AEAWA Minutes

Meeting Chaired By
Lee Waller.

Meeting Conducted
09:00 – 11:00 [on-line].

Committee Attendee’s
John Thomas, Mike Hardwick, Lee Waller, Jesse George, Dave Higgins, Conrad Fairhead, Andrew Kerfoot, Justin Ingrey, Kyle Whych and Rick Candy.

Committee Apologies
Callan McClure and Phil Stanaits.

Previous Minutes Accepted By
Moved by Lee Waller and Seconded by Mike Hardwick.

Meeting Agenda
This is the monthly scheduled AEAWA meeting for all the Association Committees (Executive, Paramedic, Communications, Medic, and Transport). Association correspondence and issues from the membership will be discussed here.

AEAWA Business

The AEAWA Officer Bearers
The AEAWA Office Bearers consists of the following roles and individuals.

• President – Mr John Thomas
• Vice President – Mr Mike Hardwick
• Secretary/Treasurer – Mr Lee Waller
• Industrial Officer – Mr David Higgins

New AEAWA members
There were 23 new members that commenced last month within St John WA and 29 external members from both the Industrial and Private Ambulance sectors.

AEAWA Committee Meetings
The AEAWA delegates from all committees meet on the first Wednesday of every month, an email will be sent to all delegates so we can populate a list of agenda items, and t remind everyone on the dates. For the rest of this year our meetings will be conducted on the below dates commencing 09:00-11:00.

• Wednesday 1st October
• Wednesday 5th November
• Wednesday 3rd December

Our New Home – Bunker One
AEAWA has taken a historic step forward with the purchase of a dedicated property, which is currently being fitted out to meet the specific needs of our membership. Once complete, this facility will serve as a fully functional headquarters—our new base of operations—proudly named ‘Bunker One.’ For years, much of the Association’s work has been conducted out of committee members’ spare rooms, garages, and makeshift offices. This has been a true labour of dedication from Mrs Thomas, Mrs Higgins, Mrs Hardwick, and Mrs Waller, who have sacrificed not only their time but also their personal space to ensure AEAWA remained responsive and effective. Their commitment has carried the Association to where it is today. Now, with Bunker One, we are entering a new chapter. This home base will:

• Centralise operations – Members will have a clear point of contact for meetings, inquiries, and resources.
• Professionalise our presence – A dedicated office adds strength to our identity and credibility when dealing with external stakeholders such as St John WA, government bodies, and the wider emergency services sector.
• Increase accessibility – Members will have a physical place to visit, seek support, and participate in committee work.
• Expand our capacity – Training sessions, workshops, and dispute preparation can now take place in a dedicated space, reducing reliance on ad-hoc venues.

Bunker One is not just bricks and mortar—it is a symbol of stability, growth, and permanence for AEAWA. It demonstrates that we are here for the long haul and committed to continuing the fight for our members well into the future.

AFAC Conference
Between 26th–28th August, AEAWA attended the Australian Fire and Emergency Services Conference (AFAC) at the Perth Convention Centre—a national gathering of professionals from across emergency services sectors. The AEAWA delegation was inundated with questions, interest, and requests for information about how our Association operates in WA. This attention highlights several key points:

• National Recognition – AEAWA is increasingly viewed as a model for how unions in the ambulance and emergency sector can advocate for frontline workers.
• Positive Feedback – Feedback was overwhelmingly supportive, with many commending the way AEAWA balances protecting members with holding management accountable.
• Knowledge Sharing – The conference allowed AEAWA to exchange strategies and experiences with other organisations, strengthening our ability to represent members effectively.
• Reputation Building – St John WA may attempt to minimise or downplay our influence, but forums like AFAC show that across Australia, AEAWA is respected for our professionalism and impact.

Our presence at AFAC reaffirmed that our struggles and wins in WA are part of a bigger, nationwide conversation about the future of ambulance and emergency services.

The CATO Workshop
Recently, St John WA unveiled yet another ill-conceived initiative—the CATO Workshop—a scheme which highlights, once again, the organisation’s poor financial judgment and disregard for frontline needs.
Millions have been poured into a management model that has failed to deliver tangible improvements, alongside costly office renovations at headquarters (including polished concrete floors and aesthetic upgrades). This spending spree comes at the expense of hiring desperately needed paramedics and support staff. The consequences are stark:

• Critical Staff Shortages – There are now dangerously low numbers of paramedics available to respond to emergencies with advanced lifesaving skills.
• Inappropriate Deployment – Instead of filling gaps with trained clinicians, St John WA has begun deploying Transport Officers to emergency calls. While highly capable in their intended role, Transport Officers are not trained to provide the advanced care that paramedics can. This puts patients, officers, and the wider community at risk.
• Misplaced Priorities – By funnelling money into failed projects rather than frontline resources, St John WA demonstrates a clear preference for image over impact.

The comparison is simple: like children in a candy store, they have spent lavishly without thought for sustainability or responsibility. The result? A depleted workforce, unsafe practices, and a community left vulnerable. AEAWA will continue to push back against this reckless mismanagement and demand that resources be directed where they are most urgently needed—into staff, equipment, and community care.

