Industrial

Meeting Chaired By
Lee Waller.

Meeting Conducted
13:30-15:30

Committee Attendee’s
John Thomas, Mike Hardwick, Lee Waller, Callan McClure, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Dave Bryant, Rick Candy and Chris Smith.

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
This was the 4th meeting of the AEAWA Ambulance Services Committee.

Meeting Agenda
There was an acknowledging the Association’s continued progress toward building a stronger, more inclusive union across multiple ambulance services in WA. This meeting focused on rolling out key support systems, formalising consultation structures with employers, and preparing for the Annual General Meeting (AGM) in November 2026.

Membership Overview & Employer Engagements

Employer Consultation Framework
AEAWA has successfully initiated formal communication with:

• Wilson Medic One members: More frequent consultative meetings will be scheduled.
• National Patient Transport members: Ongoing discussions with members have been positive, but further discussions are required as soon as possible.

The Industrial Officer reported employers are becoming more receptive to structured dialogue following Delegate interventions.

Regional Support Program Implementation
Following the development of the Regional Engagement Strategy, AEAWA has begun implementing several core support mechanisms.

Current initiatives:

• Depot Resource Packs: Will be delivered to 11 regional locations.
• temporary relocation due to domestic violence, etc.)
• Regional Delegate Liaison Roster: Discussions taking place to establish a roster to ensure isolated members receive regular union contact.

General Business
There was no General Business items brought forward at this meeting.

Meeting Concluded
15:30. For any queries or suggestions, members are encouraged to contact the AEAWA Executive Committee via the website or by emailing [email protected].

Next Meeting
TBA

Meeting Chaired By
Lee Waller.

Meeting Conducted
13:30-15:30

Committee Attendee’s
John Thomas, Mike Hardwick, Lee Waller, Callan McClure, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Dave Bryant, Rick Candy and Chris Smith.

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
This was the 4th meeting of the AEAWA Ambulance Services Committee.

Meeting Agenda
The meeting commenced with an acknowledgement of AEAWA’s successful transition from a St John WA-exclusive union to a multi-employer, inclusive association, now representing staff from a growing number of ambulance services. The Executive praised the efforts of new Delegates, Subcommittee members, and the Communications Team for their contributions to outreach and member engagement.

Membership Goals:

• Target: 300 members from external services by end of Q4
• Regional expansion plan to include depot visits in Kalgoorlie, Broome, and Esperance

Note: A welcome kit tailored to regional members has been finalised and will be distributed at upcoming visits.

External Services Subcommittee – First Term Report
Chairperson Lee Waller delivered the subcommittee’s first formal report.

Achievements:

• Created a reporting structure for workplace concerns by employer and region
• Proposed 3 amendments to the AEAWA constitution (now under Executive review)

Challenges Identified:

• Limited employer engagement outside of St John WA
• Access restrictions to union materials in some non-government facilities

Next Steps:

• Deploy posters with QR access to digital AEAWA resources
• Request formal employer-union consultative meetings for Wilson Medic One and NPT

Communication & Awareness Strategy – Phase 3

Actions Underway:

• Release of new “Know Your Delegate” posters by depot

Planned Campaigns:

• “Not Just St John WA” identity series – to highlight AEAWA’s wider member base
• Targeted social media campaigns in regions and underrepresented roles

Regional Engagement Strategy
A dedicated Regional Engagement Strategy was tabled, aimed at increasing AEAWA visibility in under-served areas.

Plan Includes:

• Regional roadshow (Q4): Industrial Officer + Delegate visits to regional areas
• Development of regional hardship policy guidelines

Constitution Review – Progress
Phase 1 of the constitutional review is complete.

Changes Proposed:

• Terminology updates (from “St John WA member” to “employed member”)
• Delegate representation rights expanded to all employer types
• Digital voting mechanisms for geographically remote members

These changes will be put to vote at our Annual General Meeting (AGM) scheduled for November 2025.

General Business

• Legal Advisory Network Expansion: The committee is reviewing new partnerships with law firms for broader legal support coverage across WA.
• CPD Recognition: Discussions underway to obtain formal CPD accreditation for AEAWA training programs.
• Affiliations: Initial discussions held with ambulance unions in South Australia and Queensland for national cooperative initiatives.

Meeting Concluded
15:30. For any queries or suggestions, members are encouraged to contact the AEAWA Executive Committee via the website or by emailing [email protected].

Next Meeting
June 20th 2025; 13:30-15:30.

Meeting Chaired By
Lee Waller.

Meeting Conducted
13:30-15:30

Committee Attendee’s
Mike Hardwick, Lee Waller, Callan McClure, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Dave Bryant, Shane Gray, Paul Davies, Jesse George, and Chris Smith.

Committee Apologies
John Thomas.

Previous Minutes Accepted By
This was the 3rd meeting of the AEAWA Ambulance Services Committee.

