QNU Annual Report 08-09.indd - Queensland Nurses Union

ANNUAL REPORT 

2008-09 

Queensland Nurses’ Union 

of Employees

QNU Council as at 30 June 2009 

Secretary 

Gay Hawksworth 

Assistant Secretary Beth Mohle 

President 

Vice President 

Desley Geraghty-Rudd 

Sally-Anne Jones 

Executive Members Sue Cadigan 

David Lewis 

Sue Pitman 

Kym Volp 

Councillors 

Auditors BDO Kendalls 

Celine Benn 

Steve Bone 

Julie Ann Burgess 

Judy Clancy 

Chris Cocks 

Barbara Cook 

Karen Cooke 

Lesley Douglass 

Sandra Eales 

Jane Evans 

Julie Anne Gard 

Phillip Jackson 

Lynda Maidens 

Lucynda Maskell 

Judy Matthews 

Louise Middleton 

Simon Mitchell 

Sheryn Petersen 

Karen Shepherd 

Bronwyn Steer 

Katy Taggart 

This report covers the period 

1 July 2008 to 30 June 2009 

QNU Staff as at 30 June 2009 

Brisbane office 

Professional Officers Kym Barry; Anne Garrahy; Chris Jensen 

Senior Legal Officer Luke Forsyth 

Industrial Officers Mark Dougherty; Des Elder; 

Gayle McCaul; Steve Ross 

Industrial Research Officer Daniel Crute 

Industrial Officer - Servicing Juliana Virine 

Senior Organiser Bob Parker 

Organisers Emily Andrews; Wayne Graham; 

Charlie Greenhill; Sharyn Hopkins; Brigid Lord; 

Judith Mullane; Marie Nielsen; Bernadette O’Connor ; 

Mark O’Connor; Paul Robertson-Mitchell; Lisa Sims; 

Bernadette Sinclair; Narelle Smith; Anne Stevens 

Member Servicing Officers Terry Buckley; Linda Garside; 

Beris Slater; Dianne Williams 

Growth Coordinator Paula Rogers 

Recruitment Officer Mandy Beaumont 

Membership Retention Annie Cowling 

Communications Officer - Strategy & Campaigns 

Amanda Froude 

Communications Officer - Print Publications Joan Skewes 

Communications Officer - Electronic/Design 

Melissa Campbell 

Researh & Policy Officer Liz Todhunter 

Political & Community Organising Coordinator 

Genevieve Siddle 

Occupational Health & Safety Officer James Gilbert 

Education Officer Helena Dalton-Bridges 

Library Pat Vincent; Madeleine Brant 

Information Technology Officer Zak Kocovski 

Office Supervisor Jenny Gett 

Membership Marjan Halliday (Membership Supervisor); 

Cindy Graham; Joy Kenway; Cheryl Thompson; 

Merilynn Walter 

Accounts Jocelyn Connor (Finance Officer); Vikki Cornwell; 

Cheryl Craig 

Records Lyle Kindleysides (Records Management Supervisor); 

Wendy Lawrence; Karen Ottoway 

Administrative Support Leonie Baldwin; Cath Bly; 

Patricia Borg; Michael Burge; Min Chen; Kathleen 

Darolles; Merren Dickens; Dell Hahne; Lesley Hill; 

Lauren Jeffs; Emma Maximiw; Vera Nolte; Ben Parkin; 

Maria Rumery; Sandy Ryan; Irene Sammut; Denielle Smith; 

Dianne Stevenson; Corinne Strong; Sara Sweet 

Caretakers Hans Hahne; Kevan Stevens 

Regional Offices 

Townsville 

Organisers Pam Cronin; Mary Louez 

Administrative Support Helen Davis; Rita Ryland 

Cairns 

Organiser Kathy Struber 

Administrative Support Sue Howarth 

Rockhampton 

Organiser Glenda Ross 

Administrative Support Sandra Joyce 

Bundaberg 

Organiser Vicki Smyth 

Administrative Support Maree Sassu 

Toowoomba 

Organiser Auriel Robinson 

Administrative Support Kate Angell 

2 | Annual Report 2008-09 | Queensland Nurses’ Union of Employees

Direction and focus 

Strategic objective: 

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Ensure organisational focus is maintained to meet strategic objectives. 

Earlier this year our Union welcomed a new QNU 

Council, which is responsible for overseeing the 

implementation of our Strategic Plan, and which 

will provide continuing direction and focus for the 

organisation for the next two years. 

The new QNU Council consists of 24 elected honorary 

officials made up of six Executive members (including 

the President and Vice-President) and 18 Councillors, as 

well as the Secretary and Assistant Secretary, which are 

both full-time positions. 

Both Gay Hawksworth and Assistant Secretary, Beth 

Mohle, were re-elected to their positions unopposed. 

Congratulations to our new President Desley Geraghty- 

Rudd, who has stepped up from the Vice-President 

position, and our new Vice-President Sally-Anne Jones, 

who has been an active member of the QNU for 

many years. 

maintained focus and direction to best represent QNU 

members’ interests and values through a continuous 

improvement framework. 

Council is currently in the process of developing a new 

strategic plan for the period 2010-2012. This document 

will be finalised in late 2009. 

We also continue to work with peak bodies such as the 

Australian Council of Trade Unions (ACTU), through 

the ANF, and the Queensland Council of Unions, to 

maintain our focus at a state and national level in light of 

broader union movement priorities and campaigns. We 

also sought to put in place a Statement of Union Values, 

based on the ACTU’s previous statement. This document 

is to be presented to members for endorsement at 

Annual Conference in July. 

QNU Council 

Council relies heavily on our internal reporting 

framework to ensure they can best oversee the 

implementation of the operational and strategic 

objectives contained in the Strategic Plan. 

From comprehensive quarterly reports 

to Council by QNU officials to arranging 

implementation of specific strategic objectives 

through several internal working parties 

including the strategic plan implementation 

working party, the recruitment and retention 

working party and the risk management 

working party, the QNU has ensured we have 

Queensland Nurses’ Union of Employees | Annual Report 2008-09 | 3

Organisational 


» 

Ensure union growth, influence and power to achieve QNU organisational 

objectives through the provision of adequate infrastructure and support. 

Amid an uncertain economy and a number of critical 

industrial and professional issues impacting on nurses 

and midwives and our profession, there have been some 

significant challenges and opportunities for the QNU 

over the past year. 

Membership growth 

In these difficult and unstable economic times nurses 

and midwives are seeing increasing importance in QNU 

membership for extra protection for their jobs, wages 

and conditions. 

Following a significant and concerted recruitment 

campaign, many enterprise bargaining campaigns across 

the private hospitals, aged care and public sectors, and 

two critical membership and community campaigns, 

QNU membership has risen to over 38,000 nurses and 

midwives. Our increasingly strong membership gives 

us the power to promote and defend the interests and 

values of members across Queensland. 

Over the past year the QNU has relied heavily on the 

work of members and branches to grow our Union. Much 

work has been done to develop branches and workplace 

activists in the area of recruitment and additional support 

mechanisms for these members are currently being 

examined through an internal working party. 

was employed to support recruitment activities across 

various sectors. 

Campaigning 

Our strength in numbers and active and informed 

membership base have been the cornerstone of the 

successes we’ve had in the past year in membership and 

public campaigns. 

Our Union has embraced the shift promoted by the 

Australian Council of Trade Unions over the last decade 

for unions to grow membership and power by focusing 

on relevant membership based campaigns. 

The Nurses. For you. For life. campaign and the Because 

We Care aged care campaign, both overarching 

campaigns launched in the past 12 months, have 

increased our relevance among nurses and midwives and 

strengthened our Union even further. 

QNU members have taken a keen interest in the 

industrial, professional and political objectives of the 

Union through support for these campaigns which 

recognise the importance of their work. 

Our range of recruitment materials were also reviewed 

and republished to support members and officials in 

recruitment. In addition, a second recruitment officer 


ORGANISATIONAL 

Assistant Secretary Beth Mohle with members at the Townsville 

Nurses. For you. For life. campaign launch 

Coordinated by all branches of the Australian Nursing 

Federation (ANF) including the QNU, the campaign 

calls on the federal government to provide adequate 

funding for aged care in the 2010 budget, as well as 

ensure accountability and transparency around how 

these funds are spent. 

Over the period leading up to the federal election 

the campaign aims to put pressure on the Australian 

government and aged care providers to address our issues. 

The next 12 months is crucial to the campaign so 

members are urged to tell family, friends and colleagues 

about the campaign and visit the website at 

www.becausewecare.org.au 

Face of the Because We Care campaign, Alba Vignolo (left) 

In response to the critical nursing and midwifery 

shortages in Queensland, we launched the Nurses. For 

You. For Life. campaign in October 2008. This campaign 

started with a round of television and newspaper 

advertising which was rolled out across the state. The 

campaign calls on governments, health and aged care 

employers to seriously address current and predicted 

nursing and midwifery shortages in Queensland through 

coordinated action around recruitment and retention 

strategies. 

The Nurses. For you, For life, campaign is the overarching 

campaign for everything we do at the QNU and its 

major themes have informed our ongoing political 

lobbying through submissions and hearings as well as 

our professional and industrial campaigns. 

A special campaign webpage, including a comprehensive 

package of campaign materials, can be found at 

www.nursesforyouforlife.com.au 

Member servicing 

With our growing number of members it has been, and 

continues to be, essential that we have the resources 

and support mechanisms in place to meet individual 

member demand for the QNU’s services. 

Individual member matters continue to increase and we 

have put in place mechanisms and procedures to meet 

this demand. 

The Membership Servicing Centre (MSC) continues 

to assist members with advice and information, while 

organisers are responsible for organising and member 

representation. Our five regional offices handle 

individual member matters as well as undertake an 

organising function. 

In Brisbane we have employed an industrial officer 

(servicing) to handle individual workplace issues along 

with two dedicated servicing organisers already in place. 

In March 2009 we launched our Because We Care 

campaign, aimed at addressing serious issues facing 

nurses and residents in aged care. 

In addition, we have specialist legal, professional and 

industrial staff who provide advice to members and 

represent them in courts, tribunals and before the 

Queensland Nursing Council (QNC) where appropriate. 

We closely monitor the servicing requirements of 

members and allocate resources to address their needs. 



Member training 

One significant vehicle for achieving positive social 

change continues to be through the provision of QNU 

training to members across the state. 

For the first half of 2009 we had the largest attendance 

figures for our training courses since the QNU Training 

Unit was established. Many courses around the state 

filled and had waiting lists. Training courses were 

conducted in Alice Springs, Brisbane, Bundaberg, 

Cairns, Darwin, Mackay, Rockhampton, Roma, 

Toowoomba and Townsville. 

The increase in member participation levels at training 

across the state coincided with a change of federal 

government, the foreshadowing of the Fair Work Act and 

the demise of the WorkChoices regime. Hopefully this 

points to a future filled with an increasing confidence 

in Union participation in the workplace and the ever 

increasing identification of QNU members with their 

Union. 

QNU members attending the Private Hospitals Bargaining course 

Communicating with members 

The QNU allocates significant resources to communicate 

with members. 

We have developed and implemented a comprehensive 

communications strategy over the past year to provide 

members with accurate, timely and relevant information 

which also facilitates their involvement in Union 

activities. 

We have also communicated the QNU’s political, 

industrial, professional and social message to the 

broader community through our public campaigns. 

Key communication activities and achievements over 

the past year include: 

» 

» 

Implementation of a detailed communication 

strategy for the Nurses. For you. For life. campaign, 

which included a round of television and newspaper 

advertising, and the Because We Care aged care 

campaign. A comprehensive package of materials were 

developed for both campaigns. 

Launching a new-look journal and a new monthly 

newsletter, Snapshots, as part of a broad revamp of 

all QNU communications and publications. These 

new publications ensure we are best placed to 

communicate the key issues and challenges affecting 

members in an open, timely, topical, effective and 

responsive manner. 

