The Lamp July 2008

lamp the

magazine of the NSW Nurses’ Association

volume 65 no.6 July 2008

7.95

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PAY RISE

+

WELCOME RECOGNITION FOR CNEs & CNSs

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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

volume 65 no.6 July 2008

7.95%

PAY RISE

+

WELCOME RECOGNITION FOR CNEs & CNSs

UPROAR OVER NEW ROSTERS IN HUNTER NEW ENGLAND

7.95% pay rise + Welcome recognition for CNEs and CNSs 14 Cover RPA nurses welcome the pay increase: Lorraine Garry CNS; Megan Pusterla RN; and Allison Small CNE.

News in brief

Professional issues

8 8

30 Bridging the generation gap Inspiring leadership

8 8 9 9 9 11 11 11 11 12 12 12 12 13 13 13 13

First National Chief Nurse appointed Wagga Wagga upgrade awarded to Bathurst bungler National Health Care Provision Review Mersey update Can aged care facilities cope without RNs? Farewell Rozelle Hospital Jane McGrath’s legacy lives on through breastcare nurses Apply now for 2009 scholarships Health tourists for private hospitals Calling NZ nurses Hunter holds natural breech birth record Nurses’ smiles scrutinised Awards for general practice nurses Microwave maternity emergency Women more prone to job stress Study reveals sleep problems with shiftwork Nursing home flooded Shoppers mugged by ‘nurses’ ANMC newsletter now online

NSWNA education program 13 What’s on

Industrial issues 20 Uproar over new rosters 24 Bans win bed guarantee 26 NSWNA wins $350,000 backpay

Special people 34 Westmead nurse follows her heart to Burma

NSWNA matters 37 Merrilyn wins $1,000 shopping spree

Lifestyle 38 Movie reviews 42 Book me

Obituaries 41 Julie Rich: Role model for strong leadership

Regular columns 5 6 27 45 47 48

Editorial

by Brett Holmes Your letters to The Lamp Ask Judith Nursing online Our nursing crossword Diary dates

Competition 39 Win a tranquil escape to Barrington Tops

Special offers

Aged care 28 Look who’s lagging in aged care

38 Win 25 double passes to see And When Did You Last See Your Father? and 100 double passes to How About You

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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, Baradine MPS Jonathan Farry, Air Ambulance Mark Kearin, Blacktown/ Mt Druitt Hospital Roz Norman, Tamworth Base Hospital Stephen Metcalfe, Lismore Base Hospital Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care 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.

Professional Day returns to NSWNA Annual Conference Friday, 8 August 2008

A dynamic day of presentations and debate exploring inter-generational issues and how we can enhance our understanding of each other and work towards inspirational leadership.

An outstanding group of internationally recognised experts will explore topics such as inter-generational thinking, inspirational leadership, workforce trends, and new ideas about recruitment and retention of nurses and midwives.

WHERE > AJC Randwick Racecourse, Alison Road, RANDWICK WHEN > Friday, 8 August 2008 TIME > 9am – 4pm, 8.30am registration COST > NSWNA members $50; Branch Officials and Students free of charge (limited numbers); Non-members $75. Free parking on site.

REGISTRATION > go to www.nswnurses.asn.au for registration form or contact Carolyn Kulling on 8595 1234 (metro), 1300 367 962 (rural) or email ckulling@nswnurses.asn.au > NSW Health has agreed to one day’s leave being granted to nurses and midwives to attend the Professional Issues Day on 8 August 2008.

4 THE LAMP JULY 2008 AUTHORISED BY BRETT HOLMES, NSWNA GENERAL SECRETARY

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E D I T O R I A L

BY BRETT HOLMES GENERAL SECRETARY

We will continue to fight for more g As The Lamp goes to print members have voted to accept the Iemma Government’s offer of a 7.95% pay increase over two years for public health system nurses and midwives.

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inally, the Government came up with a proposal that is a step forward to improve working conditions in our public hospitals – a base wage increase that matches the Sydney inflation rate and a chance to argue our case for better night duty rates and more money for experienced nurses before an independent umpire.

The concession by the Government to allow the Industrial Relations Commission to arbitrate on night duty penalty rates and on extra pay for experienced nurses is an acknowledgement that we have a case. It is now down to the independent umpire to assess the merits of our argument and deliver a fair result. It is a real opportunity to make further advances.

The Agreement is only for two years. This will give us more scope later to improve conditions as the Federal Government’s increased funding for health – announced in the budget – begins to flow through to the states.

The NSWNA Council recommendation to accept the final offer was based on this analysis – that it is an advance in conditions with a further opportunity to improve the Agreement within two years.

Very late in the day – after council had made its recommendation and after the majority of branches had voted – the Government offered to extend the Agreement with a 3.9% increase for a third year. The Government made this conditional on agreeing to a further offset that would have made our claim for experienced nurses impossible to run in the IRC. Your Council Executive rejected this on the basis of what nurses have been telling us in state-wide meetings – no more offsets.

There are other important gains in the

Agreement. The Government has responded to our argument to improve the depth of experience in the system by agreeing to fund another 120 CNE positions. This is in addition to the extra 80 they announced in their election platform.

per year increase. Anything beyond 2.5% would require a special wage case.

There was a precedent set earlier this year for how the IRC would react to a rejection of a Government pay offer. NSW Fire fighters were offered a 4% pay increase with substantial offsets. They rejected this offer and took industrial action.

The IRC ordered an end to this action, granted a 2.5% pay increase and insisted the fire fighters prepare a special wages case based on work value. The dispute started in February and the case is due to start in August. The fire fighters now have a substantial list of counter claims from the employer. The last time the NSWNA took this route the case took three years before we achieved a result.

On top of this we had the threat by the Government not to pay back pay if negotiations were not wound up by the expiry of the agreement on 30 June.

We believe it was the correct decision to accept the offer. The 7.95% keeps pace with inflation forecasts for the next two years and is significantly more than the 2.5% annual limit demanded by Treasury. The night duty penalty rates and extra pay for experienced nurses are still in play with the IRC and the opportunity still exists to improve pay and conditions in 24 months.

The night duty penalty rates and extra pay for experienced nurses are still in play with the IRC. The finalisation of the CNS/CNE/NE review, which looked at the role and work value in these classifications (also for the equivalent midwife positions), delivers significant pay increases and a better career structure.

The consequences of not taking the Government’s offer While the NSWNA believes the Government’s final offer was satisfactory there were other reasons for accepting it.

The alternative was unpalatable: the offer of 7.95% and the right to arbitrate over night duty rates and for extra pay for experienced nurses would have come off the table if we rejected it. At that point we would have been forced to go to the Industrial Relations Commission to get a likely 2.5%

Where to from here Our claim was based on nurses’ experiences and knowledgement of the problems and challenges at the coalface of health and their ideas to solve the health crisis. The problems are complex and will not be solved overnight.

Realistically, solutions will require action from both the State and Federal Governments.

The Fair Conditions, Fair pay, Nurses Stay campaign is not over. Negotiations on the next agreement will begin in 20 months. We will build on the momentum we have achieved and continue to make our case at both the State and Federal tiers of Government.n THE LAMP JULY 2008 5

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L E T T E R S

Greg Blair

LETTER of the month Supporting NSWNA and pay campaign from Moulamein I am sending this email on behalf of the Lower Western Community Health Branch of the NSWNA. The nurses in this photo all work in community health in the lower western-most part of the state including the towns of Deniliquin, Mathoura, Moama, Barham, Tooleybuc and Moulamein.

Even though our branch is relatively new and isolated, we are determined to be involved in all the current issues especially the Fair Pay Nurses Stay campaign.

Liz McCall

Unpaid overtime plays on nurses’ goodwill It has been an ironic situation for me to find that after nearly a year of hardfought IR mediation and a subsequent possible IR court case, our NSWNA branch reasonable workloads case for a full-time ward clerk has foundered on the basis that I could not prove an unreasonable workload as I have a philosophical objection to undertaking overtime unless there is a clinical emergency.

I would like to thank my branch organiser Marny Thomas and industrial officer Chris Blair who have been a great support during this case. We have been successful in achieving a small win, however, in terms of increased hours that does not equate to the number of hours I spend wedded to a computer instead of providing mentoring, support and education for my staff.

While being pragmatic regarding 6 THE LAMP JULY 2008

Five hundred kilometres from Sydney, we are unable to attend organised activities there. At our recent meeting we wore our t-shirts in support of the campaign and also for International Nurses Day. Judy Gatacre RN/CNS and Branch President Lower Western Community Health Branch Moulamein Community Health Judy Gatacre won the prize for this month’s letter of the month, a $50 David Jones voucher. the decision to withdraw from the court case, I remain concerned regarding the withdrawal reason. I have discussed the unpaid overtime situation with many NUMs and Nurse Managers and most have disclosed that they participate in unpaid, undocumented overtime, rewarded by sporadic time taken in lieu that does not equate to the overtime worked. While ever a nurse or midwife acquiesces to participating in unpaid overtime or unrecorded time in lieu, the cause of our professions is put in jeopardy.

The NSW Health system is surviving through the misguided goodwill of nurses and midwives. These practices are embedded in our culture and are equated with ‘goodness’ rather than acknowledging the increasing clerical burdens NUMs and Nurse Managers are absorbing as other departments are ‘centralised’.

I urge all nurses and midwives to cease these practices in order to enhance our working lives. To do anything less is to acquiesce to a system that does not value our contribution to the health services within NSW and sets up an untenable role model for new graduates to follow.

Liz McCall NUM & Branch Secretary, Byron District Hospital.

Support for young residents with disabilities One of our supporters drew my attention to the article ‘Young disabled moved from aged care’ in last month’s The Lamp. I thank you for the exposure of this very neglected and growing section of people isolated from the community.

The thrust of the article was rightly concerned with ‘under-resourced nurses’.

The government is currently addressing this issue by seeking recommendations for a more age-appropriate form of accommodation as an alternative solution to young people residing in aged care facilities.

That is great for the 6,500 young people currently in aged care in Australia. What about the 6,127 young people in the Hunter region of NSW (state-wide the number is 58,558) living at home in the community supported by ‘under-resourced, ageing carers’, who are at risk of entering an aged care facility when the carer cannot physically cope or dies? The Government refers to these young people as the ‘Divert Group’.

My point is this: Nurses at some future time could see minor benefits from the move-out of young people from aged care but those benefits will be eroded by the enormous reality of the people at risk moving back in.

Your support in any way would be appreciated to highlight the plight of young people at risk living in the community.

Greg Blair, President, The Right Care Inc.

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.

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.

Mark Lamb

NSWNA for nurses, not quasi arm of ALP Thank you, Brett Holmes, for your editorial in the last issue of The Lamp. I was beginning to wonder if the NSWNA was a quasi arm of the Labor Party of NSW and Australia. I had previously written a letter to accompany my annual subscription in December 2007 and Susan Pearce from NSWNA contacted me regarding a response to that letter.

In essence, my letter said I was under the impression that the NSWNA was peddling the wares of the Labor Party both at a state and national level, particularly in the recent State and Federal Election campaigns. It is heartening to see that you are indeed NOT pro Labor. Instead the NSWNA is FOR the nursing profession.

I applaud your efforts to secure a decent wages decision from the Iemma Government. I note that the Federal Labor Party have ‘tried to correct the alleged funding deficits in health from the Howard Government’ you discuss in your editorial.

It appears from the negotiations the Iemma Government is NOT concerned about health and the state of the nursing profession at all. I work as a senior member of the nursing profession and the intense pressure from the Area Health Service and NSW Health to comply with ‘unrealistic’ demands to meet benchmark and activity targets in relation to clinical care and budget is getting worse as time goes by. We are constantly pressured to explain why we are spending over budget when we continually have more and more patients presenting in our Emergency Departments PLUS continuing to ‘plough’ through the elective surgery waiting lists while the wards are full of very sick people. We simply have ‘cut and shaved’ as much ‘fat’ off the system as we can and to suggest that we continue to do more and more with less and less resources is ridiculous.

As a senior member of the nursing profession it is very difficult to maintain any sort of enthusiasm given the current state of health and I am looking forward to the Garling enquiry outcomes. I just hope the outcomes do not mean more ‘dumb’

paperwork or more bureaucracy than we already have and seemingly senseless processes that slow up and cripple the working of the health care system even more than now.

Mark Lamb, RN, SSWAHS

Advice to NSW Health on attracting nurses I really enjoy the monthly Lamp and am pleased to read that nurses are again fighting for improved wages and conditions.

I particularly agreed with Brett Holmes wanting to make the nursing profession more attractive, to overcome the shortage of experienced nurses and to make night shifts attractive [Page 20, May Lamp].

However, I was slightly amused to read the ad for Drake Medox: Nurses wanted in NSW and the list of reasons to nurse with Drake Medox.

Perhaps NSW Health could take some advice from them?

Carol Whatling, RN, Tullamore District Hospital

Ads show nurses in negative light We would like to comment on the recent television ads for fair pay and better work conditions for nurses.

Our concern is that while we understand the need to communicate to the public that nurses are underpaid and under stress, we feel that the campaign shows nurses in a very negative light. After having recently attended a careers expo for high school students at the University of New England, nursing was perceived by the majority of students in a very negative light. If it was that bad why would anyone want to be a nurse?

At a time when people are making job choices on lifestyle factors, enjoyment is a major priority, as well as the monetary reward.

We understand the reasoning for portraying the harassed workforce in this manner and the fact that everyone seems so old, but it is certainly not making it look appealing to young people thinking of making tertiary choices about now. I know this for a fact as my daughter wishes to study nursing and has stated that if she did not know better she would not go down this path based on the present TV displays.

From discussion with me and the staff I work with she sees the potential to be with people, to be able to branch out in diverse career pathways and working hours that have flexibility. She has a part-

time job at McDonalds and knows about weekend work and early (5am) starts.

This is not viewed as a negative but as a bonus, to be able to work shifts that suit her school/work/social life while getting money. We are in an oncology clinic that is a fantastic place to work, despite the perceived sadness surrounding our patients’ diagnosis. We support each other and are there for each other.

We also work on the wards and know that scenario well. We are not suggesting you hide the current difficulties facing nursing, but perhaps such a negative campaign that is not balanced will ultimately have a counter productive effect. Yes, some of the conditions are negative, but nursing itself is not a negative occupation.

Neither are we all as old as every nurse portrayed in every ad. Young people want to work with young people and so do I, so show some, please. Do I ramble?

Yes I do, but we love our job, and we love the public contact, even though Mr and Mrs General Public can be painful at times.

Hoping this feedback can be useful as we really enjoy our job and would like to see new young people enjoy it with us.

Thank you.

Pam Pateman, CNC, and Helen Goodall, Armidale Oncology Clinic Editor’s response: There were several young nurses who were prominent in the ads but we take your point about the portrayal of nursing. Ultimately, it is the Government’s responsibility to improve the working conditions in our hospitals in order to attract more people to the profession. It is important that the public is aware of the conditions nurses work under in order to put pressure on the Government. Hopefully the ads also helped the public to understand nurses are not responsible for breakdowns in the system when they occur. The objective of the campaign and the ads is to change this situation.

