the remarkable true story of JeanDominique Bauby (Mathieu Amalric), a successful and charismatic editor-inchief of French Elle, who believes he is living his life to its absolute fullest when a sudden stroke leaves him in a life-altered state. While the physical challenges of Bauby’s fate leave him with little hope for the future, he begins to discover how his life’s passions, his rich memories and his newfound imagination can help him achieve a life without boundaries.

The Lamp has 100 double passes to see Bella and 25 double passes each to The Bucket List and The Diving Bell and The Butterfly. To enter, email lamp@nswnurses.asn.au with your name, membership number, address and contact number. First entries win!

THE LAMP FEBRUARY 2008 41

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O B I T U A R I E S

A passionate unionist and advocate of infection control CHRYSTAL BOWEN • 25 December 1938 – 11 August 2007

R

etired Kempsey nursing sister Chrystal Bowen died on 11 August 2007 aged 68, after a long battle with failing health.

Chrystal enjoyed a 40-year nursing career and on her retirement, was honoured by the NSW Nurses’ Association with life membership.

Chrystal started nursing two days after her 16th birthday in 1954 when she joined the staff at Kempsey District Hospital as a cadet nurse and, a year later, began her four years training to become a registered nurse.

On graduation Chrystal and fellow nursing sister, Carmel Hayes, sailed to Perth on the Manoora to do their obstetric training at The King Edward Memorial Hospital for Women in Subiaco.

After graduating, Chrystal nursed at Pingelly Hospital, south-east of Perth before returning home and working both at Ballina and Macksville hospitals.

She later travelled to Western Australia again, working at the Pinjarra Hospital south of Perth, before coming home to Kempsey for Christmas in 1964 and rejoining the staff at Kempsey District Hospital in early 1965.

Shortly afterwards, Chrystal realised her ambition to work full-time in the operating theatre, becoming the Nursing Unit Manager. There she applied herself with dedication and skill, encouraging and inspiring confidence in all who worked with her.

42 THE LAMP FEBRUARY 2008

The theatre was her domain until retirement. Chrystal had completed a specialised theatre-training course and other courses, including Recovery and Management, and became a Fellow of the College of Nursing, a member of the Operating Theatre Sisters’ Association and a member of the Institute of Nursing Administrators of NSW. She was adamant about infection control and was instrumental in the formation of the NSW Infection Control Committee, which grew out of a meeting she convened with four people at Kempsey District Hospital.

The committee has since grown into a major organisation.

Chrystal attended the first World Conference of Operating Theatres, in Manila in the Philippines, and attended the state conference each year in Sydney, and the national conference every second year in various state capitals.

As a member of the NSW Nurses’ Association, Chrystal was active in furthering the interests of nursing

personnel. A letter from the Assistant General Secretary of the Association, Brett Holmes, acknowledged her 34 years of membership and the exemplary way in which she supported the Association and served the profession of nursing.

Chrystal represented the Kempsey branch as a delegate to conferences and served as a branch secretary of Zone 5 of the NSW Council of the Association, which covered the area from Taree to the Queensland border.

During her nursing career, Chrystal saw many changes in health services, some not so desirable and some for the better, such as being able to airlift patients needing specialist attention as in cases of neurosurgery to city hospitals.

Coupled with the appreciation of the Nurses’ Association, Chrystal retired with the good wishes of the members of the nursing and medical staff, together with the many whose lives she’d touched through her work over the years. n

By Jennifer Clarke, RN, President, NSWNA branch Kempsey District Hospital

TIRELESS CHAMPION OF PEOPLE WITH DISABILITIES KEN CHONG • July 1949 – October 2007 en was born in July 1949 and grew up in the tranquil little town of Taiping in Malaysia.

After graduating from high school, he decided to venture into the big wide world. He hitchhiked his way across two continents over 12 months and arrived in London in 1970 where he began his career as a student nurse in the field of developmental disability.