UNION 

TRAINING 

PROGRAM 

TRAINING 

JULY 

PROGRAM 

– DECEMBER 2008 

JANUARY – JUNE 2009 

Top: First edition of the 

new look tqn 

Bottom: First edition 

of Snapshots the new 

monthly newsletter 

VOLUME 1 

I S U E 1 

M A R C H 20 0 9 

Authorised by 

G. Hawksworth, 

Queensland Nurses’ Union 

Phone: (07) 3840 1444 

To l free: 1800 177 273 

Fax: (07) 3844 9387 

Email: qnu@qnu.org.au 

www.qnu.org.au 

BECAUSE WE CARE... 

ABOUT AGED CARE 

A national campaign to put aged care in 

the spotlight and give aged care nursing 

and care staff the recognition they 

deserve will be launched later this month 

by the QNU and all state branches of the 

ANF. 

The campaign, which will run through 

to 2010, will deliver a strong message to 

government, the community and aged care 

providers that older Australians deserve 

the best care and tha the passion and 

dedication of Australia’s aged care nursing 

and care staff should be recognised and 

valued. 

The campaign has been designed to 

address key issues facing aged care nursing 

and care staff and residents by calling on 

the federal governmen to properly fund 

aged care to achieve: 

1. The right balance of skills and nursing 

hour so that nursing and care staff can 

provide quality care for every resident 

A national nursing 

occupational award – 

nearly there 

After extensive proceedings and consultations, 

lobbying and campaigning nurses and midwives 

are nearly in a position where the safety net for 

their employment wi l be based on a national 

nursing occupational award. 

On 23 January the Australian Industrial Relations 

Commission issued a statement and draft nursing 

occupational award. 

Written submissions on the award closed on 

13 February and a further hearing was held in 

Sydney on 23 February. 

While a number of other parties 

continued to oppose the nursing 

award, their main focus was on some 

of the specific provisions. 

A final decision of the AIRC wi l be 

released on 3 April which we hope wi l 

confirm the nursing occupational 

award. 

The making of a nursing occupational 

award wi l be a significant plank in the 

efforts to restore and improve fairness 

and equity in nurses’ employment 

as new federal industrial 

relations legislation is ro led out. 

2. Fair pay for aged care nurses and 

care staff who are paid up to $300 

per week less than nurses in other 

sectors 

3. Recognition of the professional skills 

of Assistants in Nursing and care staff 

through a nationa licensing system 

4. A guarantee tha taxpayer funding is 

used for nursing and personal care for 

each resident. 

The QNU and ANF branches are 

committed to working with nursing and 

care staff throughout Australia for as long 

as i takes to win improvements in these 

key areas. 

GET INVOLVED ON MARCH 17 

Members from all sectors are asked to visit 

the special campaign website 

www.becausewecare.org.au on March 17 

to participate in campaign activities on the 

day. So get involved on March 17! 

GP Super Clinic for Redcliffe 

A GP Super Clinic has been approved for Redcliffe. 

The Moreton Bay Integrated Care Centre wi l be 

located on the grounds of the Redcliffe Hospital. 

Two streams of care are to be provided: 

» an acute care service and 

» a chronic disease management service. 

GP Super Clinics wi l be ro led out progressively 

over the next four years at 31 locations across 

Australia. Other Queensland GP Super Clinics wi l 

be established in Bundaberg, Cairns, Gladstone, 

Ipswich, Mount Isa, Strathpine, and Townsvi le. 

QNU Conference – 

have your say 

A l QNU members are urged to have a say 

in the future of the Union by participating in 

the development of agenda items for Annual 

Conference through your local branch. 

The decision making forum of the QNU, Annual 

Conference wi l be held this year on 22-24 July. 

For more information on submitting an agenda 

item please contact your local branch – information 

booklets have been provided to a l QNU branches. 

If you don’t know who your local branch is please 

contac the QNU on (07) 3840 1444. 

Agenda items for Annual Conference must be 

received by Jenny Gett a the QNU by 11 May 

to jgett@qnu.org.au or pos to GPO Box 1289, 

Brisbane, QLD, 4001. 

Churches of Christ EB 

– training now on 

With the Churches of Christ Enterprise 

Bargaining Agreement due fo renegotiation in 

August 2009 members are urged to get educated 

now to ensure the QNU is best placed to 

negotiate for your wages and conditions. 

Any members interested in participating in 

the negotiating proces should contac the 

QNU as training can be provided prior to the 

commencement of negotiations. 

Paid leave is available for this training. So don’t 

wait, contact QNU organiser Paul Mitche l on 

(07) 3840 1450 or email pmitche l@qnu.org.au 

Public sector negotiations 

under way 

Growing nursing and midwifery numbers, 

through recruitment and retention strategies 

and addressing workload issues, are central to 

negotiations for the seventh Enterprise Bargaining 

Agreement (EB7) which are continuing. 

The QNU and Queensland Health (and Mater 

Public) are currently negotiating under an 

Interest Based Problem Solving (IBPS) approach. 

Now tha the election has been ca led the state 

government has gone into ‘caretaker mode’ which 

means formal negotiations between the QNU and 

Queensland Health cannot be finalised until the 

election is over. 

The QNU and Queensland Health wi l, however, 

continue to meet during the election period to 

address our interests associated with EB7. 

Even though the agreement expires on 26 March 

2009, the QNU wi l negotiate 

until we ge the best possible 

package of wages and 

conditions for members, 

no matter wha the 

outcome a this election. 

Members wi l continue to 

be updated on the 

negotiations through public 

sector specific materials. 

For more information visit 

the special EB7 

campaign page at 


Informatics Competencies for nurses 

The ANF is conducting a national project in conjunction with the Queensland 

University of Technology to develop, validate and publish Informatics 

Competency Standards for the nursing profession in Australia. 

Registered Nurses and Enro led Nurses are invited to participate in the 

Nursing Informatics Competencies for Australia national survey that 

seeks your opinions and experiences with informatics technology. 

The survey, for Registered Nurses and Enro led Nurses, takes 

approximately 20 minutes to complete. You responses 

to thi survey are anonymous. None of you responses 

wi l be linked to you as an individual. 

To complete the survey visit www.qnu.org.au and 

fo low the links. 

Vol. 28 | No. 1 | February 2009 

THE OFFICIAL JOURNAL OF THE 

QUEENSLAND NURSES’ UNION 

New IR laws: 

How do they 

stack up 



» Developing the new-look QNU website – to be 

launched in July 2009. The new website will make 

it easier to access QNU information and materials 

to support members in their roles as nurses and 

midwives and as valuable members our Union. 

Members will be able to view tqn online, participate 

in a range of campaign activities and actions, access 

a range of QNU resources in our new ‘resource hub’, 

enrol online for training courses, join online as well as 

change and update membership details. 

Stills from our Nurses. For you. For life. tv ads 

Screenshots of the new-look QNU website 

Media 

The QNU continues to take a strategic and proactive 

approach to media. 

Over the past 12 months we utilised free and paid media to 

increase awareness of, and community involvement in, our 

Nurses. For you. For life. and Because We Care campaigns. 

We also made public comment in regard to the two 

major party’s health policies during the state election 

campaign earlier this year. 

Secretary Gay Hawksworth and Assistant Secretary Beth 

Mohle make themselves available to the media to cover 

a range of professional and industrial issues affecting 

members where appropriate. 

QNU staff 

The QNU recognises that our staff are critical to our success. 

We’ve employed a number of staff over the past year 

to newly created or existing positions to ensure we are 

best placed to support members into the future through 

various areas of our Strategic Plan. 

As at the end of 2008/09 financial year, the QNU 

employed 90 permanent staff across six offices 

(55 officials and 35 administration staff). 

Payroll deductions 

In an effort to mitigate risk to the QNU, a number of years 

ago we launched our Pay Roll Deduction (PRD) campaign 

to encourage members to convert their fee payment 

from PRD arrangements to other payment methods. 

This campaign has been an outstanding success with the 

percentage of members paying by PRD decreasing from 

48% in July 2005 (baseline date) to now under 17% and 

continuing to decline by natural attrition now that PRD is 

no longer offered as a payment option for membership fees. 


Industrial 

Strategic objectives: 

» 

» 

» 

» 

» 

Facilitate empowerment of members to achieve their industrial objectives. 

Provide effective industrial leadership. 

Provide effective representation. 

Maintain and improve wages and working conditions. 

Work to achieve positive legislative reforms. 

After the Your Rights at Work campaign, which led to 

the defeat of the Howard government at the 2007 federal 

election, the long promised legislation to do away with 

the draconian WorkChoices and replace it with a balanced 

set of workplace laws will commence on 1 July 2009. 

Many QNU members will gain significantly advanced 

rights and opportunities in their workplaces under the 

Fair Work Act and our challenge now will be to ensure 

these new-found rights are upheld. 

However, in the interim, it’s been a mixed bag for 

industrial negotiations and enterprise bargaining 

campaigns in the various sectors with some employers 

keen to take advantage of WorkChoices while remnants 

of the legislation remained in place over the past year. 

Regardless of the employers’ approach, the QNU has 

been persistent in our campaigns for improvements to 

wages and working conditions in all sectors, with many 

enterprise bargaining negotiations currently being 

finalised or set to be finalised shortly. 

The big picture 

The QNU has taken an active role in ensuring a place 

for state registered unions in the new federal workplace 

system. 

Through our direct involvement in discussions at 

the Queensland Council of Unions (QCU) and the 

Australian Council of Trade Unions (ACTU) on the 

appropriate model to be adopted to allow state registered 

unions to operate in the federal system, we have been 

able to influence the Fair Work Act in a way that ensures 

ongoing, robust nursing unions. 

We will continue to work hard to make sure the interests 

of members are protected. 

For example, the QNU and Queensland Health continue 

to meet regularly to progress the creation of a new state 

award for Queensland Health nurses and midwives, due to 

the move from the federal to the state jurisdiction, as well 

as setting terms for any move back to the federal system. 

Another key aspect of the federal government’s agenda is 

to streamline and simplify Awards through the creation 

of modern, national, common rule awards along either 

industry or occupational lines. 

The QNU has welcomed the Australian Industrial 

Relations Commission (AIRC) decision to favour a 

nursing occupational award as part of this process. 

Following months of campaigning with the Australian 

Nursing Federation (ANF), registered nurses, nurse 


INDUSTRIAL 

practitioners, midwives, enrolled nurses and nursing 

assistants will have the Nursing Occupational Industry 

Award apply to them regardless of where they work 

(school nurses are not currently included) when the new 

Awards commence in 2010. 

Thanks to the thousands of nurses and midwives who 

signed our petition calling on the AIRC to reject the 

other unions’ and employer push to scrap nursing 

awards, as well as to ensure that nurses’ and midwives’ 

minimum wages and employment conditions are 

protected by nursing awards. 

Public Sector 

EB7 

The state’s public sector nurses and midwives stand 

to be among the highest paid in the country in most 

classifications if they approve Queensland Health’s 

proposed enterprise bargaining agreement (EB7), which 

is currently at ballot. 

If the proposed agreement is approved, nurses and 

midwives will receive: 

» 

» 

» 

» 

4.5% or $34 per week (whichever is greater) as of 1 

April 2009 (members will receive back-pay at the new 

pay rates from this date); 

4% or $34 per week (whichever is greater) as of 1 April 

2010; 

4% or $34 per week (whichever is greater) as of 1 April 

2011; 

Enhancements to a number of other important 

conditions. 

The offer is the culmination of months of negotiations 

as well as years of policy development by members and 

branches at QNU Annual Conference. 

In addition to a wage increase there are also a number 

of other important initiatives and entitlements that 

make up the EB7 agreement and which will allow us 

to pursue and address critical nursing and midwifery 

issues now and in the coming years. 

The QNU and Queensland Health agreed under EB7 

that work should continue through a peak body to 

advance the interests and issues of the public sector 

nursing and midwifery workforce. 