Policy Explosion
Another alarming development is what we’re calling the “Policy Explosion.” Following the conclusion of the recent Paramedic EBA negotiations—an 18-month process where members fought hard to secure conditions—St John WA has now introduced a wave of new policies that were never raised at the bargaining table. This process works as follows:

1. We sit down for 18 months of negotiations, painstakingly hammering out the details of an EBA.
2. Once the EBA is signed, members expect stability and clarity.
3. St John WA introduces 30+ policies that significantly affect working conditions—policies that should have been addressed during bargaining.
4. These policies are then used to slowly undermine the Certified Agreement, eroding the very protections and entitlements members voted to secure.

The intent is clear: St John WA is attempting to bypass the democratic EBA process and claw back conditions through policy loopholes. This is not an oversight—it is a deliberate strategy. AEAWA is treating this matter with the seriousness it deserves. These policies are being scrutinised, challenged, and, where necessary, formally disputed. We remind members: the EBA is a legally binding agreement, not a suggestion, and we will not allow it to be undermined by management’s backdoor tactics.

AEAWA Committee Updates

Disputes
As St John WA’s management decisions continue to unravel, new issues surface almost weekly. AEAWA is actively lodging and managing disputes on behalf of members, ensuring that breaches of agreements, unsafe practices, and unfair treatment are formally challenged. Below is a detailed overview of the current matters:

1. Unreasonable Overtime on Patient Transport Crews – Patient Transport Officers are being pressured into unsafe overtime hours. This is creating fatigue risks and undermining safe work standards. AEAWA is pushing back to ensure fair rostering and protection against excessive demands.
2. Discriminatory Country Deployment Guidelines – Proposed changes would exclude Station Officers from relief opportunities, reducing career development and unfairly targeting a section of our workforce. We are demanding equal opportunities for all staff.
3. SCC Acoustic Shock Injuries – Despite years of promises, SCC members continue to suffer acoustic shock injuries from faulty communication equipment. This is an ongoing workplace health crisis, and AEAWA is escalating matters with WorkSafe to force action.
4. Metro Station Manager Role and Pay Changes – St John WA is attempting to downgrade the role and pay of metro station managers. This not only impacts those staff directly but sets a dangerous precedent for devaluing leadership positions across the service.
5. IHPT and LAR Cohorts Transition – A positive development: work is underway to transition Medic IHPT and LAR cohorts into the Paramedic Agreement. This is a significant step forward for equity and recognition of these groups.
6. PSO Surge Pool Changes – Proposed alterations to the Paramedic Special Operations Surge Pool threaten conditions and undermine readiness for critical incidents. AEAWA is challenging the lack of consultation and the potential risks to both staff and the public.
7. Medic Underpayment of Shift Penalties – Complex payroll errors have left many Medics underpaid. AEAWA is pressing for full back-pay and system corrections to prevent repeat occurrences.
8. Travel Allowance Underpayments – Members have been short-changed after unauthorised changes to home station allocations. Disputes are underway, and AEAWA has already achieved progress through the Dispute Settling Procedure.
9. ETOC Safety Concerns – The new Emergency Transfer of Care (ETOC) procedure lacks adequate safety protections. We are insisting that clinician and patient safety must not be sacrificed to meet performance metrics.
10. Transfer of Care SOP Changes (Ramping) – Sudden changes to ramping procedures are jeopardising both patient safety and clinician wellbeing. AEAWA has raised a formal dispute to protect safe practices.
11. Fatigue Management Failures – Policies around fatigue and overtime allocation remain grossly inadequate, especially in rural areas where excessive reliance on volunteers is creating unsafe conditions.
12. WorkSafe Escalations – Meetings with WorkSafe are ongoing to highlight unresolved safety issues across the organisation, including SCC acoustic shocks and fatigue risks.
13. CATO Dispatch Concerns – The blurring of roles with CATO dispatch to emergency calls raises safety and legal responsibility concerns. AEAWA is demanding clarity and safeguards.
14. Rural & Remote Recruitment Issues – Inequitable recruitment processes, unfair workers’ compensation restrictions, and flawed points allocation systems are disadvantaging rural staff.
15. Minimum Break & Meal Break Breaches – Members are being denied their minimum breaks between shifts and proper meal allocations. This is both unsafe and unlawful. Dispute procedures are underway to enforce compliance.
16. Managers On Road Clause (SOPO-1111) – AEAWA is defending the Managers On Road clause against proposed workforce deployment changes that would undermine its protections.
17. Triple Time SMS Allocation Transparency – Confusion persists around how Triple Time shifts are allocated—whether SMSs are sent in batches, how order is determined, and who is last on the list. We are seeking full transparency.
18. High-Risk Mental Health Cases – Police non-attendance at high-risk mental health incidents is leaving paramedics exposed. AEAWA is calling on the WA Chief Psychiatrist to intervene and ensure proper support structures are in place.

