April 2025 Volume 2: Issue 2
AEAWA Newsletter
Contents
From the President
A brief summary on what the AEAWA Committee has been doing over the last two months.
01
Industrial Action
For the first time since 2006; Industrial Action happens again!
02
Depot Delegates
Have a look at who your Depot Delegates are from around the State.
03
AEAWA Committee
Get to know your Committees and Delegates.
04
Industrial Matters
There are numerous things that occur within the organisation on a day to day basis. Here is what the AEAWA has been doing regarding those issues.
05
Joint Consultative Committees
Every three months the AEA and St John meet to discuss workplace issues at the Joint Consultative Committees.
06
Bulletins
The AEAWA create Bulletins from time to time when we as a membership base need to adhere to strict safety or industrial protocols.
07
The Paramedic EBA
Here is the latest information on the Paramedic EBA negotiations.
08
The ‘Report’ Button
Some statistics on the website ‘Report’ button.
09
FAQs
The AEA will list some of the most asked FAQs within the service.
10
AEAWA Information
The AEA will list information on CPD updates, our surveys (when active), and the Member of the Month, along with other pertinent Association updates.
11
The Media
The service in the media.
12
From the President
A huge thank you to all our paramedic and paramedic intern members for your strong participation on the first day of protected industrial action – the first such action taken by WA paramedics since 2006! Your solidarity and commitment to improving working conditions has been outstanding and has already gained traction, with coverage across major WA news channels and print media.
A special shout-out to our Black Shift members nearing the end of a gruelling set – you must be exhausted. Please remember, you are fully authorised to PUT YOURSELF FIRST regarding fatigue management and only accept OVERTIME shifts of your choosing. Should you put yourself first, you are authorised to remove any entries on the OT calendar which would affect your fatigue management.
We strongly encourage all members to familiarise themselves with all authorised industrial actions, as outlined in yesterday’s Facebook post. In particular, we remind members that:
- Spare Officers / Single Officers:
You are not requiredto read or respond to directions to commence duty at a specific depot before arriving at your rostered work location. You are entitled to proceed directly to your rostered depot and arrive on time. Once your shift has officially commenced, you may travel to the directed depot using a St John vehicle, as per normal procedure. - Vehicle and S8 EDR Checks:
You are authorised to delay all vehicle and S8 EDR checksuntil your rostered shift has officially commenced. If you are given a call while performing checks, members should complete an ’emergency check’ and proceed to the call. After completion, members should request a P8 to complete a full check. Remember, we have performed this work for free for decades. Our flexibility and dedication has papered over the cracks for many years. - Red Shift (commencing tomorrow morning):
As part of our industrial action, there is a ban on accepting calls immediately priorto the start of your rostered shift (e.g., while preparing for work). Members are authorised to arrive just in time and commence duties once their shift begins.
Please see yesterday’s FB post for full details.
Thank you once again for your collective strength. Every action taken is a step towards a fairer, safer, and more sustainable ambulance service for both staff and the community.
After nearly a year and a half of relentless effort and over 20 meetings, the AEAWA Executive and EBA Negotiations Team have delivered an outstanding result, ensuring every one of our points was clearly heard at the Commission. With Industrial Action now approved, we stand united, ready to continue the fight for fair pay, improved conditions, and the respect our members deserve.
For our other valued members — Medics, Communications Officers, and Transport Officers — the improvements we secure in the Paramedic Agreement will, where appropriate, be incorporated into your own agreements.
These changes are designed to enhance your working conditions, strengthen job protections, and increase your take-home pay. The AEAWA deeply values the contribution of all our members, particularly those in the State Control Centre, who we know will be under significant pressure during the period of industrial action by our Paramedic colleagues. Your resilience, professionalism, and solidarity do not go unnoticed.
We sincerely thank you for standing alongside us during this crucial time. Your support ensures that we present a united front, which is vital in achieving fair and meaningful outcomes for all AEAWA members. Together, we are stronger.
John Thomas
AEAWA President
01
Industrial Action
Here are a few images of the Paramedic 2025 Industrial Action.
Angry Perth paramedics vent frustrations by scribbling on ambulances
The article from the WA Today, by Hamish Hastie reads
Irate Perth paramedics are scribbling messages of frustration about ramping and response times on their ambulances after overwhelmingly rejecting a pay offer from their employer, St John WA. One ambulance parked outside Emergency Services Minister Paul Papalia’s office on Tuesday morning bore the message: “WA Health is ‘Cooked’.” The ambulance also had a message comparing hospital ambulance wait times – known as “ramping” – of 819 hours in 2017 to their current level of 5126 hours. St John’s latest pay deal was knocked back by 987 of its 1110 paramedics, prompting the latest round of industrial action, which includes the ambulance messaging.
Paramedics are also wearing union attire while on duty, prioritising fatigue management, ceasing work communications outside hours and checking vehicles and equipment only during work hours. “The ramping crisis continues to worsen, with ambulances spending unprecedented hours waiting outside hospitals instead of responding to emergencies,” an Ambulance Employees Association of WA spokesman said. “In 2017, ambulances were ramped for an average of 819 hours per month. By 2025, that figure has risen to over 5100 hours monthly — a situation that former health minister Roger Cook once described as a ‘crisis’ when it was one-fifth of these hours in 2015.”
The union said emergency responses would continue without interruption and the public could still call 000. “We remain committed to providing life-saving care to the Western Australian community,” the spokesman said. “Our dispute is not with patients, but with an employment agreement that fails to properly value the vital work performed by ambulance professionals across our state, and with WA Health, who prefer to have our members working in the hospital system, rather than responding to the community.”
Premier Roger Cook said he wanted St John Ambulance and the unions to sit down and resolve any differences to make sure there wasn’t any disruption to health services. “We know that the paramedics and St John’s ambulances are committed to patient care and that they’ll do everything to make sure that there’s no disruption to the care for patients that need to get to a hospital,” he said.
St John WA was contacted for comment.
WA paramedics speak out as they paint ambulances with slogans to ramp up bid for pay rise
The article from Perth Now, by Justin Bianchini reads
Ambulance officers have graffitied their own ambulances in a push for a significant pay rise as their industrial action ramped up across Perth. Slogans such as “response times…flatlined”, “overworked and underpaid” and “ambos = saving lives, WA Health = saving $s” were painted on their vans. “We did it ourselves this morning as part of our protected industrial action,” one ambo said. The action comes after workers sank St John WA’s latest pay offer, with just 123 of 1110 paramedics signing off on the proposed deal.
The Ambulance Employees Association of WA said the proposed agreement fell far short of addressing the critical issues facing ambulance workers in WA. “After months of good faith negotiations that have failed to produce acceptable outcomes, our members have been left with no choice but to take protected industrial action,” the association said in a statement.
Ambos speaking to The West Australian said their main issue was being “underpaid compared to other jobs in WA and paramedics in other states”. “We’re skilled professionals and we get paid $31 an hour as a starting paramedic,” one ambo said. Another officer said they “never” finished their shifts on time. “We’ve always got patients on board,” he said. “We get jobs last minute.” “You’re due to finish at 6pm, if we get a job at half past five we have to complete the job,” an ambo said.