While the body has changed names from the 

Nurses’ Interest Based Bargaining Implementation 

St George EB7 Report Back Meeting 

Group (NIBBIG) to the Nurses’ and Midwives’ EB7 

Implementation Group, both parties remain committed 

to its ongoing role under EB7. 

Further work by the body will progress around a 

number of critical areas including the Business Planning 

Framework and workloads, Models of Nursing and 

Midwifery, working arrangements, and classification and 

career structures (including those for Enrolled Nurses 

and Nurse Unit Managers). 

NIBBIG under EB6 

Throughout the past year the Nurses’ Interest Based 

Bargaining Implementation Group (NIBBIG) 

remained focused on implementing many of the 

recommendations contained in the 5 priority area 

working party reports. NIBBIG met monthly with the 

assistance of a facilitator to work on a number of key 

areas over the past year. 

The new and revised version of the Business Planning 

Framework: a tool for nursing workload management 

(BPF version 4) was officially launched in September 

2008. This edition provides new opportunities for 

nurses and midwives to have their workload issues 

addressed. The QNU has developed an easy to use guide 

for members to understand the latest version of the BPF. 

With the reorganisation of Queensland Health to 15 

Health Service Districts in late 2008 we raised the issue of 

inconsistencies in the application of HR and IR policies 

across the department. The QNU lobbied Queensland 

Health to ensure that members weren’t affected by the 

reorganisation and the new structures put in place to 

support these changes. We called on the Director General 

to implement a number of principles, as a minimum, to 

guide the development of the new district structures: 

Issues with the restructure have been, and continue to 

be, raised through the Reform Consultative Group and 

we’ll continue to raise issues as we are aware of them. 


INDUSTRIAL 

The Nursing Consultative Forums (NCF) remained the 

focus for monitoring progress of the above key areas 

and other priority areas under NIBBIG as well as other 

industrial objectives under EB6. 

Torres Strait dispute 

Despite resolution of the initial dispute that occurred 

in early 2008 regarding safety and security issues 

for nurses employed on Torres Strait Outer islands, 

concerns continue about the ongoing sustainability and 

appropriateness of health services in this remote location 

as well as in other areas. 

The QNU continues to liaise with Queensland Health 

representatives at the corporate office and local level 

regarding our concerns. 

Queensland Health has committed to providing reports 

on the status of progress on further rectification works 

through the Queensland Health Workplace Health and 

Safety Advisory committee, which is a Queensland 

Health and union body. 

We continue to watch closely Queensland Health’s 

commitment to staff accommodation standards across 

the state in the form of its undertaking with Workplace 

Health and Safety Queensland. The undertaking, 

released in November 2008, obligates Queensland 

Health to ensure the safety and security of staff in their 

facilities and accommodation. 

New Health Minister 

We welcomed the re-elected Premier Bligh’s 

commitment to prioritise health by allocating the health 

portfolio to her trusted deputy, Paul Lucas. 

Since Mr Lucas became Health Minister we have 

established regular bi-monthly meetings. We also 

developed a booklet titled Nurses and nursing 

in Queensland which has been provided to the 

Minister, state Labor members of parliament and 

relevant department personnel, to give them a clear 

QNU Secretary Gay Hawksworth, Deputy Premier and Health 

Minister Paul Lucas and QNU Assistant Secretary Beth Mohle at 

the 2009 International Nurses Day Breakfast 

understanding of who nurses and midwives are and 

what we do. This reference guide discusses the vital role 

nurses and midwives play in the range of health settings 

in Queensland and examines opportunities where nurses 

and midwives can be further utilised to build a better 

health system for all. This resource is available on the 

members’ only section of the QNU website. 

Regular bi-monthly meetings have also been established 

with the Director General of Queensland Health on 

alternate months. 

Queensland Children’s Hospital 

While we have placed on record our preparedness 

to work with Queensland Health to build a world 

class tertiary paediatric hospital in Queensland, 

we maintained that a clear vision and transparent 

consultative processes must be established to ensure the 

project’s success. 

We shared our concerns about the process used in 

naming the preferred site for the facility as we expressed 

those same concerns more than two years ago when the 

announcement was made. 

Other issues include governance concerns, a lack of 

consultation with nursing staff, a lack of appropriate risk 

management processes, and the diminution of services 

that are currently provided. 

We also believe other work, especially relating to 

workforce planning and lower level paediatric emergency 

services in outer metropolitan and rural areas, does not 

appear to have been given appropriate emphasis. 

The QNU is involved in continuing consultation around 

the new facility. 

Private hospital sector 

There has been a planned expiration of private hospital 

agreements to coincide with public sector negotiations 

and the QNU has been representing members in 

claims for wage and condition parity. At the end of the 

2008/2009 financial year, 14 negotiations were under way 

covering almost all private hospital nurses and midwives. 

Already as a result of negotiations conducted during the 

past financial year, the Holy Spirit Northside agreement 

contains wage parity for the majority of nursing 

classifications and improvements to several other 

conditions. 

Nurses and midwives expect that the remaining 

private hospital employers will follow suit, with many 

negotiations nearing completion. 

Aged care sector 

The QNU continues to engage with employers in the 

aged care sector seeking constructive negotiations for 

making collective agreements. 


INDUSTRIAL 

Of particular significance, a number of agreements are 

being negotiated for the first time between the QNU 

and aged care employers where nurses were previously 

employed under the Award. These negotiations are 

providing the QNU with significant opportunity to 

improve the wages and working conditions of members 

in those workplaces, particularly in light of the Fair 

Work Act. 

Unfortunately some other employers have sought to 

avoid the provisions of the Fair Work Act and rushed 

through below standard agreements. It is unacceptable 

for employers in aged care to on the one hand complain 

about the wages gap and seek further funding, yet on the 

other hand aggressively pursue measures to hold back 

nurses’ wages and conditions resulting in the wages gap 

increasing further. 

On a positive note, in 2008 we were successful in 

negotiating an 18% wage increase, enhanced career 

progression, improved long service leave provisions and 

a raft of new allowances in the sixth Blue Care-QNU 

Agreement. This was achieved through an interest based 

bargaining approach. 

The QNU is now proposing a similar approach to other 

aged care employers and also seeking to replicate and 

improve upon the Blue Care outcome. 

Workplace Health and Safety 

The health and safety of all QNU members remains 

the top priority for our Union. Over recent times the 

QNU has fought for the maintenance of employees’ 

fundamental rights to safety in the workplace. 

Major workplace health and safety activities by the QNU 

over the past year included work around improving 

safety and security for all nurses and midwives and 

maintaining a fair and comprehensive workers’ 

compensations system. 

“Swine Flu” 

The QNU has been identified as a key stakeholder in 

management of the H1N1 Influenza (Human Swine 

Influenza) pandemic in Queensland. 

We have been closely monitoring the management of the 

virus by participating in regular stakeholder briefings 

with Queensland Health as well as reviewing their daily 

H1N1 Influenza stakeholder reports. 

We have also met with the Chief Health Officer to 

discuss concerns regarding workforce management 

issues and advised Queensland Health of our position in 

regard to nurses or midwives with a suspected illness or 

a confirmed illness. 

National occupational health and safety laws 

The QNU, along with unions across Australia, has 

a number of concerns about decisions made by the 

Workplace Relations Ministers Council (WRMC) into 

the future national model occupational health and safety 

(OH&S) laws. 

In May, the WRMC met to make a decision on each 

recommendation from the National Review into Model 

Occupational Health and Safety Laws, which was 

released earlier this year. 

The ACTU believes there are six priority areas of 

concern which require further consultation before the 

decisions are finalised in the new model legislation, 

which is to be adopted in all jurisdictions from 2011. 

Our concerns centre around six key decisions: 

» 

» 

» 

» 

» 

» 

Ceasing a union’s right to prosecute 

Onus of proof now imposed on the prosecution rather 

than the employer 

Removal of the risk management process 

Excluding tripartism where unions, employers and the 

workplace authority work together to establish a good 

OH&S process 

Increasing the length of time required for Right of 

Entry notices 

Possible reductions in consultation and Health and 

Safety Representative rights 

Australian unions have launched a national campaign 

calling for the maintenance of workers’ current 

protections under the new laws. With the States and 

Territories still negotiating with the Commonwealth 

over the new model law, the 

Don’t risk second-rate safety campaign calls on people 

to sign a petition to the government to show we’re 

serious about healthy and safe workplaces. 

Visit www.rightsatwork.com.au/campaigns 

Rights on Site campaign 

The QNU continues to support the ACTU’s Rights 

on Site campaign which highlights the treatment of 

Australia’s construction workers who do not have the 

same rights in their workplace as all other workers. 

Launched in late 2008 by building industry unions, 

the campaign calls for the immediate abolition of the 

Australian Building and Construction Commission 

(ABCC). Regular articles have been included in 

our publications which tell of construction workers 

interrogated and threatened with imprisonment for 

reporting or taking action on a range of issues including 

workplace health and safety. 

Workers’ compensation 

The QNU continues to assist members in workers’ 

compensation claims and processes. 


INDUSTRIAL 

New powers for QLD workplace health and 

safety representatives 

Employee workplace health and safety representatives 

(WHSRs) have received a boost to their powers under 

changes to legislation that have now been enacted. 

A review into the Workplace Health and Safety 

Enforcement Framework in Queensland, conducted in 

late 2008, made 50 recommendations, with many now 

included in the state’s legislation. 

Among the most significant amendments, WHSRs are 

now able to issue Provisional Improvement Notices 

(PINs) when there is a health and safety problem in their 

workplace. 

The change provides a much needed boost to the power 

of WHSRs. 

The QNU has also been involved in the development of 

Department of Industrial Relations Guidance Material 

surrounding PINs. 

Comcare 

During the financial year the QNU monitored a 

number of Queensland employers considering pursing 

self insurance under the Comcare scheme or the 

Queensland scheme. We are aware of three private 

sector employers who were considering self insurance. 

The QNU does not support self insurance and the 

current Comcare scheme would represent a decline 

in workers’ compensation entitlements for nurses and 

midwives in Queensland. 

Higher penalties for assaults 

People who assault nurses and midwives will now face 

higher penalties under changes to legislation passed 

in State Parliament in October 2008. The amendment 

to the Criminal Code will allow for people who 

assault frontline public servants, including nurses and 

midwives, to be charged with the higher charge of 

serious assault instead of assault. The maximum penalty 

for serious assault is seven years imprisonment. We hope 

the increase in penalties will provide a deterrent to those 

members of the public that believe it is acceptable to 

attack frontline employees. 

Facility design 

With billions of dollars being spent on the construction 

of three new hospitals in South East Queensland and 

the redevelopments and redesign of many other health 

facilities across the state, the QNU is taking a strategic 

approach to design of these facilities, with a particular 

emphasis on workplace health and safety issues. 

During the period the QNU employed an organiser 

to build the capacity of members to influence the new 

developments through all the phases of construction, 

from concept and design to handover and occupancy. 

We also completed a submission to the Queensland 

Health Redevelopments Project on our support for the 

introduction of ceiling hoists for manual handling. 

State government alcohol reforms 

QNU members have been made aware of a number 

of legislative changes recently implemented in some 

Aboriginal and mainland Torres Strait Islander 

communities as part of the Queensland government’s 

Alcohol Reform Project. 

Amendments to the liquor legislation, which took effect 

on 1 July 2008, have resulted in a range of changes aimed 

at reducing the harms from alcohol and other substance 

misuse. 

The QNU wrote to the Premier to express concerns 

about the adequacy of resources dedicated to 

Queensland Health to provide appropriate detoxification 

and rehabilitation in the affected communities. 

We also raised concerns regarding alternate substance 

abuse following the introduction of the reforms. We 

believe appropriate monitoring mechanisms must be 

put into place to ensure that alcohol is not replaced with 

another illicit substance. 