General Business

SCC Shift Meetings
Recently, all SCC shift groups were called into meetings with management. The message was blunt: “We’re broke, we’ve blown the money, and there’s nothing left for you.” This is unacceptable. At the same time, staff continue to suffer acoustic shock injuries due to faulty equipment—a problem management has failed to fix for years. St John WA’s financial mismanagement must not come at the expense of worker safety. AEAWA urges members to contact [email protected] if they feel their safety or conditions are being undermined by these failures.

Organisational Morale
After splurging on buildings and vanity projects, St John WA has left the service broken and morale at an all-time low. AEAWA continues to raise these issues, but meaningful change has yet to be seen.

Southwest Resourcing
The volunteer-heavy model in regional WA is failing communities, with Busselton, Bunbury, and Australind the worst affected. Staff shortages remain acute, while investment continues to flow into infrastructure rather than frontline services. AEAWA is pushing for proper staffing solutions.

Transport Officer Country Relief
An increasing number of metro Transport Officers are being sent to country relief postings. With paramedics under-resourced in these areas, Transport Officers are finding themselves attending traumatic emergency calls well beyond their scope. This is unsafe for staff and patients alike, and AEAWA is fighting to limit this practice.

Country Overtime Costs
Instead of addressing resourcing shortfalls, St John WA has built country overtime into its business model, passing costs onto the WA Government. This is neither sustainable nor fair to staff.

East Bunbury 43/44 Vehicle
The new vehicle introduced at East Bunbury (43/44) has been funded with leftover money from the failed HART Ambulance initiative. This is not permanent funding, raising concerns about long-term service provision. More details will follow.

Back Pay Discrepancies
The rollout of backpay has been chaotic, with members reporting payslips that lack any breakdown or explanation. AEAWA has demanded that St John WA provide clear, itemised details of how backpay has been calculated. Members deserve full transparency.

Direct Entrant Visas
International recruits were sold a vision of joining a “progressive service” in WA. However, St John WA has dragged its heels on providing proper visas, leaving many direct entrants in limbo. Some have already left the service in frustration, worsening staff shortages. AEAWA is demanding urgent action to resolve this.

In summary: AEAWA is standing firm on multiple fronts—challenging unsafe practices, confronting mismanagement, and protecting the hard-won conditions of our members. From disputes over overtime and pay, to safety concerns in SCC and rural areas, to defending the integrity of the EBA—your Association remains committed to fighting for fairness, safety, and accountability.

Meeting Concluded
10:30.

Next Meeting
Wednesday 1st October 2025 – 09:00-11:00.

Meeting Chaired By
Lee Waller.

Meeting Conducted
09:00 – 11:00 [on-line]

Committee Attendee’s
Lee Waller, Mike Hardwick, Dave Higgins, Phil Stanaitis, Jesse Geroge, Conrad Fairhead, Andrew Kerfoot, Justin Ingrey and Andrew Lake.

Committee Apologies
John Thomas and Mon Hahn.

Previous Minutes Accepted By
Moved by Lee Waller and Seconded by Mike Hardwick.

Meeting Agenda
This is the monthly scheduled AEAWA meeting for all the Association Committees (Executive, Paramedic, Communications, Medic, and Transport). Association correspondence and issues from the membership will be discussed here.

AEAWA Business

New AEAWA members
There were 16 new members that commenced last month within St John WA and 24 external members from both the Industrial and Private Ambulance sectors.

PTS and the SCC EBAs
Some of our Transport Officers and Communications Officers have recently asked about the process for their Enterprise Bargaining Agreements (EBAs) now that the Paramedic EBA negotiations have concluded.

Over the coming months, surveys will be distributed to members so we can gather your feedback and priorities. The information you provide will be used to create the Log of Claims for both the Transport and Communications cohorts. This document is the foundation of our bargaining position — it sets out what we are asking for on your behalf when negotiations begin. We encourage all Medics, Communications Officers, and Transport Officers to start thinking now about what matters most to you in your next agreement. This might include improvements to conditions, allowances, rostering, or other operational matters. The surveys will also ask you directly about what you believe would be a fair and reasonable pay increase. Your input is critical in ensuring the bargaining team has a strong, united mandate from members.

The more responses we receive, the stronger our position will be when it comes time to sit at the negotiating table. This is your opportunity to shape the future of your working conditions — so please, take the time to complete the survey when it arrives and have your say.

Crib Break P8 Cards
It has come to our attention that many members are not recording missed Crib Break Allowances on their timecards. These breaks are not optional or discretionary — they are a fundamental workplace entitlement, secured through extensive enterprise bargaining efforts over many years. When a member misses their designated break, they are entitled to compensation, and it is essential that this is recorded accurately to ensure fairness and accountability. Depot Delegates have also raised concerns around the process surrounding P8 card usage and auto-83ing. As it currently stands, crews receive a P8 card instructing them to return to their depot to commence a break. However, in many locations, the 83 (On Break) status is activated automatically before the crew physically arrives at the depot. This can result in the loss of several valuable minutes from your 30-minute break — especially when delays such as traffic, parking, or depot access are involved.