Meeting Agenda
The Chair opened the meeting by acknowledging the ongoing commitment of the AEAWA team and delegates in managing a significant period of growth and change. The primary objective of this meeting was to review the implementation of the action items from the previous meeting, evaluate progress made in onboarding members from additional ambulance services, and define strategic steps for continued growth, integration, and industrial support.

Membership Expansion – Growth and Outreach
The AEAWA continues to experience a substantial rise in membership from external ambulance providers, validating the Association’s relevance beyond St John WA.

Member Statistics

• Wilson Medic One: Over 20% increase in registered members in the past six weeks.
• National Patient Transport (NPT): Surpassed 20 financial members, with continued weekly inquiries.
• Private Ambulance Contractors: Growing interest from staff in the non-government sector, particularly in metro and regional transport services.

Member Classifications Joining

• Paramedics (Graduate and Qualified)
• Industry Medics
• Patient Transport Officers
• Communications & Dispatch Officers

The diversity in roles underscores AEAWA’s capacity to support a broad range of professional classifications across the pre-hospital care landscape.

IT Infrastructure – Database & CRM Enhancements
The AEAWA’s membership database has undergone further upgrades to accommodate:

• Employer-specific filters for communication and reporting
• Member journey tracking, including sign-up, induction, benefits access, and advocacy support
• Delegate tagging for improved regional and service-based representation tracking
• Event-based tracking for union visits, outreach sessions, and issue escalations

A pilot is underway to integrate automated digital welcome packs and policy explainer documents for all new members within 72 hours of joining.

Website Metrics & User Behaviour Analysis
The redesigned AEAWA website has become a key engagement platform.

Key Metrics Since Relaunch

• 42% increase in total site visits
• 58% increase in external user engagement time

Highest traffic recorded on:

• “Join AEAWA” page
• “Benefits for Members” explainer
• “FAQs” section

Planned Additions:

• Employer-specific resource pages
• Dynamic contact forms by classification and location
• Monthly blog posts on industrial rights, rostering changes, and training access

Delegate Recruitment Drive
In line with the AEAWA’s goal of localised representation, an EOI campaign for external Delegates was launched.

• Responses: 4 formal applications received
• Geographical spread: Applicants from Joondalup, Bunbury, Fremantle, Osborne Park, and one from a regional depot in Kalgoorlie
• Roles: Predominantly transport officers and medics
• Next Step: Host an online Delegate Induction & Strategy Workshop (Date TBC)

A Delegate Resource Toolkit is being finalised, including digital handbooks, workplace poster templates, and escalation flowcharts.

Industrial Officer Activity Update
Mr. Higgins provided an overview of his early work as Industrial Officer:

Support Cases:

• 4 new support cases from Wilson Medic One and NPT members
• Types of issues: Rostering inconsistencies, non-payment of entitlements, vehicle fatigue breaches
• 3 resolved through internal escalation; 1 referred to formal dispute resolution

Site Visits & Engagement:

• Conducted 3 informal depot visits
• Delivered Rights at Work sessions to small groups
• Distributed printed flyers and explained AEAWA’s industrial support channels

Recommendations:

• Appoint a Regional Liaison for external Ambulance Service members in the Southwest
• Publish a “Top 5 Member Concerns” bulletin quarterly

Insurance & Benefit Expansion Review
There was significant discussion regarding the potential rollout of Salary Continuance Insurance to members outside St John WA.

Key Points:

• AEAWA will survey external members to determine:
• Awareness and need for this benefit
• Ability to participate in pooled risk models
• Early-stage talks have begun with multiple insurance providers
• Legal and financial feasibility assessment to be commissioned (target delivery: next meeting)

The goal is to design tailored benefits packages based on member volume per employer.

Communication Strategy – Phase 2 Advertising Rollout
The next stage of the AEAWA promotional campaign is now in motion.

New Actions:

• In-depot information sessions with Q&A panels
• Targeted digital campaign across Facebook and LinkedIn

Phase Objectives:

• Increase awareness in regional WA
• Focus on underrepresented roles (dispatch, events medics)
• Reinforce AEAWA’s credibility as a multi-service union

Formation of the External Services Subcommittee
A formal motion was passed to create a standing subcommittee dedicated to supporting AEAWA members employed outside of St John WA.

Mandate:

• Monitor trends and industrial issues
• Report quarterly to the Executive Committee
• Provide strategic input on employer-specific matters
• Coordinate regional outreach plans

This body will meet bi-monthly and will provide formal feedback to be presented at quarterly AEAWA General Meetings.

Constitution Review Initiative
The AEAWA Executive agreed to begin a staged constitutional review to ensure:

• Terminology reflects multi-employer representation
• Policy-making mechanisms are inclusive of new services
• Decision-making processes are transparent and accessible to all classifications

This process will involve:

• A member consultation period
• Review by legal advisors
• A draft presented for ratification in the upcoming Annual General Meeting

General Business

• Feedback Channels: A feedback form will be released to all new members as part of a post-induction check-in.
• Training Access: Initial inquiry made into developing CPD-accredited workshops for AEAWA delegates.
• Cross-jurisdiction Collaboration: Exploratory meetings scheduled with similar associations in QLD and SA to share advocacy tools and casework approaches.