“I did over 20 hours of forced overtime in two weeks because you’re stuck at work.” They cited the UK where ambulance officers could not be given a job within 30 minutes of their shift ending. “If it’s 5.59pm and we get a priority 1, we have to do it,” one of the ambos said.
They ruled out striking. “The reason we’re all on the job is because we care about people and want to help… so we’re not going to strike,” another ambo said. The action comes amid record high ambulance ramping rates at WA hospitals, with pressure on new Health Minister Meredith Hammat to reduce the wait times in emergency departments. St John WA chief executive Kevin Brown said negotiations had been ongoing for more than a year with more than 25 meetings with union delegates.
“It’s been a very extensive process, and over 260 different items have actually been discussed and agreed during that,” he said. While Mr Brown said many of those items remain confidential, it’s been a “productive dialogue” overall. “The main item we’re finalising just now, with the support of the Fair Work Commission, is that final pay offer,” he said. “Currently on the table is a 17 per cent pay increase over three years. We believe that’s a fair outcome.” Premier Roger Cook called for the union and St John WA to resolve their differences. “We absolutely respect, admire and thank paramedics for the great work that they do and it’s hard work,” he said. “It’s front line — it doesn’t get much more front line than that. “We want St John’s Ambulance and the unions to sit down and resolve any differences to make sure that there isn’t any disruption to our health services.” Despite the overwhelming rejection of the latest offer by AEAWA members and an escalating ramping crisis, Mr Brown said St John WA’s attrition rate had improved to less than 5 per cent. The next meeting between union officials and St John WA is on Thursday.
02
Depot Delegates
Who are my Depot Delegates?
Working with you
Your Depot Delegates — The Frontline Advocates of AEAWA
Your Depot Delegates are more than just points of contact — they are the eyes, ears, and voice of the AEAWA in your workplace. Whether it’s a question about your rights, a concern about rostering, or the need for support in a workplace matter, your Delegate is your first line of representation. These Delegates are experienced colleagues who understand the realities of the job. They’re not removed from the day-to-day — they work the same shifts, face the same challenges, and share the same commitment to providing the best possible service to the community.
Why Depot Delegates Matter
The role of a Depot Delegate is crucial because they:
- Act as your advocate.
- Provide guidance on workplace policies, entitlements, and AEAWA initiatives.
- Identify and raise issues early before they escalate.
- Ensure your voice is heard at both a metropolitan and Country level.
- Offer a confidential ear when you need to talk through concerns.
Without this local representation, it’s all too easy for important issues to get lost in the system. Your Delegate ensures that doesn’t happen.
Real-World Examples of Delegate Support
AEAWA Depot Delegates have assisted members with situations such as:
- Challenging incorrect leave denials and ensuring entitlements are honoured.
- Resolving roster conflicts to accommodate personal or family commitments.
- Addressing safety concerns within depots and on-road operations.
- Standing beside members in formal meetings to ensure fair treatment.
- Clarifying award conditions and workplace rights on the spot.
There to help
These examples are a reminder: even small issues can have big impacts on your work and wellbeing — and having a Delegate in your corner makes all the difference.
Where to Find Your Delegate
The AEAWA has made it easy to locate your local representative.
We maintain a dedicated “Depot Delegates” page on our website where you can:
- Find the Delegate assigned to your depot.
- Check their rostered shifts so you know when they’re available in person.
- Identify coverage if your regular Delegate is away.
This directory is kept up to date, so you’ll always have the right contact when you need them.
- How to Access the Information
- You can connect with your Delegate in seconds:
Visit the AEAWA website.
Click the AEAWA link in the main menu.
Scroll down to “DEPOT DELEGATES” — your depot’s details, location, and roster will be listed. Or, go directly to the page by clicking here.
Your Role as a Member
While your Depot Delegates are here to support you, they’re most effective when members:
- Speak up early when something’s not right.
- Share feedback about workplace conditions.
- Support your Delegates when they’re advocating for collective improvements.
The AEAWA is only as strong as its members — and your Depot Delegates are the link between you and the broader movement.
Final Word
Your Delegate is not just an AEAWA contact; they are your colleague, your advocate, and your representative. They make sure that when something affects you at work — whether big or small — it’s addressed quickly, fairly, and with the backing of the entire Association. Know who your Delegate is. Know when they’re working. And know they’re in your corner.
03
The AEAWA Committee
The AEAWA have a large, diversified and extremely experienced industrial team. But with over 60 Delegates across the State, there may be numerous members who are not familiar with many of their representatives. The AEAWA Newsletter will introduce various AEAWA committee members to our ever-growing membership.
Dave Bryant
Paramedic Delegate and EBA Team Member
Dave is a dedicated and long-serving ambulance officer representing regional members as the Country Union Ambulance Delegate. With years of on-road experience, he understands the unique challenges faced by crews working in country locations — from long-distance responses to limited local resources.
As a passionate advocate for fair conditions, workplace safety, and member support, Dave ensures rural voices are heard at every level of negotiation and decision-making. He is known for his approachable nature, willingness to listen, and commitment to resolving issues quickly and effectively. Whether it’s raising concerns with management, providing guidance on workplace rights, or supporting colleagues through complex matters, Dave stands firmly alongside his fellow members — working to ensure that regional crews receive the same recognition, respect, and resources as their metropolitan counterparts.
Kirsty Roberts
ECP & Paramedic Delegate
Kirsty is a passionate AEAWA Delegate representing her colleagues in the Extended Care Paramedic (ECP) team. Her role as Delegate is focused on ensuring ECP members have a clear and united voice on issues that matter — from rostering fairness and resource allocation to workplace safety and professional recognition. Kirsty is a strong advocate for equitable treatment of her team and works tirelessly to ensure the challenges of ECP practice are recognised at the highest levels.
Approachable and committed, Kirsty makes herself available to listen to member concerns, offer guidance on workplace rights, and represent colleagues in discussions with management. Her dedication to both patient care and member advocacy makes her an invaluable representative within the AEAWA.
Jon Flockton
Country Paramedic Delegate, EBA Team Member
Jon proudly represents his colleagues as the AEAWA Delegate for country paramedics, bringing a strong voice for those working in regional and remote areas. With extensive experience on the road, Jon understands the unique challenges faced by country crews — from long-distance callouts and limited local resources to the personal impact of living and working in smaller communities. As a Delegate, Jon is committed to ensuring that country paramedics receive the same level of support, recognition, and resources as their metropolitan counterparts. He advocates for fair rostering, safe staffing levels, and investment in regional services, always highlighting the realities of rural work in AEAWA negotiations.
Jon is approachable, proactive, and dedicated to protecting the rights and wellbeing of his fellow members. Whether it’s raising concerns with management, offering guidance on workplace entitlements, or simply being a trusted point of contact, Jon works tirelessly to ensure the voices of country crews are heard loud and clear.