Duress Trials 

Duress Trials look likely to be considered in other 

community settings following finalisation of the Royal 

Children’s Hospital Community Health duress device 

trial during the financial year. Staff involved with the 

trial (nursing staff making home visits) reported positive 

results. 

A trial system was also rolled out in the Torres 

Strait Outer islands of Mabuiag, Boigu, Darnley and 

Coconut. Queensland Health reported that earlier 

technical difficulties (eg. location, remoteness and 

telecommunication issues) had been negated. The 

satellite based system has been set-off twice – once when 

a person was evacuated and once for a false alarm. 

Negotiations are ongoing with key stakeholders in the 

area as well as with the Chief Information Officer to 

determine a final system. 

Atherton Hospital Workplace Health and Safety Representatives 


Professional 

Strategic objectives: 

» Facilitate empowerment of members to achieve their professional objectives. 

» Advocate for the maintenance and advancement of nursing standards. 

» Provide effective professional representation. 

» Provide leadership in the advancement of innovative nursing practice. 

» Contribute to advancements in nursing education, research, training and 

development. 

» Influence and contribute to health and aged care policy at all levels. 

The QNU devotes considerable resources to achieving its 

professional objectives. The QNU has three professional 

officers as well as two legal officers. 

Our levels of human resources in the professional area 

give us the capacity to develop nursing and midwifery 

models of care, prepare submissions on professional 

matters impacting on nurses and nursing and midwives 

and midwifery, develop policy positions relating to key 

professional issues, and support members with a range 

of professional issues through advice, assistance and 

education. 

National registration and 

accreditation scheme for health 

professions 

The QNU expended considerable resources to ensure 

the interests of members are advanced as a new national 

regime to cover health professionals is established. 

The QNU has closely examined draft legislation as well 

as lobbied for members’ interests during the ongoing 

development of a single national registration and 

accreditation scheme for health professions. 

The scheme will be established from 1 July 2010 and 

legislation has been enacted in Queensland that provides 

for the adoption of a national law to facilitate the 

development and implementation of the scheme. 

The Australian Health Practitioner Regulation Agency 

has also been established and will be responsible for 

the operation of the scheme. The Australian Health 

Workforce Ministerial Council (AHWMC) has also 

reached consensus on some aspects of the scheme and a 

Senate Inquiry into the scheme is currently occurring. 

The exposure draft of the Health Practitioner Regulation 

National Law 2009 was released by the AHWMC on 12 

June 2009. The QNU is currently preparing a submission 

in response to this draft. 

The implementation of the new scheme will also affect 

current staff employed in health profession regulatory 

bodies, including the Queensland Nursing Council. 


PROFESSIONAL 

Continuing competence framework 

The QNU provided a response to the draft Australian 

Nursing and Midwifery Council (ANMC) continuing 

competence framework. While the QNU remains 

supportive of nurses and midwives maintaining their 

competence, we submitted that the draft framework was 

too onerous as the mandatory requirements could lead 

to nurses and midwives retiring/leaving the workforce 

and ultimately workforce shortages. 

National Health and Hospital Reform 

Commission 

The QNU provided feedback to the National Health 

and Hospital Reform Commission (NHHRC), the 

new body set up by the federal government to review 

the current health system. The final report, containing 

over 100 recommendations, had been submitted 

to the government and is due to be published. The 

interim report A healthier future for all Australians 

contains many ideas for reform, and with far reaching 

implications, but it falls short of recommending reforms 

in other areas. While we continue to lobby to address 

our concerns, the release of the report is a positive step 

in the long awaited reform of Australia’s health system. 

Professional seminars 

In the second part of 2008 the QNU ran its first 

professional and legal seminars for members in 

Brisbane, Rockhampton and Townsville. Focusing on 

current professional and legal issues affecting nurses 

and midwives the seminars were open to members and 

non-members as a valuable professional development 

opportunity. Due to positive feedback the seminars will 

now be an annual event with the next round to be held 

this year in Brisbane on 9 October and in Cairns on 23 

October 2009. 

Our enhanced focus on professional issues can also 

be seen in our range of publications in which we have 

increased the number of professional articles and issues 

we cover in line with member feedback. 

Midwifery issues 

Reform in midwifery continues to be undertaken at a 

state and federal level. In particular, a national maternity 

services plan is set to be developed after the release of 

the Maternity Services Review report in February. 

Prepared by the Commonwealth Chief Nurse and 

Midwifery Officer, the Improving Maternity Services in 

Australia report makes 18 recommendations in the key 

areas of safety and quality, access to a range of models 

of care, inequity of outcomes and access, information 

and support for women and their families, the maternity 

workforce and financing arrangements, as well as 

indemnity insurance for independent midwives and 

consideration for expanded practice midwives to access 

MBS and the PBS systems as well as private health funds. 

Although the report flags significant advancements in 

some areas, we hold significant concerns in relation to 

areas such as a lack of indemnity insurance for home 

birth midwives and potential constraints on access to 

MBS and PBS for all midwives. 

The QNU provided a response to the report and we hope 

that reform will ensure midwives gain the professional 

recognition they deserve as well as the freedom to 

practice to their fullest potential in any new models of 

care. 

Midwifery Drug Therapy Protocols 

After extensive consultation and review, the Office of 

the Chief Nursing Officer (OCNO) recently released 

the midwifery Drug Therapy Protocols (DTPs) and the 

Health Management Protocol (HMP). The Midwifery 

HMP is a set of clinical guidelines that outline the 

situations and conditions under which a licenced 

midwife can administer and supply medications listed 

on the DTP. 

These Protocols are designed to support the practice of 

midwives and their use of medication. 

The DTPs allow midwives to initiate administration 

of medications in certain circumstances, namely 

where they obtain, possess, administer or supply, on 

the instruction of a Nurse Practitioner or doctor. The 

Protocols are not a substitute for consultation with a 

more experienced practitioner or doctor. 

A midwife is not relieved of their legal responsibility or 

accountability while practising under these protocols, 

which are currently being rolled out in each Health 

Service District. The protocols are not designed for 

independent midwives but can be used as guidelines for 

midwives working for private employers. 

QNU professional seminars speakers (L to R): Dr Kim Forrester, 

LLB Barrister; Myra Kochardy, QNU Legal Officer and Kym Barry, 

QNU Professional Officer 

There are additional HMPs for rural and isolated 

practice registered nurses and midwives to those covered 

under the Primary Clinical Care Manual. 


PROFESSIONAL 

Mareeba case load models 

The Mareeba case load model celebrated its first 

anniversary during the financial year. Local midwives 

were successful in negotiating a local agreement to move 

to an annualised salary arrangement which will allow 

some flexibility in their working hours. The midwives, 

along with the QNU, provide representation on a 

steering committee which is responsible for continually 

reviewing both the model and the service. Ongoing inservice 

programs have been rolled out. Members report 

they are happy with the progress to date. 

A successful case load model has also been rolled out in 

Goondiwindi while a business case has been developed 

to support the implementation of a case load model in 

Cairns. 

PAH Mental Health Branch members, 

with QNU Organiser Emily Andrews 

nursing career advancement, replace nursing positions 

and create professional dilemmas for those nurses 

appointed to generic health practitioner roles. 

The Health Quality and Complaints Commission visits with 

Cairns (top) and Mareeba (bottom) midwives 

Mental health 

Amid changes to mental health services across 

Queensland, the QNU is pushing for further 

consultation to occur around the reform. 

The QNU is concerned about the emergence of 

organisational structures within mental health services 

that do not reflect contemporary models of care but 

instead form reporting structures which support a 

traditional medical model. While these structures may 

be called primary health models, they in fact restrict 

Workloads 

All districts should 

now be implementing 

Version 4 of the 

Business Planning 

Framework (BPF): 

a tool for nursing 

workload management 

following its roll out 

across Queensland 

health last year. The 

QNU sought advice 

from Queensland 

Health’s Director 

General Mick Reid 

after some Health 

Service District 

Nursing and 

midwifery workloads: 

a QNU guide to using the BPF 

An easy-to-use guide on how to 

take control of a workload issue 

CEO’s and finance managers failed to implement the 

latest version. A memorandum had been previously 

issued outlining the standard criteria for application 

of Version 4 of the BPF within districts. The QNU will 

pursue districts which fail to adhere to this advice. 

The QNU has also published a guide Nursing and 

midwifery workloads: a QNU guide to using the BPF for 

members. 

QNU officials and members have been involved in 

detailed discussions with nursing management at 

Yaralla Place in Maryborough, Eventide Sandgate, and 

Caboolture Operating Theatre about workloads and 

nursing staff skill mix and staffing levels. Specialist 

Panels were established at each of these facilities in 

accordance with workload grievance procedures. 

June 2009 


PROFESSIONAL 

457 visas 

The QNU has assisted a number of members who 

have been made vulnerable under the Visa Subclass 

457 (457 Visa). The QNU made a submission to 

the Visa Sub-class 457 Integrity Review late last year 

which outlines a range of legal, professional and 

industrial issues arising from employers providing 

sponsorship to overseas nurses under the 457 visa 

program. A number of our case studies demonstrate 

the vulnerability to which our members are exposed as 

a result of their visa status. 

The Australian Nursing Federation (ANF) has employed 

an immigration contact officer who can assist us in 

providing support to members in regard to this issue. 

Queensland Health review of carers’ 

guidelines 

Queensland Health rescinded the CHO Circular 03/98 

‘Administration of medication by carers’ in early 2009. 

The QNU has continued negotiations with the Office 

of the Chief Health Officer, and to date the proposed 

replacement guidelines have not been published by 

Queensland Health. The QNU continues to provide 

advice and assistance to members who contact the 

Union with concerns about medication management 

practices in residential aged care facilities. 

Legal matters 

The QNU employs two legal officers and other officials 

to provide advice to the Secretary in relation to the legal 

needs of members and the QNU. In the past year the 

Legal Department undertook a range of activities on 

behalf of the QNU and members in relation to: 

1. QNC conduct, competency and health matters; 

2. QNC prosecutions for holding out, unlicensed 

practice; 

3. Discrimination claims; 

4. Charges referred to the Nursing Tribunal by the 

QNC in relation professional conduct; 

5. Providing advice to officials; 

6. Drafting submissions and liaising with government 

and peak representative bodies in relation to changes 

in Commonwealth and state legislation. 

7. Appeals to the District Court of Queensland; and 

8. Appeals to the Court of Appeal. 

The legal department undertakes a heavy workload 

dealing with conduct, health and competency matters 

before the QNC. Subsequently, we have developed a legal 

strategy in relation to QNC matters and communicated 

information to members on relevant cases and legislative 

changes. The new strategy has resulted in initial success 

and overt changes in the QNC’s handling of conduct and 

health matters. 

Physicians’ assistants 

The QNU continues to oppose the introduction of 

physicians’ assistants in Queensland. To date a number 

of physicians’ assistants have been recruited and 

placed as part of a 12 month Queensland Health pilot. 

Physicians’ assistants will, or have been placed in Mt 

Isa and Cooktown as well as at the Princess Alexandra 

Hospital and The Prince Charlies Hospital. A nurse 

practitioner representative will sit on the Physician 

Assistant Quality Assurance Committee which is 

responsible for monitoring the role during the pilot. 


Social 


» 

Facilitate action to achieve positive social change. 

The QNU recognises that positive social change comes 

about through education, policy development and 

involvement in social issues. During the past financial 

year the QNU continued to support the social causes 

identified by QNU Council and Annual Conference. 

Mother and child at the Shan clinic on the Thai/Burma border 

Union Aid Abroad-APHEDA 

The QNU continued our support for Union Aid Abroad- 

APHEDA during the 2008/09 financial year through 

financial assistance for specific health initiatives. 

The QNU will this year raise funds at our Annual 

Conference for a Union Aid Abroad-APHEDA health 

program on the Thai/Burma border. 