EVERY LETTER PUBLISHED

RECEIVES A DELIGHTFUL

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N E W S I INN BBRRI IEEFF

FIRST NATIONAL

CHIEF NURSE

APPOINTED he Federal Government has moved to promote the crucial role of nurses in the health system by appointing Australia’s first chief nurse.

The inaugural National Chief Nursing and Midwifery Officer is Rosemary Bryant, currently the Executive Director of the Royal College of Nursing, Australia.

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’Nurses deserve an official voice in the development of national nursing policy.’

Federal Health Minister Nicola Roxon said Ms Bryant would be a strong voice within government on all issues relating to Australia’s 200,000-strong nursing workforce.

‘Nurses are the backbone of our health system and deserve an official voice in the development of national nursing policy,’ Ms Roxon said.

Welcoming Ms Bryant’s appointment, NSWNA General Secretary Brett Holmes said nurses comprise over half the health workforce and their representation at a national level was long overdue.

Wagga Wagga upgrade awarded to Bathurst bungler The company responsible for project managing the bungled redevelopment of Bathurst Base Hospital has been awarded the contract to upgrade Wagga Wagga Base Hospital.

The May announcement to give the $275 million project to Capital Insight has angered Bathurst medical staff.

An extensive occupational health and safety inspection conducted by the NSWNA in February (see April 2008, The Lamp) listed hundreds of safety deficiencies including a car park that cannot accommodate ambulances and a mortuary with inadequate ventilation.

A spokesman for Capital Insight claimed the allegations of mismanagement were wrong and the company had actually received ‘critical acclaim’ for its work at Orange Base Hospital.

The NSW Health Minister Reba Meagher said lessons had been learnt from the Bathurst case, which will be applied to future cases.

Greens health spokeswoman Lee Rhiannon said the company’s history should have ruled it out of contention.

‘Surely the incompetence exhibited in the disastrous development of Bathurst Hospital should have rung warning bells with NSW Health,’ Ms Rhiannon said.

‘In announcing the winning tender, NSW Health left the Bathurst redevelopment off the list of hospital works completed by Capital Insight.’

National health care provision review

Rosemary Bryant 8 THE LAMP JULY 2008

The Australian Nursing Federation (ANF) has welcomed the Health Minister’s announcement regarding the proposal to review the national system of primary health care provision in Australia.

Australia needs a multidisciplinary approach to primary health care to ensure that all people receive efficient and quality health care, said ANF secretary Ged Kearney. However, as more details around the review are released the ANF questions whether the Rudd government will gain a true focus on multidisciplinary team-based care when they have an over

representation of doctors and only one nurse on their External Reference Group.

Ged said, ‘We are excited that the Government is looking seriously at this issue, however we want to know why, once again, there are so few nurse representatives on the panel, in particular, why are there no nurse practitioners?’

The National Primary Health Care Strategy aims to better tackle primary health care, particularly with reference to Australian families getting access to quality primary health care.

The Government said the strategy will look at how to deliver better frontline care to families across Australia, with priorities including: better rewarding of prevention; promotion of evidence-based management of chronic disease; support for patients with chronic disease to better manage their condition; support for the role GPs play in the health care team; addressing the growing need for access to other health professionals including practice nurses and allied health professionals; and encouraging a greater focus on multidisciplinary, team-based care.

Mersey update Staff at Tasmania’s Mersey Hospital have been advised by Federal Health Minister Nicola Roxon that transitional arrangements at the hospital will continue Federal Health until August.

Minister The Federal Nicola Roxon Government has still not revealed a management model for the hospital, making it difficult for staff to make decisions about their own futures.

A new independent operator for the hospital is due to be announced next month following the Howard government’s decision to take control of the facility from the Tasmanian State Government last year.

Ms Roxon said she still couldn’t reveal anything about the Federal Government’s plans because of commercial confidentiality issues but she expects to finalise the situation soon.

Ms Roxon informed hospital staff last month of the continuing arrangements so that staff were not put in the ‘awkward position of being asked to make a choice without knowing who [their] future provider might be’.

CAN AGED CARE FACILITIES COPE WITHOUT RNS? move by the aged care industry to remove RNs from rosters could have dire consequences in light of new statistics from the Australian Institute of Health and Welfare (AIHW).

The peak lobby group for not-for-profit aged care services in NSW, the Aged and Community Services Association of NSW, is developing a submission to NSW Health to remove the requirement under Section 52 of the NSW Public Health Act that requires a registered nurse to be on duty in the nursing home at all times.

The move comes in the wake of a recent AIHW report on residential aged care in Australia showing that 70% of current residents now have high care needs.

The statistics support the Australian Nursing Federation’s argument that today’s aged care facilities are more like hospitals than residences.

ANF secretary Ged Kearney said more people with more complex health care needs are accessing aged care services and, therefore, require a higher level of nursing care.

‘Aged care providers continue to rely on assistants in nursing (AiNs) or carers who are constantly asked to attend to residents’ needs that are beyond their level of skill, or knowledge, to manage. It is simply not fair to AiNs, the carers or the residents.

‘The people working in aged care are wonderfully dedicated and deserve to be fully supported by qualified staff. Enrolled and registered nurses are needed to provide the complex care required by residents and to work with AiNs,’ Ms Kearney said.

The ANF is calling on the Federal Government to legislate for minimum staffing levels in aged care, for appropriate numbers and mix of all levels of nursing staff, and for a mechanism to ensure that nurses in aged care have wage parity with their colleagues working in other health sectors.

Nurses in aged care currently earn on average $250 a week less than those in other sectors.

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Farewell Rozelle Hospital All former nurses and staff of Rozelle Hospital (pictured above) are invited to farewell the old hospital and gather with former colleagues at a reunion afternoon tea on Saturday, 19 July, and a formal cocktail party on Saturday, 26 July.

The hospital in picturesque Callan Park operated for more than 130 years, firstly as an asylum for the mentally insane and later as a psychiatric hospital.

In May, patients and staff were relocated from run-down Rozelle Hospital to Concord Hospital.

A photographic competition, attracting more than 300 entries from staff, captures the original grandeur of the former hospital and grounds. These images now adorn the walls of the new hospital at Concord.

The reunion afternoon tea will be held on Saturday, 19 July, at the Conference Centre, Rozelle Hospital, from 1pm to 5 pm. Cost $25.

A more formal cocktail party will be held on Saturday, 26 July, at 7pm in the Kirkbride Building, Rozelle Hospital. Cost $100, dress cocktail.

All former staff and anyone affiliated with Callan Park, Broughton Hall and Rozelle Hospital are welcome.

For further information, contact Alex Woods on 9767 8992 or email alex.woods@sswahs.nsw.gov.au.

Jane McGrath’s legacy lives on through breastcare nurses When Jane McGrath began treatment for breast cancer at St George Hospital after surgery in 1997 there wasn’t a lot of support for breast cancer patients.

But it was the quality of care she received that led her to set up the McGrath Foundation that would eventually fund three specialist nurses to give information and support to breastcare patients.

Breastcare nurse Rosemary Hannan has been at St George’s Cancer Care Centre for the past 13 years and met Jane several times.

‘She was just beautiful, absolutely beautiful,’ Ms Hannan told the Sydney media.

‘Jane wanted the money to go towards something that helped women,’ she said.

The St George Hospital breastcare nurses are now funded by The Cancer Institute as the McGrath Foundation decided to direct funding to regional and rural areas, where there is a greater need.

The foundation now funds nurses at Albury-Wodonga on the border of NSW and Victoria, Bega and Moruya on the South Coast, and in Perth.

In July, three more nurses will begin working at Bundaberg in Queensland and at Whyalla and Port Lincoln in South Australia.

THE LAMP JULY 2008 9

OU L U FAB

TS AVAILABLE NOW R I H S T IGN A P M S CA

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LIMITED EDITION CAMPAIGN T-SHIRTS This could be the last chance to get your very own piece of NSWNA campaign history. Our bright, funky 2008 NSWNA campaign T-shirt brilliantly designed to get nurses noticed!

You can order your shirt individually or through a bulk order from your workplace. All we need is a cheque or credit card details and a delivery address.

10 THE LAMP JULY 2008 Authorised by Brett Holmes, General Secretary, NSWNA

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N E W S I INN BBRRI IEEFF

Health tourists for private hospitals

APPLY NOW

FOR 2009 SCHOLARSHIPS pplications are now being accepted for the NSW Nurses’ Association – Edith Cavell Trust scholarships for 2009.

To be eligible to apply, you must be a member or associate member of the NSWNA and meet one of the following criteria: 1. A student nurse undertaking a full-time course leading to initial registration as a nurse.

2. A registered or enrolled nurse who wishes to attend: accredited clinical nursing education courses of six months or less, either full-time or part-time; or accredited nursing conference or seminar relevant to the applicant’s clinical practice.

3. Properly constituted nursing organisations, faculties or schools of nursing or registered or enrolled nurses wishing to: attend full-time, relevant post-basic studies at a properly approved institution for a period or periods of more than six months; undertake an academically approved research program in the theory and practice of nursing work; conduct or fund a relevant professional or clinical nursing education programs.

Applications close 5pm on 31 July 2008.

For further information, please contact the Edith Cavell Trust at the NSW Nurses’ Association on 02 8595 1234. See advert on page 25.

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While NSW public hospital waiting lists grow, private hospitals have been advised to seek out wealthy foreign patients to fill beds left vacant by recent Medicare levy changes.

Two reports released in May recommend that the industry exploit the estimated 19 million medical trips made world-wide each year in order to stay profitable.

One report by the Australian Tourism Export Council suggested Australia should court wealthy people from Asia, the Middle East and US wanting anything from cardiac surgery or IVF to a facelift.

‘No one wanted to be associated with foreigners taking Aussie beds.’

The council’s managing director Matthew Hingerty told Sydney media that Australia had everything needed to take advantage of the boom in global health travel, including world-class doctors and facilities, but the Federal Government had refused to take the idea seriously.

‘No one wanted to be associated with the headline “Foreigners to take Aussie beds”,’ he said.

Medical tourism is estimated to be worth at least $21 billion a year and Mr Hingerty believes it could boost Australia’s ailing tourism market.

The Federal Health Minister, Nicola Roxon, refused to be drawn on the issue stating through a spokesperson that it was not a matter under active consideration by the Government.

A separate report by Jones Lang LaSalle suggested medical tourism could use similar principals to universities, which opened to full-fee paying international students last decade.

Calling NZ nurses New Zealand nurses living in Australia are being urged to enrol to vote in the general election to be held in NZ at the end of this year.

Opinion polls show a significant lead for the opposition National Party over the Labour government led by Prime Minister Helen Clark.

The Nationals are on record as wanting to do away with many of the rights and protections NZ nurses and other workers currently enjoy, warns the NZ Council of Trade Unions.

The Nationals have specifically targeted the right to appeal against unfair dismissal, elected health and safety representatives in the workplace, and annual leave entitlements, says Carol Beaumont, NZCTU Secretary.

NZ nurses in Australia can enrol or update their details online, and can vote by downloading ballot papers. For details go to: www.elections.org.nz/enrolment/ how-to-enrol/how-to-enrol-overseas.html

Hunter holds natural breech birth record According to the latest statistics from NSW Health, John Hunter Hospital is now the leading maternity unit in Australia for natural breech births.

About 3% of babies born in Australia are delivered in the breech position and, with 50 vaginal breech deliveries a year, John Hunter Hospital tops the state.

The hospital’s director of obstetrics, Dr Andrew Bisits, said between 10% and 20% of women who presented with a breech baby chose to attempt a vaginal delivery – the majority went on to have a normal birth without any complications.

With the popularity of natural births, statistics show some women are travelling from outside the region for the vaginal birth option, as breech babies are usually referred to private obstetricians for caesarean deliveries.

A spokesperson said John Hunter Hospital gave these women the option of a natural delivery provided the mother and baby met certain criteria. An obstetrician was also on standby in case of complications.

THE LAMP JULY 2008 11

s

N E W S I INN BBRRI IEEFF

NURSES’ SMILES

Awards for general practice nurses

g UK Govt plans to give pommie patients less to whinge about.

The Australian Practice Nurses Association (APNA) is calling for nominations for the 2008 APNA Best Practice Awards.

The awards aim to recognise and reward extraordinary nurses working in general practice.

There are six award categories including immunisation; chronic disease management; innovation and commitment to nursing in general practice; quality improvement; women’s health; and wound management.

APNA President Anne Matyear said recognising the role practice nurses play in delivering high quality and innovative care to their patients is a key strategy in realising APNA’s vision for the future.

‘The practice nurse population has grown by 59% over the past two years and is becoming an indispensable and increasingly critical part of the equation for keeping Australia healthy. The awards provide the opportunity to recognise and reward the wide variety of roles practice nurses undertake,’ she said.

Prizes range from $1,000 to $5,000 and go towards enhancing the winners’ ongoing professional development.

Previous recipients have used their prizes to undertake work experience and education in both local and international locations. Last year’s winner of the women’s health award, Hayley Haggerty, travelled to the UK to undertake an advanced assessment course and attend a national UK sexual health forum as well as observe the role of general practice nurses in the UK. Nominations close 16 October and details are available www.apna.asn.au or call (03) 9614 7777.

SCRUTINISED

K Health Secretary Alan Johnson plans to scientifically measure the smiles and compassion of all English nurses and publish the results on an official website.

Johnson told The Guardian it was the first of several initiatives that will emerge from a review of the national health service commissioned by Prime Minister Gordon Brown. Johnston believes putting a smile on the face of nurses, and encouraging ‘empathetic care’, was as important to recovery as doctors’ skill in the operating theatre.

The ‘compassion index’ will be compiled by health regulators using surveys of patients’ feedback. It will also measure standards of nutritional care, pain minimisation, handwashing, and safety on the wards.

Johnson said he wanted to promote ‘friendly rivalry’ between wards over which nursing team could achieve the highest score and the published results would serve to better inform patients when they were choosing where to be treated.

He made no mention of the potential workload burden this might inflict upon empathetic nurses with big smiles. The scheme will be piloted this year and the first results are due in 2009.

Johnson claimed strong support from the nurses’ union, Unison, the largest trade union in the UK. Unison had made no public comment at the time The Lamp went to print.

The general secretary of the Royal College of Nursing (RCN), Peter Carter, told The Guardian he thought measuring nursing quality was an ‘extremely good idea’.

‘It can open nurses’ performance up to real scrutiny, instead of people relying on anecdote’.

He said the RCN would work with the government to establish a ‘scientific measure of compassion and quality’.

Good luck.

U

12 THE LAMP JULY 2008

Microwave maternity emergency The Greater Western Area Health Service has praised the swift actions of staff at Orange Base Hospital after a microwave oven triggered fire alarms last month.

The incident occurred on the evening shift in the hospital’s maternity unit when strong fumes, described as a burning rubber-like smell, filled the ward and set off the alarms.

By the time the fire brigade arrived

staff had evacuated all 10 patients to the emergency department.

All patients and staff were examined by doctors in the emergency department and no one was injured. Patients were returned to the unit the following morning.

The NSW Fire Brigade’s, advise that if you have a fire in a microwave oven, turn off the oven immediately and unplug the power cord if safe to do so.