04
Industrial Matters
- Read the AEAWA Bulletins
- View the AEAWA FaceBook page
- Communicate with your Delegates
- Look for AEAWA emails
Here is what the AEAWA committee is currently working on
Your Negotiations
Preparing for PTS and SCC EBA Negotiations
Your AEAWA committee is now deep in preparation for the upcoming Patient Transport Services (PTS) and State Communications Centre (SCC) Enterprise Bargaining Agreement negotiations — a process that will directly shape your pay, conditions, and workplace rights for years to come. These negotiations are one of the most important opportunities we have to push for improvements that matter to you — whether that’s fairer rostering, better remuneration, safer working conditions, stronger job security, or recognition for the work you do every day.
Your Voice Shapes the Log of Claims
Very soon, you will receive a member survey from the AEAWA. This survey is not just another form to fill out — it’s your chance to tell us what changes you want to see included in our formal log of claims. The log of claims is the foundation of our bargaining strategy. Every item we put forward will be built on what you — the membership — identify as priorities. The more feedback we receive, the stronger and more representative our position will be when we sit at the negotiation table.
Unity is Our Strength
As we approach these negotiations, the AEAWA urges all members to stand together. In enterprise bargaining, unity is power — a collective voice that cannot be ignored. When we are united in our demands, we strengthen our ability to resist unfair proposals, push back on attempts to diminish our conditions, and secure genuine improvements for everyone. These agreements will set the standard for years to come. This is our moment to ensure that standard reflects respect for our work, recognition of our skills, and fairness in our conditions.
What’s Next
Watch your inbox for the AEAWA survey — complete it as soon as you receive it. Talk to your colleagues about the issues that matter most and encourage them to have their say. Stay informed via AEAWA updates as we move closer to the bargaining table. Together, we can achieve the best possible outcome.
Organising Committee Meetings
Monthly AEAWA Committee Meetings — Your Voice Matters
Your AEAWA committee now meets on the first Wednesday of every month to discuss member issues, workplace concerns, and union priorities. These meetings are a key forum where your elected delegates bring forward matters raised by members, ensuring your voice is heard and acted upon at the highest level within our organisation. Over time, these regular meetings have led to many great outcomes — from resolving local depot issues and improving rostering practices to securing changes in workplace policy and raising safety concerns that resulted in real, positive action. They are proof that when members speak up, the AEAWA can deliver tangible results.
How You Can Contribute
If there’s an issue you’d like addressed — big or small — we encourage you to get in touch before the next meeting. You can:
- Email the AEAWA directly with your concern.
- Speak to your local delegate in person and explain the matter you want raised.
By sharing your concerns early, your delegate can prepare the necessary information and represent your issue effectively during committee discussions.
Why It’s Important
These meetings are about more than talking — they’re about achieving results. When members take the time to raise issues, we can identify trends, address problems before they escalate, and present a united position when advocating for change. Remember: if it matters to you, it matters to us. Every improvement we’ve secured started with a member speaking up.
The Upcoming Working Groups
AEAWA Subcommittees in Action — Have Your Say
Over the coming months, the AEAWA subcommittees will be meeting with St John WA to discuss and push for improvements across a range of working conditions that directly affect our members. These meetings are an important opportunity to address long-standing concerns, negotiate practical solutions, and shape positive changes in your day-to-day work environment. The subcommittees will be focusing on multiple areas — from rostering and staffing levels to safety standards, operational processes, training, and overall workplace support. The aim is simple: to secure fair, safe, and sustainable working conditions that reflect the professionalism and dedication of our members.
Your Input is Essential
As these discussions take shape, your feedback matters. The most effective improvements come from the real experiences and ideas of those doing the job every day. Whether it’s a specific issue you’d like addressed or a suggestion for a better way of working, we want to hear from you.
You can share your input by:
- Emailing the AEAWA directly with your suggestions.
- Speaking to your local delegate who can pass your feedback to the relevant subcommittee.
No matter how small your idea might seem, it could be the key to a meaningful improvement for everyone.
Why This Matters
Every advancement in workplace conditions starts with members speaking up. These upcoming meetings with St John WA represent a valuable opportunity to make changes that benefit both individual members and our profession as a whole. This is your chance to help shape the future of our workplace. Let’s work together to ensure your voice is part of the conversation.
Upcoming Events for May
Tuesday 6th May 2025
The Vehicle Safety meeting
Wednesday 14th May 2025
FairWork Commission meeting
Thursday 15th May 2025
Manual Handling meeting
Thursday 15th May 2025
Direct Entry Induction Talk
Thursday 15th May 2025
Direct Entry Induction Talk
Tuesday 20th May 2025
Direct Entry Induction Talk
Wednesday 21st May 2025
AEAWA Legal Team meeting
Wednesday 21st May 2025
Direct Entry Induction Talk
Wednesday 21st May 2025
SOP meeting
Thursday 22nd May 2025
Medic Classification meeting
Upcoming Events for June
Wednesday 4th June 2025
Medic Classification meeting
Thursday 5th June 2025
PTS JCC
Monday 9th June 2025
Paramedic JCC
Thursday 19th June 2025
Violence and Aggression meeting
Friday 20th June 2025
Paramedic Intern Workshop
Friday 20th June 2025
SCC Induction Talk
Monday 23rd June 2025
Fatigue Management meeting
Friday 27th June 2025
FairWork Commission meeting
Monday 30th June 2025
SOP meeting
05
Joint Consultative Commitees
Every 3-months the AEAWA and St John WA senior management meet to discuss workplace issues, policies and day to day work stresses that our members have. The Joint Consultative meetings are a way to resolve these issues. So far, the AEAWA membership have reached out to resolve the following issues.
Paramedic JCC
Solo Officer Taskings — AEAWA Position
It has come to our attention that managers within the State Communications Centre (SCC) are contacting on-duty members who do not have a partner, asking them to respond to calls alongside members of WAPOL or hospital staff. The AEAWA strongly opposes this practice. Pairing a Paramedic/Medic/Intern/Transport Officer with an untrained and unauthorised person — regardless of their background — introduces significant safety, clinical, and legal risks.
What You Should Do
If you are approached to undertake such a task, we ask that you:
- Report the incident via the Report button on the AEAWA website as soon as possible.
If you feel pressured to proceed, request to speak to the SCC manager who issued the direction. Advise the AEAWA ASAP who gave such an instruction. Get that manager to provide the formal justification and supporting documentation, including:
- A risk assessment for responding with a non-trained person, and un-authorised person.
- The relevant SOP that permits you to work with an untrained and unauthorised person.
- Documentation on the ramifications of potential injuries sustained while working with an untrained and unauthorised person.
- A risk assessment of any equipment to be used during the call by the untrained/unauthorised person.
- Clarification on medication administration risks when working with an individual who is neither trained nor an authorised employee, and the fact that this person will not have an Employee number.
- Specific reference in the Certified Agreement or Operational Guidelines that obligates you to perform such a task.