We strongly urge all members to be vigilant:

• Ensure that you receive the full 30-minute uninterrupted break.
• If your break is delayed, interrupted, or shortened, it is your right to claim the Crib Break Allowance.
• Always record missed breaks accurately on your timecard

This allowance is not just about compensation — it’s about recognising the demanding nature of your role and ensuring that operational realities do not erode your entitlements.

Current Disputes
The AEAWA is currently representing members in three active disputes lodged under the Dispute Resolution Process. These matters have been formally raised on behalf of our membership and are being pursued through the appropriate industrial channels. The disputes relate to two key issues:

1. Alleged underpayments to affected members.
2. Concerns regarding annual leave entitlements and how they have been applied or calculated.

Each of these cases involves individual members, and as such, specific details cannot be shared publicly in order to protect their privacy and confidentiality. However, members can be assured that the AEAWA is working diligently to ensure the correct interpretation and application of entitlements, and that any underpayments identified are addressed in full. We will continue to keep the membership informed of general outcomes where possible, and we remain committed to pursuing every matter until a fair and equitable resolution is achieved.

AEAWA Merchandise
Following the overwhelmingly positive response to the AEAWA Industrial Action shirts, a number of members have been asking whether there are plans to release more AEAWA-branded clothing and merchandise. We’re pleased to say that the answer is yes — discussions are already underway. The AEAWA Committee is currently exploring a range of potential merchandise items that go beyond the shirts, with the aim of providing members with quality, practical, and proudly union-branded gear. This could include items such as hoodies, caps, beanies, jackets, and other apparel suitable for both work and casual wear, as well as accessories that showcase AEAWA pride.

At this stage, we are in the process of reviewing designs, suppliers, and pricing to ensure that any merchandise we release is both high quality and affordable for members. Once these details are finalised, we will be in a position to share the full list of available items along with ordering information. Members can expect an announcement in the near future outlining what will be on offer and how to get their hands on it. We’re excited to build on the success of the Industrial Action shirts and give our members more ways to show their solidarity and support for the AEAWA.

AEAWA Delegate Survey
Recently, the AEAWA Executive reached out to all AEAWA Delegates — including Paramedics, Medics, Communications Officers, and Transport Officers — seeking input on what areas of the union’s work they would like to be more actively involved in. The response was overwhelmingly positive. Delegates expressed a strong desire to contribute to the Committee’s work in improving employee conditions and safeguarding the workplace rights of our members. It was clear from the feedback that our delegates are passionate about standing up for their colleagues and playing an active role in AEAWA’s advocacy.

Some delegates also raised questions about member representation, particularly in relation to disciplinary processes. Every week at St John, numerous disciplinary matters arise, and many members request AEAWA assistance during these proceedings. In almost all cases, members will ask for a support person to attend meetings with them. Often, they will request a specific delegate they know and have worked alongside — someone they trust and with whom they have built a strong professional rapport.

The AEAWA emphasised that although the first meeting in the disciplinary process is extremely stressful for the member, it is generally straightforward from a delegate perspective. This initial stage typically involves a sit-down meeting where the allegations are formally read out, and a letter outlining the details is presented to the member. At this point, the member is given seven days to prepare and submit a written response, after which the meeting concludes. Here an AEAWA delegate will ensure the member is ok and will discuss plans moving forward with them.

Importantly, any AEAWA delegate can and should attend these initial meetings as a support person. Once that meeting is complete, the matter should then be referred to the AEAWA Executive Committee. From there, the Executive will take care of the process, working alongside the member whilst they draft their formal response to St John and ensuring that the member’s rights are fully protected throughout the process. This collaborative approach ensures that members always have timely representation, that delegates are supported in their roles, and that the Executive can provide the experience and resources needed to achieve the best possible outcomes for our members.

AEAWA Delegate Portfolios
Following the results of our recent delegate survey, the AEAWA will be introducing a new portfolio system to strengthen representation and better support our members. Under this system, specific portfolios will be created to cover key areas of our work, and delegates will be assigned to these roles based on their skills, interests, and experience. These portfolios will allow delegates to focus on particular areas — such as industrial relations, workplace health and safety, training and professional development, mental health and wellbeing, rostering issues, and member engagement — ensuring that members have a dedicated point of contact who understands the challenges and opportunities within that field.

By creating clear areas of responsibility, we aim to improve response times, streamline communication, and make it easier for members to access the support they need. It will also help the Executive Committee coordinate our resources more effectively and allow delegates to build expertise in their chosen portfolio. Further details on the portfolio structure, assigned delegates, and how members can contact their portfolio representative will be released shortly. This is an exciting step forward for the AEAWA, and we are confident it will strengthen our ability to protect and improve the conditions, rights, and wellbeing of all members.