Meeting Concluded
15:30. For any queries or suggestions, members are encouraged to contact the AEAWA Executive Committee via the website or by emailing [email protected].

Next Meeting
March 14th, 2025; 13:30-15:30.

Meeting Chaired By
Lee Waller.

Meeting Conducted
13:30-15:30.

Committee Attendee’s
John Thomas, Mike Hardwick, Lee Waller, Callan McClure, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Dave Bryant, Rick Candy and Chris Smith.

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
This was the 2nd meeting of the AEAWA Ambulance Services Committee.

Meeting Agenda
The core focus of this meeting was to review, discuss, and provide updates on key strategic actions undertaken by the AEAWA to support the expansion of its membership into new Ambulance Service organisations beyond St John WA. This shift represents a landmark step for the Association, broadening its reach and reinforcing its commitment to advocating for all ambulance professionals across the Western Australian and national pre-hospital care sectors.

Opening of Secondary AEAWA Bank Account
To facilitate the integration of new members from outside St John WA, a dedicated AEAWA secondary bank account has now been successfully established.

• Objective: To separate and manage membership contributions specifically from other ambulance services, allowing for cleaner financial reporting, compliance, and transparency.
• Current Status: The account is active and already receiving payments from new members, including those employed by Wilson Medic One, National Patient Transport (NPT) and Paramedics across the Private Industry.
• Outcome: This financial infrastructure now supports future growth and enables tailored allocation of resources for new service members.

AEAWA Awareness & Advertising Campaign
In response to the need for broader visibility, the AEAWA launched a dedicated advertising and outreach campaign.

• Materials Created: Professionally branded flyers, brochures, and digital content outlining the Association’s services and benefits were developed.
• Distribution: These materials have been disseminated throughout multiple ambulance workplaces across WA and beyond.
• Response: The campaign has sparked significant interest, with dozens of inquiries received from staff at various ambulance providers. Many have expressed strong interest in joining and learning more about AEAWA’s ability to advocate on their behalf.

“We’ve had phone calls from Paramedics, medics, transport officers, and communications staff — all wanting to know how AEAWA can support them and how they can get involved.” — Committee Member

Upgrading the AEAWA Membership Database
Recognising that the existing member database was tailored exclusively for St John WA staff, the Association undertook a system-wide upgrade.

• Actions Taken: The database was restructured to accommodate multiple employers and member types, ensuring compatibility and data integrity across varied employment settings.
• Results: The new system allows real-time updates, seamless new member enrolment, and clear tracking for all classifications of healthcare professionals.
• Benefits: This foundational change ensures AEAWA remains scalable and inclusive, preparing it for sustainable expansion.

Redevelopment of AEAWA Website
A full audit and revision of the AEAWA website was conducted to enhance accessibility and relevance for all prospective and existing members.

• Previous Limitation: The site’s content and structure focused heavily on St John WA-specific issues, creating a barrier for those outside that organisation.
• New Features: Dedicated pages for other ambulance services have been added, outlining specific contacts, benefits, and support resources.
• Navigation: A simplified layout now helps users quickly identify the services relevant to them, streamlining the onboarding and engagement process.

Appointment of a Portfolio Manager for External Services
To ensure adequate support for incoming members from various ambulance services, the AEAWA created a dedicated Ambulance Service Portfolio.

• Leadership: This portfolio will be managed by AEA Secretary Lee Waller, who will act as the first point of contact for members from Wilson Medic One, National Patient Transport, and other Private Industry providers.
• Function: The role includes addressing workplace concerns, escalating issues to the Executive Committee, and liaising directly with service managers if necessary.
• Goal: Build trust and deliver consistent, high-quality industrial support for new member cohorts.

Recruitment of an AEAWA Industrial Officer
The AEAWA proudly announced that long-serving Executive Delegate Mr. Dave Higgins will be stepping into the role of Industrial Officer to assist with onboarding and representation for new members.

• Scope: Dave will focus on initial support requests, workplace grievances, and general advocacy while AEAWA grows its representation outside of St John WA.
• Strategic Importance: His presence will strengthen the AEAWA’s ability to deliver rapid and informed assistance to all members, regardless of employer.

Benefits for Members Across All Ambulance Services
The AEAWA continues to offer a suite of high-value benefits to all members. These include:

• ShopRite – Access to member-only retail discounts
• Professional Indemnity Insurance – Comprehensive legal cover for clinical duties
• Journey Cover Insurance – Protection during travel to/from work
• Organisational Support – Advice, representation, and workplace advocacy
• AUSMED Subscription – CPD tracking and learning resources
• Bereavement Payments – Financial support during family loss

Note on Salary Continuance: Currently exclusive to St John WA members due to the critical mass of almost 2,000 members under one employer. However, if member numbers from other providers increase, this benefit could be expanded in the future — subject to cost feasibility and insurer conditions.