Australian People for Health, Education and 

Development Abroad (APHEDA) was created in 1984 

as the overseas aid agency of the Australian Council 

of Trade Unions (ACTU) in recognition of the union 

movement’s responsibility to contribute directly to 

countries and regions of the world affected by injustices 

and human rights issues. 

International Nurses’ Day and 

International Day of the Midwife 

A new clinic space at the 139 Club for homeless was 

opened in April thanks in part to proceeds from the 

QNU and Queensland Nursing Council’s International 

Nurses’ Day breakfast. 

The breakfast was the highlight of our celebrations in 

May for International Nurses’ Day and International Day 

of the Midwife. 

This year’s theme was Celebrating Queensland’s nursing 

and midwifery history, as Queensland celebrates its 150 

years of independence from NSW through Q150 events. 


SOCIAL 

More than 200 people attended the breakfast in 

Brisbane, with key speakers including Deputy Premier 

and Minister for Health Paul Lucas, Queensland Health 

nurse advisor for Indigenous health, Odette Best and 

Professor Glena Strachan from the Department of 

Employment Relations at Griffith University. 

The new clinic space at the 139 Club is available for 

use by all visiting services at the club and includes 

an extended assessment area for nursing staff, an 

examination room, and a counseling room. 

Social Charter for nursing and 

midwifery in Queensland 

In 2002, the Queensland Nursing Council (QNC) and 

the QNU, in partnership with the community and other 

nursing organisations, developed the first Social Charter 

for Nursing in Queensland to recognise the important 

relationship between nurses and the community. 

The Charter includes statements about the contribution 

that nurses and midwives and nursing and midwifery 

make to the community as well as the community’s 

expectations with regard to nurses and midwives, 

nursing and midwifery 

and the provision of 

their services. 

In recognition of the 

dynamic nature of 

health needs and 

expectations, the 

Charter is reviewed 

each year on 

International Nurses 

Day (12 May) to 

ensure that it remains 

relevant to the needs 

and expectations of 

nurses and the 

community. 

South Pacific nurses 

forum 

Social Charter 

A social charter is a joint 

statement by those who share 

common views. The Social Charter 

for Nursing and Midwifery in 

Queensland is a brief statement 

recognising the broad expectations 

and mutual obligations of nurses, 

midwives and the community 

regarding their roles. 

As health needs and expectations 

change over time, so will the 

Social Charter for Nursing and 

Midwifery in Queensland. Nurses, 

midwives, the community and 

signatories to the social charter will 

review it annually to ensure that it 

remains relevant to the needs and 

expectations of all parties. 

The community and the nursing 

and midwifery professions are 

committed to the continuing 

improvement of the health care 

system within a framework of 

social justice and equity. The Social 

Charter for Nursing and Midwifery 

in Queensland reflects the 

commitment of the community 

and the nursing and midwifery 

professions to this framework. 

for nursing and midwifery in Queensland 

The community, nurses and midwives have the following obligations and expectations: 

PARTNERSHIP 

A unique relationship exists between nurses, midwives and those people who seek 

nursing and midwifery services. 

Nurses and midwives develop partnerships with individuals and groups requiring nursing 

and midwifery services to assist them to achieve optimum health and well-being. 

The nursing and midwifery professions together with the community will work 

towards creating new and innovative health policy and effective models of nursing 

and midwifery that are responsive to the needs and rights of all. 

Nurses, midwives and the community recognise the important role nurses and 

midwives have in ensuring individuals are provided with comprehensive, meaningful 

information to enable them to make informed decisions about their care. 

To become a signatory to the Social Charter, 

please contact either the Queensland Nursing Council on 07 3223 5126 

or the Queensland Nurses Union on 07 3840 1444 

Published 2002, Amended 2009 

QNU Secretary, Gay Hawksworth, attended the 14th 

South Pacific Nurses Forum in Suva, Fiji in October 

2008, along with other representatives from the ANF. 

Held every two years the Forum brings together nurses 

and nurse leaders from across the South Pacific to 

discuss and debate key issues of importance to nursing 

and midwifery. 

The latest Forum, hosted by the Fiji Nursing Association, 

explored issues including nursing and midwifery 

workforce levels, standards of practice, education for safe 

practice, occupational health and safety, safe conditions 

of work, and nurse practitioners in community health. 

VALUING 

The community, nurses and midwives recognise their mutual obligation to treat each 

other with respect and dignity. 

Nurses and midwives value their own and other’s personal health and safety. 

Nurses and midwives value and support community participation in the development 

of nursing and midwifery services and health policy generally. 

The community values the varied and important roles of nurses and midwives in 

providing health services. 

Nurses and midwives have an obligation to value and support each other and respect 

the role each has in providing nursing and midwifery services. 

EXPECTATIONS 

The community, nursing and midwifery profession expect: 

Nurses and midwives will strive to promote safe, quality, evidence-based health 

care with the utmost respect for, and protection of, the personal values, rights and 

responsibilities of people needing health care. 

Nursing and midwifery services are provided by nurses and midwives in the 

community, residential facilities, general practice, hospitals and hospices for people 

of all ages. 

Nurses and midwives will maintain and advance their knowledge and skills to provide 

nursing and midwifery services in the health setting in which they practise. 

Nurses and midwives collaborate with other health practitioners to provide the best 

possible client focused care. 

Nurses and midwives work with individuals and the community to achieve optimal 

health and well-being outcomes for all. 

Nurses and midwives will actively participate in the development of health policy 

and health services at leadership level. 

The community will actively participate in the development of health policy and 

services. 

Resources are available to nurses and midwives to support the achievement of 

optimum health and well-being outcomes in a safe environment for all. 

Nurses and midwifes are accountable for services they provide. 

The ANF presented the outcomes of the combined 

work between the PNG nurses association and the ANF 

in assessing the work value of the PNG nurses. This 

study has lead to an increase in wages and a new career 

structure for PNG nurses. 

While the forum confirmed that our health system 

remains streaks ahead of most our neighbours, it also 

showed that Australian governments and employers still 

have a lot to learn about workforce planning and we also 

have a lot more to share with our South Pacific colleagues. 

Gloves for PNG health services 

While attending the South Pacific Nurses Forum the 

QNU heard concerning reports from our Papua New 

Guinea (PNG) nursing union colleagues about the 

lack of funding available to provide even basic medical 

equipment, such as sterile and non-sterile gloves, to 

health services in the country. 

QNU Assistant Secretary Beth Mohle sends the gloves on the first 

leg of their journey, courtesy of Toll Priority Brisbane. 


SOCIAL 

The lack of gloves is a particular concern not only from 

a patient infection perspective but also because of the 

serious risk posed to nurses, midwives and other health 

workers, especially given the unacceptably high rate of 

HIV-AIDS infection in PNG. 

On hearing the reports the QNU and the NSW Nurses’ 

Association (NSWNA) arranged for gloves to be sent 

to the Port Moresby hospital via our nursing union 

colleague contacts there. 

In February this year we dispatched 38 boxes of donated 

gloves to the hospital and the NSWNA delivered another 

100,000 pairs shortly after. 

Flood and bushfire victim support 

QNU members were shocked and saddened at the extent 

of the bushfires that ravaged Victoria and the floods that 

damaged parts of Queensland earlier this year. 

Nurses and midwives from across Queensland cared for 

the victims of both disasters and donated generously to 

relief appeals to help those who lost so much. 

In Queensland four members accessed the QNU’s 

hardship fund for financial support as a result of the 

extreme financial hardship they faced following the 

floods, while the QNU provided a number of other 

members with food vouchers. 

The QNU also contributed just over $4,000 to the ANF’s 

$20,000 donation to the Victorian Bushfire Relief Fund, 

with funds disbursed by Red Cross. 

Humanitarian crisis in Sri Lanka 

The ANF federal executive, which includes the QNU, 

in early 2008 passed a resolution for action about the 

conflict in Sri Lanka which resulted in the deaths of 

thousands of civilians, including many nurses and health 

staff, who worked at health facilities which were caught 

in the crossfire. 

While the 26-year civil war between Sri Lankan 

government armed forces and the separatist Liberation 

Tigers of Tamil appears to have since ended, sustaining 

peace in a country that has been wracked with incredible 

tension for decades will be a significant and ongoing 

challenge. 

The ANF and an Australian Education Union resolution 

were referred to ACTU Congress in June 2009. A 

resolution from the ACTU calling on the Australian 

government to use its influence to facilitate access for 

international assistance, to support the restoration of 

democratic rights and to help establish a lasting solution 

was passed. 

Reconciliation Action Plan 

The QNU continues to support the ANF’s Reconciliation 

Action Plan which was endorsed at the ANF National 

Delegates Conference in October 2007. The Action 

Plan is part of the ANF’s strategic plan and a report on 

progress is made to the ANF Council annually. 

Key criteria which are reported against include 

consulting with others, demonstrating leadership, 

boosting capacity and developing awareness. 

The ANF’s full report can be found at www.anf.org.au/ 

anf_pdf/shared_reports/ANF_Reconciliation_Action_ 

Plan.pdf 

The QNU is also a member of numerous organisations 

which all have a directly relevant link to the social 

objectives of our Union. 

Nurses, other health workers and patients were killed when the 

Mullivakkal Hospital, in the country’s north, was bombed for a 

second time 


Political 


» 

Maximise the influence of the QNU in political processes. 

Submissions 

Over the past financial year, the QNU made submissions 

to various agencies and authorities to promote the 

interests of members and raise the political profile of the 

Union including: 

» 

» 

» 

The National Health and Hospitals Reform 

Commission (NHHRC) based on the report: A 

Healthier future for all Australians 

The Senate Education, Employment and Workplace 

Relations Committee Inquiry into the Fair Work Bill 

2008 

The House of Representatives Standing Committee 

on the Employment and Workplace Relations Inquiry 

into pay equity and associated issues related to 

increasing female participation in the workforce 

» 2009-2010 State Budget 

» 2009-2010 Federal Budget 

» 

» 

The Senate Finance and Public Administration 

Committee Inquiry into Residential and Community 

Aged Care in Australia 

Response to the Productivity Commission Draft 

Inquiry Report – Paid Parental Leave: Support for 

parents with Newborn Children 

» The National Women’s Health Policy 

» The Visa Sub-class 457 review 

» 

Queensland Health Public Hospitals Oversight 

Committee report on the scope of practice of 

anaesthetic technicians 

» Queensland Health report on plaster/orthopaedic 

technicians 

Lobbying 

Over the past year we sought to capitalise on the success 

of the Your Rights at Work campaign by lobbying 

state and federal governments on industrial relations 

including legislative reforms. In addition we have also 

undertaken concerted lobbying campaigns to influence 

health and nursing polices at a state and national level. 

Of particular significance, late last year myself and other 

QNU representatives met with federal ALP politicians 

from Queensland to discuss a broad range of issues of 

concern to QNU, with particular emphasis on issues in 

aged care and other areas of our campaign agenda. 

Campaigns 

We have invested considerable financial and human 

resources over the past year to develop and implement 

community, media and membership campaigns aimed 

at promoting and defending the interests of members 

though political means. 

Nurses. For you. For life 

In October 2008 we launched a ‘first of its kind’ 

campaign calling for governments, health and aged care 

employers to seriously address the current and predicted 


POLITICAL 

nursing and midwifery shortages in Queensland or face 

dire consequences. 

The Nurses. For you. For life. campaign started with 

a round of television and newspaper advertising, a 

hotline and an interactive website and has since gained 

momentum. 

Key aims of the campaign, as contained in our Action 

Plan, include: 

» 

» 

» 

» 

» 

» 

» 

» 

More nurses. Urgent increases to nursing numbers 

across Australia. An additional 14,000 nurses are 

required in Queensland alone by 2014. 

Safe workloads and skill mix. Better management of 

nurses’ workloads. 

Supportive and safe workplaces. Improved focus on 

the safety and support of nurses in their workplaces. 