Our Position
This practice compromises:
- Safety — placing both crew members and patients at increased risk.
- Clinical integrity — introducing personnel who are not trained in ambulance operations.
- Legal protection — exposing members to potential liability.
Until further notice, AEAWA advises members to ask for all such evidence. We will continue to challenge this practice with management and ensure our members are protected.
SOC JCC
Audits — AEAWA Position and Current Status
In January 2024, St John WA advised that operational audits would be conducted by peers — meaning individuals who currently perform, or have previously performed, the same role as the member being audited. This commitment was welcomed by the AEAWA, as it aligned with basic principles of fairness, professional understanding, and operational credibility. We were therefore surprised and concerned to learn that the status of this initiative has since dwindled. Despite the initial assurance, the rollout has slowed to a point where there is currently no confirmed timeframe for its full implementation.
Current Situation
St John WA has now indicated that Shift Development Officers (SDOs) will eventually take on the role of conducting these audits. While the AEAWA acknowledges the valuable work SDOs do, the organisation has not committed to when this change will be fully in place.
In the meantime:
- Additional SDOs are performing some of the audits.
- The current audit system — which still allows audits to be carried out by individuals who have not performed the role they are assessing — remains in effect.
This means the original promise of peer-only audits is not yet being delivered.
Why This Matters
The AEAWA has repeatedly made it clear that:
- Credible audits require role experience — An audit is only fair and accurate when conducted by someone who understands the realities, complexities, and demands of the role being assessed.
- Nowhere else in the organisation are audits performed by individuals who have not, cannot, or do not perform the role themselves.
Members should have confidence that any assessment of their work is based on an informed, realistic understanding of operational conditions — not just a checklist applied without relevant context.
Without this, audits risk being:
- Inaccurate — because the auditor lacks firsthand operational insight.
- Unfair — because standards may be applied without understanding real-world constraints.
- Damaging to morale — as members may feel judged by those without the qualifications or experience to properly evaluate their work.
AEAWA’s Commitment
We will continue to press St John WA for:
- A clear and committed timeframe for the implementation of peer-only audits.
- An immediate review of current audit practices to ensure they are consistent, fair, and credible.
- Transparency around who is conducting audits and what qualifications or operational experience they hold.
In the meantime, the AEAWA encourages members to:
- Report concerns about audits via the AEAWA website or directly to a delegate.
- Keep detailed records of any audit process they believe was conducted without proper role understanding.
This is a matter of professional respect, accuracy, and fairness. Audits should be tools for constructive feedback and development — not a process that undermines member confidence due to lack of relevant operational experience.
06
AEAWA Bulletins.
Important information related to our service.
Spare Officers
June 18th 2021 (Still Active)
Recently we have been contacted by an increasing number of our members who have either been called or texted by the staff deployment team while OFF DUTY. This has resulted in interrupted R&R, interrupted sleep between night shifts, interrupted family time AND can often result in excessive travel time to different depots, when officers feel obliged to make an extra effort to get to the new depot on time.
We would like to remind our members of the following:
- You are under NO obligation to answer a mobile phone when off duty.
- You are under NO obligation to read a WORK RELATED text message received outside of shift hours
- In fact, you are under no obligation to own a mobile phone.
The AEAWA believe it is important for the health and well being of our members to be able to peacefully enjoy time off…time for which they are NOT BEING PAID. The organisation has an obligation to adequately recruit, train and retain staff so that shifts are covered. It has a responsibility to have enough ambulances to run the service. It is self-evident that SJA like to rely on a proportion of Spare officers per roster to help fill cracks in the system, but you are under NO obligation to facilitate this mechanism (which is generally only beneficial to SJA) by acknowledging calls or texts while OFF shift.
For example, should an officer receive a text message in advance of their night shift, advising of a change of depot, they can rest assured that they will be completely secure in ONLY checking their phone AFTER arriving at the depot they were originally rostered to, and then using a WORK vehicle / ambulance to travel to the requested destination. Most insurance companies do not cover the use of a private vehicle to travel BETWEEN work locations; they simply cover the commute TO and FROM work. When signing your registration declaration, it usually asks for private or work related use. Once on duty please ensure you use an AMBULANCE to move to your alternate depot, only AFTER your shift has commenced, and that you RETURN to your rostered depot in time for the end of your original shift.
You are entitled to request a return to your starting depot, in time for the end of your shift. If you choose to answer your phone prior to the start of your shift and are given an instruction to relocate, then you must comply, but you should claim ‘Time and Travel’ to the new depot. Please note this advice is given without taking anything away from the hard work undertaken by our dedicated rosters colleagues. They do an absolutely AMAZING job given the current circumstances. We simply ask that our LEADERSHIP place less pressure on our rosters colleagues to interrupt downtime, so that adequate resourcing occurs, and our members can enjoy the full extent of their time OFF DUTY.
07
The Paramedic EBA
EBA Bargaining Update: Fair Work Commission Recommendation
Bargaining representatives from the AEAWA, St John, and UWU met under the supervision of the Fair Work Commission, as part of the F10 Bargaining Dispute process. As anticipated, the Commission has issued a formal Recommendation. The Recommendation proposes that St John submit its latest and final offer to a second employee Ballot. It also signals a strong likelihood of an Intractable Bargaining Declaration (IBD) should the second ballot be unsuccessful. Indeed, St John has indicated that if the offer is rejected again, an IBD application will likely be lodged.
An IBD would see a Full Bench of the Fair Work Commission determine the terms of our EBA. The Commission has advised this process could take up to 18 months to resolve. By that point, it should be clear the negotiations for the 2027 Agreement should be getting underway. Importantly, all bargaining representatives and the Commissioner have come to the following conclusion: the current offer represents the best achievable outcome during this bargaining round. Over 20 bargaining meetings have occurred, along with four intense full-day sessions facilitated by the Fair Work Commission. This period has also seen the first industrial action at St John in nearly two decades – a significant demonstration of determination through collective action. While the Commission’s involvement has since overtaken events, the impact of our collective action has been profound. It has sent a clear message to both our employer and WA Health that our workforce is willing and able to take a stand.
The Commissioner has played a crucial role in breaking the months-long bargaining deadlock. Her involvement has helped facilitate movement on critical claims previously dismissed by St John, including those related to overtime allocation, long service leave access, and Code of Conduct provisions.
Important Wins Since the First Ballot
We’ve achieved several important concessions from St John since the unsuccessful first ballot, including:
Enhanced Pay Offer:
- Increased from the last offer of 6%/5%/4% to 7%/5%/5%, mostly front-loaded to boost impact.
- This compounds to 2.21% over the agreement term. The additional 2% secured is equivalent to approximately $3,000 more per annum for an AP3.
By July 2026 (just over 13 months’ time), an AP3 salary will increase from the current $121,436.53 to $143,255.64. This is an increase of $21,819.11 The pay offer takes an AP3 from -$4,577.06 behind a salary that tracked CPI to +$4,044.58 ahead of CPI in 13.5 months, should CPI continue as forecast. The offer includes FULL backpay on pay and existing allowances for the entire period since 1 July 2024. An important U-turn from the capped backpay tabled last fortnight.
