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Your Committee

The AEAWA Executive Committee

John Thomas 0411 129 797

Vice President
Mike Hardwick 0417 983 140

Lee Waller 0417 995 135

Callan McClure 0417 711 840

Executive Delegate
Conrad Fairhead 9334 6052

Executive Delegate
Jesse George 0425 824 892

Executive Delegate
Tania Hill 9364 9410

The AEAWA Committee

Green Shift

John Thomas –  Merriwa Depot   0411 129 797

Troy Bates  – State Operations Centre   0418 957 876

Gary Davies – Broome Depot   9192 0714

Conrad Fairhead – Osbourne Park   9334 6052

Black Shift

Mike Hardwick – O’Connor Depot 9314 7609

Lee Mack – Joondalup Depot  0409 682 834

Earl Stamp – Ellenbrook Depot  9334 6052

Lee Waller – Joondalup Depot  0417 995 135

Kirsty Roberts – Rockingham Depot  

Red Shift

Jon Flockton – Bunbury Depot  9791 4999

Justin Ingrey – East Bunbury Depot  9791 4999

Troy Sayer – Melville Depot  9364 9410

Blue Shift

Dave Bryant – Bunbury Depot  9791 4999

Cam Fiddock – Kunnanurra Depot  9168 2844

Justin Ingrey – East Bunbury Depot  9791 4999

Liz Jaggard – State Operations Centre  9334 1234

Lee Mack – Joondalup Depot  0409 682 834

Kam Phagura – State Operations Centre  9334 1234

Troy Sayer – Melville Depot  9364 9410

Communications Center

Troy Bates – Green Shift   0418 957 876

Kami Evans – Blue Shift   9334 1234

Liz Jaggard – Green Shift   9334 1234

Kam Phagura – Blue Shift   9334 1234


Jon Noble – Wangara Depot  9334 1285

Karen Gerristen – TBA

Anne Briede – Busselton Depot  TBA

Amanda Howell – Narrogin Depot  TBA

The AEAWA Metropolitan Depot Delegates


Declan O’Neil – Black Shift   9221 4842


This position is currently vacant


Rod Griffin – Black/Blue Days   9373 3843


Earl Stamp – Black Shift   0404 570 114


This position is currently vacant


Tania Hill – Red Shift   9301 2167

Craig Hubbard – Blue Shift   9301 2167

Lee Mack – Black/Blue Days   0409 682 834

Lee Waller  – Black Shift   0417 995 135


Nigel Schumann – Black Shift   9293 4600


This position is currently vacant


Karl Hunt – Black Shift   9368 2510


Kenny Nelson – Black Shift   9353 1912


This position is currently vacant


Darryl Payne – Green/Red Days   9302 5728


Brett Moore – Green/Red Days   0417 910 348


Dave Higgins – Red/Blue Days   9364 9410


John Thomas – Green Shift   0411 129 797


This position is currently vacant


Travis Kendrick – Green/Black Days   9375 1971

O'Connor Depot

Mike Hardwick- Black Shift   0417 983 140

Osbourne Park

Tim Dunlop – Green Shift   9334 6052

Conrad Fairhead – Green Shift   9334 6052


Arjang Pirmorady – Blue/Red Days   9457 0010


Clive Broome – Blue Shift   0411 252 313

Chris Brown – Green/Black Days   0417 143 283

Secret Harbour

Rex Bullock – Black/Blue Days   9523 4791


This position is currently vacant

Shenton Park

Ed Doran – Green Shift   9381 5335


Two Rocks

This position is currently vacant


Victoria Park

Jane Mathers – Black/Blue Days   9470 3014


Dave Abbott – Red/Green Days   0408 485 208


Rob Sauer – Black Shift   9447 6029


The AEAWA Country Depot Delegates


Mike Ficko – Black Shift   9841 4212

Ed McLean – Red Shift    9841 4212


Mark Wilding – Blue Shift   9797 0728


Dave Bryant – Blue Shift   9791 4999

Jon Flockton – Red Shift   9791 4999


Todd Jones – Red Shifts   0439 982 205


Gary Davies – Green Shift   9192 0714


This Position is currently vacant


Andrew Kerfoot –  Black Shift   0415 409 627

East Bunbury

Justin Ingrey – Red/Blue Days   0438 646 351

Phil Stanaitis – Red/Blue Days   0429 018 849


This Position is currently vacant


Matt Neville – Green Shift   0449 798 031


This position is currently vacant


Cam Fiddock – Black/Blue Days   9168 2844


Mike Hardwick- Black Shift   0417 983 140


Lee Waller – Black/Blue Days   0417 995 135


This position is currently vacant


Dale Reid – Red Shift   9621 1613


Christine Hunter – Blue Shift   9531 3322

Port Hedland

This position is currently vacant


I would like to thank the AEAWA Committee for their hard work, expertise and assistance during my recent disciplinary meetings with St John. Without that support and guidance I would have been lost throughout that process.