Leave the oven door closed until the fire suffocates and do not open it until you are absolutely sure the fire is out. Call the fire brigade and follow fire emergency procedures at your workplace.

Women more prone to job stress A new report from the University of Melbourne shows women suffer more job stress-related depression than men.

The study, Job Strain, released last month found that 17% of working women suffering depression can attribute their condition to problems in the workplace, while for clinically depressed men it is about 13%.

The report’s author, Associate Professor Tony LaMontagne, said women were more likely to be depressed as a result of their work because they tended to have less control over how they worked than men.

‘If you are working in a demanding job and you’re not recognised and told to be an automaton, that’s when problems with depression can arise. A disproportionate number of women tend to be in those jobs,’ he said.

Professor LaMontagne said there was also a substantial under-recognition and under-compensation of job strainattributable depression through the workers’ compensation system.

‘The scale of the problem is significant, given that depression group Beyondblue estimates at least one in five people will suffer depression or some other mental illness in the course of their life.’

Study reveals Sleep problems with shiftwork A study of 2,273 registered nurses in the United States proves what nurses know all too well: adverse work schedules negatively impact on sleep quality and work performance.

The study, authored by Dr Jeanne Geiger-Brown of the University of Maryland, was presented last month to the annual meeting of the Associated Professional Sleep Societies.

The research analysed work schedule variables including hours per day, days per week, weekends per month, quick returns (less than 10 hours off between shifts), mandatory overtime, on-call, and circadian mismatch.

Respondents were also asked about home demands, including time spent on childcare, dependent elderly care, and domestic chores.

According to the results, the worse the schedule, the worse the sleep for most nurses.

Dr Geiger-Brown told the online journal Science Daily that inadequate sleep has both short-term (needlestick injuries and musculoskeletal disorders) and long-term (cardiovascular and metabolic diseases) health consequences for nurses, and possibly for the patients they care for.

‘Adequate sleep is critical to providing quality patient care,’ she said.

Nursing home flooded A Nambucca Heads nursing home was flooded last month after the North Coast town was hit with more than 230 millimetres of rain.

State Emergency Service workers were called to the Nambucca Valley Care nursing home at 10pm after flash flooding began entering the building.

The home’s chief executive, Stephen Richards, told local media that staff and emergency crews dealt with the flooding and there was no need to evacuate the residents.

Other than a late night, the home’s 40 residents were unaffected.

The flooding was the result of heavy rain throughout the night compounded by king tides and a four-metre swell.

Shoppers mugged by ‘nurses’ A gang of female bandits disguised as nurses is terrorising shoppers in the United States.

Trading on the trusted status of nurses in the community, the gang is stalking and targeting women and elderly shoppers at Central Florida businesses.

‘They dress up as nurses to get people to relax.’

Sanford police spokesman Jeffery Sabounji told local media that the women had struck in several suburbs.

‘They dress up as nurses to get people to relax so they think they are not going to do anything,’ he said.

In the last reported attack, a 74-yearold woman leaving a Sanford Wal-Mart store was observed being followed into the car park by a group of ‘nurses’ when one of them grabbed the victim’s purse and jumped into a passing getaway car.

Investigators said several women were involved in the theft ring but they were specifically looking for one heavyset woman with very short hair who could be mistaken for a man.

ANMC newsletter now online The Australian Nursing and Midwifery Council (ANMC) newsletter is now available to view online.

The June edition is the first enewsletter for the ANMC, which includes updates on the national registration and accreditation for health professionals and the codes of ethics and professional conduct for nurses and midwives.

The newsletter also provides ongoing updates on several projects the council is working on including the development of boundaries of professional practice for nurses and midwives; a national framework for the continuing competence of nurses and midwives; and the development of national standards and criteria for the accreditation of nursing and midwifery courses.

The newsletter can be accessed by members at www.anmc.org.au. For any queries contact ANMC PR officer Mandy Fogarty on 02 6274 9108.

AGED CARE SEMINAR SERIES 2008 Designed for all nurses working in aged care including RNs, EENs, ENs and AiNs. Participants can choose to do one module or any number of modules. s Module 1, Wednesday 23 July Managing aggressive, difficult, bullying and harassment nightmares • Diagnosing the situation in behavioural terms • Cognitive vs emotive approach in managing bullying and harassment • Different styles of communication s Module 2, Wednesday 27 August Developing communication excellence • Establishing and building rapport • Vocal, verbal and body language communication • Becoming a precision listener s Module 3, Thursday 25 September Assertiveness training for aged care nurses • Building self-confidence and self-esteem • Assertive dialogue and actions • Saying no and not feeling guilty s Module 4, Thursday 23 October Skills and strategies in managing conflict • Cognitive mapping of conflict • Managing own and other’s emotions in conflict s Module 5, Wednesday 12 November Building and managing an effective team • Managing stress when things get tough • Working with different personalities Venue: Rydges Hotel, 9 Missenden Road Camperdown Cost: s Members $80 per module or $400 for the series s Non Members $120 per module or $600 for the series

TO REGISTER or for more information go to www.nswnurses.asn.au or13ring THE LAMP JULY 2008 Carolyn Kulling on 1300 367 962

s

C O V E R S T O R Y

POW Hospital Branch

7.95% pay rise

and campaign continues g Public health system members have voted to accept an offer from the NSW Government that delivers a 7.95% pay rise and the chance to increase night penalty rates and pay for experienced nurses in the IR Commission. The NSWNA is committed to fight for these important claims.

A Keep up the fight on night duty ‘Members were ok with the deal once they knew it was only for two years. It’s comforting to know the Association will take the claims for an increased night duty penalty and 3.8% increase for RNs after eight years to the commission.’

Tania Gleeson, RN at Wagga Wagga Base Hospital.

7.95% pay increase over two years with the chance to increase night penalty rates and pay for experienced nurses is the central plank of a new wage agreement for public health nurses and midwives.

The first pay increase is effective from the first full pay period in July 2008.

The Agreement was endorsed by a strong majority of NSWNA branches in meetings held throughout the state at the end of June.

NSWNA General Secretary Brett Holmes said the pay rise is welcome but it is insufficient to solve the recurrent crises in the health system.

‘We have argued long and hard that better pay and conditions for nurses are essential to getting more nurses back into the system.’

‘This means that our Fair Conditions.

Fair Pay. Nurses Stay campaign is not over.’

We’ll pursue more in the Commission Brett Holmes said the NSWNA Council recommended the final offer from NSW

14 THE LAMP JULY 2008

Health to members as it was aware of the tough economic circumstances many nurses found themselves in, like many other Australian working families.

‘This Agreement puts money in the pockets of nurses immediately and allows us to pursue more in the Industrial Relations Commission,’ he said.

Brett said accepting the offer was conditional on our right to pursue further increases for night duty and for experienced nurses in the Industrial Relations Commission.

‘It’s an important opportunity for us.

It allows us to test our own claims about night duty and pay for experienced nurses before the independent umpire.’

Brett said that very late in the day – after council had made its recommendation and after the majority of branches had voted – the Government offered to extend the Agreement with a 3.9% increase for a third year.

‘But, the Government made the third year conditional on agreeing to a further offset that would have made our claim for experience nurses impossible to run in the Industrial Relations Commission. We

RPA Hospital Branch

NSWNA General Secretary Brett Holmes

rejected this on the basis of what nurses have been telling us in our state wide meetings – no more offsets,’ he said.

Offsets unpopular Brett said while the overall pay and conditions package was acceptable, individually, the offsets pushed by the department were justifiably unpopular among members.

‘NSW Health took a hard line that there had to be some “employeerelated cost savings” in order to meet the Government’s public sector wages policy,’ he said.

‘But many of these measures are just not family friendly. The reduction in the number of ADOs you can accrue does not allow people to accumulate for the school holidays.

‘With the higher grade duties only to be paid after five days acting puts a lot of strain on people. It will be hard to get people to do these jobs if they aren’t paid more.

‘Our fear is that unreasonable workloads issues will get even worse as a result of the offsets. If that is the case we will be diligent in applying the reasonable workloads machinery available to us to neutralise these negative consequences,’ said Brett.n

Best offer for now but harder push next time

Good deal but Federal Govt needs to get involved

‘We definitely have to keep the pressure on. It is just an acceptable deal but we know it’s the best we can get at the moment. Next time we go to the table it will be a State Election and we will be able to push harder.’

‘I think the deal is good, you always have to give something back. I’m extremely excited about the CNS and CNE gradings that map out a much better career path. The Federal Government also needs to be involved in the allocation of health resources as there are too many inconsistencies across the states.’

Gil Wilson, CNS at Lismore Base Hospital.

Megan Pusterla, RN at RPA Hospital.

THE LAMP JULY 2008 15

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C O V E R S T O R Y

Liverpool Hospital Branch

What we have won c c c c c c

7.95% pay rise over a two-year Agreement 2008-2010.

Industrial Relations Commission to arbitrate on increased night duty rates.

Industrial Relations Commission to arbitrate on more pay for experienced nurses.

Funding for 120 more CNE positions.

Continuing Education Allowance for ENs with advanced diplomas.

Part-timers can choose to increase contracted hours or swap to full-time.

PLUS: acting NUM/NM deemed appointed after six months; new community health team leader allowance; Justice Health allowance paid to Kestrel unit at Morisset; 12-hour shifts inserted into awards; under 18 junior pay rates abolished; some time-off in lieu problems to be fixed.n

WHAT YOU WILL GET IN YOUR PAY PACKET* CLASSIFICATION

WEEKLY RATE EFFECTIVE 1.7.07

Enrolled Nurse – Medication Endorsement Thereafter

$859.80

Registered Nurse/Midwife 1st year th

8 year

Welcome pay rise but keep up the fight Robert Bavcevic, CNE at Liverpool Hospital, welcomes the new education categories and extra pay rises for CNEs and CNSs. ‘The education allowance is a very important acknowledgement of the effort that goes into extra study.

But we should keep campaigning to improve penalty rates and for extra pay for experienced nurses.’

$1,232.60

Clinical Nurse/Midwifery Specialist (Existing) Grade 1, Year 1

$1,282.70

(Proposed) Grade 2, Year 2 Clinical Nurse/Midwifery Educator (Existing) Year 1

$1,282.70

(Proposed) Year 2 Nursing/Midwifery Unit Manager Level II

$1,619.60

Clinical Nurse/Midwifery Consultant Grade 1, 2nd year

$1,573.40

Nurse/Midwifery Managers Grade 3, 2nd year *Full new pay rates available at www.nswnurses.asn.au

16 THE LAMP JULY 2008

$877.70

$1,730.90

A STRONG ‘YES’ VOTE A strong majority of NSWNA Branches in public health system workplaces voted in favour of the improved pay and conditions offer and the classification review offer for better clinical and education career paths.

Wagga Wagga Base Hospital Branch

The final vote for the pay and conditions offer was 91% in favour, 9% against.

The vote for the classification review offer was 97% in favour, 3% against.

NEW & REVISED WEEKLY RATE CLASS. 1.7.08 EFFECTIVE 1.7.08

WEEKLY RATE EFFECTIVE 1.7.09

PAY INCREASES 2008-2010 ($)

% INCREASE 2008-2010

$893.30

$928.10

$68.30

7.94%

$911.90

$947.50

$69.80

7.95%

$1,280.70

$1,330.60

$98.00

7.95%

$1,332.70

$1,384.70

$102.00

7.95%

$1,423.00

$1,478.50

$1,536.20

$253.50

19.76%

$1,334.60

$1,386.60

$1,440.70

$158.00

12.32%

$1,378.00

$1,431.70

$1,487.50

$204.80

15.97%

$1,682.80

$1,748.40

$128.80

7.95%

$1,634.80

$1,698.60

$125.20

7.96%

$1,798.40

$1,868.50

$137.60

7.95%

THE LAMP JULY 2008 17

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C O V E R S T O R Y

Grafton Base Hospital Branch

More pay, better career paths for CNSs, CNEs and NEs

T

he review into the definition, role and work value of CNE, NE and CNS classifications (and their midwife equivalents) has delivered very good pay increases and improved clinical and educational career paths.

The review was conducted as a result of the previous 2005-2008 public health system wages and conditions agreement.

A new CN/MS Grade 1 position has been created with a more clearly defined role than the current CN/MS classification.

A new CN/MS Grade 2 classification has been created that delivers an excellent advanced practice role and forms a better bridge to the Clinical Nurse/Midwife Consultants and Nurse/ Midwife Practitioners classifications.

The Government will introduce a funding mechanism equal to creating approximately 1,000 FTE Grade 2 positions in 2008-2009.

NSWNA Assistant General Secretary Judith Kiejda said the review effectively breaks the link between the CN/ME and the CN/MS classifications.

‘This was the goal of an Annual Conference resolution voted for by NSWNA delegates in 2004,’ she said.

‘Members employed in these revised classifications now stand to receive up to 18 THE LAMP JULY 2008

20% pay increases between 2008 and 2010, on top of the general 7.95% wages increase.’

In the first 12-month period alone, CN/MEs will receive a guaranteed 15.9% increase. A CN/ME with a diploma qualification will receive an increase of 19.6%. A CN/ME with a Masters qualification will receive an increase of 20.4%.

A new N/ME classification structure with three grades has been introduced.

N/MEs reclassified to the new Grades 2 and 3 will receive increases of 12% and 18.5% respectively in the first 12 months.

An end to unfair ‘local criteria’ In a major breakthrough there will no longer be ‘local criteria’ for the CN/MS role. Local ‘additional requirements’ will be completely banned and the same requirements will apply state wide.

‘This will remove a major disincentive to nurses achieving and retaining their personal grade status. It will reward nurses for choosing to stay in the clinical stream,’ said Judith Kiejda.

This delivers a major improvement to the CNS Grade 1 and was the number one problem voiced by NSWNA members to NSWNA.n

Financial reward for extra responsibility ‘The continuing education allowance for CNEs recognises the level of responsibility carried by these nurses on the wards.

Previously I wanted to go down the nursing education path but I wasn’t getting any financial reward for this extra responsibility. The extra pay will encourage people to specialise in nursing education.’

Noelene Williams, CNE at Tweed Heads Hospital.

Tweed Heads Hospital Branch

Labor has two years to sort out its health funding

T

Stronger career paths ‘Broadening the CNE and CNS positions provides stronger career paths for specialist nurses, which will appeal to younger nurses.

The CNE position generally works day shift, Monday to Friday, and is therefore not eligible for penalty rates. Penalty rates make a big difference in your pay packet – up to $12,000 year. The extra pay for CNEs goes some way in compensating this.’

Brian Grant, Branch President and CNS at Liverpool Hospital.

he 7.95% pay increase is for a two year Agreement – from 1 July, 2008 to 30 June, 2010.

In the May Federal Budget the Rudd Government established a $10 billion health fund and shifted the emphasis away from subsidising private health funds towards greater investment in public health.

This reversed the trend that had emerged under the Howard Government, which had allowed the federal share of funding of public hospitals to slip from 50 to 42%.

The new challenge for nurses, according to NSWNA General Secretary Brett Holmes, will be to convince the Federal Government that workforce shortages are at the heart of the public health system’s woes.

‘Under the previous Howard Government, health was a political football between the Federal and State Governments. Nurses are sick of that.