Improved Minimum Break Between Shifts:
The current agreement allows just 9 hours of minimum break. We’ve managed to secure a huge increase to a minimum:
- 11 hours between consecutive 224 ‘Day’ shifts,
- 10 hours between consecutive 224 Nights, and
- 10.5 hours between consecutive 4X4 Day shifts.
For the first-time, members will get adequate mandated minimum breaks between shifts which are subject to excessive shift extensions. This achievement cannot be understated.
End of Shift Blackout Periods:
- Enhanced since the last ballot to now prohibit interhospital transfers >35km in the last 90 minutes (except P1).
- 15 Minute blackout period at end of shift, only able to be given P1 and P0 calls
Long Service Leave Access:
Secured a clause committing to transparency and electronic access for booking and modifying LSL allocations. St John will implement an electronic system where members can choose their own weeks subject to a maximum number of employees off on any one block.
Overtime Allocation:
Secured a clause committing to transparency and electronic access for booking overtime to promote fair and equitable access.
Code of Conduct Improvements:
Secured a new clause governing Code of Conduct matters to work toward more balanced outcomes and fairer processes. This has been a huge win for our members.
Community Paramedic Positions:
Secured a clause committing St John to work toward implementing back-to-back Community Paramedic positions in high-need areas. This will provide more consistent public access to ALS skills and ensure paramedics in these roles receive safe time off.
Extended Community Paramedic Secondments:
All Community Paramedic secondments will now be extendable up to 4 years (2+1+1) by mutual agreement, providing greater flexibility for members and more consistent coverage to rural locations.
Recommendation:
With these improvements, all bargaining representatives believe that a ‘YES’ vote at this next ballot best serves our members’ interests. Naturally, members remain free to vote according to their individual views. It is our job as your representatives, to give your our recommendation, based on having attended each meeting, and discussed the matter at length with the Fair Work Commissioner.
Trade-offs
The improved wage offer does come with some condition adjustments:
- EBA ‘cleaning time’ at shift end is reduced from ‘up to 30 minutes’ to 15 minutes. However, St John agrees that where cleaning or restocking is required in excess of 15 minutes, members can simply obtain a P8 card, and will be paid for the full cleaning time required. We also recognise that the ‘up to 30-minute’ cleaning time would likely become irrelevant given St John plans to move to a minute-by-minute payroll system, and with CCTV and swipe cards, ‘cleaning time’ will soon reflect actual worked time rather than arbitrary minutes.
- The weekend night shift payment uplift has been retracted. We argued this would be a false economy, but St John was unwilling to gamble that an additional $50 per weekend night would reduce unplanned leave. Nevertheless, a flat rate at AP3 (indexed to the 7%/5%/5% increases) will benefit most employees, particularly Paramedic Interns, AP1 and AP2, with no change other than indexation for AP3. In 13.5 months, the night shift payment will be $99.98 per shift for all employees under the Agreement.
- The uplift percentages for CPHC trainers and tutoring have been reduced to reconfigure the headline pay rate increase.
Despite these drawbacks, in the view of all bargaining representatives and the Commissioner, the offer remains the best achievable outcome at this round of bargaining. The fight for improving conditions never ends and spans multiple agreements.
$250 voucher for the member who sends in the best pic with their AEAWA Industrial Action Shirt.
Commissioner View
In Commissioner Lim’s words from her Recommendation: “It is my view that any further protected industrial action will not achieve a better bargaining outcome. Even if members of the UWU or AEAWA were to take further industrial action, St John is not in the position to increase its offer due to the constraints of its contract with the State Government and the losses St John has incurred to-date. Simply put, the members are likely to experience further industrial pain and loss of wages for the period of protected industrial action, for no greater outcome.”
“There is also a very real risk that continuing or escalating protected industrial action will only result in the parties being bogged down in litigation before either the Commission or the Courts. This would provide no benefit to the workforce or negotiations.” In closing Commissioner Lim adds “I strongly recommend that St John’s offer be voted up. The workforce covered by these negotiations provide highly valuable and integral services to the Western Australian community. It is time for them to receive the benefits of a pay increase and the improved terms and conditions negotiated by the parties.”
Summary
The AEAWA executive agree with Commissioner Lim’s Recommendation. We have carefully considered all options and concluded that further negotiation and protected industrial action will not achieve a better bargaining outcome. Each and every member of the AEAWA committee works alongside you under the same conditions. We experience the same challenges, frustrations, and impacts as you do. You can feel confident knowing we have left nothing on the table in these negotiations. We have pushed every issue to its limit and are certain we’ve reached the maximum achievable outcome at this stage.
Collectively, we believe we have fought a hard campaign and extracted every possible concession from St John. While some areas may have fallen short of our targets, negotiating a new agreement requires genuine ‘good faith bargaining’ with give and take. The reality of industrial bargaining is that improvements to pay and conditions are most often won incrementally, over time. Some of our more ambitious targets may require multiple agreements to fully achieve, and this EBA establishes important foundations for future negotiations. As detailed below in the Addendum, there are many, many more improvements to conditions which we secured earlier in the near 18 month bargaining process. These include:
- Huge improvements to meal break provisions
- A significant number of measures to reduce and control shift extensions
- Increases in leave flexibility, and a number of other wins relating to annual leave and other leave types
- Significant increase in Defence Service Leave
- Introduction of a new Regional Support Allowance to better compensate regional employees
- Increases in pay and conditions for Critical Care paramedics and PSO
- Introduction of Extended Care Paramedic classification
This agreement represents significant progress that will improve your working conditions, provide better financial outcomes, and establish important protections that didn’t exist before. While not perfect, it represents the best possible outcome given the current circumstances. As a result of this Recommendation, all bargaining groups have agreed to withdraw active notices of protected industrial action effective Friday, May 16, 2025, at 12:00pm AWST. For clarity, this means all Protected Industrial Action will be paused pending a second vote on the improved EBA offer, effective Friday, May 16, 2025, at 12:00pm.
NEXT STEPS AND POSSIBLE OUTCOMES
St John will put this new offer to the workforce as a proposed enterprise agreement, with an ‘access period’ – where members can view the draft EBA – to start no later than Wednesday, May 28, 2025. Once the access period is complete, a further ballot will occur.
- If the Vote is ‘YES’
- If the vote achieves a majority ‘YES’, the draft EBA will proceed to the Fair Work Commission for final legislative compliance scrutiny and ratification. Once approved, back pay will commence and will be payable for the entire period from July 1, 2024, until the date the new agreement is approved. This represents significant immediate financial benefit to all members.