Anonymous Black Shifter

After being supported by the AEAWA I have realised how easy it is to be blindsided with serious allegations..... I cant thank you guys enough!

Anonymous Red Shifter

When you are approached by managers to have a meeting, it is quite the daunting experience, I was very glad someone was always on the end of the phone at any time. Thank you!

Anonymous Green Shifter

Never realised how much you lot do now I know, thank you!

Anonymous Blue Shifter

It has taken me a long time to realise this, but if you are approached by management to have a meeting take someone with you. That support, knowledge and ability your delegate brings to the table will make all the difference.

Anonymous Green Shifter

Great benefits, awesome support and great knowledge... Thanks for everything.

Anonymous Black Shifter

Super impressed, thank you all.

Anonymous Blue Shifter

Thanks so much for what you did, i really wont forget this, may even join the committee one day and do that for others.

Anonymous SOC employee

Really, really happy with the AEAWA and my representative! Not so happy with the Saints way of dealing out the balance of probabilities.

Anonymous Blue Shifter

I really thought the AEA was for paramedics, being a Transport Officer the commitment you guys gave me was beyond amazing. Thank you!

Anonymous Transport Officer

Before contacting the AEA please see if any of the below FAQs can assist.

Member Frequently Asked Questions.

Before you contact the AEAWA please see if the below FAQ’s can assist you.

I need help or advice from the AEAWA, what do I do?

If the matter is urgent, contact a delegate from the AEAWA website 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 24 hours.

I have been approached by management in relation to an incident, allegation or 'discussion', how should I handle this?

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 speak with a delegate before making any formal statement or responding to any 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 to SJA, as feedback can be provided by a committee member before it is finalised. At any stage you can request a support person.

AEAWA delegates are highly experienced in performance management and misconduct management cases and will help guide you through the process. The golden rules of going into a performance meeting:

  • Never assume it is just a ‘friendly chat’
  • Know your rights (which we will explore further in the article)
  • Hope for the best and plan for the worst
  • Don’t be afraid to exercise your rights

I have been asked to attend a meeting, what should I do?

You should contact the AEAWA as soon as you suspect there might be a problem with your employment or disciplinary action may be taken against you. The AEAWA will not take any action without your authorisation. 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, your delegate can assist you to prepare for the meeting. Make sure you seek the AEAWA’s industrial advice before submitting any written materials. As an AEAWA member we encourage you to take a delegate with you to the meeting.

What should I know about the meeting, before I attend?

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.

I have been asked to attend a meeting with very little warning (immediately or within the next hour or so, or you have been advised to attend Belmont whilst you are on shift).

You should immediately request to be accompanied at the meeting by an AEAWA delegate as your support person. 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.

I was told a matter is confidential and I am not to discuss it with anyone, can i still talk to the AEAWA?

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.

Do I have to attend a meeting?

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 AEAWA delegate or support person is unavailable or you will not have enough time to review relevant documents). In this case, consult with your delegate 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. This is something your AEAWA delegate can speak with you about.

Can I bring my nominated AEAWA Representative to the meeting?

Yes. You will be allowed to bring a support person with you to any meetings with management. The vast majority of our members bring their AEAWA delegate as such a person. In addition, it is illegal for an employer to take adverse action against an AEAWA member who seeks ‘to be represented by an industrial association’ under the Fair Work Act 2009. Adverse action can include dismissal, discrimination, demotion, suspension, issuing warnings, and commencing disciplinary processes. Adequate notice of the meeting should be provided so members can arrange for a delegate to be present to assist them and represent their interests in accordance with the law. Furthermore, the meeting should be scheduled at a time when the representative is able to attend. Non-members do not have the right to representation, only to be offered a ‘support person’. Delegates will not be available as a ‘support person’ to assist non-members.