Now that there are Labor Governments at both levels of government we want to see an end to the blame game,’ he said.

‘Kevin Rudd and Nicola Roxon must recognise that nurses are propping up the system and more resources need to be allocated to attract nurses back into our public hospitals.’n

Federal Government needs to share responsibility for health ‘The Federal Government needs to carry its share of responsibility for addressing the health crisis because we can’t be just reliant on the State Government – health is a federal issue.’

Lorraine Garry, CNS at RPA Hospital.

THE LAMP JULY 2008 19

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I N D U S T R I A L

I S S U E S

‘Sadly many nurses have already said they may leave the HNEAHS due to the inflexibility of the new system and feeling totally undervalued by their employer.’

Leanne Reeves

Uproar over new rosters g Hunter New England plan gets thumbs down from local nurses

H

unter New England nurses have given the thumbs down to a proposed new roster system. They say it is inflexible, will undermine their ability to balance work and family life and force nurses out of the profession.

The Hunter New England Area Health Service (HNEAHS) wants to introduce ‘responsive rostering’ or ‘pattern rosters’ across the Greater Newcastle Acute Hospital Network – the John Hunter, John Hunter Children’s, Royal Newcastle Centre, Belmont and Maitland hospitals – and mental health services.

The new system will then be rolled out across the AHS, including New England hospitals and community health services.

A NSWNA survey of 4,800 Hunter New England members resulted in 4,105 nurses returning the survey form.

The overwhelming majority expressed 20 THE LAMP JULY 2008

opposition or concerns, with a massive 76.5% saying they would leave nursing if required to work a pattern roster.

‘The number of members who turned up to the Branch meetings to discuss the new rostering system is unprecedented.’

Under the plan, the HNEAHS would decide rosters in conjunction with nurse managers. Each nurse would generally work the same number of day and night shifts.

Rosters would then be entered into a centralised computer program and fixed for a minimum three months. Shifts could only be changed by swapping with other nurses after the roster is drawn up.

The strength of members’ opposition to

the new pattern rostering system was shown when more than 400 members turned up on a Thursday night to a Branch meeting in Newcastle to discuss the new rostering system. More than 100 members also turned up to a Branch meeting in Tamworth.

‘The number of members who turned up to the Branch meetings to discuss the new rostering system is unprecedented.

We have never had such a strong turnout at a Branch meeting before, let alone one held on a weekday night,’ said Brett.

‘The NSWNA has never had such a passionate and determined response from members on any other issue,’ he said.

At the mass meetings at Newcastle and Tamworth nurses overwhelmingly opposed the new system and the NSW Industrial Relations Commission is now involved in facilitating consultation.

NSWNA General Secretary, Brett Holmes, said management would be foolish to ignore the depth of opposition.

‘The HNEAHS is trying to save face.

When you consider the cost of experienced nurses leaving the system, it is just throwing good money after bad.’

Terry Bellamy

‘People are happy with what’s in place.

We have not heard a solid reason for changing the system.’

Susan Forbes

‘The clear message from members is that pattern rosters represent a potential crisis in the delivery of nursing care in the HNEAHS,’ Brett said.

‘Providing some roster flexibility is a key part of retaining and attracting nurses and midwives,’ he said.

‘Having a rigid pattern, which does not adequately take into account people’s family, study and other legitimate commitments, will force many to opt out of the profession. That is the last thing we need at the moment as we struggle to overcome the nurse shortage.

‘Members are particularly concerned that the proposed system takes away the current right of nurses to request particular shifts and roster patterns – prior to the roster being drawn up – which take into account their needs outside work.

‘Despite what the HNEAHS says, forcing nurses to request changes after the roster is done will make life very

difficult for nurses and their managers alike. Making changes at that stage is much harder.’

Brett said the HNEAHS claimed the new system would help ensure adequate staffing and result in a better mix of staff skills.

‘However, these issues should be addressed now through the existing mechanisms of the reasonable workloads clause of the nurses’ award,’ Brett said.

‘Managers already have the option to change their staffing around to make sure it is safe with the right skill mix.

‘The AHS tells us that some managers have issues with rostering. If that’s the case, then why aren’t they educating and supporting those managers in how to roster better?’

Brett said HNE Area executive purchased the ‘pattern roster’ program from an external company called workforce edge inc., without any discussion with nurses or

the Association about the appropriateness of pattern rostering.

‘Contrary to a consistent line run in the media by the HNE Area executive, the Association was only invited to participate in the implementation process of the pattern roster system,’ he said.

Brett said that contrary to rumours, the introduction of pattern rosters was never discussed as a trade-off for a wage rise in its current negotiations with the Health Department.

‘Members’ branch officials have been, and will be, present at all meetings between the Association and the Area in relation to this issue,’ he stressed.

Brett warns the threat of this inflexible roster system hangs over all public health system members.

‘If we don’t remain determined in our opposition to this new, inflexible roster system in the NHEAHS, it may well be introduced in other Areas across NSW,’ he said.n THE LAMP JULY 2008 21

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I N D U S T R I A L

I S S U E S

Photot courtesy of the Northern Daily Leader

Nurses meet at Tamworth over new rosters.

MANAGEMENT OBLIVIOUS TO FACTS, SAYS PAPER

Empty words from management

‘F

lexible working arrangements’ are a proclaimed benefit of working within the Hunter New England Area Health Service, according to its website.

That sounded like empty words to the more than 100 New England nurses who gathered at Wests Diggers Club in Tamworth on a Thursday night to voice their concerns over the Area’s pattern rostering plan.

Some nurses representing outlying health facilities travelled more than three hours to attend the meeting.

NSWNA branch secretary at Tamworth Base Hospital, Roz Norman, said members feel very strongly about losing the flexibility of the current roster system.

‘A lot of nurses have said outright, “If this comes in I can’t do it, I’ll have to leave and find something else”,’ Roz said.

‘We have nurses married to other shift workers – not necessarily within the hospital, they might be ambulance or fire brigade – and they organise their rosters with the managers so partners can work alternate shifts to accommodate child care. That’s just not going to be possible with a set roster.’

Roz said management appeared to be arguing that pattern rostering would be fairer because everyone would get the same number of morning, afternoon and night shifts.

‘But fairness doesn’t necessarily mean everyone doing exactly the same thing,’ Roz said.

‘Fairness means looking out for each person, making sure each person is satisfied with their roster and that one person’s shift pattern doesn’t adversely impact on other people.

‘The AHS claims the new system will be better for patients. In fact if the new system causes more nurses to leave it’s going to make for more unsafe practices at work and unhappy staff, meaning things will be more difficult for patients and staff.

‘The AHS claims many nurses are unhappy with the present roster system. I don’t know who these nurses are, because none of the nurses I’ve spoken to have ever been asked for their opinion by the health service.

‘Any rostering system will have problems, but the current system offers the best flexibility for keeping nurses in the workforce and attracting new nurses.’n

For up-to-date information on the NSWNA campaign against the new pattern rostering system go to: www.nswnurses.asn.au/news/13016.html 22 THE LAMP JULY 2008

The roster issue has attracted public attention, with Tamworth’s Northern Daily Leader weighing in on the side of nurses.

‘The people management gurus at Hunter New England Area Health Service appear to be blithely oblivious to a few simple facts most people in the market to attract and retain staff learnt decades ago,’ the Leader said. ’With unemployment at record lows and a skill shortage already biting regional Australia on the bottom, one would assume management professionals in organisations such as the Hunter New England Area Health Service would be going out of their way not to alienate core staff.’

The paper said it appeared the HNEAHS have put administrative convenience ahead of the substance of people’s lives.

‘Many Leader readers would be able to personally attest to the dedication and hard work of the nursing staff at our local hospital. Anybody who has woken up confused and in pain in a hospital bed at 3am in the morning can’t help having a high regard for the nurse who is working the graveyard shift to ensure there is somebody there to help.

‘It seems to us it is only reasonable that people who are willing to provide compassionate care to patients experiencing the worst times of their life on an around-the-clock basis should have access to a work roster that takes their own needs into account,’ the Leader added.

Nurses need some home life too!

T

he push for pattern rostering has left Maitland Hospital staff feeling totally undervalued by Area executives, said Leanne Reeves, president of the NSWNA branch at the hospital.

‘The current system enables us to request a shift off, a late shift, a night shift or a day shift to assist family commitments,’ Leanne said.

‘By moving to fixed pattern rosters, it may be that staff can only change with their colleagues after the roster is put out.

Arranging a swap could involve asking many other staff if they agree to the swap, checking that the skill mix is kept safe and then getting the swap approved by the Nurse Unit Manager – a tedious process to say the least.’

Leanne said Maitland nurses want the flexibility to request certain shifts so they can balance work with their family lives.

‘Nurses love to help families return to normal by getting sick family and friends home. However, nurses need to have some home life too! Children, partners, bills and mortgages all come into the equation.

‘Some nurses have worked the same shift for years to fit in with their families, health problems and required level of income. The proposed new system may prevent them from meeting those requirements.

‘Couples who work within the same hospital in different areas have grave concerns over how they will fit into this inflexible roster system without the ability to request shifts. As a couple they can provide a great service to HNEAHS now if they request within reason to work around their childcare needs.

‘If they can no longer request certain

Leanne Reeves

shifts, one person may have to resign and possibly go casual – not guaranteed to get shifts – and hope they can meet the current lifestyle they have achieved for themselves and their children.

‘Sadly many nurses have already said they may leave the HNEAHS due to the inflexibility of the new system and feeling totally undervalued by their employer.’n

No reason to change system

J

ohn Hunter Hospital nurses have no idea why Area management wants to change the existing roster system.

‘Rostering is always a difficult issue but most nurses feel the old roster system works well, enabling people to juggle their family and work lives,’ said Midwife Educator Susan Forbes.

‘People are happy with what’s in place. We have not heard a solid reason for changing the system,’ she said.

NSWNA delegate at the hospital Paul Widseth is part of the union team discussing the proposed roster change with management.

‘The members biggest gripe is they are not being told why it is necessary to

Paul Widseth

change the system. If the Area had some valid reasons to change it, people would listen. But we are being told we have to change without being given any reasons why,’ Paul said.

‘There probably are grounds to look at centralising some of the rostering work to take the strain off the NUMs, but the proposed pattern rostering doesn’t offer the flexibility of the system we already have in place. In today’s society, that sort of flexibility is really important.’

Paul said more than 400 members attended a union meeting on a week night at Wests Leagues Club, New Lambton, to discuss the proposed changes.

‘Members are really disgruntled.

They don’t feel supported by Area management and we’re not getting answers to our questions. There’s not a lot of trust at the moment. Some people will undoubtedly seek alternative employment if the new system comes in.’

Down the road at the Royal Newcastle Centre, members agree with their John Hunter colleagues that many nurses will be forced to leave due to the inflexibility of the new roster system.

‘We have a high proportion of nurses who have children and the old system allowed flexibility so they could work around their family responsibilities,’ said Terry Bellamy, RN at the Royal Newcastle Centre.

‘It’s a system that has been in place for years and has helped create a familyfriendly culture in the Area. The new roster system will change that culture.’

‘On the face of it, a system of pattern rostering, where there is a slow rotation, offers fairness and equity but does not meet fixed weekly needs or demands upon nurses.

‘Nurses will leave if the new system is introduced and there are no great numbers of x and y generation nurses waiting to grab the jobs.’

Terry said there is no solid rationale for introducing the new system and believes that HNEAHS is only proceeding to justify money it has already spent on the system.

‘The HNEAHS is trying to save face. When you consider the cost of experienced nurses leaving the system, it is Paul just throwing Widseth good money after bad.’n THE LAMP JULY 2008 23

s

I N D U S T R I A L

I S S U E S

Bans win bed guarantee g Relief for overcrowded mental health unit

N

urses at Prince of Wales Hospital’s mental health unit have won extra beds for psychiatric patients after deciding to impose work bans.

Nurses also got a guarantee that the 50-bed Kiloh unit will not go ‘over census’ (patient numbers will not exceed bed numbers) and one bed will be kept free at night for police presentations.

During the unusually busy month of April, up to five patients at a time were forced to sleep on couches in interview rooms, along corridors and on mattresses in the seclusion room. Interview rooms are not monitored by nurses.

‘It’s disgraceful that our psychiatric patients are considered so second class that they have to sleep on couches in public areas,’ said Sophia van der Wal, secretary of the NSWNA POW mental health branch.

Sophia said nurses had been asking management to take steps to prevent overcrowding for at least four years.

‘It’s not been happening every night – it comes in surges. It is unfair on patients and limits our ability to provide care and manage difficult behaviour,’ she said.

‘We were getting frustrated by management’s lack of action so we started 24 THE LAMP JULY 2008

Makeshift couch bed in the Kiloh mental health unit.

Psychiatric patients at Kiloh were forced to sleep on a mattress in the seclusion unit.

a NSWNA mental health branch less than a year ago. We felt that with union support we might have more chance of negotiating a solution.’

The mental health branch chose Sophia and colleagues Anne McKenzie and Michael Kennedy, backed by NSWNA officials, to represent members at meetings with management.

‘One of the ways management tried to placate us was to offer more staff when we went over numbers. That would have addressed some acuity and safety issues but would not necessarily have ensured therapeutic interaction between staff and patients.

‘Management also suggested opening four more beds in Kiloh’s gymnasium, but that is the only area where Kiloh

patients can do anything health oriented.

Most of our patients are scheduled and can’t leave the hospital grounds.

‘If we turned the gym into an overflow area it could not have been used as a gym and would have caused more overcrowding problems.’

The nurses voted to impose Kiloh’s first-ever work bans – including refusing to accept police presentations if the ward was at capacity – from midday on 14 May. ‘This had never happened before and it was quite a dramatic step for us,’ Sophia said.

‘We are the only hospital in the eastern suburbs that accepts police presentations to the ward, without patients first being triaged in the emergency department.

‘Bans would have meant the police

having to take people around to ED and we were nervous about doing that, knowing that it was just moving the problem elsewhere.

‘We were mindful also of the recent union action by ED staff in response to assaults on their staff by psychiatric patients. But we felt we could no longer deal with the situation and management had left us with no choice.’

about the success of these proposals but we are more than willing to try them,’ Sophia said.

She said the four extra beds are outside Kiloh in the psychiatric emergency care centre, which is part of the general hospital.

‘This changes the purpose of the PECC area and we are concerned also that there are not enough doctors and allied staff to cater for these extra patients.

‘It’s disgraceful that our psychiatric patients are considered so second class that they have to sleep on couches in public areas.’

Members of the Prince of Wales Hospital mental health branch of the NSWNA.

Hours before the bans were due to take effect, management offered to provide four extra ‘surge’ beds and came up with a ‘disaster escalation plan’ to quickly find alternative accommodation at other hospitals if all beds at POW were occupied.

On the advice of NSWNA officials, nurses accepted the offer and suspended the bans.

‘We certainly have our reservations

THE EDITH CAVELL TRUST Scholarships for the academic year

2009

Applications for the Edith Cavell Trust Scholarships are now being accepted for 2009. Members or Associate Members of the NSWNA or the Australian Nursing Federation (NSW Branch) are invited to apply.