Delegate Involvement from External Services
AEAWA is enthusiastic about inviting new Delegates from all ambulance services.

• Why It Matters: Delegates offer critical insight into the unique conditions and challenges faced by their workplaces. Their involvement ensures accurate representation and localised problem-solving.
• Eligibility: Any financial member of the AEAWA is welcome to nominate themselves to become a Delegate. Training and support will be provided by the Executive Committee.

Current Scope of Expanded Membership
The AEAWA is proud to report its active and growing membership base now includes professionals from:

• Wilson Medic One
• National Patient Transport
• Private sector ambulance and transport providers

Across the board, membership now spans:

• Paramedics
• Medics
• Communications Officers
• Patient Transport Officers

This reflects not only the appeal of the AEAWA’s values and services but also a growing demand for independent, workplace-specific representation across the ambulance industry.

Conclusion and Next Steps
The AEAWA Executive Committee recognises the significance of this expansion. It marks a pivotal shift from a St John WA-only model to a nationally inclusive Association ready to support all frontline ambulance professionals.

Immediate priorities include:

• Continued marketing and outreach across new services
• Exploration of benefit parity options, including salary continuance
• Delegate recruitment drives for underrepresented areas
• Ongoing updates to digital and administrative infrastructure

Meeting Concluded
15:30.

For any queries or suggestions, members are encouraged to contact the AEAWA Executive Committee via the website or by emailing [email protected].

Next Meeting
December 19th 2024; 13:30-15:30.

Meeting Chaired By
Lee Waller.

Meeting Conducted
12:30 – 13:30.

Committee Attendee’s
John Thomas, Mike Hardwick, Lee Waller, Callan McClure, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Lindsey MacDougall, Dave Bryant, Rick Candy, Chris Smith, and Aaron Pittaway.

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
This was the first meeting of the AEAWA Industrial Committee.

Meeting Agenda
This Special Meeting was scheduled due to multiple emails and calls received from Industrial Paramedics, Industrial Medics, Site Paramedics/Medics, Emergency Services Officers, Medical Emergency Services Officers, various others working as part of an Emergency Response Team and Communications Officers throughout the WA Industrial field.

These employees have expressed a significant desire to join the AEAWA. In essence, these employees have asked if they would receive a discount for their Professional Indemnity Insurance, required by AHPRA, and being able to access ShopRite for member discounts.

Various discussions took place regarding the potentiality of industrial employees joining the Association.

Can they Join they AEAWA?
In short yes, the can. At a previous AEAWA Annual General Meeting, the membership was asked if the Committee explored the option to expand into other areas, and other Ambulance Services, could we as a committee, get that approved. The membership voted in favor for that to occur.

What does the Association need to do to make this happen?
As the membership have voted for this expansion, the committee would need to do the following.
1. Open another bank account for membership payments to be separate from St John WA member payments.
2. Design advertising (flyers etc) to get the word out to all those working in the Industrial arena.
3. Add an area to the AEAWA database so they may join.
4. Add an Industrial tab to the AEAWA website.
5. Develop an Industrial portfolio and assign that to an AEAWA Executive member. At this meeting it was voted AEA Secretary Lee Waller would be appointed into this position.
6. Advertise for office staff to assist in this extra workload.

What benefits can these members access?
Currently members within St John WA have access to the following benefits.
• ShopRite
• Professional Indemnity Insurance
• Journey Cover
• Salary Continuance
• Organisational Support through [email protected]

The only identified issue was the Salary Continuance due to the fact that the AEAWA had 1,300 members under one employer (St John WA). This was the reason the costings for this benefit was able to be achieved.

It would be unlikely the AEAWA would receive these numbers from a singular organisation, to be able to supply that benefit to its Industrial membership. That being said, this benefit will always be reviewed at any upcoming meeting, in case circumstances change.

All other benefits, Industrial Members would receive, the AEAWA would just set up a different email account through the server for these members – [email protected]

Could the AEAWA take on Industrial Delegates from these locations?
Yes, that actually would assist greatly. Delegates are working in those various, specific environments. They understand the issues, and how things could change to make workplace improvements.

Any Industrial member will have the choice to become a delegate.

Meeting Concluded
13:30.

To read the full report please click here.

Australian Government
The Mental Awareness, Respect and Safety (MARS) Program Landmark Study: Insights from the Worker Survey and Interviews Report prepared for the Western Australian Government October 2023. This report will establish a baseline of current practices and experiences, through employee surveys and interviews

https://www.wa.gov.au/government/publications/mars-landmark-study-report-insights-the-worker-survey-and-interviews

As a medic (Not AHPRA registered) for a mining company in Western Australia.  As a part of our daily process, we drug test a percentage of workforce. This is a system generated process and is random in selection.

