How does the coroners act affect nurses in west australia?
398984
what is the coroners act?
803500
WorkChoices (The Workplace Relations Amendment)   legislation come into effect in Australia on 27th March 2006.\n\n"WorkChoices" is the collective name of a series of amendments to Australian labour law made by the Howard Government in 2005.The amendments were introduced into the House of Representatives on 2 November 2005 and were accepted by the Senate on 2 December 2005. The changes came into effect on 27th March 2006.\n\nThe changes include:\n>>the formation of a single national industrial system to replace the separate state and federal systems for constitutional corporations; \n>>the establishment of a body to be known as the Australian Fair Pay Commission to replace National Wage Cases at the Australian Industrial Relations Commission (AIRC); \n>>the streamlining of Certified Agreement and Australian Workplace Agreement making, including increasing the maximum agreement life from three years to five years; \n>>a reduction in allowable award matters; \n>>the creation of legislation for five minimum workplace conditions; \n>>the exemption of companies with fewer than 101 employees from unfair dismissal laws; \n>>the exemption of all companies from unfair dismissal laws where a dismissal is for a bona fide operational reason; \n>>increased restrictions on allowable industrial action; \nmandating secret ballots for industrial action; \n>>discouraging pattern bargaining and industry-wide industrial action. \n\nOn October 9, 2005 the Howard Government launched its "WorkChoices" guide and announced that some further changes and concessions had been made to the package, the concessions widely credited as being the result of union lobbying. The Opposition Australian Labor Party described it as "sugar-coating a poison pill"; the Australian Council of Trade Unions described it as merely a "re-presentation" of the old package.\n\nWork Choices) Bill 2005 (Cth) was introduced into the Australian House of Representatives on November 2, 2005 by the Minister for Employment and Workplace Relations, Kevin Andrews.\nThe Bill passed through the House of Representatives on 10 November and was introduced into the Senate later that day by Special Minister of State, Senator Eric Abetz. The Bill was passed, with amendments, by the Senate, by a vote of 35-33 on 2 December 2005.The Bill received the Royal Assent on 14 December and the parts concerning the Australian Fair Pay Commission, wages for school based trainees and apprentices, and redundancy pay for small employers became enacted immediately from that date. The Minister for Employment and Workplace Relations released the first set of regulations for the bill on 17 March 2006 and following that the complete act - titled in full as the Workplace Relations Act 1996, Act No. 86 of 1988 as amended - was proclaimed by Australia's Governor-General Michael Jeffery. The act commenced on 27 March 2006.\n\nThe Australia's Prime Minister, John Howard believed this with this bill, more jobs will be generated in the small business sector as a result of the removal of the absurd job-destroying unfair dismissal laws, and the greater flexibility for people to make workplace agreements at the enterprise level will lift productivity.\n\nIn response to the Howard Government's WorkChoices package, the Australian Council of Trade Unions, the peak association for Australian trade unions, launched its "Your Rights at Work" campaign opposing the changes.The week of action culminated on Friday 1 July 2005 with a "SkyChannel" meeting of union delegates and members organised by Unions NSW.On 15 November 2005, the ACTU organised a national day of protest, during which the ACTU estimated 546,000 people took part in marches and protests in Australia's state capitals and other cities.\n\nThe legislation is the most comprehensive change to industrial relations in Australia for almost a century
853719
Depends on who is killed or injured.\n\nPrisons have warders also.
955681
Do you have a nurse manager that you can bring your concerns to? They can get policies in place to make others follow. Otherwise, you may want to consider other places of employment. Chemo administration standards are becoming more strict and you should be following at least minimum standards before someone gets killed.
466606
There are different branches of government.\n\nThe sherriff deals with the enforcement of laws that have been created by the legislature.  He has no power over creating these laws, simply has the responsibility for making sure they are followed.\n\nThe mayor oversees the day-to-day operations of the local government.  He'll have funds city funds that he can allocate for different purposes.  He neither creates nor enforces the laws that govern the city.\n\nThe coroner has a responsibility that is completely different that these other individuals.  His job duties revolve around deaths.  He may be responsibly for examining someone after they have died and determining the most likely cause of their death.
82480
yes i have been in most of my life and it's not what others expect depends on the state and the facility u are put in along with the care u recive there i agree some of them should be closed down due to the things that happends in there i was rped and locked in rooms, chained down to the bed and given muscle relaxors just because the nurses didnt want to be bothered with me other places actually listened to me and what was going on so it just depends on the place and the people that are running it
35857
Not 100% sure on this at the moment but it used to be up to 7 years, however following the Boxing Day Tsunami  in 2004 the Governement made some changes to the law allowing people to be declared dead after a year.\n\nThe GRO (General Registry Office) deals with the issuing of Death Certificates and has some details here:\nhttp://www.gro.gov.uk/gro/content/deaths/registeringadeath/coronerinvolved.asp\n\nNothing about the 1800's though. There was obviously a process as many people trace anscestors using death certificates. Maybe the National Archives will have some details:\nhttp://www.nationalarchives.gov.uk/
956794
I'm in nursing and I've heard nurses say things they definately shouldn't say, and then I've seen some be very descreet. I live in a small town so I make it my business to be in nobody's business, but if at any time you feel your confidentiality has been violated you can phone the hospital administrator or talk to a lawyer.