• an accredited nursing conference or seminar relevant to applicant’s clinical practice.

Applicants should meet one of the following criteria:

• attend full-time, relevant post-basic studies at an approved institution for a period or periods of more than six months;

1. Student nurses undertaking full-time courses leading to initial registration as a nurse.

2. Registered or enrolled nurses who wish to attend: • an accredited clinical nursing education course of six months or less, either full-time or part-time;

‘The hospital executive in conjunction with the bed manager now have the responsibility to make sure we have one bed free for police presentations going into night duty.

‘May has been a much quieter month.

The plan has worked so far and we hope there will not be bed shortages in the future.’

As this edition of The Lamp went to press, Kiloh nurses were due to meet to discuss the effectiveness of the new arrangements.n

3. Properly constituted nursing organisations, faculties or schools of nursing or registered or enrolled nurses wishing to:

• undertake an academically approved research program in the theory and practice of nursing work;

enrolled with the NSW Nurses’ Registration Board (or the Registration Board of the state where practising).

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

For further information or forms, contact: The Secretary – The Edith Cavell Trust PO Box 40, Camperdown NSW 1450

• conduct or fund a relevant professional or clinical nursing educational program.

Tel: Mrs Glen Ginty, 1300 367 962 Email: gginty@nswnurses.asn.au Web: www.nswnurses.asn.au

Applicants must be currently registered or

Applications close 5pm on 31 July 2008 THE LAMP JULY 2008 25

s

I N D U S T R I A L

I S S U E S

NSWNA wins $350,000 backpay

T

he NSWNA has recovered $348,600 in unpaid wages and allowances for 56 members in the past financial year.

The figure represents an average reimbursement of $6,225 per claimant.

In one case, 20 members received a staggering $197,000, thanks to the expertise and persistence of the NSWNA staff.

Due to confidentiality agreements written into deeds of release during settlement negotiations, and the risk of jeopardising ongoing negotiations, The Lamp cannot identify individual cases.

‘I often wondered why I paid my union dues – now I know why.’

Many of the award breaches involved complicated miscalculations that employers were reluctant to address until the union became involved. Other breaches involved payment of overtime shifts at ordinary rates of pay.

One notable case involved a nursing home that had multiple time-card payroll records. One time-card was used for ordinary rostered shifts and the other for

any additional shifts (usually involving overtime). The employer had been paying hours on this card at casual rates, thus avoiding the overtime provisions of the award.

In another case a member told The Lamp their management had simply ignored an under-payment problem for years.

‘Once we formally alerted management they began paying the allowance but still would not look at the back pay situation,’ the member told The Lamp.

‘The payroll office told us it was too big, too hard, and they didn’t have the time to calculate the entitlement.

‘We’d been given the run-around since 2005 so last October we rang the union.’

By March the employer still had not resolved the issue so the NSWNA’s industrial team threatened to file a dispute with the IRC. The HR director then released the roster and payroll records. By April all members had been fully reimbursed.

As another delighted member told The Lamp, ‘I admit I often wondered why I paid my union dues – now I know why.’

NSWNA General Secretary Brett Holmes advised members concerned about under-payment to contact the association’s Information Department for clarification.

‘If your claim is incorrect we recommend you first write to your employer advising them of the problem and requesting it be rectified within a specific period of time. If they fail to address the problem, then contact the association so we can intervene on your behalf and secure your correct entitlements.’n

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Q & A

ASK

JUDITH

QUESTIONS CONCERNING INSURANCE COVERAGE, INCORRECT PAYMENT OF WAGES AND RESPONSIBILITIES UNDER THE NURSES ACT, ARE ANSWERED THIS MONTH BY NSWNA ASSISTANT GENERAL SECRETARY JUDITH KIEJDA.

Insured to practice?

I am a nurse working in a private medical practice and have been informed I need to take out my own indemnity insurance to cover me for performing duties that may otherwise fall outside my scope. Do I need to take out this type of insurance?

All employees, whether in the private or public sector, are covered by their employer’s indemnity insurance and there should not be any need for you to take out this type of insurance. Your employer needs to ensure they have taken out the correct type of insurance to cover all their employees. The only time you will need individual insurance is if you are a contractor. Regardless, you should never carry out a direction that is outside your scope of practice. If requested to carry out such a direction, you need to inform your employer that you have not been trained to perform this procedure and that both you and the employer need to seek further advice on the training required.

Correcting overpayment of wages I work in a large public hospital and many years ago I received a letter from the pay office advising me I had been overpaid for approximately 30 hours work. The error was made by my manager at that time and I refused to pay the amount owing. I advised the pay office we would resolve the issue on my resignation.

I have now changed employment and am working on the casual pool. Now I have resigned from my permanent, part-time position, my

employer has advised that I will be deducted 30 hours pay from my termination pay. Is this correct?

The management of overpayment of wages in the public health system is covered under PD 2005-160 which advises: c that if any overpayment of wages to an employee has occurred then the Area Health Service has an obligation, as does the employee, as a matter of public duty, to correct this overpayment. c that the employee must be given a full explanation and details of the overpayment including the calculation of the amount involved. c that the personal circumstances of the employee must be considered and discussed in an attempt to reach agreement on the timing and amount of repayments. c that where the employee disagrees with the overpayment or repayment plan the Area Health Service must establish a fair and transparent review process. c that the employee may be represented by another nominated person such as their employee association. c that if agreement cannot be reached then the Health Service is obligated to seek a resolution that may include legal action to ensure repayment.

Your employer needs to provide you with all the information in relation to this overpayment; provide details on how the amount was calculated and give you the opportunity to arrange to repay this sum of money. No money may be deducted from your wages, apart from tax, without your prior approval.

Working as AiN, responsibilities as EN I am an EN working in a public hospital and for financial reasons I have also taken on work as an AiN in a local nursing home. I have been advised that even though I am not working as an EN I would still be judged as one if there were any incidents at the nursing home that compromised the care of patients in my care. Is this correct?

While you are a registered or enrolled nurse, the Nurses Act 1991 applies to you, even if you are not employed as a registered or enrolled nurse. Also, disciplinary procedures and provisions for unsatisfactory professional conduct and professional misconduct under the Nurses Act may apply to you even when you are not employed as a registered or enrolled nurse.

The Nurses and Midwives Board advises that if you are employed as an AiN, you may still be carrying out duties that relate to the practice of nursing. ‘Any improper or unethical conduct or any demonstration of inadequate knowledge, experience, skill, judgement or care may constitute unsatisfactory professional conduct under the Nurses Act if it is done in relation to the practice of nursing, even if you are not employed as a registered or enrolled nurse at the time. This does not mean that you must carry out the duties of a registered or an enrolled nurse. It does mean that you must carry out your allied nursing duties with a proper degree of skill, judgement and care without improper or unethical conduct’.n

THE LAMP JULY 2008 27

s

HOW DO YOUR

A G E D C A R E

Here’s a snapshot of the pay and

Look who’s lagging in aged care g One third of aged care members are benefiting from Union Collective Agreements that boost pay and conditions but most in the sector have been left behind. It’s time to get lagging employers to the bargaining table.

A

primary focus of the NSWNA in 2008 has been working with aged care members to bargain for new Union Collective Agreements with aged care employers.

Thirty two per cent of aged care nurses are now covered by new agreements that deliver improved pay and conditions to nurses.

Most Union Collective Agreements negotiated by members and the NSWNA offer guaranteed annual wage increases of at least 3.5% and improved conditions such as paid maternity leave of up to 12 weeks, a new classification of endorsed enrolled nurse with higher pay, a new classification of AiN team leader with higher pay, and extended long service leave which accrues faster.

Many agreements are based on a template agreement negotiated by the NSWNA with Aged and Community Services Association of NSW and ACT (ACS) – an employer organisation representing around 300 not-for-profit aged care employers.

The template agreement delivers minimum pay increases of 3.5% per year and significant improvements in conditions and sets a strong benchmark for pay and conditions across the aged care sector.

While the majority of aged care members working for not-for-profit employers are now covered by a Union Collective Agreement, many aged care nurses – including some working for large, forprofit employers (see table opposite) – do not have the protection of a new agreement.

‘This is why it’s extremely important nurses get involved in the process of negotiating their new agreement,’ said NSWNA Assistant General Secretary Judith Kiejda.

‘If you work at an aged care facility and you do not have a new agreement, talk to the other nurses at your workplace about asking your employer to offer you a Union Collective Agreement,’ said Judith.

28 THE LAMP JULY 2008

‘New agreement is an improvement on many levels’ Members at Catholic Aged Care are very happy with their new Union Collective Agreement negotiated by the NSWNA, according to delegate Cathryn Hart, AiN at Macquarie Care in Bathurst.

‘The new agreement is a great improvement on the old agreement.

We’ve gained a 12% pay rise over three years, and better conditions such as nine weeks’ paid maternity leave.

Nurses can also cash in unused sick leave entitlements,’ she said.

‘Another breakthrough is that the agreement document is in plain English so we can clearly see and understand what’s included. You don’t need a lawyer to know your entitlements,’ said Cathryn.

The upgrading of the AiN classification provides a stronger career path and enables AiNs like Cathyrn to be a team leader.

‘Then together approach your employer with your request.’

There are two types of agreements: Union Collective Agreements and employee collective agreements. A Union Collective Agreement means that employees – with the NSWNA – negotiate as a group with their employer.

An employee collective agreement excludes union involvement – employees negotiate with management on their own.

‘The highest paid aged care nurses in NSW are covered by Union Collective Agreements. They provide conditions that enable aged care nurses to better juggle work and family life,’ said Judith ‘By negotiating together, nurses have greater bargaining power, backed by expert advice and negotiation skills from NSWNA officials.’n

BAPTIST COMMUNITY SERVICES (1/09/08) Wage RN 1

$24.85

Wage RN thereafter

$31.31

Wage EEN thereafter

$22.48

Wage EN thereafter

$21.59

Wage AiN thereafter

$18.00

Casual loading

20%

Penalties

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

Overtime

Hours in excess of 76 per fortnight. Part-time 10hours day and 11-hours night shift. Min 8-hour break between shifts.

Salary Packaging

Up to $17,000 FBT exemption.

Annual Leave

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

ADOs

Full-time employees may have 19 working days in 28 day cycle.

Paid Parental Leave

9 weeks paid maternity leave. 3 weeks paid adoption leave. One week paid paternity leave.

Long Service Leave

First ten years 2 months leave. Second ten years, and thereafter, 5 months leave.

Workloads

No provision

Collective Agreement negotiated by NSWNA

Yes. Union Collective Agreement

Can NSWNA enforce through Commission?

Strong enforcement provisions.

Protection of award standards

Maintains majority of existing entitlements.

MORE MAJOR EMPLOYERS SHOULD COME ON BOARD Some major employers have yet to negotiate an agreement with the NSWNA and members. We encourage these employers to contact NSWNA and start discussions to secure employees’ conditions.

WAGES AND CONDITIONS COMPARE? conditions offered by six of the best Union Collective Agreements.

UNITINGCARE AGEING CALVARY, CESSNOCK & (1/07/08) RYDE (1/07/08)

ACS TEMPLATE (15/6/08)

CATHOLIC HEALTHCARE HARDI AGED CARE (1/06/08) GROUP (1/02/08)

$24.34

$22.48

$24.22

$24.34

$27.17

$30.98

$31.31

$30.69

$30.98

$31.87

$22.67

$22.04

$22.56

$22.67

$24.03

$21.17

$21.60

$20.98

$21.11

$21.94

$17.76

$18.01

$17.23

$17.76

$18.81

20%

20%

20%

20%

20%

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

10% afternoon, start before 1pm; 12.5% afternoon, start before 4pm; 15% night, start before 4am; 10% night, start before 6am; Saturday 150% and Sunday 175%.

Hours in excess of 76 per fortnight. Part-time 10hours day and 11-hours night shift. Min 8-hour break between shifts.

Hours in excess of 76 per fortnight. Part-time employees in excess of rostered daily hours. Min 8hour break between shifts.

Hours in excess of 76 per fortnight. Part-time 10hours day and 11-hours night shift. Min 8-hour break between shifts.

Hours in excess of 76 per fortnight. Part-time 10hours day and 11-hours night shift. Min 8-hour break between shifts.

Hours in excess of 76 per fortnight. Part-time 10hours day and 11-hours night shift. Min 8-hour break between shifts.

Up to $17,000 FBT exemption.

Up to $17,000 FBT exemption.

Up to $17,000 FBT exemption.

Up to $17,000 FBT exemption.

Limited opportunity for FBT exemption

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

4 weeks with 17.5% loading. Additional leave for working Sundays and Public Holidays or shifts.

Full-time employees may have 19 working days in 28 day cycle.

Full-time employees may have 19 working days in 28 day cycle.

Full-time employees may have 19 working days in 28 day cycle.

Full-time employees may have 19 working days in 28 day cycle.

Full-time employees may have 19 working days in 28 day cycle.

9 weeks paid maternity and adoption leave.

One week paid paternity leave.

9 weeks paid maternity leave. 3 weeks paid adoption leave. One week paid paternity leave.

9 weeks paid maternity and adoption leave. One week paid paternity leave.

9 weeks paid maternity and adoption leave. One week paid paternity leave.

No paid parental leave. Standard unpaid provisions

First ten years 2 months leave. Second ten years, and thereafter, 5 months leave.

2 months after ten years.

After 15 years’ additional one month, each five years thereafter additional one and one-half months.

First ten years 2 months leave. Second ten years, and thereafter, 5 months leave.

4.33 weeks after 5 years.

An additional 4.33 weeks after 10 years. 10.825 weeks after 15 years and each 5 years thereafter.

First ten years 2 months leave. Second ten years, and thereafter, 5 months leave.

Agreement that workloads will be discussed during life of agreement.

Agreement on a process to address excessive workloads.

No provision

No provision.

Agreement on a process to address excessive workloads.

Yes. Union agreement negotiated under the NSW system

Yes. Union Collective Agreement

Yes. Union Collective Agreement

Yes. Union Collective Agreement

Yes. Union Collective Agreement

Strong enforcement provision.

Enforcement provision.

Strong enforcement provision.

Strong enforcement provision

Strong enforcement provision.

Maintains great majority of existing entitlements.

Maintains great majority of existing entitlements.

Maintains great majority of existing entitlements.

Maintains great majority of existing entitlements.

Maintains great majority of existing entitlements.

c Principal Healthcare Finance No 3 Pty Ltd, 26 facilities c Amity (DCA Group) – CAID Pty Ltd, 21 facilities c Babcock & Brown Communities Ltd, 15 facilities c Riviera Health Pty Ltd, 14 facilities

c c c c c c

Kenna Investments Pty Ltd, 8 facilities Summit Healthcare Pty Ltd, 8 facilities The Whiddon Group, 19 facilities Regis Group Pty Ltd, 6 facilities Anglicare – NSW (Chesalon), 9 facilities Hall & Prior (Fresh Fields Aged Care (NSW) – NO 1 Pty Ltd), 6 facilities

c c c c c c

Scalabrini Village Ltd, 7 facilities Sir Moses Montefiore Jewish, 6 facilities Christadelphian Homes, 5 facilities Cook Care Group, 6 facilities RSL LifeCare Limited, 8 facilities Hunter Valley Care Pty Limited, 5 facilities.