Quality and accountability. Regulation of all people 

performing nursing work and accountability for how 

government funding is spent. 

Equity. Nurses to be paid the same no matter where 

they work. 

Education. Access to affordable education courses for 

current and future nurses that better prepare them 

to practice, as well as meaningful career structures to 

enable nurses to progress within their profession. 

Advocacy. Recognition that nurses are well placed 

advocates for patients and their families. 

Innovative and sustainable care. Enhanced 

potential for nurses to deliver health care services 

through new and innovative nursing and midwifery 

models of care. 

The key aims of this campaign have supported our calls 

for strategies to address workforce shortage issues in 

campaigns throughout the public, aged care and private 

hospitals sector and form an overarching framework for 

everything we do at the QNU. 

Action Plan 

and it’s affecting patient 

We need to stem the flow of nurses from our health system and 

attract more to care for us. We need: 

More nurses 

Supportive and safe workplaces 

Urgent increases to nursing numbers across Australia. 

An additional 14,000 nurses are required in Queensland 

alone by 2014. 

Why 

Patient care wi l be jeopardised if more nurses leave 

nursing and not enough new nurses are employed. 

With the state’s health system already thousands 

of nurses short the crisis is only set to worsen if 

recruitment and retention strategies aren’t prioritised. 

Safe workloads and skill mix 

Better management of nurses’ workloads. 

Why 

More than 80 percent of nurses are 

stressed and struggling under heavy 

workloads, made more difficult 

by serious workforce shortages 

and an inappropriate mix of ski ls. 

Nurses are increasingly worried 

about making mistakes under this 

workload burden. 

The right mix of nurses and their 

ski ls must be available to meet 

growing and more complex 

demands for 

nursing 

services. 

care. 

There’s a shortage of nurses in Queensland 

Improved focus on the safety and support of nurses in 

their workplaces. 

Why 

Nurses are increasingly victims of violence while 

at work and also exposed to significant workplace 

hazards. 

Supportive workplace environments, including 

proper facilities and amenities, more responsive 

work arrangements and a culture where all health 

workers participate in the promotion of health 

care will help stem the flow of nurses from the 

profession. It must be shown that nurses are valued 

through a renewed and continuing focus on safe and 

supportive workplaces. 

Quality and accountability 

Regulation of all people performing nursing work 

and accountability for how government funding is 

spent. 

We need 

MORE 

NURSES in 

Queensland 

Support the campaign today 

Why 

Improved openness and accountability around health 

and aged care services wi l ensure patients receive 

safe and quality health services. 

The community also has a right to see how their 

money is being spent by a l providers of health and 

aged care services. 

We need 

MORE NURSES 

in Queensland 

Nurses are concerned that 

patient care is being affected. 

Join the nurses’ campaign today. 

nursesforyouforlife.com.au 

1300 QLD NURSE 

Nurses know that much more 

can and must be done. 

Queensland Nurses’ Union – the union for nurses and midwives 

nursesforyouforlife.com.au 1300 QLD NURSE 

Authorised by Gay Hawksworth, Secretary, Queensland Nurses’ Union, 187 Melbourne St, West End 4101. 

Some of the Nurses. For you. For life. campaign materials 

Members have been very active in this campaign with 

the support of a range of materials to inform members, 

the community, employers and governments. 

We also employed a QNU member to staff our special 

campaign hotline late last year, which we established to 

engage with community members during the television 

advertising campaign and subsequent media buy. 

While the QNU has actively campaigned around issues 

affecting nurses and midwives and nursing and midwifery 

before, never have we campaigned around a professional 

issue which affects the community so broadly. 

The Nurses. For you. For life campaign is the result of 

nearly a year of research and planning. In 2007, the 

QNU Annual Conference moved a resolution to develop 

an advertising campaign to promote nursing and garner 

public support for future QNU campaigns. 

Because We Care 

In March this year we 

launched our national 

Because We Care 

campaign which aims 

to address serious 

issues facing nurses and 

residents in aged care. 

Coordinated by 

all branches of the 

Australian Nursing 

Federation including 

the QNU, the 

campaign calls on the 

federal government to act 

and properly fund aged care by introducing: 

1. The right balance of skills and nursing hours so that 

nursing and care staff can provide quality care for 

every resident. 

2. Fair pay for aged care nurses and care staff who are 

paid up to $300 per week less than nurses in other 

sectors. 

3. Recognition of the professional skills of Assistants in 

Nursing and care staff through a national licensing 

system. 

4. A guarantee that taxpayer funding is used for 

nursing and personal care for each resident. 

Over the months leading up to the next federal election, 

the campaign aims to put pressure on the government 

and aged care providers to address our issues. 

Key components of the campaign framework include: 

» Researching 

» 

Charter for 

Quality Aged Care 

 

Because We Care Charter 

Campaigning – developing and implementing 

an organising framework. Key activities include 


POLITICAL 

» 

BudgetCa 

workplace blitzes, increasing member activism 

through training/area meetings and targeted 

recruitment drives by facility to build our strength and 

power in the sector 

A political strategy - conducted at state level through 

lobbying and briefings 

» Media activities. 

Key activities to date have included emailing the Minister 

of Ageing, signing the Charter and visiting the campaign 

website. Already more than 10,000 Charters have been 

signed and the QNU has a growing list of members who 

have identified as activists for this campaign. 

This year we have met with various federal MPs from 

Queensland to brief them on our campaign objectives 

and to lobby them around aged care policies under 

the National Platform. QNU officials have also been 

visiting aged care facilities across the state to speak with 

members about the campaign. These visits also enabled 

us to identify and recruit activists to attend specific aged 

care campaign training which took place in Toowoomba, 

Townsville and Brisbane. 

Our special training focused on further involving 

workplaces in the campaign, increasing member 

density and power in those workplaces, and increasing 

participation in campaign activities. 

More recently we have been working to develop 

relationships with key stakeholders and community 

groups. 

Message to my MP: 

Time to deliver 

for aged care in 

Budget 2010. 

Because We Care postcard 

The next major activity 

is a Postcard campaign 

where members and the 

general public will be 

asked to sign a postcard 

addressed to their MP 

which strongly supports 

mandatory staffing levels 

and targeted funding for 

Budget 2010. Members 

wages in aged care in 

from all sectors are urged to sign these postcards and get 

their colleagues to do so too. 

Both the Nurses. For you. For life and Because We Care 

campaigns, and the activities planned around them, 

provide significant opportunity for members to influence 

political processes to achieve positive outcomes for 

nurses and midwives and nursing and midwifery. There 

is also opportunity for us to strengthen the industry 

through increased member levels and participation. 

State budget 

At the end of the financial year it was not yet fully 

known where the state government’s significant 2009/10 

budget allocation to health services, capital and research 

would be used. 

While a number of funding items have been allocated, 

funding provided to the Office of the Chief Nurse for 

example, had not yet been allocated to specific projects 

and initiatives as at 30 June 2009. 

Federal budget 

We welcomed a number of new health initiatives handed 

down in the 2009 federal budget earlier this year. 

Eighteen weeks paid maternity leave from 2011 is a big 

win for nurses and midwives in the budget, which also 

offers new initiatives for health and nursing that we have 

welcomed. 

The budget contains ambitious workforce reforms, 

infrastructure and funding initiatives including: 

» 

» 

From November 2010 nurse practitioners and eligible 

midwives will be able to prescribe subsidised drugs 

through the Pharmaceutical Benefits Scheme, and 

diagnostic tests and referrals they order will attract 

rebates under the Medical Benefits Scheme. 

There will be a government supported professional 

indemnity insurance scheme for eligible midwives. 

The subsidised indemnity will now allow private 

midwives to retain their registration once national 

registration is effective. 

Specific initiatives in health include a three-tiered 

approach to the amount of private health insurance 

rebate payable, funding for a rural health workforce 

strategy as well as the introduction of Medicaresupported 

midwifery services to provide greater choice 

for women. 


Democratic 


» 

Promote the participation of members in democratic processes. 

Branches 

QNU branches form the democratic building blocks of 

the Union. This philosophy informs the ongoing efforts 

of our Union to establish and retain branch activism. 

QNU Councillor Stephen Bone, member Dan Prentice and QNU 

Vice President Sally-Anne Jones at a RBH Branch BBQ 

In the past year the QNU has worked to develop branch 

and workplace activists and also establish new branches. 

We established a Branch Management Working Party 

to survey existing and defaulted Branches. Further 

research and focused activity of this group has now 

been endorsed to strengthen the implementation of new 

Susan Browne, Donna Lee and Mary Potter 

of the Gympie Community Branch 

initiatives aimed at building sustainable branches and 

supporting branch activism. 

The development and distribution of the revised Branch 

Handbook proved to be a useful resource in supporting 

workplace activism, and together with a strong emphasis 

on education, targeted promotion and recruitment, the 

QNU continues to build strength through its democratic 

structures and processes. 


DEMOCRATIC 

Branch elections 

Nominations will be called for the election of all existing 

branches in the August 2009 edition of our journal, tqn. 

Nominations open on 31 August 2009 and close on 14 

September 2009. This is our bi-annual full election and 

all positions within these branches need to be re-elected 

and filled. 

Member organisers 

During 2008/09 the QNU employed six Member 

Organisers for short periods to cover organisers who 

were on leave or to assist with strategic campaigns, and 

to give these members experience in working at the 

QNU. 

The employment of temporary Member Organisers is an 

important succession planning tool and also assists the 

union to manage workload pressures better. 

Anna Stewart Program 

Congratulations to QNU members Alba Vignolo and 

Kate Snowball who participated in this year’s Anna 

Stewart Memorial Project. 

The project aims to increase women’s involvement in the 

union movement by offering unique levels of access to 

unions through two week placements. 

public sector, private hospital and aged care officials. 

Both participants also spent a week at another union. 

In addition, the QNU hosted women from two other 

unions. 

The Anna Stewart Memorial Project has been in 

existence since 1984. Anna Stewart, a former 

journalist and active union official died tragically at 

the age of 35. 

Emma Miller honours 

Congratulations also to QNU member Barb Cook, 

who was honoured at the 2008 Emma Miller Awards in 

November. 

Having served on the QNU and ANF Queensland 

Branch Council and Executive for many years, Barb 

remains a committed unionist and member of the 

broader labour movement. 

The Queensland Council of Unions hosts these awards 

to pay tribute to the pioneering spirit of Emma Miller, 

who was a strong advocate for workers’ and womens’ 

rights during the last century, and to celebrate the 

achievements of contemporary union women. 

Emma Miller Award honouree, QNU member and Councillor, 

Barb Cook 

Kate and Alba experienced the full range of union work 

including workplace meetings and enterprise bargaining 

negotiations and also spent time on the road with QNU 

Anna Stewart Memorial Project participants Kate Snowball (L) 

and Alba Vignolo (R) at the Queensland Council of Unions’ 

Women in Work lunch 


AUDITOR’S REPORT 

QUEENSLAND NURSES UNION OF EMPLOYEES 

INDEPENDENT AUDITORS REPORT TO MEMBERS 

Scope 

We have audited the financial report of Queensland Nurses Union of Employees for the year 

ended 30 June 2009 being Certificate by the Committee of Management, Statement of Financial 

Performance, Statement of Financial Position, Statement of Cash Flows, Statement of Changes 

in Equity and Notes to the Financial Statements. The management of the organisation is 

responsible for the preparation and presentation of the financial report and the information 

contained therein. We have conducted an independent audit of the financial report in order to 

express an opinion on it to the members of the organisation. 

Our audit has been conducted in accordance with Australian Auditing Standards, to provide 

reasonable assurance as to whether the financial report is free of material misstatement. Our 

procedures included examination, on a test basis, of evidence supporting the amounts and other 

disclosures in the financial report and the evaluation of accounting policies and significant 

accounting estimates. These procedures have been undertaken to form an opinion whether, in 

all material respects, the financial report is presented fairly in accordance with Australian 

Accounting Standards and other mandatory professional reporting requirements and the 

Industrial Relations Act 1999 so as to present a view of the organisation which is consistent with 

our understanding of its financial position and the results of its operations and cash flows. 