AEAWA Depot Delegate Portfolio
Over the past week, the AEAWA Executive has received a number of emails from Depot Delegates across the state requesting assistance with various member concerns. In response, we have now formally initiated the Depot Delegate Portfolio — a dedicated channel to ensure depot-level issues are identified, addressed, and resolved in a timely and consistent manner. We are pleased to announce that AEAWA Executive Andrew Kerfoot will take on responsibility for this portfolio. Andrew will work directly with Depot Delegates to gather feedback from the ground, coordinate responses to localised issues, and ensure that concerns raised at the depot level are escalated appropriately to the Executive Committee. In the coming days, all Depot Delegates will be contacted directly. From there, we will begin holding monthly online meetings with delegates from each depot. These sessions will serve two key purposes:

1. To share updates on any ongoing or emerging issues impacting members at the depot level.
2. To identify shortfalls or operational concerns across the state so that they can be addressed proactively.

This initiative is designed to strengthen communication between the AEAWA Executive, our Depot Delegates, and the wider membership. By creating a dedicated structure for depot-level matters, we can ensure that local concerns are not only heard but acted upon — helping us to continue improving working conditions and protecting the rights of all AEAWA members. Further details, including the schedule of monthly meetings and how delegates can prepare items for discussion, will be sent out shortly.

Correspondence In
NIL

Correspondence Out
NIL

General Business

Filling the Country Locations
There are currently a significant number of vacant country positions that need to be filled, and many members have been asking for clarity on when these roles will be advertised. Over a year ago, the AEAWA put forward a proposal to St John that could have saved considerable costs — simply advertise the positions now, rather than continuing to rely on costly country relief arrangements. Unfortunately, St John chose to continue with the relief approach, resulting in ongoing and unnecessary expenditure. Members have also sought clarity on how these positions will be allocated. During the recent EBA negotiations, the Ambulance Sequence List was discussed in detail. St John’s main concern was maintaining the lists. The agreed solution was a straightforward process:

• Positions would be advertised for a set period.
• Officers could then apply for the roles.
• Provided there are no significant current clinical or operational concerns, the officer with the lowest sequence number would be offered the position.

Following ongoing discussions between the AEAWA and St John, we have now reached an agreed process for filling these vacancies. This is an important step forward, as it provides transparency, fairness, and certainty for members seeking country positions. We are pleased to advise that these roles are expected to be advertised in the coming months. We will keep members informed as soon as advertising dates are confirmed, so those interested can prepare their applications.

Overtime Distribution
Over recent weeks, the AEAWA has been contacted by a significant number of members — particularly from the Southwest region — who have raised concerns about how overtime shifts are currently being allocated. Many members report that the order of allocation appears to prioritise casual staff first, followed by part-timers, and with full-time officers being offered shifts last. According to St John, this system has been implemented as a measure to reduce officer fatigue. While the AEAWA strongly supports measures that genuinely protect member health and wellbeing, there is a clear contradiction in the application of this policy. We are aware of casual staff members working six consecutive days without any identified “fatigue” concerns, while full-time officers with fewer recent shifts are overlooked. This inconsistency not only undermines the stated purpose of the arrangement but also raises serious questions about its fairness and transparency.

The AEAWA’s position is that this practice is both unfair and unconsulted, reflecting a broader pattern within certain areas of St John where significant operational changes are made without adequate engagement with the workforce. This approach is creating unnecessary division and resentment among colleagues, damaging team cohesion at a time when unity is more important than ever. We have formally written to St John to outline our concerns and to seek an explanation and resolution. At the time of writing, we are awaiting their response. We will keep members updated on any developments and will continue to advocate for an overtime allocation process that is fair, transparent, and consistent across all regions.

Direct Entrant Visas
A number of our members who qualified overseas and are currently working in Australia under specific Visa arrangements have been contacting the AEAWA about significant difficulties they are now facing in continuing their Visa status. To give a brief overview, the majority of our overseas-qualified colleagues are here on a 186DE (Direct Entry) Visa. Recently, these officers received an email from St John’s so-called “relocation expert” advising them that their qualifications will now be assessed through VETASSESS to determine their formal classification.

Under this process, if VETASSESS deems an officer’s qualifications to be at Intensive Care Paramedic level, St John has committed to covering the cost of renewing their Visa for another two years. However, if the qualifications are assessed as Ambulance Officer, St John has stated they will not continue to support the officer’s current Visa. Instead, those officers will be required to apply for a 190 Visa. For those unfamiliar with the system, there is currently no “Paramedic” classification under this Visa assessment framework…… Thankfully we pay our AHPRA fees to have our classification recognised! Just NEVER where it counts.

This issue is particularly concerning because the 190 Visa is a State-sponsored Visa. The State allocates a limited number of these each year, and securing one is a significant milestone for any overseas-qualified officer. For those impacted, being forced to shift to a 190 Visa could also trigger the loss of certain employment-linked benefits. For example, many of these members have salary packaging arrangements through Maxxia, but Maxxia — along with most other providers — will only extend these services to employees on a permanent-listed Visa. Losing that status could mean an immediate end to these financial benefits.

