The meeting commenced at 10:00am and was attended by the following staff of the SWRHA:-
• The Chief Executive Officer - Mr. Anil Gosine
• The General Manager Human Resources – Ms. Denise Thomas
• The General Manager Employee Services – Mr. Dan Mahabirsingh
• The Matron of San Fernando General Hospital (Ag) – Ms. Shirma Alexander Campbell
The representatives of TTRNA were:-
• The President - Mr. Idi Stuart
• The Secretary - Mr. Corey Dillon
• The 2nd Vice President - Mr. Ron Clement
• The Chairperson of the Southern branch - Mrs. Bettyann Murray John
• Staff Representative of the Southern branch - Mr. Simon Francis
The matters discussed are outlined below with the status of issue at present:-
EXTERNSHIP TRAINING PROGRAMME
TTRNA has been informed of an ongoing situation at SWRHA and NCRHA, wherein individuals from a private medical institution are currently receiving their internship in peritoneal and haemo dialysis at the Government institutions. TTRNA strongly condemns such practice due to confidentiality and patient safety issues. Additionally, government nursing personnel should not be used to train private students, since no clinical instructor accompanies these students. This is a fully funded GATE program, and we are of the view that the school has a responsibility to train both the theory and the clinical aspects of their private course.
Matter resolved
We were informed by the Matron that this practice has since ceased and the only individuals able to access this service are persons who are already staff nurses of the SWRHA.
PARKING FOR NURSING PERSONNEL AT SWRHA
We raised the issue of inadequate and dilapidated parking facilities at SWRHA. We were informed that at present they have parking for 1100 vehicles at the institution. They are also plans to pave the main carpark at the front of the old wing of the hospital. The reserve parking for medical staff was raised because in some instances MO have more than one parking spot reserved. We were informed that they will liaise with security personnel to free up these parking spots when the officers have left the facility. There is a reserved floor for parking at the teaching hospital and this is for emergency personnel and persons in wheelchairs. The issue of a reserved area for nursing personnel was raised but no definite decision was made for the acquisition of same.
Discussions ongoing
CHILD CARE SERVICES
This is an issue of great concern given the fact that most of nursing population are female and a major reason for absenteeism is not having someone to look after their child. We were informed that talks have been ongoing for same since 2006. Meaningful dialogue to reopen on same as it is an area that can put a dent in absenteeism. Our branch Chairperson also raised the issue that the increase bonding possible between mother and child is healthy for the child both physically and psychologically.
Discussions ongoing
SAFE STAFFING
There was a hold on employment at the SWRHA. Same has been released and they are free to employ persons. Recruitment was in train simultaneously. TTRNA offered to provide training on the calculation of the work load index. This is a scientific method to accurately assess staffing needs and thus determine exactly what the shortages are so that proper planning to bridge these shortfalls can be addressed.
TTRNA also reiterated that we are strongly against placing nurses just out of school, in specialized areas to work, often without the requisite knowledge, experience or supervision.
Discussions ongoing
RECOVERY OF OVERPAYMENT
This is a sore point for most nursing personnel who are victims of same. The management of the SWRHA has stated that it has been their policy too properly inform the employee prior to deduction of funds. There is one exception: the fact that the RHAs subscribe to the Exchequer’s Act and that all debt to government is taken whenever you receive back pay. The duplication of deductions do occur unfortunately, but with SWRHA implementing a Human Recourse Information System (HIRS), it should reduce future errors.
Matter resolved
AMBULANCE ISSUES
There is a great deal of ambiguity about who is covered for transport on the ambulance during inter facility transport. Mr. Mahabirsigh said that vicarious coverage is bestowed on an individual who travels on the ambulance contingent on the fact that the individual is sent by an authority figure. However if an employee is ‘hoping a ride’ they will not covered. There is an ambulance authority at the MOH which is responsible for the regulation of ambulances at all Regional Health Authorities and further inquiries will be directed there.
Discussions ongoing
Finance department of the SWRHA to forward a memo to indicate the details of coverage.
The training of all staff who are expected to travel on the ambulance in BLS has commenced as of November 2016. 20 Mannequins have been acquired for same and there is collaboration between the Fire Service and Staff Development Unit to do the BLS and care of the Cardiac patient respectively.
Safety of staff on the ambulance was also raised due to an incident when an attendant refused to travel in the back with the nurse who was in danger. We were informed that these matters are to be forwarded to the supervisor immediately for resolution. The way the operators drive was also raised and discussions are to commence on a code for use by ambulance drivers when using lights, siren or both.
If you need to transport a client who is a victim of a gunshot wound or some type of violence which may cause the ambulance to be targeted, seek police escort during transfer.
INCREMENTS
Human Recourse Information System (HIRS) mentioned earlier, will help deal with this situation. A system for tracking staff appraisals has been implemented to ensure timeliness to the appraisal procedure which is the main set back in the processing of increments. Failed appraisals must also be repeated.
There must be prior notification in writing by the supervisor or head Nurse to Administration as it relates to staff performance before the possibility of a poor appraisal result. Although appraisals are prepared annually there must be quarterly talks with staff, to allow the opportunity for improvement. Important to note the RHA’s subscribe to the Civil Service Compensation Plan. Calculation of increments is problematic due to staffing issues and staff absenteeism. At present auditing of the RHA is currently being undertaken by a reputable firm.
Matter close to being resolved
This meeting was cordial and has set a good tone for relations between employer and association. As we move forward towards improving healthcare we next meet with the management of the NCRHA on the 20/01/2017. Do look forward to feedback from same and keep visiting TTRNA.ORG for updates on this and other issues.