It was during his training days that he met the girl of his dreams, Poh-Lim, who was a student nurse too.

They completed their training and got married before deciding to set out for

K

Vancouver, Canada, where they lived for about 18 months. The cold weather got the better of them and they moved to Sydney in 1977 where they settled happily and started work at Marsden Centre (Metro Residences).

Ken was very committed to his work. He was tireless in promoting and facilitating the best possible care and lifestyle for people with disabilities at Marsden Centre. He was well respected by his peers and work colleagues, who were grateful for his drive to ensure a fair go for all nurses through his active involvement in the union.

Senior midwife was one in a million THERESE ANN DARWEN (NÉE MCKAY) 12 September 1956 – 17 June 2007

T

herese was the second of six children to Beriniece and Ben McKay. Growing up in Greenacre, Therese left home at age 17 to undertake her general nursing training at Lewisham Hospital from 1974–1977, following in the footsteps of her mother who was also a nurse.

On completion of her training, Therese travelled to Europe for nine months. On her return she met her future husband, Christopher Darwen.

Courting ensued while Therese completed midwifery at Bankstown Hospital from 1978–1979. Midwifery was to become her passion and speciality.

In 1980 Chris and Therese married and had two boys, Matthew in 1984 and Patrick in 1987. They lived at Picnic Point and enjoyed a marriage of 27 years.

From 1979–1984 Therese worked at Greenoaks Private Hospital as a surgical nurse and as the bookings coordinator.

With demonstrated leadership skills, In 2000 Ken went into retirement after 23 years at Marsden Centre.

Ken was very loving and dedicated to his wife and worked very hard to ensure the best for her. In 1980, a beautiful baby girl was born and the proud parents named her Carolyn. Ken adored his gorgeous daughter and pampered her in every possible way.

Over the years, there was nothing more precious to Ken than Poh-Lim and Carolyn. He was very focused in securing the best possible lifestyle for them. Ken’s happiness culminated with the marriage of his daughter to Ian on 6 October 2007. He was the proudest father of all on that day.

Ken was a very kind, helpful and generous man. There was nothing he would not do to assist anyone in need. When he had visitors, be they relatives, friends or acquaintances, he

Therese gained promotion to Deputy Director of Nursing for 18 months.

Parenting then became her main focus for a few years until 1987–1988 when Therese worked in the geriatric assessment unit in rehabilitation at Canterbury Hospital with her mother, who was also a registered nurse.

Therese’s passion for midwifery drew her back to Bankstown Private Hospital (Greenoaks) from 1988 till 1999 to work as a midwife in the delivery suite, special care nursery and in the postnatal ward.

This experience enabled Therese to achieve Clinical Nurse Specialist status as the parenthood class coordinator/ educator and as coordinator of the Preadmission Clinic. In 1999-2002 Therese helped commission the midwifery unit at Sydney South West Private Hospital and became second in charge of the unit.

Therese was diagnosed with breast cancer in 2000. Despite this diagnosis, Therese was a tower of strength. She continued to work fulltime while having chemotherapy and radiotherapy treatments.

In 2002, Therese moved on to Calvary Hurstville Community Private Hospital as the Nursing Unit Manager and relieved the Director of Nursing when on leave.

During this period Therese maintained her passion for midwifery and nursing, attending many seminars and courses, and was an active member of both NACE and the NSW Nurses’ Association.

Therese was held in the highest regard by colleagues, patients, friends and family.

She was caring, dependable, invaluable, unforgettable – someone exceptional, thoughtful and unique. Therese made everyone feel special. She was a truly wonderful kind person; an earth angel.

Therese lost her battle with cancer on 17 June. It may have killed her, but it never killed her spirit! She touched the hearts of so many people.

Therese was remarkable; one in a million. She is dearly missed by her family, friends and colleagues and will be remembered with love and admiration.