The AEAWA is treating this matter as a priority. We are currently in detailed discussions with our legal team and developing a strategy to provide assistance to affected members. This will include exploring every available option to challenge or mitigate the negative impacts of this decision, as well as ensuring St John honours its obligations to the workforce it recruited from overseas. We will continue to update members as this situation develops and as our legal approach progresses. For now, we encourage any member impacted by this Visa issue to contact the AEAWA directly so that we can ensure your case is considered as part of our ongoing advocacy.

Confusion on Allowances Back Paid
The AEAWA has been contacted by a number of members who are seeking clarity on what allowances are subject to back pay — and more importantly, how those amounts are calculated. Many members who have received back pay in the past have told us that they simply receive a lump sum payment, with little to no breakdown of the calculation. This makes it almost impossible to confirm whether the amount is correct. Part of the confusion stems from the fact that some allowances are completely new. In these cases, there is a general understanding that they will not be back paid, as they did not previously exist. However, there are also allowances that have been amended — not entirely new, but not identical to their previous versions either. These “in-between” changes create uncertainty for members as to whether they should be receiving a back payment for them.

To help resolve this, the AEAWA is currently compiling a comprehensive table outlining each relevant allowance, whether it is eligible for back pay, and the period that should be covered. This resource will be designed to make it easier for members to:

1. Identify whether a particular allowance they receive (or should receive) qualifies for back pay.
2. Understand how the back pay period is determined.
3. Compare their own payment against the expected amount.

Once this table is finalised and made available to members, anyone who believes their back pay amount is incorrect will be able to review the information, cross-check their payment, and then decide on the most appropriate next steps — which will be firstly contacting payroll for clarification, then lodging a formal query and audit, then seeking AEAWA assistance if they disagree with the responses to the first two enquiries. Our goal is to ensure that every member understands their entitlements and has the information they need to verify that they have been paid accurately and fairly.

Next Meeting
Wednesday 3rd September 2025; 09:00-11:00.

Meeting Concluded
11:00.

Meeting Chaired By
John Thomas.

Meeting Conducted
09:00 – 11:00.

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

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
Moved by Lee Waller and Seconded by Mike Hardwick.

Meeting Agenda

This is the monthly scheduled AEAWA meeting for all the Association Committees (Executive, Paramedic, Communications, Medic, and Transport). Association correspondence and issues from the membership will be discussed here.

AEAWA Business

New AEAWA members
There were 27 new members that commenced last month.

Paramedic EBA
Members have asked when how will the backpay for the Paramedic EBA be paid and when will the backpay be paid. The AEAWA have been assured that St John will do what they have always done regarding backpay. Firstly, how long is a piece of string? Our Agreement is with the Fair Work Commission being reviewed, so this could be signed off quickly or there may be some delays. We have been advised there is a possibility Agreement should be signed for an August pay run. Secondly, your back pay for you hourly rate will be paid in one pay run, and backpay on all of your overtime, shift extensions and allowances will be paid the following pay run.

PTS and the SCC EBAs
Members have asked what happens with the upcoming EBAs. The AEAWA will form the EBA committees and will survey the membership to ascertain what they wish to see in their new Agreements. This information will for the log of claims for negotiations.

Changes to Inter-Depot Transport Arrangements
Members, we’ve become aware that St John has begun directing staff to use taxi services for transport between stations, departing from the well-established practice of using ambulances for work-related travel.

This change raises several concerns:

• Potential safety implications involving third-party transport
• Operational efficiency issues during busy periods
• Lack of communication on this procedure
• Potentially exacerbating a shift extension
• There are genuine safety and operational concerns for which we will need to consult with SJA.

The AEAWA does not support any procedure which does not appear to have had an appropriate risk assessment, and which may expose our members to much longer shift extensions as a result of needing to wait for a taxi to arrive during busy periods (especially nights and weekends), or ‘forgotten’ bookings.

What you should do: Don’t refuse the direction outright.

DO ask for documentation including:

• Risk assessment for this transport change
• Relevant Standard Operating Procedures (SOPs)
• A written journey plan including the name of who will monitor the journey
• Safety protocols for third-party transport
• How notification will occur as to when the driver has arrived

If you’re directed to use taxi transport, request the above documentation and report the interaction to your union representative. We’re seeking urgent clarification from St John management on this change.  Please contact us if you experience any issues or need support. The AEAWA have included this on our ‘Bulletin’ page located on the website under the ‘INFORMATION’ tab.

Police non-attendance
The AEAWA are again being approached by members that have:

• been tasked with calls of a suspicious nature originating from VKI with no WAPOL assistance.
• had requests for police attendance declined multiple times.
• been placed in significant danger in extremely high-risk situations as a result.

This is causing lots of stress amongst the membership. Our recommendation to our members is as follows:

If you receive a call that the AmbiCAD displays as from ‘VKI’, please have a VERY high suspicion that the 000 caller likely believed:

• a crime to be in progress or
• a crime to have already occurred, or
• persons at the scene may present a significant threat.