THE LAMP JULY 2008 29

s

PROFESSIONAL ISSUES

Bridging the generation gap Inspiring leadership g This year’s NSWNA Professional Day in Sydney on 8 August aims to identify and foster leadership qualities while breaking down the ‘generation gap’ that inhibits communication and cooperation in the profession.

The Lamp spoke with keynote speakers Avril Henry and Peter Sheahan, who are both renowned for their groundbreaking research and programs on leadership and cross-generational thinking in business and the workplace.

A

vril Henry has worked extensively in many sectors, including health, and believes the solutions to today’s leadership and generational issues lie primarily in a better understanding of Generation Y. ‘Gen Y is different,’ said Avril. ‘They look at us and see a bunch of workaholic babyboomers who have devoured the world’s resources at the cost of friendships and significant relationships – and they don’t want that.

They call us the stress Avril Henry generation and they make a good point.

30 THE LAMP JULY 2008

‘Gen Y’ers think and behave differently. Their beliefs and values are different to older generations. They are the workforce of the future and understanding what motivates them is important to the long-term sustainability of all organisations.

‘Like their title suggests, their favourite word is “why” and that is often misinterpreted in the workplace as being disruptive, when really, they just want to understand.’

Peter Sheahan, also an expert in workforce trends and generational change, agrees. ‘Gen Y’ers want to be inspired. They need to feel like their work matters or they will walk. They need to see respect, recognition and reward in the workplace and they want some control over their work and career.

‘Studies into the cultures of health care suggest that control is very centralised and managers could be a lot more collaborative.

‘While we can’t change the system or the culture overnight, what we can offer on Professional Day are tactical things that we can do now,’ said Peter.

According to Avril, Gen Y is driven by a strong ethical outlook and won’t swallow pre-packaged truths like previous generations.

‘They aren’t being disrespectful when they question us; in fact it’s all about respect for them. Peter summed it up beautifully when he said recently, “now and in the future power is out and respect is in”. I say bring it on, it’s long over due,’ said Avril.

Both Avril and Peter see the understanding of Gen Y as the key to breaking down generational workplace barriers and developing a healthy leadership culture. As a ‘card-carrying’ member of Gen Y, Peter speaks from experience whereas Avril has gathered much of her ‘inside’ knowledge from her four daughters and their friends.

‘We’ve had a deal for years, said Avril.

‘Every Sunday night they’d come over and I’d feed them good food and fine wine and, in exchange, they would tell me anything I wanted to know. That was the deal, all or nothing!’

Apart from imbuing them with an appreciation of non-cask wine in their early 20s, it has brought mother and daughters closer together as two now work full-time for her consultancy firm, Avril Henry Pty Ltd.

Peter is a passionate Gen Y’er who graduated in the top 1% of his school before starting his career in a large accounting firm. Totally uninspired, he left after eight days to clean toilets in a pub. Eighteen months later he was general manager of a multi-million dollar Sydney Hotel employing over 30 staff.

Today Peter has established a globally recognised brand as a leading expert in workforce trends and generational change. In just three years he has built a multi-million dollar consulting practice attracting clients such as News Limited,

‘While we can’t change the system or the culture overnight, what we can offer on Professional Day are tactical things that we can do now.’

Peter Sheahan.

Avril graduated from the University of Cape Town in accounting and economics before migrating to Australia in 1980 with two suitcases and $500. She has since been a director of HR at some of Australia’s largest companies where she has played a key role in leadership development, people management strategies, cultural change and integration.

She is the former chair and co-founder of the National Diversity Think Tank and a past president of the Sydney Business & Professional Women’s Club.

As a consultant she has assisted numerous government departments (defence, police, health) and private organisations (Toyota, CBA, IBM, Westpac to name a few). She is currently a strategic advisor to the Chief of Navy and is the only female and civilian member of the Australian Navy’s Workforce Planning Committee.

Avril has written three books including, The Who What When and Y of Generation Why? and, Inspiring Tomorrow’s Leaders Today: Breaking Down Generational Barriers At Work.

Avril last worked with Peter on the ‘The Henry Report’ – a ministerial review conducted by Avril into the recruitment and retention of staff in the army, air force and navy.

Google, Coca-Cola, L’Oreal and Harley Davidson. In 2003 he was named NSW Young Entrepreneur of the Year and in 2006 he was voted Keynote Speaker of the Year by the National Speakers Association (or to put it another way, he is the good-looking, young-gun of the motivational speaker circuit).

Peter has delivered more than 2,000 presentations to a combined audience of over 300,000 people in six different countries and is the author of four books, including the bestseller Generation Y: Thriving (and Surviving) with Generation Y at Work.

Together these two speakers promise a dynamic approach to Professional Day. ‘The key lies in training and developing better quality managers. The challenge here is that nurses have so much operational responsibility they will always be hard pressed to lead their teams effectively. However the systematic limitations to building better healthcare cultures are not going away, ever. So we must be proactive and build more empowering, respectful and, dare I say it,

pleasant cultures for people to work in.

This would not only attract and retain more Gen Y nurses but also attract nurses who have left and would consider reentering the profession,’ said Peter.

‘The good news (and the bad news) is that cultures are not really made up of systems. They are made up of people. If your work environment is “toxic” (to quote a study into NSW Health) then this is the fault of the people, not the system itself. At some point we have to take responsibility, and hopefully my session will inspire nurses to do just that.

Avril sees Professional Day as an opportunity to bridge all the generation gaps.

‘Come along and learn about your own generation and what motivates other generations – I think you’ll be surprised.

You’ll learn how to understand and build better working relationships with them,’ she said.

‘We need to understand what attracts Gen Y to the nursing profession – and guess what, it’s not about the money. We need to find out what sort of leadership Gen Y is looking for, and, you guessed it, it’s not what they’re getting now!

‘Contrary to many myths circulating in the media today, Gen Y is an inclusive, collaborative generation to which respect is crucial. Learning about these differences means we can accept them and work with them. This session will give nurses of all ages skills that will not only enable them to be far more effective in the workplace, but also in their personal lives,’ said Avril.n

NSWNA PROFESSIONAL DAY Friday, 8 August 2008 • Randwick racecource Sydney For registration details, contact Carolyn Kulling on 02 8595 2181 THE LAMP JULY 2008 31

Your education – advancing your career The College of Nursing creating nursing’s future CONTACT THE COLLEGE

COLLEGE COURSES The College of Nursing delivers a comprehensive range of accredited Graduate

Tel 02 9745 7500 Fax 02 9745 7501 Toll free 1800 2655343

Certificate courses, providing pathways for study at a number of Australian universities.

The College of Nursing also offers a Continuing Development Program (CPD) which is designed for busy nurse professionals. The July–December CPD Handbook contains details of clinically relevant short courses for registered and enrolled (Div 2) nurses.

14 Railway Parade Burwood NSW 2134 Locked Bag 3030 Burwood NSW 1805

All courses are subject to availability and funding.

COLLEGE MEMBERSHIP By becoming a member of the College you join an impressive group of past, present and future high achievers. College members play a leading role in the direction of nursing policy and the provision of quality healthcare.

Full membership of the College is available to registered nurses and enrolled nurses.

Pre-registered and pre-enrolled students are also able to become Associate Members at a substantially reduced rate.

For complete course details

Reduced rate membership is available to members of affiliated nursing organisations.

visit www.nursing.edu.au

College membership delivers great value for money. Full membership provides access

to download a PDF copy of

to a range of College services, often at significantly reduced cost.

the Continuing Professional

For Membership and Fellowship enquiries phone: (02) 9745 7569, fax: (02) 9745 7501

Development Handbook.

or email: members@nursing.edu.au

www.nursing.edu.au 32 THE LAMP JULY 2008

GRADUATE CERTIFICATE COURSES The College of Nursing offers a comprehensive range of accredited graduate certificate courses across many specialties.

Students successfully completing College Graduate Certificates can obtain credit towards higher degrees in all universities, including full recognition at Southern Cross University into a Master of Clinical Science degree.

For more information visit www.nursing.edu.au Commencing February 2009 Applications close: 10 October 2008 Acute care nursing (Dubbo NSW) Medical/surgical stream OR Renal stream Acute care Orthopaedic stream Advanced nursing Aged care nursing Cancer nursing

CPD PROGRAMS OF STUDY FOR RNs & ENs Commencing February 2009 Applications close: 10 October 2008

Critical care Cardiac stream OR Cardiothoracic stream OR Emergency stream OR Intensive care stream OR Neuroscience stream Child and family health

EN perioperative practice program (circulating and instrument nurse)

Mental health nursing General stream OR Child and adolescent stream

Neonatal special care nursing for RNs and midwives

Neonatal intensive care nursing

Rural nursing studies (Griffith NSW)

Paediatric nursing studies General stream OR Emergency stream OR Intensive care stream OR Oncology stream

Commencing July 2009 Applications close: 13 March 2009 Rural nursing studies (Grafton NSW) CPD SHORT COURSES AND DISTANCE EDUCATION SUBJECTS FOR RNs & ENs The College offers a large range of face-to-face continuing education courses and distance education courses, many of which provide registered nurses with advanced standing to our graduate certificate courses.

EN MEDICATION MANAGEMENT REFRESHER/RE-ENTRY COURSES FOR RNs Contemporary nursing in Australia: An assessment of competence These courses are designed to help nurses returning to the workforce to update their skills and, if applicable, meet regulatory authority requirements for registration.

www.nursing.edu.au

Perioperative nursing Commencing July 2009 Applications close: 13 March 2009 Acute care nursing (Burwood NSW) Medical/surgical stream OR Neuroscience stream OR Renal stream Breast cancer nursing Cancer nursing Critical care Cardiac stream OR Cardiothoracic stream OR Emergency stream OR Intensive care stream OR Neuroscience stream Child and family health Clinical management Stomal therapy nursing Paediatric nursing studies General stream

THE LAMP JULY 2008 33

s

S P E C I A L P E O P L E

Kathryn Halley RN assesses a Burmese cyclone survivor and stroke victim who remains completely dependant upon his wife (at right). Next page, above: The storm ravaged remnants of a Irrawaddy Delta village almost seven weeks after the cyclone. Next page, below: Kathryn takes a moment for a photo with a Burmese family after completing a health assessment.

Westmead nurse follows her heart g Kathryn Halley, RN at Westmead Hospital, gives The Lamp a first-hand account of the humanitarian crisis continuing to unfold to our north.

S

everal months ago, NSWNA member Kathryn Halley felt a need to leave Westmead Hospital and take her nursing skills to those in dire need in Asia.

She joined Australian aid organisation Partners Relief and Development Australia (PRDA) and headed to Thailand – arriving just as Cyclone Nargis hit neighbouring Burma (officially renamed Myanmar).

It was a baptism-of-fire for Kathryn, who suddenly found herself deeply enmeshed in international politics as she crossed the heavily guarded border into Burma armed with little more than a backpack and a satellite phone.

While the military junta was actively rejecting visa applications from known aid workers, Kathryn’s relative anonymity enabled her to secure entry as a tourist.

Kathryn became PRDA’s ‘advance scout’, helping to assess the fast-emerging humanitarian crisis and secure visas for fellow aid workers.

When The Lamp spoke to Kathryn 34 THE LAMP JULY 2008

by satellite phone late last month it had been six weeks since the disaster – more than enough time to launch a full-scale relief operation. Instead, the military junta was continuing to hinder the relief effort and had effectively deprived more than one million storm survivors of any form of assistance.

‘Most NGOs are in the field through local staff, but the majority of expats are being sent back to the city at the many checkpoints,’ Kathryn told The Lamp through a scratchy phone connection.

‘People are in great need of shelter, food and water and there is real concern about the outbreak of malaria, [because of the] salination from the tidal surges and the monsoon rains we’re having.’

‘We’ve mostly been treating respiratory infections and fungal skin infections, though luckily we’re not seeing the incidence of abscesses other workers experienced in the Tsunami.

‘I think the other significant issue that will need addressing will be the cycle of trauma generated by the cyclone.’

Kathryn had just returned from Burma’s low-lying Irrawaddy Delta

following an agreement thrashed out between the United Nations and Burma’s generals to allow foreign aid workers into the region. When Nargis tore through the delta at the beginning of May, it swept away most of the bamboo huts leaving some villages without any trace of habitation. The estimated death toll is upwards of 130,000, though, due to an absence of reliable census figures, the true toll may never be known.

The junta continues to frustrate aid agencies by rejecting genuine humanitarian assistance. France recently abandoned its attempt to deliver 1000 tonnes of supplies (enough to sustain 100,000 people) as the junta continues to refuse port access to any military vessels.

‘It’s incredibly frustrating,’ said Kathryn.

‘Communications here are archaic and most foreigners are denied passage at the checkpoints. [The people] are incredibly isolated; some have never seen a white person before.

‘The scale of devastation on the delta is so extensive. They had winds up to 190km/h and some villages have been completely destroyed.

‘Many deaths were the result of houses collapsing, though most who were sleeping in huts out in the rice fields died as they had no protection at all.

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to Burma While the military junta has officially, and unbelievably, declared the relief effort over, PRDA continues to supply its workers and contacts operating in areas severely impacted by Cyclone Nargis.

Kathryn suddenly found herself deeply enmeshed in international politics as she crossed the heavily guarded border into Burma armed with little more than a backpack and a satellite phone.

Kathryn’s closest support person, Nathan Willis, former NSWNA member and now the National Director of Partners Australia, said the supplies being provided by the Burma regime were ‘meagre, pathetic and falling far short’ of the need in the Irrawaddy Delta.

Speaking from Chiang Mai in neighbouring Thailand, Nathan said PRDA was getting supplies in though they were still being met with passive opposition by the regime.

‘Our awareness is growing that many of the larger NGOs are obstructed from providing these needs, yet we remain effective, albeit limited by the regime,’ he said.

Kathryn and her co-workers have documented the so called ‘relief efforts’ employed by the junta – a 30cm x 30cm piece of a blanket, a 30cm x 40cm piece of towel and a small bowl half-filled with rice. The locals who showed Kathryn’s relief team the scale of assistance were ‘understandably distraught by the heartlessness of their government’.

Partners Relief & Development is running an emergency online appeal at www.partnersworld.org.au.n

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Please return to Campaigns Team: Mail: NSWNA, PO Box 40, Camperdown NSW 1450 Email: gginty@nswnurses.asn.au • Fax: (02) 9550-3667 THE LAMP JULY 2008 35 Authorised by Brett Holmes, General Secretary, NSWNA

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www.cjjhcareers.com.au 36 THE LAMP JULY 2008

Calvary John James

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N S W N A M A T T E R S

Merrilyn wins $1,000 shopping spree g Signing up new NSWNA members won Merrilyn Pepper a $1,000 shopping spree ith a $1,000 Coles Myer voucher in hand, Merrilyn Pepper intends to buy ‘nothing that’s necessary’ with the prize she won in the Shop Til You Drop February Lamp recruitment campaign.