She was an inspiration to us all. n

By Kerrie Devereux, Midwife & Branch Secretary,

would extend his utmost hospitality to ensure everyone was well fed and comfortable. He was always cheerful and friendly and was very well liked by everyone who had the privilege of meeting and knowing him.

Tragically, Ken passed away peacefully on 18 October 2007, after a short period of illness. Poh-Lim, Carolyn and Ian, all of whom he loved very much, will miss him for the rest of their lives.

It is most difficult to comprehend that a wholesome and dedicated man like Ken, with so much charisma, can be taken away from us so swiftly.

Ken was a great mate to us all and he will be deeply missed. We certainly have fond memories of our dear friend who touched our lives.

By Michael Chin, Nurses Systems Support Coordinator, Metro Residences THE LAMP FEBRUARY 2008 43

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L I F E S T Y L E

SPECIAL INTEREST TITLE

St. Vincent’s Hospital 18572007: 150 Years of Charity, Care and Compassion

Book me Saunders Student Nurse Planner: A Guide to Success in Nursing School (Version 5)

by Susan C. De Wit, Saunders Publishing (available through Elsevier Australia), RRP $29.00: ISBN 978-1-4160-4752-0 Saunders Student Nurse Planner is a versatile organisational tool that is full of tips and tricks to help you master tough subjects such as metric conversions, test-taking, understanding nursing diagnoses, care plans, plus much much more. It is also has a flexible one-year planner that is not restricted to programs but geared towards the nursing student. An essential nursing school orientation section includes time management strategies, study tips, information on NCLEX® alternative format questions, and suggestions for dealing with stress. Clinical preparation tools help you get the most out of your clinical experience, addressing issues such as patient safety, communicating skills, patient teaching, and documentation and charting.

Transcultural Nursing: Assessment and Intervention (5th edition)

by Joyce Newman Giger and Ruth Elaine Davidhizar, Elsevier Mosby Publishing, RRP $69.00: ISBN 978-0-323-04811-8 Transcultural Nursing: Assessment and Intervention provides you with an easy tool to find specific assessment and intervention

strategies for clients from a variety of cultural backgrounds. Divided into two parts, part one provides a systematic model of nursing assessment and intervention which takes six cultural phenomena into account: communication, space, social organisation, time, environmental control and biological variations. Part two applies these six cultural phenomena to the assessment and care of individuals in specific cultures. This userfriendly assessment tool is an outstanding resource for improving client care.

Australia and New Zealand Nursing Drug Handbook (3rd edition)

by Anecita Gigi Lim and Gayle McKenzie, Lippincott Williams and Wilkins, RRP $59.40: ISBN 9781920994037 This third edition of the Australia New Zealand Nursing Drug Handbook offers the latest information on current and new drugs in an easy-to-use format. Written specifically for nursing students, practising nurses and other health professionals, this new edition has been comprehensively revised to include new and updated profiles on over 700 generic drugs.

Meeting the Health Needs of People Who Have a Learning Disability edited by Jeanette Thompson and Sharon Pickering with foreword by The Healthy Living Group, York, Baillière Tindall Publishers, RRP (UK £) 30.99: ISBN 9780702025327 Meeting the Health Needs of People Who Have a Learning Disability puts a very practical focus

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

For borrowing information, contact Jeannette Bromfield, 8595 2175, jbromfield@nswnurses.asn.au or Cathy Matias, 8595 2121, cmatias@nswnurses.asn.au Please note these publications can be purchased by going directly to the publisher’s websites: Elsevier Australia: www.elsevier.com.au 44 THE LAMP FEBRUARY 2008