Medical staff have been completing a ‘Test Request Form/Chain of Custody form’ that they collect personal information such as name, date of birth and record the result of the urine test.  If this test result is negative the form is scanned or retained in paper form as well as being entered into a spreadsheet.

The issue being debated is the retention of this information. Do we need to retain the paper copies for a certain period?  I have researched WA Legislation and Regulations and found there is nothing that refers to retainment of any information for a private medical practice unlike other states/territories. So my questions are these:

1)         Is there legislation that I am missing that states we must retain this data for a certain period of time?

2)         If there is a requirement, is a randomised drug screen considered to be ‘medical’ in nature or more a health and safety process?

The company has stated that we are not required to complete the forms as they are used for non-negative testing however there are many medics who disagree and believe that we should be capturing and retaining this data.

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

Today’s question relates to working overtime for Ambulance Victoria (AV).  The question below is heavily edited to reduce the length but get to what I understand is the gist of the issue.

My correspondent works in ambulance communication.  The comms team is turn between the need to respond ambulances and the need to assist on road paramedics to finish on time. The Ambulance Victoria Enterprise Agreement 2020 provides that crews are required to work ‘reasonable overtime’ but I’m told there is no policy directive from AV as to how this is to be managed.  I’m told that road crews are worried about their careers if they refuse overtime, and comms members are worried about their careers if they take staff ‘off line’ before the end of the shift so that they can finish on time, particularly when they have asked to finish on-time to meet family commitments.

In a nutshell, the communications group are worried about being dragged through the wringer for failing to follow the EA, the crews have had enough with the service for not following the EA and the Union is perpetually fighting the service for not following the EA.

The VAU’s recommendation is that an AV employee contacts the Regional Manager under 45.1(d) relevant manager (NOT a comms person) and requests on time to finish due to personal circumstances as early as practicable, as outlined in the above screen shot. The Regional management team have pushed back and said that this is a resourcing decision and should be left for the communications team to facilitate. It has been pushed up from every angle, H&S, Union, through the comms group, through the roadies and the response from AV is just a holding pattern of ‘awaiting legal advice’ and ‘statistics’ i.e. how would this affect the service’s ability to respond to core business

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

Now that paramedics are a registered health profession, I’ve had the same conversation with quite a few colleagues who, like me, envision fully autonomous paramedic practitioners becoming a reality in Australia.  Those conversations usually revolve around the question ‘what next?’ in terms of expanding the capabilities of the profession.  As far as we can see there are four major legal hurdles: (1) the ability to bill directly to Medicare, (2) the ability to prescribe medications, (3) the ability to refer to medical specialists, and (4) a ‘drug license’ (for lack of a better term) that allows us to autonomously take authority for medications, i.e. paramedics taking ketamine out of a pharmacy under their own authority for their medical kit in a trekking expedition they’ve been hired to take care of.  I recognise that some paramedics in some parts of the country can do some of these things, but I don’t believe there are paramedics anywhere in Australia that can do them all.

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

Currently working on a film set with another individual who has been representing themselves as a paramedic – both through being paid to be one and wearing clothing with the title paramedic displayed. I had known of this individual previously through others as a Paramedic working for many years prior to registration. This person at time of writing however is not registered and I have good authority to believe he has not lodged in accordance with the provisions contained within the Act.

There have been a number of occasions at which I have been concerned about the fact that this individual is a.) holding themselves out to be a paramedic and b.) providing treatment that would fall reasonably within a paramedic’s scope of practice but superior to that of a First Aider.

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

At a point of my life where, due to illness, I could die anytime, anywhere. I do not want to get resuscitated and plan to put a DNR order in place. My question is, how would anyone know about this order if they find me laying somewhere? how would the ambulance know? would they not start resuscitation before trying to find out who I am and if I may have such an order in place?

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

Can a non-registered paramedic, let’s call them a medic, attend to emergency calls with lights and sirens as well as driving in a marked van labelled ‘ambulance’?

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

I am a paramedic working for the Queensland Ambulance Service (QAS). When we attend a patient we are required to complete an electronic ambulance report form (aERF). This document contains patient details, our assessment findings, and subsequent management including medication administered and interventions performed. It includes past medical history, current medications, and importantly allergies.

The transition of a patient from our care, to that of the hospital includes the following the steps: providing verbal handover at triage, verbal bedside handover, then delivery of our printed records to the bedside. The electronic version is stored and may be downloaded for clinical governance purposes. This documentation may also be requested by external organisations including the police, the Office of the Coroner, OHO, and the patient.