Merrilyn, who is a Cooma Hospital

W

RN, won the competition after recruiting new members to the NSWNA during February this year, putting her into the draw to win a voucher that can be spent at any Coles Myer store. ‘I’ve been with the NSWNA a long, long time – probably 30-something years,’ said Merrilyn. ‘I wouldn’t be without my membership because you never know when you’re going to need it.’ Merrilyn’s passion for nursing may be genetic, as her daughter also is a nurse at Mona Vale Hospital. ‘It’s a great profession and I love it, and my daughter loves it.’ Like many country nurses, Merrilyn is multi-disciplinary, but her daughter

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was attracted to the fast-pace of the ED. ‘It was her own decision to become a nurse, caption and I told her she’d never be unemployed in this career.’ Living in the Snowy Mountains in the small town of Jindabyne, Merrilyn is planning to spend her prize by meeting her daughter in Canberra for a day to shop til they drop. They’ll use the windfall to buy some little luxuries, ‘Maybe some nice clothes, and some Gwen graduated in luggage. My daughter is planning on1966 going travelling so she needs some suitcases – but it’s a prize, and it was unexpected so we’re definitely going to have fun spending it.’n

ABN: 68 014 575 993 Locked Bag 3030 Burwood NSW 1850 Phone: 9745 7525 www.numsociety.com.au

The 17th of October will be here before you know it! Do register your interest to attend the conference and join us. It will be a day of interesting concepts, as well as a fun day out!

Submissions of abstract still open until 25 July 2008.

PLEASE CONTACT: Prescilla Luzon: luzonp@email.cs.nsw.gov.au : ph 97676622 Samantha Faithfull: sfaithfull@stvincents.com.au : ph 83822463 Sheila Ryan: sheila_ryan@wsahs.nsw.gov.au : ph 98456128 12:11:49 PM THE13/6/08 LAMP JULY 2008 37

s

L I F E S T Y L E

Reviewed by Suzanne McNeill, CNC – Orthopaedic, John Hunter Hospital.

The Lamp’s rating

And When Did You Last See Your Father? g A thought-provoking and beautiful autobiographical film that tells the story of a son’s journey from resenting his father to embracing his memory.

A

t the centre of the story is Blake Morrison (Colin Firth), who sheds light on his father Arthur Morrison (Jim Broadbent) as an overbearing but charismatic character whose family lives within his shadow. Blake is overwhelmed by his father’s strengths and, rather than being ashamed of his own inadequacies, he envies his father’s ease with people and his ability to get attention.

The film is set in the late 1950s in the heart of the Yorkshire Dales. Arthur and his wife are GPs who have two children, Gillian and her older brother Blake, from whose perspective the story is told. This occurs through a sequence of many flashbacks that illustrate Arthur’s ContinentalTravelNurse.ai bluff attitude to life and his pride in 7/3/08 getting something for nothing, his

flirtatious ways and his need to be the centre of attention.

There are also happy, tender and humorous moments such as Blake’s driving lessons, a camping trip in the rain, and Arthur saying goodbye to Blake as he leaves for university to pursue his chosen career as a writer – not as a doctor, which Blake believes may have disappointed Arthur.

When Arthur is diagnosed with cancer, Blake is forced to reconcile himself with his past. These recollections are interspersed with heart-rending and often uncompromising scenes of Arthur’s decline and submission to the disease that is killing him. Parallels are drawn between Arthur’s declining health and Blake’s struggle to come to terms with their relationship. It is only after Arthur’s 10:51:46 death thatAMBlake is finally able to make peace with his memories.

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.

GIVEAWAY The Lamp has 25 double passes to give away to see And When Did You Last See Your Father? and 100 double passes to the preview of How About You. To enter, email lamp@nswnurses. asn.au with your name, address, contact number and membership number. First entries win!

This film is shot in a beautifully intimate and cinematic way by David Nicholls. It is a story of Blake’s journey from resenting his father to embracing his memory, and that is a very powerful journey. This is a true-life movie, definitely one to see.n And When Did You Last See Your Father? opens on 31 July.

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By Adrienne Moloney, EEN, Shoalhaven Hospital

The Lamp’s rating

How About You opens on 24 July.

How About You g A slow but humorous film about about nightmare aged care residents.

Thank goodness they are not at your facility.

D

irected by Anthony Byrne, this movie is adapted from a story by well-known author, Maeve Binchy. It begins when a young woman named Ellie (Hayley Atwell), in desperate need of accommodation and a job, arrives unannounced at her older sister’s privatelyowned aged care residence. Kate, her sister, has been having a difficult time trying to retain staff and residents due to the problems created by four of the residents who are demanding, cranky, impossible to please, and incredibly rude. They are a retired screen beauty, Georgia (Vanessa Redgrave), a retired High Court Judge, Donald (Joss Ackland), and spinster sisters Hazel (Imelda Staunton) and Heather (Brenda Fricker). They create havoc for everyone. Kate is desperately trying to hold everything together but has to go away for a while and is forced to leave Ellie in charge of these four ‘hardcore’ residents over Christmas – all the others have gone to stay with their families for the festive season. It looks like a battle of wills and it looks like Ellie is no match for them, but she perseveres and eventually they start to open up about their past lives and start to work together to make Christmas a positive, harmonious and fun time for them all. They recognise they are, in fact, kindred spirits and realise they are a family. Throw in an unexpected visit by the health inspector and some alcoholic beverages … and the festivities deepen.

The movie is a bit slow but there is a lot of humour and it highlights how different we all are, and how we need to better understand one another. I thought it would be very relevant to nurses, especially those working with our elderly folk, but the storyline is quite unrealistic and is certainly not anything like aged care in Australia! However, it is a ‘feel good’ movie with a happy ending. The eccentric characters are portrayed very well and you have to thank your lucky stars they are not residents at your aged care facility.n

C O M P E T I T I O N

WIN! A TRANQUIL ESCAPE

TO BARRINGTON TOPS The Lamp is offering members the chance to win a wonderful escape to Barrington Tops.

World heritage-listed Barrington Tops is 1,200 square kilometres of unspoilt wilderness with wonderful bushwalking trails that take you from subtropical rainforest to ancient beech forests and sub-alpine woodlands in a single trek. If you’re lucky, you might spot a lyrebird or a satin bowerbird.

Experience the peace and tranquillity of ancient forests, canoe in the pristine rivers or ride a horse through spectacular bushland.

Just two and a half hours away from Sydney, Barrington Tops is the perfect place to escape from reality and kick back and relax.

Courtesy of Hunter Tourism, a lucky NSWNA member will win four nights’ accommodation for six people staying at a choice of several beautiful locations – Barrington Village Retreat, Camelot Lavender Retreat, and Dam It Getaway.

To enter write your name, address and membership number on the back of an envelope and mail to: Barrington Tops Escape Competition PO Box 40, Camperdown NSW 1450 Competition closes on 31 July 2008.

To find out more about Barrington Tops and the region go to: www.huntertourism.com; or call 02 4978 4000.

THE LAMP JULY 2008 39

MIDWIVES, THEATRE & ICU NURSES Treat Yourself to a Lifestyle Change…

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all within within 10 minutes of the City Centre!

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Work flexibly & enjoy our excellent nurse education program Isn’t it time to make a change for you & your family?

We invite you to visit or contact Mandy Compton, Director of Nursing, email: mandy.compton@calvary-wagga.com.au, phone 02 69 232332 or Joy Ross, email joy.ross@calvary-wagga.com.au, phone 02 69 232264 & view our website www.calvary-wagga.com.au to find out more.

We can even provide you & your family with accommodation when you arrive!

"A service of the Sisters of the Little Company of Mary with values of Hospitality, Healing, Stewardship, and Respect"

40 THE LAMP JULY 2008

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O B I T U A R I E S

Role model for strong leadership JULIE RICH 18 June 1964 – 23 April 2008

J

ulie Rich’s life was an incredible gift to those who knew her, and it is with immense sadness that we advise Julie died peacefully on 23 April 2008, following a long illness.

She was the life of a party, with an infectious laugh and an easy smile. Her fun, loving nature and energy surrounded her with friends and family. She was also an inspirational nursing leader with a passion for both learning and educating.

Throughout her career Julie sought to develop a culture that empowered staff through authority, responsibility and accountability. She strived to be an effective role model, flawlessly applying her conviction that those around her ‘must not only hear what they are expected to do, but also see’.

need for change, or review, Julie defied the difficulties.

Julie gained varied experience in a number of senior management positions.

She held the positions of Deputy Director of Nursing and Acting Director of Nursing at two aged care facilities and Nursing Unit Manager. She was also Acting Assistant Director of Nursing (after hours) at the Royal Hospital for Women.

Julie moved to Westmead in 1995 as the Nurse Manager of Women’s Health, during which time she co-authored a chapter ‘Women and Cancer’ in the Women’s Health: a Primary Health Care Approach

by C Rogers-Clark and A Smith.

Julie was soon promoted to Senior Nurse Manager – Management Support.

Her exceptional management ability was recognised in her appointment to

Julie’s charisma and eloquence enabled her to be a great motivator and morale-builder.’

Julie’s life was marked by many achievements, both professional and private. She graduated from Sydney University in 1986 with a Diploma of Applied Science (Nursing) and went on to achieve a Bachelor of Nursing from the University of Sydney. In 1989 she completed her Certificate of Midwifery at the Royal Hospital for Women, Paddington. She graduated from the University of New England in 1996 with a Masters of Health Management.

Even during her illness, Julie was enrolled at Macquarie University, working towards a Bachelor of Laws. Julie distinguished herself academically and was honoured with an invitation to the Golden Key Membership.

Her passion for nursing and her ability to influence change is clearly demonstrated by her achievements. There seemed to be no limit to the scope of her abilities. Where she saw challenges, a

a number of senior positions until she was appointed as the Director of Nursing & Midwifery Services at Blacktown/Mt Druitt Health in 2002. Julie’s charisma and eloquence enabled her to be a great motivator and morale-builder, driving a cultural change in patient care delivery at Blacktown/Mt Druitt. She was always a ‘people-person’ who earned the respect and love of her colleagues.

During the Area restructure, Julie developed services further as the acting Network Director for Access and Patient Logistics and later as the acting Area Executive Director of Nursing and Midwifery Services.

Julie always displayed a real passion for the role of nurses and midwives in providing care for patients. She will always be remembered for her ability to use animal analogies – eg. the story of the bumble-bee who rules the beehive without needing a sting. Julie showed

us that Mother Nature as leader does not need a sting or a weapon to exercise power, but patience and wisdom – an approach clearly role-modelled by her.

Julie was the embodiment of attributes such as caring, kindness, compassion and generosity in both her personal and professional life. Julie was trustworthy in all her endeavours, and communicated a vision for health and nursing that earned the respect and love of her colleagues.

On a personal level, Julie achieved much in her life too, finding her ‘soul mate’, to share not only a birthday, but also the past two decades of her life in joy. Becoming a parent was a lifelong dream and it became Julie’s most fulfilling role, to be mother to Genevieve and Cameron.

Over the past two years Julie put in a determined battle against her illness, always amazing the doctors. Particularly over this time, Julie tried to live life without regret and was very focused on building memories that could last a lifetime for all.

Julie’s life is a gift to all and leaves a strong legacy for Australian nursing.

Her contribution to the profession of nursing and to each of our lives will long be remembered.n

By Ann Gilholme, DON, Coledale District Hospital SESIAHS. THE LAMP JULY 2008 41

s

WHERE TO GET THIS MONTH’S NEW RELEASES

L I F E S T Y L E

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 Reviews by NSWNA librarian, Jeannette Bromfield.

Book me The Ultimate Guide to Getting Into Nursing School

by Genevieve Chandler, RN, PhD, McGraw-Hill Professional, RRP $22.95 : ISBN 978-0071477802 ‘If getting into the right nursing school – and making your mark – is your goal, following the strategies in The Ultimate Guide to Getting into Nursing School will definitely put you ahead of the pack. This fun, information-packed guide covers all the essentials of the nursing school experience, from picking the right school to what to expect and how to rise to the head of the class once you are accepted into a program.’ – Provided by publisher

Mosby’s Pediatric Nursing Reference (6th edition) Cecily Lynn Betz and Linda A. Sowden, Mosby (available though Elsevier Australia), RRP $65 : ISBN 978-0-323-04496-7 This edition of Mosby’s Pediatric Nursing Reference contains detailed information on commonlyencountered pediatric diseases, medical and surgical conditions, and disorders. It contains separate sections devoted to diagnostic tests, outpatient procedures, and surgeries.

Its compact, A-Z format is designed for ease of use and is perfect for quick reference when working with patients.

There’s a Bird in My Hand and a Bear by the Bed – I Must Be in ICU: The Pivotal Years of Australian Critical Care Nursing

by Valda Wiles and Kathy Daffurn, Australian College of Critical Care Nurses, RRP $35 : ISBN 978-0-323-04834-7 There’s a Bird in My Hand and a Bear in my Bed is a book that has been written by nurses for nurses. It illustrates that ‘medical and technological developments may have been the instruments that created critical care nursing, but fundamental to this process was the capacity of the nurse to respond to these extraordinary developments’.

Cardiac Nursing: A Companion to Braunwald’s Heart Disease

by Debra K. Moser and Barbara Riegel, Saunders Elsevier, RRP $175 : ISBN 978-1-4160-2934-2 Cardiac Nursing: A Companion to Braunwalds Heart Disease is the only comprehensive text available for cardiac nurses. This brandnew reference emphasises both evidencebased practice and hands-on care in a high-tech, high-touch approach that meets the high-stakes needs of cardiac and critical care nurses. What’s more, the book makes the material easily accessible

SPECIAL INTEREST TITLE

by using clear language, straightforward text, and plenty of illustrations, lists, and tables. This book is the third in a series of companion texts for Braunwalds Heart Disease and the first specifically for nurses.

Community Pharmacy: Symptoms, Diagnosis and Treatment Paul Rutter and David Newby, Churchill Livingstone (available through Elsevier Australia), RRP $99 : ISBN 978-0-72953-824-4 Community Pharmacy provides a comprehensive, clearly-structured and well-illustrated guide to differential diagnosis of symptoms that are commonly seen by the community pharmacist.

Organised mainly by body system, each chapter begins with an overview of the system and a brief guide to history taking; then each symptom or condition is examined under the following headings: background, prevalence, aetiology, arriving at a differential diagnosis, questions to ask the patient, conditions to eliminate.n

PUBLISHER’S WEBSITES • McGraw-Hill: www.mcgraw-hill.com.au • Elsevier Australia: www.elsevier.com.au • Random House: www.randomhouse.com.au

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These veterans tell tales of femininity interspersed with the reality of the military environment through their stories of trauma, distress, tears and grief that went on for many years, and stories of underwear, fun and the basic things in life.’ – Provided by publisher.

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Prescribing an expanded nurse role here is growing recognition that part of the solution to the pressures we are experiencing in the health sector is for nurses to provide a wider range of services to patients, including prescribing. Nurse prescribing has existed in the UK since 2003 following pilot and demonstration nurse prescribing programs that commenced in 1998. These nurse prescribing initiatives in both community and hospital settings have resulted in substantial savings due to more efficient use of doctors’ and nurses’ time, increased access to appropriate medication leading to reduced length of stay and, in community settings, prevention of readmissions.