The audit opinion expressed in this report has been formed on the above basis. 

Audit Opinion 

In our opinion: 

(a) 

the organisation has kept satisfactory accounting records for the financial period ended 

30 June 2009, including records of: 

(i) 

(ii) 

the sources and nature of the organisations’ income including membership 

subscriptions and other income from members; and 

the nature of and reasons for the organisations’ expenditure; 

(b) 

the financial report for the period ended 30 June 2009 is properly drawn up to give a true 

and fair view of the organisations’: 

(i) 

(ii) 

financial affairs as at the end of the year; and 

the income and expenditure and surplus or deficit for the year 

BDO Kendalls is a national association of 

separate partnerships and entities. 






INCOME STATMENT 

FOR THE YEAR ENDED 30 JUNE 2009 

2009 2008 

Note $ $ 

Revenue 2 13,568,627 12,359,491 

Employee benefits expense (7,805,641) (6,933,454) 

Depreciation and amortisation expense 3 (426,729) (362,966) 

Members Services expense (1,861,272) (1,811,861) 

Occupancy expense (349,441) (352,395) 

Affiliation and capitation expense (840,444) (872,102) 

Administration expenses (1,194,504) (1,351,550) 

Conference and meeting expenses (216,937) (175,387) 

Council expenses (61,959) (49,812) 

Loss on disposal of fixed assets (109,434) (225,656) 

Profit income tax 702,266 224,308 

Income tax expense 1(f) - - 

Profit attributable to the members 702,266 224,308 

The accompanying notes should be read in conjunction with these financial statements 




BALANCE SHEET 

AS AT 30 JUNE 2009 


Note $ $ 

CURRENT ASSETS 

Cash and Cash Equivalents 7 5,245,128 3,935,260 

Trade and Other Receivables 8 1,168,852 963,885 

Short term deposits 9 500,000 1,000,000 

Inventories 614 2,350 

TOTAL CURRENT ASSETS 6,914,594 5,901,495 

NON-CURRENT ASSETS 

Other financial assets 9 158,247 158,247 

Property, plant and equipment 10 9,248,294 9,235,118 

Intangibles 11 79,412 22,349 

TOTAL NON-CURRENT ASSETS 9,485,953 9,415,714 

TOTAL ASSETS 16,400,547 15,317,209 

CURRENT LIABILITIES 

Trade and Other Payables 12 2,129,481 1,972,770 

Other Liabilities 14 1,955,376 1,809,350 

TOTAL CURRENT LIABILITIES 4,084,857 3,782,120 

NON-CURRENT LIABILITIES 

Provisions 13 960,390 882,055 

TOTAL NON-CURRENT LIABILITIES 960,390 882,055 

TOTAL LIABILITIES 5,045,247 4,664,175 

NET ASSETS 11,355,300 10,653,034 

EQUITY 

Asset Revaluation Reserve 15 4,616,281 4,616,281 

Accumulated Funds 16 6,739,019 6,036,753 

TOTAL EQUITY 11,355,300 10,653,034 





STATEMENT OF CASH FLOWS 



Note $ $ 

CASH FLOWS FROM 

OPERATING ACTIVITIES 

Receipts from members and others 15,767,118 13,048,474 

Interest received 283,624 281,981 

Payments to suppliers and employees (14,720,870) (12,813,337) 

NET CASH PROVIDED BY 

OPERATING ACTIVITIES 21 1,329,872 517,118 

CASH FLOW FROM 

INVESTING ACTIVITIES 

Proceeds from sale of property, 

plant and equipment 86,397 144,823 

Payments for property, plant & Equipment (527,704) (629,443) 

Payment of intangibles (78,697) (12,596) 

NET CASH USED IN 

INVESTING ACTIVITIES (520,004) (497,216) 

CASH FLOW FROM 

FINANCING ACTIVITIES 

Net movement in short term deposits 500,000 - 

NET CASH PROVIDED BY 

FINANCING ACTIVITIES 500,000 - 

Net Increase/(Decrease) in Cash Held 1,309,868 19,902 

Cash at the Beginning of 

the Financial Year 3,935,260 3,915,358 

Cash at the End of the 

Financial Year 7 5,245,128 3,935,260 





STATEMENT OF CHANGES IN EQUITY 


Retained 

Profits 

Asset 

Revaluation 

Reserve 

Total 

Note $ $ $ 

Balance at 1 st July 2007 5,812,445 2,062,497 7,874,942 

Profit Attributable to Members 224,308 - 224,308 

Revaluation Increment - 2,553,784 2,553,784 

Balance at 30 th June 2008 6,036,753 4,616,281 10,653,034 

Profit Attributable to Members 702,266 - 702,266 

Revaluation Increment - - - 

Balance at 30 th June 2009 6,739,019 4,616,281 11,355,300 





NOTES TO THE FINANCIAL STATEMENTS 


NOTE 1: STATEMENT OF SIGNIFICANT ACCOUNTING POLICIES 

The financial report is a general purpose financial report that has been prepared in 

accordance with Australian Accounting Standards, Australian Accounting Interpretations, 

other authoritative pronouncements of the Australian Accounting Standards Board and the 

requirements of the Industrial Relations Act 1999. The financial report covers Queensland 

Nurses Union of Employees as an individual entity. Queensland Nurses Union of 

Employees is a union formed under the Industrial Relations Act 1999. 

The financial report of Queensland Nurses Union of Employees as an individual entity 

complies with all Australian equivalents to International Financial Reporting Standards 

(AIFRS) in their entirety. 

The following is a summary of the material accounting policies adopted by the union in the 

preparation of the financial report. The accounting policies have been consistently applied, 

unless otherwise stated. 

Basis of Preparation 

Reporting Basis and Conventions 

The financial report has been prepared on an accruals basis and is based on historical 

costs modified by the revaluation of selected non-current assets, financial assets and 

financial liabilities for which the fair value basis of accounting has been applied. 

Accounting Policies 

(a) 

Property, Plant and Equipment 

Each class of property, plant and equipment is carried at cost or fair value less, 

where applicable, any accumulated depreciation. 

Land and Buildings 

Freehold land and buildings are measured on the fair value basis, being the 

amount for which an asset could be exchanged between knowledgeable willing 

parties in an arm’s length transaction. It is the policy of the entity to have an 

independent valuation every three years, with annual appraisals being made by 

the committee. 

The revaluation of freehold land and buildings has not taken account of the 

potential capital gains tax on assets acquired after the introduction of capital gains 

tax. 

Plant and Equipment 

Plant and equipment is measured on the cost basis. 






NOTE 1: STATEMENT OF SIGNIFICANT ACCOUNTING POLICIES (Cont’d) 

The carrying amount of plant and equipment is reviewed annually by the committee of 

management to ensure it is not in excess of the recoverable amount from these 

assets. The recoverable amount is assessed on the basis of the expected net cash 

flows which will be received from the assets employment and subsequent disposal. 

The expected net cash flows have not been discounted to their present values in 

determining recoverable amounts. 

(b) 

Depreciation 

The depreciable amount of all fixed assets, including buildings and capitalised 

leased assets, but excluding freehold land, is depreciated using either the 

diminishing value method or on a straight line basis over their estimated useful 

lives to the organisation commencing from the time the asset is held ready for use. 

Leasehold improvements are depreciated over the shorter of either the unexpired 

period of the lease or the estimated useful lives of the improvements. 

The depreciation rates used for each class of assets are: 

Buildings 2.5% 

Plant and Equipment 10% - 37.5% 

(c) 

Employee Benefits 

Employee Benefits are recognised when it is probable that consumption or loss of 

service potential has occurred and they are capable of being measured reliably. 

Liabilities are only recognised where it is probable that settlement will be required and 

can be measured reliably. 

Annual leave, sick leave and other employee entitlements which are expected to be 

settled within twelve months are calculated using the nominal basis of measurement. 

This method does not discount cash flows to present values. 

Long term liabilities including long service leave are measured at the present value of 

the estimated future cash flows expected to be made. 

Present values are discounted using rates for Commonwealth Government 

guaranteed securities having terms to maturity that match, as closely as possible, the 

terms of the related liabilities. Future increases in remuneration rates are taken into 

account in estimating future cash outflows. 







(d) 

(e) 

(f) 

Operating Leases 

Lease payments for operating leases, where substantially all the risks and benefit 

remain with the lessor, are charged as expenses in the periods in which they are 

incurred. 

Taxation 

The income of the union is exempt from income tax. 

Financial Instruments 

Recognition and Initial Measurement 

Financial instruments, incorporating financial assets and financial liabilities, are 

recognised when the union becomes a party to the contractual provisions of the 

instrument. Financial instruments are initially measured at fair value plus transactions 

costs. 

Classification and Subsequent Measurement 

Held-to-maturity investments 

Held-to-maturity investments are non-derivative financial assets that have fixed 

maturities and fixed or determinable payments, and it is the association’s intention to 

hold these investments to maturity. They are subsequently measured at amortised 

cost using the effective interest rate method. 

Financial Liabilities 

Non-derivative financial liabilities (excluding financial guarantees) are subsequently 

measured at amortised cost using the effective interest rate method. 

Impairment 

At each reporting date, the union assesses whether there is objective evidence that a 

financial instrument has been impaired. Impairment losses are recognised in the 

income statement 

(g) 

Key accounting estimates 

The union evaluate estimates and judgements incorporated into the financial report 

based on historical knowledge and best available current information. Estimates 

assume a reasonable expectation of future events and are based on current trends 

and economic data, obtained both externally and within the company. 

Key estimates — Impairment 

The union assesses impairment at each reporting date by evaluating conditions 

specific to the group that may lead to impairment of assets. Where an impairment 

trigger exists, the recoverable amount of the asset is determined. Value-in-use 

calculations performed in assessing recoverable amounts incorporate a number of 

key estimates. 







(h) 

(i) 

(j) 

Comparative Figures 

Where required by Accounting Standards comparative figures have been adjusted to 

conform with changes in presentation for the current financial period. 

Goods and Services Tax (GST) 

Revenues, expenses and assets are recognised net of the amount of GST, except 

where the amount of GST incurred is not recoverable from the Australian Tax Office. 

In these circumstances the GST is recognised as part of the cost of acquisition of the 

asset or as part of an item of the expense. Receivables and payables in the 

statement of financial position are shown exclusive of GST. 

Revenue 

Subscription income is brought to account in the period to which it relates. 

Rental income is brought to account in the period to which it relates. 

Interest income is recognised on a proportional basis taking into account the interest 

rates applicable to the financial assets. 

Income from the rendering of services is brought to account when the services have 

been provided to the customer. 

(k) 

(l) 

Intangible 

Software is recorded at cost. Software has a finite life and is carried at cost less any 

accumulated amortisation and impairment losses. It has an estimated useful life of 

between two and fours years. It is assessed annually for impairment 

Accounting standards issued but not yet effective 

Certain Australian Accounting Standards and Interpretations have been issued or 

amended and are applicable to the Union but are not yet effective. They have not 

been adopted in preparation of the financial statements at reporting date. The 

management anticipate that the adoption of these standards and interpretations in 

future periods will have no material impact on the financial report. 