If the job call comes from VKI (meaning VKI was requested by a member of the public who called 000) and circumstances suggest risk to the crew, we should proceed to the call and wait nearby for the police.

Police non-attendance is not an ambulance problem.

We should assume the caller had some information that suggested police were necessary. As far as we are concerned, that constitutes a genuine safety concern.

Do not refuse to attend the call; instead, proceed to the location and wait for the emergency service that was actually called. If you have any concerns, please don’t hesitate to contact a delegate. If the matter is urgent, or you are experiencing pressure to attend a scene you feel is unsafe, please use the numbers available on our website: www.aeawa.com.au

Please make sure you notify us of any incidents or near-miss incidents at https://www.aeawa.com.au/report-issue/.

Please also report any near misses using MyOSH official channels – request P8 if necessary.

In closing, please remember that our colleagues working in the police liaison role at POC, SJA Communications Officers, and Dispatch/EMD are not at fault here. These colleagues do an amazing and often thankless role and find the current police initiative as challenging as we do.

Our issue is with senior management decisions within WAPOL, not with our police colleagues on the front line.

If you arrive at a scene or are sent to a call where you and you perceive a threat on route. CALL FOR POLICE, that’s your job done! It is NOT OUR JOB to enter scenes such as these, its theirs. If they don’t want to attend, then we do not go in. ITS THAT SIMPLE! Officers who feel pressured to enter a scene they perceive is dangerous should NOT GO INTO IT.

The AEAWA will support its members 100%

YOUR SAFETY IS OUR PRIORITY
Everyone deserves to go home after shift, uninjured.

Dispute Initiated at FairWork for our Medics
We wish to advise that today we have initiated a formal dispute with St John regarding their recent changes to Medic home depot designations.

Background

Under the Patient Transport Services Enterprise Agreement 2023, Medics are entitled to travel allowance when rostered to work away from their “Home Station,” which is defined as “the closest station to an Employee’s home to which they could be rostered to work.” Since the IHPT Medic program began, St John has designated home stations as the closest physical station to where each Medic lives, much like the Paramedic agreement.

What has changed

St John has recently advised they had identified an alleged “error” in this long-standing arrangement. They are now claiming that IHPT Medics can only have either Cowcher or Jandakot as their home depot, regardless of where they live. LAR Medics are similarly restricted to just six depots.

Why this matters

This significant reinterpretation means many Medics would need to travel considerable distances before qualifying for travel allowance. For example, a Medic living in Mandurah would need to drive all the way to Jandakot before STARTING to be eligible for any travel allowance.

Our position

We strongly dispute St John’s narrow interpretation of the Agreement. The evidence clearly shows that Medics have been and continue to be rostered to many stations beyond these few designated depots. We’ve documented numerous examples of IHPT Medics being rostered to stations like Wangara, Midland, Morley, Vic Park, and Central.

What we’re doing

1. We’ve formally initiated the dispute resolution process under clause 36 of the Agreement
2. We’re seeking legal review of the contract interpretation
3. We’re demanding that St John suspend implementation of these changes pending resolution
4. We’re insisting on a return to the established practice of designating home stations based on proximity to residence

We’ll continue to keep all members updated as this process unfolds. Rest assured we are committed to ensuring that all entitlements under the Agreement are honoured.

Mould in Bunbury Station
Members are asking the status of the mould investigation by WorkSafe at the Bunbury station. Unfortunately, the AEAWA have not been advised of the current status and have been trying to find out how bad it has become. Once the external investigation has been completed we will advise the membership.

Next Meeting
Wednesday 6^th August 2025 at 09:00-11:00

Meeting Concluded
11:00

 

 

Meeting Chaired By
John Thomas.

Meeting Conducted
12:30 – 13:30.

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

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
Moved by Lee Waller and Seconded by Mike Hardwick.

Meeting Agenda

This is the monthly scheduled AEAWA meeting for all the Association Committees (Executive, Paramedic, Communications, Medic, and Transport). Association correspondence and issues from the membership will be discussed here.

AEAWA Business

New AEAWA members
There has been a total of 312 new members signed with the AEAWA since January 1st, 2025. The Executive have been running a recruitment campaign which has involved general emails, crew discussions and talks with the new Operational Support Officers, Communications Officers, Direct Entrants, Medics, and students within the college.

Paramedics and Ambulance Officers EBA Update
Please check the website and the AEAWA Facebook page for regular EBA updates, as we are heading for industrial action. There have been numerous wins, however St John are stalling on numerous important issues.

AEAWA Current Disputes
To access the Dispute section of the website please go to www.aeawa.com.au and click on the ‘INFORMATION’ tab, then scroll down to ‘Disputes’. There are numerous items heading to the Fair Work Commission for formal review, as St John again and again show absolute disregard for our bargained workplace rights.

General Business

Mould In Bunbury Station
WorkSafe are currently investigating the mould issue, so more information to come.