Will the AEAWA provide me with a Lawyer for the meetings with management?

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 St John.

The are also unfamiliar with conventions and routines of our work, and ‘standard practice’ of our 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 is terminated or ‘cut short’ and rescheduled. Fortunately your AEAWA delegate will be very familiar with the relevant employment law, the Fair Work Act, the current EBA, the St John Code of Conduct, the Standard Operating Procedures and other policies relevant to your case, as well as the local protocol and historical conventions of WA ambulance work. In addition, your delegates have well over a century of combined experience representing countless St John paramedics, Ambulance Officers, Transport Officers, and SOC staff. We know the best arguments to make a strong case to protect our members.

The value of this knowledge cannot be underestimated. Lawyers tend to be of most value in cases where termination of employment has occurred, and where an unfair dismissal appeal will be lodged with the Fair Work Commission, or in cases involving very complex legal issues. AEAWA can engage a lawyer where required to help advise on such cases, but there is generally a ceiling on the expenses covered. Speak to an AEAWA delegate for more details.

What is the role of my AEAWA delegate during these meetings?

The role of a support person or delegate 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 Your AEAWA delegate, as a representative of an industrial body to which you are a member, has a role to support their member’s interests, including actively ensuring that natural justice and procedural fairness has been afforded to their member.

This may involve asking clarifying questions and, on occasion, advocating to ensure that procedural fairness has been afforded to their member.

Do I have to answer questions during any of the meetings I attend?

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, take the opportunity for an adjournment to take advice from their AEAWA delegate if required, and answer truthfully if the member decides to answer the question. 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. Your AEAWA delegate will be able to advise you on how to answer questions. 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 your AEAWA delegate 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. Your AEAWA delegate will help support and guide you if this becomes necessary.

Management have asked me to sign a written warning, what should I do?

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 your AEAWA delegate to review your version of events to ensure your interests are protected. 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 EBA 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.

Can management have more than one person at the meeting?

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.

How should I respond to questions during the meeting?

  • You can choose to respond in writing to questions should you prefer, discuss with your AEAWA delegate 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 with your AEAWA delegate.
  • 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, ambiCAD 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.

What other matters should I consider 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?).

What should I do after the meeting?

  • Speak with your AEAWA delegate who 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. Your AEAWA delegate will 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.

I have another question not covered here!

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

See the history of the AEAWA.

The Ambulance Employees Association of Western Australia

The AEA is a non-for profit organisation which was formed in 2015 when a group of Paramedics, Ambulance Officers, Transport Officers and Communications Centre staff decided to look at forming an association that would be specifically dedicated to looking after and representing the interests of Paramedics/Ambulance Officers, Transport Officers and Communications Centre staff. Other states such as NSW and South Australia who believed their best interests were not represented by the alternate group at that time.

This follows on from South Australia when a group of Ambulance Officers decided in the best interests of Ambulance employees to break away from the Union covering them which was the Australian Government Workers Union which later became the Miscellaneous Workers Union (MWU) and then ALHMWU (Australian Liquor, Hospitality and Miscellaneous Workers Union), and now is known as United Voice (UV), to create their own ambulance specific association. The AEASA was formed the same way: that is breaking away from the MWU. The MWU is, as its name suggests, a large union covering a range of workers and industries of which the Ambulance Service formed a very small part.

For this reason Ambo’s felt they were not getting the service they needed and there were many significant issues to be confronted. For instance, the equality and transparency for all employees. Specific emergency and essential services industries such as Police, Fire Service, Nurses, and Doctors have their own association to best represent their interests rather than a political based organisation representing all and sundry. Many of the conditions you currently enjoy were in fact negotiated by the members of the AEA who have many years of experience in negotiating and representing members. Many of these issues date back many years and the historical rational and knowledge is held by members of the AEA. We intervene daily on behalf of individuals, groups and our membership as a whole. There is still plenty of work to do.

The Ambulance Service would not be as it is today if not for the struggles of the officers and those that have joined the AEA and its membership – The AEA of WA is quite unique in Australia. It is a small group at this stage but can only grow from here. We have the expertise as front line officers to drive the things that affect Ambulance workers rather than a group politically aligned and driven. As good as things are, there is always room for improvement – with the support of our dedicated colleagues and members the AEA will continue to create those improvements.

If you would like to see positive changes for your workplace then be a part of the AEAWA Committee.

Email your interest to the AEAWA