2009 

$ 


$ 

Note 

NOTE 2: REVENUE 

Operating activities 

— subscription income 12,701,514 11,680,178 

— rental income - 28,948 

— interest 370,124 281,981 

— rendering of services 89,233 95,663 

— sundry income 321,361 75,608 

— proceeds on sale of fixed assets 86,395 197,113 

13,568,627 12,359,491 

Note 2009 2008 

NOTE 3: PROFIT BEFORE INCOME TAX 

$ 

$ 

Profit from ordinary activities before income tax 

expense has been determined after: 

(a) Expenses: 

Depreciation of non-current assets 

— buildings 99,714 - 

— plant and equipment 305,381 353,875 

Total depreciation 405,095 353,875 

Amortisation of non- current assets 

— computer software 21,634 9,091 

Bad and doubtful debts – trade debtors 

Remuneration of auditor 

— audit 24,000 24,000 

(b) Revenue and Net Gains: 

Net loss/(gain) on disposal of plant and equipment 23,039 28,544 

NOTE 4: DUAL MEMBERSHIP - AUSTRALIAN NURSING FEDERATION (QUEENSLAND 

BRANCH) 

In accordance with Rule 7 of the Qld Nurses Union of Employees, all members are deemed 

to be members of the Federation. 






NOTE 5: INFORMATION TO BE PROVIDED TO MEMBERS 

1. A member of an industrial organisation or the registrar at a member's request, may 

apply to the organisation for the information prescribed in a regulation. 

2. The industrial organisation must give the applicant the information requested in the 

application in the time and way prescribed under a regulation. 

3. If the registrar applies for a member, the registrar must give the member all 

information given to the registrar. 

NOTE 6: KEY MANAGEMENT PERSONNEL COMPENSATION 

a. Income paid or payable to all committee members of the union by the union and any related 

parties 

Short-term benefits 

Post employment benefit 

Salary & 

Fees 

Superannuation 

Bonus Non-Cash 

Benefits 

Other 

Long-term 

Benefits 

Superannuation 

Total 

2009 

Total compensation 275,381 40,629 - 17,953 - - 333,963 


Total compensation 158,454 21,957 - 19,936 - - 200,347 

b. Retirement and Superannuation Payments 

No amounts have been paid to a superannuation plan for the provision of retirement 

benefits by the entity or any related party for the Management Committee members of 

the entity or any related party. 



President: 




NOTE 6: KEY MANAGEMENT PERSONNEL COMPENSATION CONTINUED 

The names of committee of management members of the union who have held office during 

the financial period are: 

S Cadigan to Feb 09 

Desley Geraghty-Rudd 

(from Feb to current) 

Secretary: 

Lorraine Gay Hawksworth 

Assistant Secretary: Elizabeth R Mohle 

Vice President: 

Sally-Anne Jones 

Executive Members: Suzanne Cadigan Sue Pitman David Lewis 

Kym Volp Steve Bone Pat Nicholls 

Councillors: Celine Benn (QNU) Louise Middleton Phillip Jackson 

Stephen Bone Julie Burgess Lesley Douglass 

Karen Cooke (QNU) Judy Clancy (ANF) Judith Matthews 

Lynda Maidens Lucynda Maskell Barbara Cook 

Simon Mitchell Katy Taggart D Clark 

S Brand (ANF) 

David Lewis 

Karen Shepherd 

Sandra Eales 

S Borger 

K Ahern 

Christine Cocks 

Jane Evans (ANF) 

Sheryn Petersen (ANF) 

Dawn Underwood 

Cheryl Dorron 

Julie Anne Gard 

Bronwyn Steer (QNU) 






Note 

2009 

$ 


$ 

NOTE 7: CASH AND CASH EQUIVALENTS 

Cash on hand 1,580 1,580 

Cash at bank 495,369 303,508 

Deposits 4,748,179 3,630,172 

21(a) 5,245,128 3,935,260 

NOTE 8: TRADE AND OTHER RECEIVABLES 

Current 

Trade debtors 27,423 27,269 

Membership fees in arrears 335,000 300,737 

Other debtors 86,500 - 

Prepayments 719,929 635,879 

1,168,852 963,885 

NOTE 9: OTHER FINANCIAL ASSETS 

Current 

Short term deposits 500,000 1,000,000 

Non-Current 

Investment in Unit Trust 158,247 158,247 

158,247 158,247 






NOTE 10: PROPERTY, PLANT AND EQUIPMENT 

Note 

2009 

$ 


$ 

Land & Buildings 

Land & buildings at independent valuation 2008 7,990,000 7,990,000 

Land & buildings at cost 265,519 120,000 

Less accumulated depreciation (99,714) - 

Total Land & Buildings 8,155,805 8,110,000 

Plant & equipment 

Office furniture & equipment 2,391,423 2,330,795 

Less accumulated depreciation (1,298,934) (1,183,328) 

1,092,489 1,147,467 

Total Property, Plant & Equipment 9,248,294 9,257,467 

An independent valuation was carried out in March 2008 by Herron Todd White (HTW 

Brisbane Commercial Pty Ltd), Registered Valuer No. 2515, on the basis of the open 

market value of the property concerned in its existing use. 

Movements in Carrying Amounts 

Movement in the carrying amounts for each class of property, plant & equipment between 

the beginning and the end of the current financial year. 

Land & 

Buildings 

Plant & 

Equipment 

Total 

$ $ $ 

Balance at beginning of year 8,110,000 1,147,467 9,257,467 

Additions 145,519 382,185 527,704 

Loss on Disposals - (131,782) (131,782) 

Depreciation expense (99,714) (305,381) (405,095) 

Balance at end of year 8,155,805 1,092,489 9,248,294 






Note 

2009 

$ 


$ 

NOTE 11: INTANGIBLES 

Non-Current 

Computer software - at cost 190,365 111,413 

Amortisation of computer software (110,953) (89,064) 

79,412 22,349 

NOTE 12: TRADE AND OTHER PAYABLES 

Current 

Trade creditors and accruals 648,064 616,476 

Employee entitlements 1,197,754 1,108,819 

GST Payable 283,663 247,475 

2,129,481 1,972,770 

NOTE 13: PROVISIONS 

Non-Current 

Employee entitlements 960,390 882,055 

NOTE 14: OTHER LIABILITIES 

Current 

Income received in advance 1,955,376 1,809,350 

NOTE 15: RESERVES 

Asset revaluation reserve 4,616,281 4,616,281 

NOTE 16: ACCUMULATED FUNDS 

Accumulated funds at the beginning of the year 6,036,753 5,812,445 

Net profit attributable to members of the union 702,266 224,308 

Accumulated funds at the end of the year 6,739,019 6,036,753 






Note 

2009 

$ 


$ 

NOTE 17: CAPITAL AND LEASING COMMITMENTS 

(a) Operating Lease Commitments 

Non-cancellable operating leases contracted for but 

not capitalised in the financial report: 

Payable: 

- Not later than 1 year 40,300 - 

- Later than 1 year but not later than 5 years 102,429 - 

142,729 - 

The operating leases are for rental premises. 

(b) Commitments 

Commitments expected for: 

- Building – Refurbishment - 127,458 

-Training 42,444 - 

- Campaigns 554,800 1,000,000 

597,244 1,127,458 

NOTE 18: CONTINGENT LIABILITIES 

No contingent liabilities exist as at 30 June 2009. 

NOTE 19: EVENTS SUBSEQUENT TO REPORTING DATE 

No other matter or circumstance has arisen since 30 June 2009 that has significantly 

affected or may significantly affect the operations, results or state of affairs of the union in 

the following or future years. 






NOTE 20: RELATED PARTY TRANSACTIONS 

Transactions with related and associated parties are on normal commercial terms and 

conditions, no more favourable then those available to other parties unless otherwise stated 

Transactions with Transactions with Other related parties 

Expenses Paid to Other related parties for Affiliations during the period ended 30 

June 2009 

Entity 

Amount paid 

$ 

Political Australian Labour Party 81,413 

Affiliations 170,542 

Biennial National Conference 14,972 

ANF Levy 5,238 

Expenses Paid to Council Members during the period ended 30 June 2009 

Members 

Amount paid 

$ 

Cheryl Dorron 183 

Jane Evans 1,080 



NOTE 21: CASH FLOW INFORMATION 




Note 

2009 

$ 


$ 

(a) Reconciliation of Cash 

Cash at the end of the financial year as shown in the statements of cash flows is reconciled 

to the related items in the statement of financial position as follows: 

Cash on hand 1,580 1,580 

Deposits with financial institutions 5,243,548 3,933,680 

7 5,245,128 3,935,260 

(b) Reconciliation of cash flow from operations with profit from ordinary activities 

after income tax 

Profit from ordinary activities after income tax 702,266 224,308 

Non-cash flows in profit from ordinary activities 

- Depreciation 426,729 362,966 

- Net loss on disposal of plant and equipment 23,039 28,533 

Changes in assets and liabilities, net of the effects 

of purchase and disposals of subsidiaries: 

- Increase/(decrease) in receivables (120,917) 47,743 

- Increase/(decrease) in other assets (84,051) (15,942) 

- Increase/(decrease) in inventory 1,736 245 

- Increase/(decrease) in payables 66,406 (55,525) 

- (Increase)/decrease in provisions 167,271 (11,358) 

- (Increase)/decrease in other creditors 147,393 (63,852) 

Cash flows from operations 1,329,872 517,118 

NOTE 22: SEGMENT REPORTING 

The union operates in the Geographical segment of Queensland where it provides union 

services to the nursing industry. 

NOTE 23: ORGANISATION DETAILS 

The registered office of the Union is: 

2 nd Floor 

QNU Building 

56 Boundary Street 

WEST END 

BRISBANE QLD 






NOTE 24: FINANCIAL INSTRUMENTS 

(a) Risk Management 

The union is exposed to the following risks from their use of financial instruments: 

• Market Risk 

• Credit Risk 

• Liquidity Risk 

The Committee has overall responsibility for risk management. The Committee has established risk management policies designed to identify 

and monitor risks from financial instruments and ensure any adverse effects from these risks are minimized. The Committee meet on a regular 

basis to review compliance with risk management policy and to analyse financial risk exposure in the context of the current economic 

environment. 

(b) Interest Rate Risk 

Interest rate risk is the risk that a financial instrument's value will fluctuate as a result of changes in market interest rates. Interest rate risk 

arises on balances of cash and cash equivalents. The entity minimises this risk by using a term deposit facility. The union is exposed to 

interest rate risk and the effective weighted average interest rates on classes of financial assets and financial liabilities, is as follows: 

Weighted Average 

Effective Rate 

2009 

Floating Interest Rate 

Fixed Interest Rate Maturing 

Within 

1 Year 1 to 5 Years 

2008 2009 2008 2009 2008 2009 2008 

% % $ $ $ $ $ $ 

Financial Assets: 

Cash at bank 4.25% 6.55% 495,369 303,508 - - - - 

Deposits 6.55% 7.70% - - 5,248,179 4,630,171 - - 

Total Financial Assets 495,369 303,508 5,248,179 4,630,171 - - 






NOTE 24: FINANCIAL INSTRUMENTS (Continued) 

Year Ended 30 June 2009 Year Ended 30 June 2008 

$ $ 

Trade and other payables are expected to be paid as follows: 

- Less than 6 months 2,129,481 1,972,770 

- 6 months to 12 months - - 

Total 2,129,481 1,972,770 

Sensitivity Analysis 

The union has performed a sensitivity analysis relating to its exposure to interest rate risk at balance date. This sensitivity analysis 

demonstrates the effect on the current year results and accumulated funds which could result from a change in this risk. 

Interest Rate Sensitivity Analysis: 

At 30 June 2009, the effect on profit and equity as a result of changes in the interest rate, with all other variables remaining constant, 

would be as follows: 

Year Ended 30 June 2009 Year Ended 30 June 2008 

$ $ 

Change in profit attributable to members 

-Increase in interest rate by 2% 104,964 92,603 

-Decrease in interest rate by 2% 104,964 92,603 














Queensland Nurses’ Union of Employees 

187 Melbourne Street, West End Q 4101 

GPO Box 1289, Brisbane Q 4001 

Tel: 07 3840 1444 Fax: 07 3844 9387 

Email qnu@qnu.org.au 


Authorised by G. Hawksworth, Secretary, Queensland Nurses’ Union of Employees. December 2009.

QNU Annual Report 08-09.indd - Queensland Nurses Union

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