by Anne-Maree Whitaker, Kingsclear Books, RRP $35.00 (plus $10.00 post and handling): ISBN 978-0-908272-88-4 This pictorial history was published to celebrate the sesquicentenary (150th anniversary) of St Vincent’s Hospital, the first Catholic hospital in Australia. It tells the story of St Vincent’s from the departure of its founders, the Sisters of Charity, from Dublin in 1838 and their mission and achievements to the present day. With over 300 colour and black-and-white photographs, it is a beautifully designed and presented narrative about the Sisters of Charity, the doctors and nurses, the buildings, the patients and the medical achievements of this historic Sydney institution. It chronicles the milestones, significant events, personalities and anecdotes for each 25-year period from 1857 to 2007. on addressing poor health and promoting good health among people with learning disabilities. This book, while incorporating short case studies, practice examples, ‘think’ points and action points, is nevertheless grounded in solid theory. There are four sections, working from the general political and professional factors which impinge on health, through to specific strategies for assisting individuals to improve health and reduce high-risk behaviours. n

AUSMED Learn how to:

February 2008

Record and keep track of costs

Inspirational Management & Leadership

Construct a budget Invest in equipment technology Understand case mix and case management funding Use decision tools to decide whether to drop or enter areas of care / nursing / treatment Why slashing staff is attractive but invariably short sighted How to implement strategies to strengthen the organization.

Includes a discussion of the paradox that small, quiet units / hospitals / aged care facilities can be more financially viable than big ones.

Melbourne: 5 & 6 March 2008 / Sydney: 2 & 3 June 2008 10.5 CNE Points / Cost $495 Enquiries: 03 9375 7311

Build-a-Book $5.50 per chapter

buildabook.com.au

- Study Day for Nurses 11-12 Feb - Sydney Earns: 10.5 CNE points Cost: $352

Counselling People With Cancer Including Family Members - Study Day for Nurses

Difficult Situations with Relatives in Aged Care - Study Day for Nurses 27 Feb - Sydney Earns: 5.5 CNE points Cost: $220

March 2008 Wound Dressings - Study Day 10 Mar - Sydney Earns: 5.25 CNE points Cost: $220

21 - 22 Feb - Sydney

Earns: 10 CNE points Cost: $352

Psychosocial Needs and Care of the Elderly - Study Day for Nurses 25 - 26 Feb - Sydney Earns: 10.5 CNE points Cost: $352

Discovery in Nursing

TM

To register contact:

Programs

Read financial documents

Now inclu de Anatomy s & Physiolog y

www.ausmed.com.au

Tel: (03) 9375 7311 Fax: (03) 9375 7299 Ausmed Conferences, PO Box 4086, Melbourne University, Parkville, Vic 3052 All prices include GST. Ausmed accepts Visa & Mastercard.

Credit Card banking fees apply: $5 per study day / $7 per national conference

- National Conference Sydney: Thursday 15 & Friday 16 May 2008

Discovery, Access & Flexible Learning - A Nursing Imperative Learn about the value of being able to access integrated clinical information & tools at point of care Using PDAs in the Real World of Nursing Clinical Informatics On-line Clinical Education How librarians can assist nurses Electronic social networking using Blogs, RSS feeds, MySpace & Facebook etc The Build-a-Book™ Revolution 10.5 CNE Points / Cost $495

LAMP_0208 I would like to register for a conference join the mailing list (Please tick one or both) Conference Attending Date Location Name Organisation Job Title Address Postcode Suburb/Town State Telephone Email Payment Details (Please tick one): Cheque / MO (payable to Ausmed Conferences) Credit Card Card Number Expiry Date THE LAMP FEBRUARY 2008 45

Great legal advice for Nurses Maurice Blackburn, Bob Whyburn and his team are proud to be the lawyers for the New South Wales Nurses’ Association.

I R I S H P U B & AC C O M M O DAT I O N

• Litigation • Employment & Industrial Law • Class Actions • Medical Law • Wills • Superannuation & Insurance Law

Irish Detox Package Just $118 per person per night Includes: ~ 1 nights midweek accommodation in a studio room ~ Full country breakfast each morning including a Harrigan's mocktail ~ 1/2 day wine tour ~ Beer and wine tasting at Harrigan's Cellars

Call the Association information line now to find out how to access this great service.