Due to “operational demands” it has become an increasing occurrence that paramedics are being dispatched to other cases prior to their immediate completion of the eARF. In regions of high workload it may be many hours, and several other cases, before this documentation is completed. This means hospitals do not receive immediate, and sometimes never, documentation relating to the prior care of the patient. It also means that there are likely to be inaccuracies and potential omissions from the documentation.

As treating paramedics, what are our legal obligations when it comes to completing and providing timely documentation on a patient we have verbally handed over to hospital staff?  Without considering internal QAS policy on this matter, would a paramedic have a legal stance to refuse an order to attend a new case based on their belief they needed to complete important elements of their care of their current patient (such as medications administered and allergies)?

My concerns come from the findings of Coroner David O’Connell in the inquest into the death of Marcia Joyce Loveday (28 October 2013). The coroner seems to indicate his trust on the attending paramedic’s word based on their eARF completed prior to the paramedic’s knowledge a clinical incident had occurred. If we provide a verbal handover it seems we have no supporting evidence unless we also provide timely paperwork.

Without going into specifics, I am also aware of a situation where a hospital in our region placed a high degree of blame onto not identifying a rupturing Aortic Aneurysm on what they claimed was an insufficient verbal handover from the treating paramedic. My understanding is the paramedic’s documentation was used to support their version of events.

I appreciate if you are able to provide some clarity on this. I am concerned that operational needs or KPI’s, are overtaking the reason for our existence of providing a high standard of clinical care.

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

I have been working in the mines for the last 2 years. Have recently changed sites and now on a site with quite an old ambulance. This troop carrier still has the long bench seat (side facing seats) with lap type seat belts. In a recent team meeting the 4 medics were asked by our supervisor on feedback on our equipment. The ambulance received the greatest amount of comment.

My question is what is the legality of side facing seats in ambulances? A couple of the other medics and I have spoken after this meeting and we have all heard that side facing seats are now illegal and against Australian Standards. I have done a bit of a web search and see a lot of talk about new proposed laws for years but nothing from a reliable source. I can also assume the rumor mill starts something and the facts get changed. If there are new laws is that only apply to new vehicles. How would this also apply to WHS legislation if the changes to remove side-facing seats in new vehicles was as a result of increased injury.

To read the full article please click here.

Australian Emergency Law
Discussion on the law that applies to or affects Australia’s emergency services and emergency management, by Michael Eburn, PhD, Australian Lawyer.
Email: [email protected]

https://australianemergencylaw.com/

Survey Status – Currently Active click here.
Survey Data Collected – 25/08/2024- 12/12/2024
Number of Participants – TBA
Survey Results – TBA

Yes, as a financial member of the AEAWA (the fortnightly fees you pay the Association), your Professional Indemnity Insurance required by AHPRA for your registration are paid in full.

AHPRA will periodically audit you as a Paramedic to ensure you meet the requirements for registration and that you are covered under a Professional Indemnity Insurance Policy. This is the box you tick each year when re-registering to work as a Paramedic. The AEAWA have been in constant contact with AHPRA and can assist you with this process, now we have streamlined the paperwork.

If you have been audited you will need to find your AHPRA Paramedic Registration Number which will look something like this PARA0001107777. Email [email protected] and please place in the subject line AHPRA Audit and your Registration number, as we may receive up to 80 of these requests a week and this makes it easier to track.

Once received you will be emailed the approved AHPRA/AEAWA template signed on your behalf by the AEAWA Secretary to certify to AHPRA that you have Professional Indemnity Insurance through your AEAWA membership, which in turn will satisfy the insurance component of your registration .

Any further questions or issues you have with AHPRA please contact the AEAWA or one of our Delegates.

If the matter is urgent, contact a delegate from the AEAWA website www.aeawa.com.au. If the matter is non-urgent, or you have a general enquiry, suggestion or feedback, please email [email protected]. We try to respond to all emails within 48 hours.

Complaints, perceived wrongdoing, and performance concerns are handled through the Code of Conduct Policy, which covers both the Performance Management process, and the (generally more serious) Misconduct Management process. If you are approached in relation to matters which could possibly result in disciplinary action, please email the AEAWA before making any formal statement or responding to any allegations on [email protected]. This way you will receive the best advice before your formally respond to the allegations.

Remember that anything you say (even in what appears to be an informal chat) can be used in further proceedings. It’s best to try and ascertain the nature of the complaint before addressing any points raised. At any stage you can advise management that you wish to respond in writing.

This will give you time to reflect and consider your response carefully. It is however advisable to email your response to the AEAWA before you send it through, as feedback can be provided by a before it is finalised. At any stage you can request a support person to attend the meeting with you. A support person can be your partner, a trusted work colleague or a family member.

The golden rules of going into a performance meeting:
• Never assume it is just a ‘friendly chat’
• Know your rights
• Hope for the best and plan for the worst
• Don’t be afraid to exercise your rights

You should contact the AEAWA as soon as you suspect there might be a disciplinary action presented against you at [email protected]. If you are called to attend a meeting, you can request to be provided with an agenda to assist with your preparation.