- If the Vote is ‘NO’
- If the vote results in a majority ‘NO’, both the AEAWA and Commissioner Lim believe an Intractable Bargaining Declaration process will follow. This means the final decision on pay and conditions will be removed from members’ hands and placed solely with the Fair Work Commission’s full bench. We cannot predict the outcome of such a process with any certainty. It’s important to understand that a worst-case scenario could involve all previously agreed matters being reconsidered from scratch, and the back pay provision being withdrawn entirely. This may be a risk members are wilting to take, but it is our duty to inform you of this risk.
The information provided in the first section of this document focuses primarily on the concessions and improvements achieved while the matter was before the Fair Work Commission. The comprehensive details that follow (Addendum) demonstrate the full scope of what has been negotiated during this process, including huge improvements in meal break provisions, leave, and shift extension reduction to name just a few. As you can see, this has been a mammoth bargaining effort spanning many months and tackling dozens of complex issues. The AEAWA executive would like to thank every member for their overwhelming solidarity and cohesion throughout this challenging process. The teamwork and camaraderie demonstrated during the recent period of protected industrial action has been truly humbling and inspiring. Your unity has strengthened our position considerably. Rest assured that regardless of the outcome of this vote, the AEAWA will continue the fight for improved pay and conditions for all our members across Western Australia. This EBA is one step in an ongoing journey toward the recognition and compensation you deserve.
DETAILS OF OFFER AND OTHER ACHIEVEMENTS
PAY/WAGES
The proposed new agreement includes pay increases of:
- 2024: 7%
- 2025: 5%
- 2026: 5%
- This compounds to effectively an 18% increase (17.97%) over the remainder of the Agreement (13.5 months left before we start again).
While this may fall short of our initial ambitions, it represents a significant improvement from where we started (5%/5%/4%). Our members should feel proud of standing firm and being patient while negotiations continued. - The pay offer addresses the shortfall in CPI, which was one of our main priorities.
- The WA Government’s most recently published CPI forecast predicts inflation at 2.75% for both 2025 and 2026.
- By July 2026 (just over 18 months’ time), an AP3 salary will increase from the current $121,436.53 to $143,255.64.
- This is an increase of $21,819.11
- The pay offer takes us from -$4,577.06 behind a salary that tracked CPI to +$4,044.58 ahead of CPI in 18 months, should CPI continue as forecast.
- Bargaining representatives also secured full backpay for the period from July 1, 2024, until the date the new Agreement becomes endorsed. This removes the previous threat of a ‘capped’ back-pay only until April 2025. We understand that for some, this pay offer falls short of acceptable.
The AEAWA recognises that for our members, wages are not just about keeping up with the rising cost of living – they also represent growing frustration with the steady decline in working conditions at St John. These deteriorations include:
- Unsustainable night shift workloads
- Excessive and unpredictable shift extensions
- Ongoing ramping
- Harsh conditions during the COVID-19 pandemic
- Inflexibility around annual leave
- Increasing exposure to workplace aggression and violence
- St John’s continued failure to manage police non-attendance
- Inequities in recruitment processes
- Disproportionate and punitive conduct processes
- A workplace culture that ranges from poor to intolerable
While the current pay offer does exceed CPI, it falls short of addressing the significant erosion of working conditions, or the expanded clinical responsibilities and scope that come with being a registered profession.
Nonetheless, both the Fair Work Commission and AEAWA representatives have acknowledged the financial constraints imposed by the ‘commercial in confidence’ Ambulance Service Agreement (ASA), which dictates the funding envelope available to St John. Importantly, wage increases under the ASA are indexed to the Wage Price Index (WPI), not the Consumer Price Index (CPI). Over the past decade, WPI has averaged just 2.3% and has rarely exceeded 4%, while CPI has at times surpassed 7%. All parties – including the Commissioner – have acknowledged that WA Health remains the missing link in these negotiations.
Under the ASA, we understand that capital works and infrastructure are funded separately and cannot be reallocated to wages. While we do not expect members to extend sympathy toward St John, we have no evidence to refute their claim that the current pay offer will leave them with a $24 million shortfall against their government-funded WPI allocation for wages. In addition, there are estimated.- but unconfirmed – costs of up to $13.5 million related to changes such as meal break entitlements, cleaning time adjustments, and regional support allowances. St John has indicated uncertainty as to whether the cost savings intended to offset these measures will materialise.
LEAVE IMPROVEMENTS
Smaller Leave Blocks
St John has agreed to allow annual leave in smaller blocks. As long as at least one 4-week block is taken, employees can take two separate two-week blocks.
Family and Domestic Violence Leave
As part of Fair Work Act changes, the new Agreement will allow 10 days paid leave (changed from unpaid).
Paid Cultural and Ceremonial Leave
First Nations employees now receive 5 shifts of paid leave per calendar year for Aboriginal and Torres Strait Islander employees to participate in cultural and ceremonial obligations or events.
Exam Special Leave
More detailed provisions for exam special leave, including granting leave above standard provisions when an employee needs to attend an exam.
Special Leave Conversion
Ability to exchange Personal Leave (sick leave) balances over 504 hours for special leave (2 hours personal leave for 1-hour special leave).
Special Leave Availability
Increased percentage of available Special Leave positions, now calculated for roster types (224, DELN, or 4×4) rather than shift types (day or night shift). By the agreement’s end, Special Leave positions based on the total number of metropolitan Employees in established vehicles completing on-road shifts will increase from 7% to 9%. A significant work-life balance win.
Annual Leave Cash Out
New provision allowing employees to cash out annual leave (subject to conditions).
Annual Leave Purchase
New provision allowing employees to purchase up to 4 weeks of additional annual leave.
Paid Parental Leave
Expanded flexibility for Primary Care Giver paid parental leave:
- Twelve (12) weeks paid at the weekly base rate of pay; or
- Nine (9) weeks paid at the weekly Total Weekly pay; or
Either option at half pay, extending the paid leave duration accordingly.
Defence Service Leave
Increased from 12 shifts to 20 shifts. A huge win for our valued Defence Service members.
AHPRA Leave
New clause ensuring payment for attendance if an Employee is involved in an AHPRA matter where no misconduct findings have occurred.
MEAL BREAKS
Significant improvements to meal break provisions: The current agreement has a meal break span of 4 hours (2024) with an $18.50 penalty.
The new agreement:
Changes name to “Crib Breaks” to mirror the Award. Allows a 5-hour span, but breaks must be completed within the 5-hour span Breaks can only commence at the closest depot (no longer at hospitals). Option to take breaks at a location of choice remains unchanged. System will not allocate low acuity priority 4 jobs within the 5-hour span until the meal break is taken. Critically, there are escalating penalties for consecutive days with broken/missed breaks:
- $25.00 penalty for Day 1
- $50.00 penalty for Day 2
- $75.00 penalty for Day 3
- $100.00 penalty for Day 4
This creates a significant financial incentive for St John to ensure employees receive breaks. If no breaks are allocated, employees will receive up to $250 per set of 4.
WORK-LIFE BALANCE
Minimum Break Between Shifts
An astounding win, which sees increases from a flat 9-hour minimum break between shifts to:
- Day consecutive shifts: 11 hours
- Night consecutive shifts: 10 hours
- 4×4: 10.5 hours
Roster Changes
St John will endeavour to make roster changes during the working hours of the shift worked immediately prior, or provide 24 hours’ notice, whichever is earlier.