Valid until January 31, 2008. Package based on 2 adults.

Weekend rates available. Subject to availability. Terms & conditions apply.

Sydney Level 20, 201 Elizabeth St Sydney NSW 2000 T (02) 9261 1488

Camperdown 43 Australia St Camperdown NSW 2050 T (02) 8595 1295

Newcastle Level 1, 179 Brunker Rd Adamstown NSW 2289 T (02) 4953 9500

Visiting Office Wollongong By appointment T (02) 9261 1488

Parramatta 31 Cowper St Parramatta NSW 2150 T (02) 9261 1488

Broke Road Pokolbin NSW 2320 Ph: 02 4998 4000 www.harrigans.com.au

www.mauriceblackburn.com.au

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CRoSSWoRD Test your knowledge of infectious diseases in this month’s crossword.

1

2

3

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5

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8 9 10

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12

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14

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16

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18

20

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Precursor to AIDS (1.1.1.)

Infectious disease, TB (12) Otitis media occurs in this organ (3) General practitioner, abbrev (1.1.)

Emergency vehicle (9) Male offspring (3) Lower extremities (4) Throwing up (6) Tissue death (9) Blood pressure, abbrev (1.1.)

A sedative (6) Twitch (3) Varicella (10)

31

32

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28.

29.

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Glycemic index, abbrev (1.1.)

Someone who can’t sleep (9) The talus (5)

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A communicable paramyxovirus (5) Disease that often causes lockjaw (7) Itch mites (7) Plexus in the abdomen (5) Essential nutrient, especially in wound healing (4) 16 Down and 6 Across are examples of these (8)

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18.

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21.

22.

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Common injection site (5) Common antibiotic (10) The common cold (9) Delivery of fluid by injection (1.1.)

Muscles of the upper arm (6) Injection to create immunity to a disease (7) Short-sightedness (6) Delirium tremens, abbrev (1.1.)

Scarletina, ……. fever (7) Type of dessert (4) Surgery (1.1.)

Type of scan (1.1.)

Solution page 49 THE LAMP FEBRUARY 2008 47

DIARY DATES Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA NSW Day Surgery Nurses’ Association Education Evening 11 Feb, 6.30pm, Castle Hill Day Surgery Contact: Lee-Ann McDonald, 8850 0500 ‘Inspirational Management & Leadership’ Symposium for Nurse Managers 11–12 February, Comfort Inn Cambridge Cost: $352. Contact: (03) 9375 7311 Email: ausmed@ausmed.com.au AusTrauma 2008 15–16 February. Registration: $630.

Contact: 9845 8940 or email linda_austrauma@yahoo.com.au Web: www.austraumaconference.org Your New Workplace Agreement in Aged Care 1 day course 12 March, Penrith RSL; 28 March, Liverpool Hospital; early April, Wyong Contact: Tim Shaw on (02) 8595-1234 NSW Society of Vascular Nursing 18 March, 6pm, RPAH Education Centre Cost: $10 for non-members Contact: Silvana Nestorovska, 9515 6111 pg 8845 or email silvana.nestorovska@ email.cs.nsw.gov.au Westmead Interventional Endoscopy Symposium 21–22 Feb, Lowenthal Auditorium Westmead Hospital. Also available as a ½-day workshop on 20 Feb. Contact: e-Kiddna Event Management, (07) 5548 6199, rsvp@e-Kiddna.com.au; www.e-Kiddna.com.au/westendo