If you are provided with detailed information/allegations prior to the meeting, please send it to the AEAWA as soon as possible so we can help you prepare for the meeting. Make sure you seek industrial advice before submitting any written materials. As an AEAWA member we encourage you to take a support person with you to the meeting.

You should be informed:

• what the meeting is about?
• who will be at the meeting?
• where and when the meeting will be held?
• whether there are any documents relevant to the matters to be discussed at the meeting. If so, you should request a copy of those documents.

You can request that this information is provided to you in writing. If the meeting is part of an investigation (especially if you are the subject of the investigation), you can also request:

• the terms of reference for the investigation, including information about the investigator’s role
• a copy of the policies and guidelines to be followed in conducting the investigation
• a copy of the policies and guidelines alleged to have been breached.

You should immediately request to have a support person present; a support person can be your partner, a trusted work colleague or a family member. You should ask what the meeting is about and who will be attending.

Once at the meeting ‘just listen’, do not answer any questions, explaining that you were given inadequate notice and insufficient time for preparation. You should take a copy of any letter handed to you but not comment about it. Simply state I will respond in due course after I receive some industrial advice.

You should then immediately contact the AEAWA through [email protected] (sending a copy of any allegations presented) and an experienced delegate will assist you further.

You can and should seek advice from the AEAWA even if advised that the matter is confidential. You should however refrain from speaking with anyone else other than a delegate from your industrial body.

Generally, yes. Management can ask you to attend a meeting to discuss matters related to your employment. If you do not agree, management can direct you to attend a meeting. Such a direction is likely to be lawful and reasonable. If you do not comply, you could be subject to further disciplinary action.

You are not obliged to attend a meeting at the time requested by your employer if it is not possible for you to attend at that time (for example, you are sick, your support person is unavailable, or you will not have enough time to review relevant documents). In this case, consult with the AEAWA via [email protected] to request a reasonable adjournment of the meeting time. In some cases, it might be better to respond in writing to matters rather than attend a meeting to verbally respond to those matters.

Unfortunately, No. This is due to the multitude of Ambulance Services and Industrial mine site locations located across Western Australia that the AEAWA represent, and the fact that ‘urgent’ employment issues often occur with minimal notice provided to both you and the AEAWA.

You will, however, be allowed to bring a support person with you to any meetings with management. A support person can be your partner, a trusted work colleague or a family member.

Adequate notice of the meeting should be provided so members can arrange for a support person to be present to assist them in accordance with the law. Furthermore, the meeting should be scheduled at a time when the support person is able to attend.

The AEAWA will be there to assist through email support, and via phone throughout these matters.

The AEAWA understands that members often want the advice and representation of a lawyer during an investigation, but only on rare occasions is a lawyer of value to your case. While the AEAWA have access to an expert legal team, the provisions of the Fair Work Act allow for a ‘support person’ to be present at meetings.

Many lawyers will in fact decline to act as a support person. In addition, lawyers typically represent multiple clients and therefore they are unfamiliar with the specific policies, procedures, and standing orders operated by your Employer.

They are also unfamiliar with conventions and routines of our work, and ‘standard practice’ of your employment. It is also historically the case that where employees have attempted to bring a lawyer to a meeting, to act as a support person, the meeting has been terminated or ‘cut short’ and rescheduled.

Fortunately, the AEAWA are very familiar with the relevant Employment Law, the Fair Work Act, and various Code of Conduct Policies, Standard Operating Procedures and other policies relevant to your case.

AEAWA can engage a lawyer where required to help advise on such cases, but there is generally a ceiling on the expenses covered. Please email the AEAWA on [email protected] for more details.

The role of a support person is prescribed in law according to the Fair Work Act 2009. They:

• DO provide emotional support and reassurance for employee.
• DO observe the proceedings, assist with clarifying the process and take notes.
• DO quietly prompt or give advice to the employee, including requesting a break if needed.
• DO respect and maintain confidentiality at all times.
• DO NOT answer on your behalf.

The AEAWA, the representative industrial body to which you are a member, has a role to support your interests, including actively ensuring natural justice and procedural fairness is afforded to you.

The AEAWA will

• be available to ensure the written response you provide to your employer is in your best interest.
• ensure procedural fairness is maintained.
• provide you with support throughout the disciplinary process.
• assist you with any appropriate and approved FairWork Commission hearings or processes.

It is generally unlawful for an employer to force an employee to answer questions. An employee may choose which, if any, questions to answer. In any meeting where dismissal is a possible outcome, employees should consider their responses carefully.

Employees should also appreciate that a refusal or failure to answer a fair and relevant question may result in the employer making its decision without the benefit of any answer.