T

Evaluation of extended formulary independent nurse prescribing

Effects of nurse prescribing of medication: a systematic review

University of Southampton School of Nursing and Midwifery on behalf of Department of Health, UK This study aims to provide an evaluation of the expansion of independent nurse prescribing to inform future developments for prescribing in nursing and other health professions. This national research found that independent nurse prescribing was viewed positively by patients, doctors and nurses themselves, with patients citing accessibility as a major advantage when obtaining their medicine from a nurse rather than a doctor. The research, carried out by the University of Southampton, evaluated the first two years of extended formulary nurse prescribing and used a national survey, observation of prescribing nurses and the views of stakeholders in its assessment.

Lotti M. Van Ruth, Patriek Mistiaen, Anneke L. Francke Nurse prescribing is being implemented increasingly. This article reviews the literature on the effects of it. Eleven databases and six websites were searched.

Twenty-three studies were included. All but two studies had a high risk of bias.

The findings were that nurses sometimes differ from physicians in the number of patients they prescribe or in the choice of type of medication. Clinical parameters were the same or better for treatment by nurses; perceived quality of care by nurses is similar or better. The article concludes that the effects of nurse prescribing seem positive, although the high risk of bias in the studies means they must be regarded with caution.

c www.dh.gov.uk/en/Publicationsan

dstatistics/Publications/Publications PolicyAndGuidance/DH_4114084

c www.ispub.com/ostia/index.

php?xmlFilePath=journals/ijhca/ vol5n2/nurse.xml

Non-physician prescribing in the UK benefits patients with diabetes Molly Courtenay, PhD, MS, BS, RN The national service framework for diabetes within the UK’s Department of Health focuses on structured, proactive care to support people with diabetes in managing their condition. This framework emphasises the role of the nurse in service delivery for patients with diabetes. It is evident that nurse specialists in diabetes care have a role to play with regard to the management of medicines. For a number of years, nurses have been adjusting insulin dosages or oral hypoglycaemic medication, and so have, in effect, been making prescribing decisions. c www.diabeticmctoday.com/

HtmlPages/DMC1106/DMC1106_ tp_courtenay.html

Extending independent nurse prescribing within the NHS in England: a guide for implementation (2nd Edition – February 2004) Department of Health, UK This document provides some practical insights into how nurse prescribing has been implemented in the UK as well as an overview of the principal areas, knowledge and competencies required to underpin the practice of prescribing.n c www.dh.gov.uk/prod_consum_dh/

groups/dh_digitalassets/@dh/@ en/documents/digitalasset/dh_ 4072177.pdf THE LAMP JULY 2008 45

Great legal advice for Nurses Maurice Blackburn are proud to be the lawyers for the New South Wales Nurses’ Association.

Free legal advice#

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Conditions apply

Call the Association information line on 1300 367 962.

Maurice Blackburn has offices in: Sydney T (02) 9261 1488

Newcastle T (02) 4953 9500

New offices in: Parramatta T (02) 9806 7222

Canberra T (02) 6248 9122

Visiting Offices Camperdown T (02) 9261 1488

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Appointments for regional members can also be arranged.

www.mauriceblackburn.com.au

8677 0999

46 THE LAMP JULY 2008

w w w . d r a k e i n t l . c o m / m e d o x

CRoSSWoRD Test your knowledge in this monthâ&#x20AC;&#x2122;s nursing crossword.

1

2

3

4

5

8

6

7

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10 11 13

14

17

15

18

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19

20

21

24

25 28

22

26

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ACROSS

8. Worry, anxiety, pressure (6) 9. Relating to the mind (6) 10. Snoring, sleep ... (6) 11. Loss of consciousness, abbrev (1.1.1.)

13. Behaved, performed (5) 16. Disinfected, germ-free (7) 17. RN who works with kids (10,5) 23. Perform surgery (7) 25. Bone of the leg (5) 28. Senior nurse (1.1.1.)

30. Presume, guess (6)

32

31. Sex drive (6) 32. Lower bowel (5) s

DOWN

1. Type of dermatitis caused by allergic sensitivity (6) 2. Nurse who works in the outback, ... area nurse (6) 3. Normal, typical (5) 4. Relating to the hip bone (5) 5. Fluid around the foetus (8) 6. Solution (6) 7. Small hollow tubes (8) 12. Leave out, exclude (4)

14. Digit of the lower extremity (3) 15. Driving under the influence, abbrev (1.1.1.)

18. Deficiency of oxygen in the blood (8) 19. Front (8) 20. Lack of this causes anaemia (4) 21. Biting insect (3) 22. Bone of the chest (3) 24. Fix, mend (6) 26. Foot support in your shoe (6) 27. Resistant to disease (6) 28. Continuous crying in babies (5) 29. Contract a disease, come down with (5) Solution page 49 THE LAMP JULY 2008 47

DIARY DATES Conferences, seminars, meetings SYDNEY, HUNTER & ILLAWARRA Urology on the North Shore 23 July, 8.30am – 3pm, RNSH, St. Leonards Cost: $55 member and $95 non-member Contact: Paula Macleod, 9926 8054 or email urological_nurses@hotmail.com Enrolled Nurse Professional Day 26 July, Wyong Hospital, 9am–3.30pm Contact: Jenny Sullivan, 0400 426 353/ Jolan Bogsanyi, 0419 487 822 by 18 July 63rd NSWNA Annual Conference 6–8 August, AJC Randwick Racecourse.

Contact: NSWNA, 8595 1234 ATCA/TNA 2008 (Transplant) National Conference – Bridging The Gap 8 Aug, Sydney Convention & Exhibition Ctr Contact: www.tna.asn.au Urology and Continence Waterworks Seminar 8 August, IDC Conference Ctr, Newcastle Contact: Wendy Watts, 4922 3431

Contact: Vanessa Ezzy, 9845 2112, vanessae@chw.edu.au 15th State Conference for Enrolled Nurses – ’Full Steam Ahead ... The Patient Professional’, call for abstract.

18–19 September, Penrith RSL Contact: 1300 554 249 or email garozn@optusnet.com.au 100th Year of St George Hosp. Training 18 Oct, St George Leagues Club Kogarah Contact: Joan Wagstaff, 9771 2508 Australian Asthma Conference 2008 20 October, Australian Technology Park Contact: 9265 5443 or email asthma2008@tourhosts.com.au Web: www.asthmaconference2008.com 2008 Discharge Planning Association ’Critical Actions‘ 24 October, Rydges Hotel, North Sydney.

Contact: Margaret Blackwell, abacus@abacusevents.com

Stroke 2008 Conference 13–15 August, Star City Contact: Hanna Ulkuniemi, 9437 9333, stroke2008@conferenceaction.com.au NSW Day Surgery Nurses’ Association 16 Aug, Four Points by Sheraton, Sydney.

Contact: www.adsna.info

CAREX 2008 – Aged Care Expo.

9–10 July, Brisbane.

Contact: Wayne Woff, (03) 9571 5606

Natural Therapies & Natural Hlth Expo 21–22 August, Wharf 8, Sydney Contact: info@naturaltherapyexpo.com.au/ www.naturaltherapyexpo.com.au Spring with the Kids Paediatric Perioperative Seminar 6 Sept, 9am–4pm, The Sebel Parramatta Cost: $110 (incl. lunch).

th

8 International Conference on Grief & Bereavement in Contemporary Society 15–18 July, The Sebel, Melbourne.

Full registration: $850 Contact: (03) 9265 2100, conference@ grief.org.au, www.icgb08.com Lung Health Promotion Centre at The Alfred – upcoming courses • 24–25 July, Smoking Cessation Facilitators Course • 6 August, Asthma Management Update •14–15 August, Principles and Practice of Spirometry

A Unions initiative Chifley Financial Services offers: N N N N N N N N

Personal Superannuation Retirement Planning Allocated Pension and Rollover Plans Home Loans Redundancy Planning and Advice Estate Planning Wealth Creation Financial Advice

Chifley Financial Services Plan today for a better tomorrow For more information on the services that Chifley provides, call us on 1800 800 002 or visit www.chifley.com Chifley Financial Services Limited (ABN 75 053 704 706) is an Australian Financial Services Licensee (AFSL 231148) and an APRA Registrable Superannuation Entity Licensee (RSEL: L0001120). Chifley Financial Services Limited is co-owned by Unions NSW, the Local Government Superannuation Scheme and the Energy Industries Superannuation Scheme.

0566-CHFS-6/08-LAMP

48 THE LAMP JULY 2008

2008 Australian and New Zealand Cystic Fibrosis Nurses Conference ‘The Changing Face of Cystic Fibrosis’ 14-15 Aug, The Old Woolstore, Hobart.

Contact: www.anzcfnurses2008.com Endocrine Nurses’ Society of Australasia Annual Scientific Meeting 24–26 August, Melbourne Visit: www.ensa.org.au Australian Diabetes Educators Assoc. Annual Scientific Meeting 27–29 August, Melbourne Visit: www.adea.com.au/index.aspx

INTERSTATE AND OVERSEAS Community Hlth Nurses National Conf.

Public Health Assoc. of Australia, Population Health Congress 2008 A Global World: Practical Action for Health and Well Being 7–9 July, Brisbane Convention & Exhibition Ctr. Contact: congress2008@confco.com.au, www.populationhealthcongress.org.au

8th Rural Critical Care Conference 22–23 Aug, Batemans Bay Soldiers Club.

Cost: $330 – $395.

Contact: 1300 368 783 go to www.ruralcriticalcare.asn.au

• 20–22 August and 17–18 September, Respiratory Nurse Course • 27–29 August, Introductory Course in Asthma Education • 30 August, Presenting and Educating with Confidence.

Contact: (03) 9076 2382 or email lunghealth@alfred.org.au

28–30 August, Swan Valley, WA Contact: info@peppermint.com.au or visit www.peppermint.com.au National Association of Childbirth Educators Inc (NACE) Educators epicure: Recipes for success 3–5 Sept, Melbourne.

Contact: Melinda Eales, meales@tpg.com.au, www.nace.org.au The Psychogeriatric Nurses’ Assoc.

Australia Inc. Biennial Conference 5 Sept, The Marque Hotel, Canberra ACT Contact: James R Turner, 0417 068 303 www.pgna.org.au 10th National Congress of Aboriginal & Torres Strait Islander Nurses (CATSIN) 10–12 September, Mercure Grosvenor Hotel, Adelaide, SA. Contact: Susan Day, (02) 8850 8317 26th Council of Remote Area Nurses of Australia (CRANA) 11–15 September, Cairns, Qld Contact: www.crana.org.au

2nd Palliative Care Nurses Australia Conference 12–13 Sept, Hilton Hotel Adelaide, SA. Contact: www.plevin.com.au/pcna2008/ welcome.htm Australian College of Midwives Breathing New Life into Maternity Care 18–20 September, Sheraton Hotel, Perth Contact: www.acmi.org.au Royal College of Nursing Australia Annual Conference 2008 25–27 September, Sheraton Perth, WA. Contact: (02) 6283 3400 34th Annual International Conference of the Australian College of Mental Health Nurses 6–10 October, The Sebel, Melbourne.

Contact: AST Management, (07) 5528 2501 International Society of Aeromedical Services (ISAS) and Flight Nurses Australia (FNA) Conference Date: 9–11 October.

Contact: www.flightnursesaustralia. org./events.htm 4th Annual Nurse Practitioner Association Conference 26–28 October, Telstra Dome Melbourne Cost: $525 by 1 September.

Contact: (03) 6231 2999 or www.cdesign.com.au/anpa2008

Reunions Liverpool Hospital 50th birthday 26 July, 11:30am, Cabravale Diggers Exservicemens Club, Canley Vale Cost: $35.

Contact: Margaret Favelle, 9605 1733 or email margfav@hotmail.com Prince Henry Hospital Little Bay 1964 July PTS 1 Aug. Venue: TBA. Contact: Maxine Cook, mcook@ smbs.com.au or Cherrylyn McCarthy, cmccarth@chcs.com.au

Diary Dates

Gosford Hosp. Groups 78b & 78c (30-year reunion) 30 Aug, Iguanas Waterfront, Gosford.

Contact: gbaty@nsccahs.health.nsw.gov.au or hgordon@nsccahs.health.nsw.gov.au Maitland Nursing Home 25th Reunion 30 August, 6pm, Maitland City Bowling Club Auditorium.

Cost:$40pp, payable by 15 Aug. Contact: Robyn Soper, 4932 7658 or Lorraine Gunstone, 4932 7003 Griffith Base Hospital Reunion 6 September, Ex-Servicemen Club Griffith Contact: Brenda Bowen, 6969 5630, brenda.bowen@gsahs.health.nsw.gov.au Scott Memorial Hosp. Scone Reunion 4 October, 6.30 for 7pm start, Scone Bowling Club.

Cost $25pp. RSVP by 12 Sept.

Contact: Jan McPhee, 6545 1690/ Leigh Schalk, 6540 2100 Mater Hospital 30 & 40 Year Reunion 26 Oct. Venue: TBA. Contact: Christine Kirby (30-year), 0414 550 419, ckirby@nswnurses.asn.au/ Patricia Purcell (40-year), 0416 259 845, patricia@ppms.net.au Sydney Hospital group 78/2 Seeking interest in 30-years reunion

Contact: Carolyn Moir, 93461418, cmoir@bcs.org.au Prince Henry Hospital Training Class of October ’66 Seeking interest (graduated March & June 1970) to Oct reunion.

Contact: Janis Montgomery née Coconis, 0423 179 974 St Vincent’s Hopital: 40-years reunion – PTS June 1969 Group June 09, Sydney. Contact: Carol Reidy, 9489 3960, reidycarolyn@yahoo.com.au/ Chris Doig, 6920 7431, doigy@activ8.net

Other notices Nurses’ Christian Fellowship • Cultural Hlth Care, 18 July, 7pm, Macquarie Park.

Contact: Diana, 9476 4440 • Professional Breakfast, 16 August, Blacktown.

Contact: Jane, 9449 4868 • Annual General Meeting, 6 Sep, 10am, 5 Byfield St, Macquarie Park Contact Jane 9449 4868 • Annual Conference ’The Light Still Shines in a Suffering World’, 14 Nov, 9am, St James Church Turramurra Contact: Margaret, 0407 110 538

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 PO Box 40 Camperdown NSW 1450 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event.

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

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.

ACAT Nurses Special Interest Group 19 August, 21 October, 2 December 2B Conference Rm, Bankstown Hospital Contact: Wendy.oliver@sswahs.nsw.gov.au

Join the Fair Pay, Fair Conditions, Nurses Stay Facebook Group www.facebook.com/group. php?gid=24057856064

4th National Centre for Ageing & Pastoral Studies (CAPS) Conference Ageing and Spirituality: a Diversity of Faiths and Cultures 17–20 Aug, Rydges Eagle Hawk Resort.

Contact: caps@csu.edu.au or visit: www.centreforageing.org.au

Crossword solution

Young Carers NSW Volunteers Needed for Oct 2008 Camp Contact: Maura, 9280 4744

THE LAMP JULY 2008 49

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50 THE LAMP JULY 2008

IC0608

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THE LAMP JULY 2008 51

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52 THE LAMP JULY 2008