17385
Alot, mostly from dehydration or a heart attack or stroke. I don't think hospitals have released official numbers but its not uncommon where I live to hear of someone dying from it.
201528
You have a legal responsibility to act with the standard of care similar to an average professional nurse of similar experience and education.\n\nIf you think you acted improperly, speak to your supervisor and to the legal department of your employer.  Your professional nursing association may also have resources to help.\n\nAnd yes, you should carrt professional liability insurance - occurrence rather than claims-made if it is available.
773728
Are you an NHS employee and are concerned about possible wrongdoing within your place of work?\nThe Public Interest Disclosure Act 1998 (PIDA) was introduced to protect employees who are worried about wrongdoing in their place of work and want to ‘blow the whistle’. \n\nThe act applies to all NHS employees and includes all self employed NHS professionals (i.e. doctors, dentists, opticians, optometrists, and pharmacists). For the purposes of the Act, the employer of self-employed NHS professionals is deemed to be the relevant primary care trust or health authority. \n\nTo qualify for protection your disclosure must be made in good faith and the wrongdoing must involve:\n\na crime or breach of legal obligation (regulatory, administrative or common law); \nmiscarriage of justice; \ndanger to health and safety; \ndamage to the environment; and \nattempts to cover-up such malpractice.\nAn employee who is victimised or penalised for making a protected disclosure can bring an action for compensation against the employer at an Employment Tribunal. Some 1,200 employees have taken their employer to Employment Tribunal since the Act came into force and it is estimated that some £10 million is paid out by employers in compensation every year. The largest single award to date was £805,000.\n\nRaising a concern with your NHS employer\n\nThe Healthcare Commission believes that employees should feel able to raise concerns with their own NHS employer whether it is a trust, PCT or health authority. Each NHS body should have its own policy and procedures for responding to your concerns. A disclosure to the Department of Health is also considered to be a disclosure to your employer if you work within the NHS.\n\nAlways remember that as a whistle blower you are acting as a witness and not a complainant. You only have to have reasonable suspicion and not irrefutable evidence to support your concerns. If you do suspect wrongdoing within your NHS body there are a few simple guidelines that should be followed:\n\nDo\n\nMake an immediate note of your concerns.\nNote all relevant details, such as what was said in telephone or other conversations, the date, time and the names of any parties involved.\n\n\nConvey your suspicions to someone with the appropriate authority and experience.\nMost NHS bodies have established policies and procedures for whistle blowing and your Personnel Department or Head of Internal Audit should be able to provide you with further details. You can also get help and advice from the Department of Health.\n\n\nDeal with the matter promptly, if you feel your concerns are warranted.\nAny delay may cause your organisation or patients to suffer further or increase the risk of harm.\n\nDon't\n\nDo nothing.\n\n\nBe afraid of raising your concerns.\nYou must not suffer any recrimination from your employer as a result of voicing a reasonably held suspicion. Your organisation must treat any matter you raise sensitively and confidentially.\n\n\nApproach or accuse any individuals directly.\n\n\nTry to investigate the matter yourself.\nThis is particularly important if your concern is about a crime or breach of legal obligation. There are special rules surrounding the gathering of evidence for use in criminal cases. Any attempt to gather evidence by people who are unfamiliar with these rules may destroy the case.\n\n\nConvey your suspicions to anyone other than those with the proper authority. \n\n\nRaising your concerns with the Healthcare Commission\n\nUnder certain circumstances, you may feel unable to raise your concerns directly with your employer and may want to approach an independent organisation. Circumstances vary from case to case and the Healthcare Commission recommends that you discuss your particular concerns with Public Concern at Work (an independent charity) in the first instance.\n\nFrom 1 April 2004 the Healthcare Commission is responsible under the Health and Social Care (Community Services and Health) Act for:
55049
Contact the Arizona Board Of Nursing (web addy below) for their rules. I am a CNA also. Good luck!
105238
morgue, coroner's office, or medical examiner's office.  Also possible that they could be done in a hospital.
94974
I am a nurse.. i would never assist someone to die but i did stop someone's morphine so they could go!! i felt horrible the next day i was working in Labor and Delivery.. it was hard
854090
You must contact your GP. If its convenient take a friend along for support. As far as I know back-dated sickness lines are valid- after all you could have been in a coma for the previous week. Failing that, insist on a home visit from your GP. 'Phone or write to your employer-they may be unsympathetic but it shows you have been trying to manage the conduct of your abscence. Assuming you get a long-term sickness note, (even two weeks), use the time to make a note of the demands made on you and why you consider them unreasonable. Contact your union rep or professional representative- they should be able to give you legal advice and support in any tribunal. It is the duty of your employer to ensure safe and secure working conditions for you and this certainly includes work-related stress. You will probably not lose your job, so do not worry on that account. So get in touch with your GP first, you'll feel alot better having made that first step. Remember stress is an illness, as much as flu, measles, chickenpox etc, it can and does happen to anyone and its NOT a sign of weakness! Good Luck!
54233
They consider it a standard nursing procedure. Families of the person can actually sue if they do not swab before they stick.
455950
It is true, I am a nurses Aide and most times when a patient dies, all the muscles relax and body fluids are released. But not always.