Psychosocial Needs & Care of the Elderly – Seminar for aged care workers 25–26 February, Comfort Inn Cambridge Cost: $352. Contact: (03) 9375 7311, www.ausmed.com.au Difficult Situations with Relatives in Aged Care Study Day 27 February, Comfort Inn Cambridge Cost: $220. Contact: (03) 9375 7311, www.ausmed.com.au NSW BFHI ‘Preparing Your Maternity Unit to Become Baby Friendly‘ 6–7 March, Wagga Wagga Base Hospital 10–11 April, Queanbeyan Contact: elizabeth.steinlein@sesiahs. health.nsw.gov.au Asthma Educators Course 3–7 March, Children’s Hospital Westmead Contact: Lucy Keatley on 0411 212 303, edu@aarea.org.au, www.aareducation.com NSW Operating Theatre Assoc. Inc. 6–8 March, Annual Conference Contact: ota@nursing.edu.au Web: www.nsw-ota.asn.au Understanding Wound Dressings study day for nurses 10 March, Comfort Inn Cambridge Cost: $231. Contact: (03) 9375 7311 www.ausmed.com.au Diversity In Health 2008 Conference 10–12 March, Sydney Convention Centre Darling Harbour. Full registration: $759.

Contact: 9840 3800, dhi@swahs.health. nsw.gov.au, www.dhi.gov.au/conference Redesigning The Healthcare Workforce 2008 11–12 March, Citigate Central, Sydney.

Contact: registration@iqpc.com.au www.iqpc.com/au/healthworkforce

INTERSTATE AND OVERSEAS

NSW Lactation College Inc. Seminar ‘Ethics Extravaganza for CERPS‘ 14 March. Venue: TBA Contact: Lynne Hall, 9664 4315, halls4@bigpond.net.au

Health Facilities Design and Development Conference 19–22 February, Mercure Hotel Brisbane Info: (07) 3237 2300/ www.iqpcevents.com

The Management of Adult Diabetes 4 April, Comfort Inn Cambridge Cost $352. Contact: (03) 9375 7311 Email: ausmed@ausmed.com.au Pre & Post Natal Continence Care ‘What to Do about the 1 in 3?‘ Pre & post natal continence care 4 April, St George Leagues Club Contact: Rhonda Brownlow, 9534 2555 or email Rhonda.Brownlow@sesiahs. health.nsw.gov.au Royal North Shore Hospital Neuroscience Symposium Conf.

2 May, North Sydney Harbourview Hotel, 8am–4.30pm Cost: $80 earlybird or $95 after 18 April Contact: Nicki Pereira CNE, 9926 8074 npereira@nsccahs.health.nsw.gov.au International Nurses’ Day 2008 12 May

3rd World Congress on Women’s Mental Health 16–20 March, Melbourne.

Web: www.iawmhcongress2008.com.au 28th Annual Scientific Meeting of the Australian Pain Society Topic: The Spectrum of Pain 30 March –2 April, Perth Conv. Ctr, WA. Contact: (02) 9954 4400 or email aps2008@dcconferences.com.au www.dcconferences.com.au/aps2008 Nursing Issues Workshop Topic: Being Acute: Nurses & Pain 30 March, Perth Convention Centre, WA. Contact: (02) 9954 4400 or email aps2008@dcconferences.com.au www.dcconferences.com.au/aps2008 National Conf. on Anxiety & Depression 3 – 4 April, Melbourne. 31 speakers led by Prof. Paul Salkovskis, world expert on OCD. Contact: www.reconnexion.org.au

2008 ACSA National Community Care Conference 14–16 May, Sydney Convention Centre Contact: ACS Events, 8754 0400

Deniliquin Hosp. 150 years celebration 11–13 April Contact: Elsa Bolton, (03) 5881 3235 or Bobby Murphy, (03) 5881 4969, tmu29899@bigpond.net.au

‘How Drugs Work‘ Refresher study days for nurses 20–21 May, Comfort Inn Cambridge Cost: $352. Contact: (03) 9375 7311 Email: ausmed@ausmed.com.au

CAREX 2008 (Melbourne) 16–17 April, 9.30am–4pm daily, Caulfield Racecourse Melbourne.