224 Backfill
Rotational officers can temporarily backfill a 224 allocated position if the incumbent is away for 6+ months.
Spare Officer
Employees can ONLY be rostered as a Spare Officer for a maximum of 16 weeks within a year.
Travel Allowance
Now paid at the ATO cents-per-kilometer rate (reviewed annually). The new rate is $0.88/km for 2024-2025, compared to $0.76/km that didn’t increase over the 2021 Agreement.
Maximum Roster Distance
New clause limiting rostering to stations no more than 55km from home station, minimising excessive travel. This establishes a limit that can be improved in future agreements.
DELN Roster
Clearly defined as a trial, with St John agreeing to roster the maximum number of interested employees during the agreement (no officer should receive a second DELN roster if they’ve already worked this pattern).
12-hour Shifts. St John agreed to withdraw the plan to roll out 12-hour shifts pending further thought and consultation.
Long Shift Extension – Double Time and a Half
New penalties for excessive overtime, including rates at double time and a half (250%) for overtime exceeding 2 hours.
End of Shift Blackout Period
Enhanced protections toward shift end:
- Final 90 minutes: No interfacility transfers >35km unless P1
- Final 15 minutes: No P2 or P3 calls
Takeover Crews
EBA provision for deploying crews as P2 to take over for ramped crews at shift end. Takeover crews only diverted for P0 or P1.
Dynamic Deployment
New clause restricting dynamic deployment locations to depots only. Crews who are dynamically deployed must be returned to shift start location by shift end and are only available for P0 calls.
Right to Disconnect
New provision allowing employees to refuse to monitor, read, or respond to contact outside working hours.
Health & Wellbeing Allowance
New clause enshrining the Health and Wellbeing Benefit entitlement under St John policies.
Metro to Country Deployment
New protection against unreasonable deployment to country stations unless agreed between Employee and St John.
OVERTIME & ALLOWANCES
Night Shift Payment
While not achieving our goal of significant weekend uplift, the flat rate at AP3 rates will benefit Interns, AP1s, and AP2s. Night shift payments will now be payable on overtime.
Clinical Education
Employees in Clinical Education roles receive a percentage of their substantive position (5% for Clinical Education Trainers, 7% for Training Coordinators). This should encourage more diverse range of applicants to CPHC secondment roles.
Fair & Equitable Allocation of Overtime
St John has committed to developing and implementing an electronic system for booking and planning overtime.
Watches & Glasses Allowance
Increased from $200 to $220.
Helicopter Flight Allowance
Updated to include CCPs receiving this allowance during helicopter training.
Special Operations Allowance
Expanded to clarify what constitutes a PSO activation (includes training).
Deployment Allowance
New daily PSO allowance compensating Employees deployed away from home as authorised by a Hazard Management Agency.
Camping Without Facilities Allowance
New PSO allowance compensating Employees required to camp without facilities such as bathrooms and kitchens.
REPRESENTATION & CONSULTATION
Joint Consultative Committee Improvements
Strengthened with more detailed provisions about representation, consultation, and responsibilities. St John must provide additional information on operational and workplace matters (excluding confidential or commercially sensitive information), improving transparency.
Union Related Matters
Extensive new provisions regarding union rights and representation:
Union membership fees
- Right of representation (critical improvement from recent legislation)
- Entitlement to reasonable member communication
- Access to workplace facilities
- Access to training for workplace delegates
Conduct & Performance
St John has agreed to include a clause detailing a fairer process for managing performance and conduct issues, with better balance between ‘performance’ and ‘misconduct’.
SPECIALISED ROLES
CCP Provisions
- On Road Tutor Allowance when tutoring Student Ambulance Officers, Paramedic Interns, CCP Interns, or other classifications
- On-road CCP crews formation clause (CCP and CCP, or a CCP and CCP Intern)
Significant and long overdue pay increase to recognise significantly expanded scope and clinical risk.
PSO Crew Formation
PSO crews consist of two PSOs, though a PSO may be rostered as a Single Operator and crewed with an external agency employee if required.
Life Insurance Assistance
In recognition of obtaining personal life insurance difficulties due to high-risk roles, PSOs and CCPs receive an annual allowance ($500 initially, increasing to $525 in 2025 and $546 in 2026).
Additional Benefits
New allowances: Deployment Allowance, Camping Without Facilities Allowance and flight benefits for seconded and permanent employees 500km+ from Perth (one annual return flight for employee, spouse, and dependent children)
CLASSIFICATION & ROLES
New Classifications Added
- CCP Intern
- Aircrew Clinician Lean
- Secondary Triage Paramedic
- ECP Intern
- ECP
- Role Naming Changes
- Country Station role naming changed from “Country Station Manager” to “Country Station Officer”
Secondments
Clearer frameworks for secondment durations and conditions. Other than Community Paramedic, provides fixed 2-year secondment length, ensuring more career development opportunities.
COUNTRY OPERATIONS
Community Paramedic Secondment Length
- New 2+1+1 year extension option by mutual agreement.
- Community Paramedic Back-to-Back Commitment
- St John commits to working toward back-to-back community paramedics prioritising most populous/highest call volume areas. This provides continuous ALS skill availability in needed areas, with support for CPs.
- Community Paramedic Rosters
- Expanded options with detailed arrangements:
- Solo Community Paramedic roster
- Back-to-back Community Paramedic 4×4 roster
- Back-to-back Community Paramedic 8&6 roster
Regional Support Allowance
Northwest allowance replaced by RSA with region-specific incentives. Overtime paid when worked. Should enhance recruitment and retention in regional areas. Replaces:
- Location Allowance (Zone and Country) for permanent employees
- Air Conditioning Allowance
- Northwest Duties Allowance
- Remote Location Allowance
Housing for Country Seconded Employees
St John will provide housing for seconded employees who cannot reasonably return home at shift end, covering reasonable utility expenses during secondment.
Housing must be:
- Clean, safe, and hygienic
- Have adequate space, ventilation, and lighting
- Provide access to essential amenities (private bathroom, kitchen, laundry)
- Located within reasonable distance from work
- Fully furnished with necessary utilities
- Regularly maintained
Flights for Seconded and Permanent Employees
Employees appointed 500+ kilometers from Perth metropolitan area receive one annual return flight to Perth for themselves, their spouse, and dependent children under 18.
Metro Shifts for Country Employees
Country Employees can do up to 4 consecutive on-road shifts in the metropolitan area as part of a normal crew with a paramedic.
Working With Volunteers
New minimum scope for APs when working with volunteers. APs can work with EMRs, but EMTs and EMAs would be the standard crewing partners.
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The 'Report' Button
As you would be aware, the AEAWA website has a ‘Report’ button. Each month approximately 40 members report an issue to the committee. These issues are identified in various meetings with St John senior management. Some issues are placed in the JCC agenda, some are dealt with promptly with senior St John management teams, depending on the issue. Here are some of the most common issues members reported on last month.