The FWC investigation in the Patrick Stevedores case (Francis v Patrick Stevedores Holdings Pty Ltd [2014] FWC 7775) resulted in Deputy President Sams stating that employees have a duty to be “open, frank and honest” with their employer about serious issues in the workplace. Therefore, uncooperative employees may be opening themselves up to further disciplinary action – and there have been cases in the past where a dismissal has been upheld where employees were uncooperative and dishonest in investigations (Telstra v Streeter [2008] AIRCFB 15).

In any unfair dismissal matter, the Fair Work Commission is required to consider ‘whether the person was given an opportunity to respond to any reason related to the capacity or conduct of the person’. The employer is then entitled to make a decision based upon all relevant information before it.

The AEAWA will be able to advise you on how to answer questions, if you have the allegations sent to you before the initial meeting takes place.

If you do not wish to answer a question for a particular reason (for example, you have not reviewed the relevant documents), you should explain why you cannot answer the question and explain when you will be in a position to answer the question (for example, after reviewing the relevant information). You do have the right to refuse to answer the same question which is needlessly repeated. Employers are not entitled to treat disciplinary meetings as cross examination.

If the investigator has already asked a question and you have fully answered the question to your best ability, then that is sufficient. It is not acceptable for the employer to approach the meeting as an interrogation. If the matter may potentially have criminal or other serious consequences for you (for example, AHPRA registration issues), you should consult with the AEAWA before answering. You may be able to claim privilege against self-incrimination. You can also adjourn a meeting and leave at any time should the situation become too stressful. An employee cannot be detained in an enclosed space unless they are under arrest. The AEAWA can support and guide you if this becomes necessary. You can also contact one of the two emergency numbers at the top right-hand corner of the AEAWA website www.aeawa.com.au.

Write out your version of events and refer to it during the meeting if you need to. Consider whether you should provide a written response to your employer in addition to a verbal response during the meeting. Your written response will often clarify matters and shorten the time taken in the meeting. Ask the AEAWA to review your written version of events to ensure your interests are protected before you present it. Consider what other processes may be happening in relation to the same issues (for example, criminal proceedings or an AHPRA board investigation).

You should ensure your responses in all areas are consistent and considered. Review the Code of Conduct, the Enterprise Bargaining Agreement (if you have one) and any relevant policies to understand the process you are involved in and what to expect. Your employer cannot generally require you to answer questions during a meeting. Your employer is required to give you an opportunity to respond to a matter before it makes a decision about your employment. You will generally have 7 days to respond. If you choose not to respond, your employer may make a decision having regard only to the information available.

Yes. Your employer may have more than one person present at the meeting. It is common for one or more representatives from Employee Relations to attend a meeting with a uniformed manager.

• You can choose to respond in writing to questions should you prefer, discuss with the AEAWA first to discuss what is best for your situation.
• If you don’t know the answer, say you don’t know. Don’t guess the answer.
• Keep your answers short and concise (for example, say ‘yes’ or ‘no’ and go no further).
• Do not volunteer information.
• Be accurate.
• Do not exaggerate.
• If you are unsure how best to answer, request a short break to consult the AEAWA if the matter is urgent; go to www.aeawa.com.au and contact one of the top two mobile numbers on the website.
• State the basis for your comments if relevant (for example, ‘I observed …’ or ‘I heard …’ or ‘Paramedic X told me that …’ or ‘I measured the heart rate by x and recorded it to be y’).
• Do not agree with something unless you know it to be true from your own direct observations.
• Do not speculate (for example, ‘He may have done that because …’). If asked to speculate, it is OK to say you don’t know.
• If you think there is a record relevant to what you are being asked, request a copy of it (for example, time sheets, clinical records, call data). You should not answer the question without first reviewing any records.
• If you need to review a patient’s record to refresh your memory about why you made a clinical decision, then request the time and opportunity to do so – somewhere quiet without interruption or pressure.

• Email the AEAWA at [email protected] and we will advise of the likely next steps.
• As soon as possible after the meeting, make a note of the matters discussed during the meeting.
• Follow up on any matters you promised to address during the meeting (for example, you may have promised a further response once you had reviewed relevant records).
• You can ask for a copy of the notes taken by the interviewer during the meeting to enable you to review them and amend where you don’t agree they are an accurate reflection of events. In general, the interviewer is not required to provide you with a copy of their notes, but they may choose to provide them.
• You can ask what information, if any, will be placed on your personnel file.
• You may provide a written response to issues discussed during the meeting and ask for it to be placed on your personnel file. The AEAWA can assist in drafting a response.
• You may wish to send an email to the interviewer confirming the matters discussed during the meeting, particularly if the interviewer made verbal concessions during the meeting.

• Try not to get angry or emotional during the meeting. Request a break if you feel yourself getting angry or emotional.
• Make appropriate considered concessions.
• You can take notes during the meeting if you wish.
• You can ask questions about the process (for example, what will be the next step? When will a decision be made? What are the possible outcomes of the process?).

Please contact an AEAWA delegate for more information, or email [email protected].