Contact: Wayne Woff (03) 9571-5606 Web: www.totalagedservices.com.au

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Diary Dates

4th International Conference in Primary Health Care 17–19 April, Melbourne Grand Hyatt Cost: $920. Contact: (07) 3854 1611 Email: ozaccom@ozaccom.com.au 10th International Paediatric & Child Health Nursing Conference – Darwin 30 April – 2 May, Darwin Entertainment Ctr Cost: $770. Contact: (07) 3858 5503 Email: info@ipchnconference.com.au Australian College of Operating Room Nurses (ACORN) Conference Between the Flags 21–24 May, Gold Coast Convention Centre, QLD. Web: www.acorn.org.au Australian College of Operating Medical Oncology Group of Australia Education workshop for suitably qualified oncology nurses.

Registration closes 28 February.

31 August – 6 Sept, Sunshine Coast, Qld

Contact: Kay Francis (02) 8247-6210 Web: www.moga.org.au

Reunions Sydney Hosp. Reunion 78-1 (Feb Group) 16 February. Venue TBA. Contact: Gay Morrison (Peters), 9949 2270, Louise Linke: loul959@hotmail.com St George Hosp. Kogarah 1978 Jan PTS 29 February, Surf & Turf, Kogarah Contact: Marie Hodgetts or Pam Jones (née Francis) ph 9113 1111 pg 366, pamela.jones@sesiahs.health.nsw.gov.au St Vincent’s Hosp. 1986 March PTS 8 March. Venue: TBA Contact: Sue Monaro (nee Driscoll), 9767 5000 page 60255 or email monaros@email.cs.nsw.gov.au Sutherland Hospital Caringbah 28 March, Sutherland Entertainment Ctr Contact: Vicki Lamb, 9523 8028

Griffith Base Hospital Date: TBA. Anyone interested please contact: Brenda Bowen, 6962 1656 Email: bbo83891@bigpond.net.au NSWIT Class of 85 Reunion.

3 May, Arthouse Hotel, 6pm till late Cost: From $10 head Contact: Shayne Bale, 9514-9861/ fax: 9514 8033, shayne.bale@uts.edu.au Illawarra International Nurses Day Formal Ball 9 May, 6pm – midnight, Fraternity Club, Fairymeadow. Cost: $85pp.

Contact: Glen Barrington, 0402 000 841, glen.barrington@sesiahs.health.nsw.gov.au

Manufacturing & Wholesale Jewellers Diamond & Coloured Stone Specialists We specialise in: • Engagement • Wedding Rings • Eternity • Dress Rings We also have a large range of pendants and earrings.

We also repair and remodel.

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: Editorial Enquiries Email: lamp@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.

Why not buy your jewellery from the source and

Western Suburbs Hospital Trained Nurses Assoc. Reunion & Luncheon 31 May, Burwood RSL Contact: Lesley Potter, 9349 8387 Email: lesleypotter@bigpond.com

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Other notices

Tel: 9221 5916

Taverner Research invites any NSW Registered Nurses and Allied Health Professionals with an

Suite 803, 8th Fl, 70 Castlereagh St (Cnr King St), Sydney 2000 8.30am-4.30pm weekdays • Saturday mornings by appointment only

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

Only Diary Dates with an advised date and contact person will be published. 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 try to publish them. interest in women’s health to complete an online questionnaire training about opportunities and clinical services in this area. The questionnaire is on behalf of a prominent training and clinical service provider, and offers participants who complete the survey a 15% discount voucher on any material purchased.

Nurses Christian Fellowship * Professional breakfast, 23 Feb, 9am, Eden Gardens, Ryde Rd, Macquarie Park. * Palliative Care Evening, 28 March, 7pm, 5 Byfield Street, Macquarie Park * Fellowship Lunch, 12 April, Mowll Village, Castle Hill.

Contact: Jane, 9449 4868

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52 THE LAMP FEBRUARY 2008