The Report Button also identified the following issues
Overtime Distribution
Country Allocated Positions
Most reported incident (19 members)
Overtime Distribution
Members have raised ongoing concerns regarding what they perceive as an inequitable allocation of overtime shifts, particularly in the country and regional areas. Reports suggest that Casual employees are frequently being offered or allocated the majority of available overtime opportunities, while Full-Time employees often find themselves with limited or no access to these additional hours. This perceived imbalance has led to frustration among Full-Time staff, who believe they should have a fair chance to increase their earnings and workload flexibility through overtime. Members have also indicated that the lack of transparency around how overtime is allocated — and the absence of clear, consistent guidelines — is contributing to the perception of unfairness. The issue appears to be more pronounced in certain country depots or regional workgroups, where the smaller workforce and reliance on Casual staff for coverage may be amplifying the imbalance.
Second most reported incident (5 members)
Country Allocated Positions
Country-based members have reported ongoing concerns regarding the continual presence of metropolitan officers performing relief duties in country locations. While these relief arrangements appear to be occurring on a regular and sustained basis, members have expressed frustration that no official date has been set for the filling of the permanent positions in these country locations. The ongoing reliance on metro relief staff, without clear timelines or commitments to establish permanent country appointments, has created uncertainty and instability for local teams. Members feel this situation impacts workforce continuity, local knowledge retention, and community engagement, as constant rotations of temporary personnel can disrupt operational consistency. The absence of a definitive schedule for filling the permanent roles has led to a perception that the needs of country stations are being deprioritised, despite the evident ongoing demand for staffing in these areas.
Frequently Asked Questions
On a daily basis the AEA is contacted by the membership with questions relating to their employment. Questions about Policies, our Certified Agreement and pay etc are some of the most frequently asked. The AEAWA have added some of the most common questions here.
I have been advised that we can break and enter the property, as the Police are refusing to attend. Do I have to follow this order?
Although there is a SOP currently being written for crews to break and enter a scene, this still DOES NOT mitigate the risk of what happens when you enter a scene you have perceived as dangerous. If you have perceived a risk this overrides any policy St John decide to write. Again, discuss with the Duty Manager and ask for a Manager to attend. You may get told over the phone that you have been given a ‘lawful order’ to enter the property.
Whether an employee can refuse to comply with a lawful and reasonable direction will depend on its reasonableness, and this in turn will depend on the particular circumstances of the employee. Where the request is reasonable, the failure of an employee to follow a lawful and reasonable direction may be grounds for the employer to take disciplinary action against that employee (such as issuing a warning), and in some cases may constitute a valid reason for dismissal, provided a fair process is also followed. The AEAWA believe that entering a perceived or actual dangerous location, where an imminent threat is perceived, or approaching an aggressive or violent patient is not a reasonable or lawful request or order.
I have been advised that although Police are not attending other agencies are coming to assist?
You may be advised that as Police are refusing to attend the scene other agencies may be tasked to assist you. The SOC Duty Manager may dispatch the Ranger if there are dogs on the property, to assist you gain entry, or they may dispatch DFES to gain entry to the scene.
However, once those agencies attend the scene, update them on the situation and what aggressive or imminent dangers/threats you have determined. If they decide not to go in, update the Duty Manager to again re-escalate to the Police. If they do enter the scene or approach the patient, that is up to them. Again, protect yourselves and fill out an Incident Report. We need evidence to prove this WAPOL directive is beyond dangerous and ridiculous.
AEAWA Information.
Information on AEAWA events, Surveys and upcoming meeting will be listed here.
AUSMED Updates
AUSMED have included numerous training packages in your membership subscription. Keep an eye out for the following.
Beware the Syncope
The humble syncope is a common presentation in prehospital healthcare settings. Most are not serious, however, the small number that are, require further investigation and follow-up care. Presented by paramedic lecturer Jeff Kenneally, learn more about serious syncope presentations in prehospital.
The Pathophysiology of Shock
In part 1 of this series on the recognition and management of shock, clinical educator Joanne Reading discusses the definition of shock, anaerobic metabolism, metabolic acidosis, failure of the sodium/potassium pump and cellular structural derangement.
Understanding Shock: Preload, Contractility and Afterload
In part 2 of this series on the recognition and management of shock, clinical educator Joanne Reading discusses the relationships between hypovolaemic shock and preload; cardiogenic shock and contractility; distributive shock and afterload; and preload, contractility and afterload.
Aggression and Sedation
No matter the situation, violence against healthcare workers is never ok. Unfortunately, front-line workers (paramedics, first-responders, emergency department, etc) will still often meet with aggression and violence in the line of duty. In this presentation, paramedic lecturer Jeff Kenneally explores patient aggression and sedation to help you identify the right course of action to ensure your safety as well as the best possible outcome for your patient. A great review of de-escalation techniques and both restraint and sedation methods.
Prehospital-Diabetic Emergencies
Paramedic lecturer Jeff Kenneally provides an easy explanation of the physiological process of someone experiencing a low or high glucose level, identifying red flags, and prehospital management of diabetic emergencies like severe hypoglycaemia and diabetic ketoacidosis.
Sepsis
This Ausmed Course enables healthcare professionals to enhance their expertise with the essential skills to effectively understand, assess and manage sepsis in line with the National Safety and Quality Health Service (NSQHS) Standards and make a positive impact on patient outcomes.
AEAWA Member of the Month
The AEA are pleased to announce both Grant Pursey and Jamie Foster have won the ‘Member Benefit’ for February 2025. This is the first time multiple nominations have resulted in two winners. Both Grant and Jamie were nominated for their attributes, along with her positive attitude. Congratulations Grant and Jamie, Vertigo by Twilight awaits.
The AEA are pleased to announce Keisha Ah-Nau has won the ‘Member Benefit’ for March 2025. Keisha was nominated for her knowledge and compassion, along with her positive attitude within the State Control Center. Congratulations Keisha, the Crown awaits.
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The Media
From month-to-month AEA members, the service we work for and other pertinent related articles hit the Media. Here you will find 'the month that was', the good the bad and the ugly.
The Conversation May 1st, 2025
Is WA Health having final say over edits of Paramedics ‘censorship’? Yes. But it’s necessary
6PR News April 29th, 2025
Ambulance workers ‘left with no choice’ but to reject pay deal with St John WA
The Sydney Mourning Herald April 29th, 2025
Perth paramedics frustrated with ramping, pay dispute
6PR News April 24th, 2025
Concerns raised over ‘Paramedics’ show filming in Perth amid WA Health Department restrictions
ABC News April 20th, 2025
Filming restrictions for Paramedics TV show with St John WA criticised amid ambulance ramping 'crisis'
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Our Next Issue
The next issue of AEAWA news (Volume 2 – Issue 3) is due out June 2025. Look for the newsletter under the ‘EXTRAS’ tab on the website.