Overtime in the Southwest
Still St John think fatigue does not exist in the country, and the organisation still think its appropriate to target metro paramedics regarding how much overtime they can do. St John promised this will change, but as usual this appears to be their normal lip service. More info to follow.

AEAWA Building and Staff
The AEAWA are currently working with a property manager to look for an office space within the metropolitan area. There are numerous plans for the AEAWA to grow as an organisation, and the Executive Committee believe this will be accepted very well by the troops.

It will be a place to hold meetings, and the AEAWA (once the Paramedic EBA negotiations have concluded), will be looking at office personnel to assist. More information to follow.

AEAWA Merchandise
Soon all members will be able to gain access to the AEAWA shop. The committee has been looking for AEAWA merchandise, as many members have requested such items from the AEAWA.

Next Meeting
TBA

Meeting Concluded
14:30.

Meeting Chaired By
John Thomas.

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, Justin Ingrey, Phil Stanatis and Aaron Pittaway.

Committee Apologies
Shane Gray, Paul Davies and Jesse George.

Previous Minutes Accepted By
Moved by Lee Waller and Seconded by Mike Hardwick.

Meeting Agenda

This is the monthly scheduled AEAWA meeting for all the Association Committees (Executive, Paramedic, Communications, Medic, and Transport). Association correspondence and issues from the membership will be discussed here.

AEAWA Business

New AEAWA members
There has been a total of 259 new members signed with the AEAWA since January 1st, 2024. The Executive have been running a recruitment campaign which has involved general emails, crew discussions and talks with the new Operational Support Officers, Communications Officers, Direct Entrants, Medics, and students within the college.

Communications Officers EBA Update
The Communications Officers Agreement was voted on last month, and at the conclusion of the 7-day voting period the results were as follows.

Of the eligible 155 employees, 135 votes were cast (87.0% response rate), with 99.3% voting ‘Yes’ (n=134) and 0.7% voting ‘No’ (n=1).

The Agreement now sits at the Fair Work Commission. Notification will arrive in the coming weeks, advising all employees contained within the Agreement on when it will be implemented.

Ambulance Transport and Medics EBA Update
The newly named Patient Transport Services Agreement was voted on last month, and at the conclusion of the 7-day voting period the results were as follows.

Of the eligible 365 employees, 260 votes were cast (71.2% response rate), with 85.8% voting ‘Yes’ (n=223) and 14.2% voting ‘No’ (n=37).

The Agreement (as with the Communications Officers Agreement) now sits at the Fair Work Commission. Notification will arrive in the coming weeks, advising all employees contained within the Agreement on when it will be implemented.

Paramedics and Ambulance Officers EBA Update
Minutes from the Paramedic EBA meeting 3 can be found on the AEAWA website, seen here https://www.aeawa.com.au/eba/paramedics/. Please check the website and the AEAWA Facebook page for regular EBA updates.

AEAWA Application to Become a Registered Union
Currently the AEAWA have applied to become a Registered Union. This has passed through the Department of Commerce and is currently set for a hearing at the Fair Work Commission in May, as surprise, surprise; the United Workers Union are fighting us to become registered. More updates will follow soon.

New AEAWA Delegate
The AEAWA would like to welcome Lindsey MacDougall to the AEAWA Paramedic Committee. For those working Red Shift NOR, you will see Lindsey about.

AEAWA Current Disputes
The executive are pleased to announce the outcome of a formal dispute process the AEAWA initiated in relation to the Shift Commencement Allowance (SCA).

TLDR:
Please be advised that the SCA will now be payable to ALL Paramedic / AO employees who accept and deploy to a call not only within the first 5 minutes of their shift start, but also to any call accepted PRIOR to commencement of their shift, in full accordance with the terms of Clause 21 ‘Shift Commencement Checks’. Furthermore, as a result on this dispute, there will be a back-payment of approximately 13,000 unpaid SCA’s, for our members.

That equates to around 3250 hours of unpaid work (equivalent to 270 x 12 hour shifts). This is time spent checking equipment, medication and vehicles prior to accepting and deploying to a job, which will now be paid to you, our members. Going forward, it is estimated that there will be approximately 720 pre-shift SCA’s incurred each month that up until now would not have been paid. As you are aware, an SCA equivalent to 15 minutes pay at 200% of the Employee’s base hourly rate.

Long Version:
The Shift Commencement Allowance (SCA) was designed to compensate employees for work performed checking the equipment, medication and vehicles PRIOR to accepting a call. This work had NEVER previously been paid by St John. The new allowance was introduced at the 2021 EBA as a result of a claim by the AEAWA. Since the introduction of the new allowance, St John had refused to pay the SCA in circumstances where pre-shift overtime had also been incurred. That is, they had refused to pay the SCA allowance for ANY job accepted prior to shift commencement.

The issue of underpayment was first raised formally by AEAWA delegates on 31st August 2023, advising St John of their intention to enact the Dispute Settling Procedure, in accordance with clause 38 of the Agreement. Despite extensive correspondence, parties to the Dispute Settling Procedure failed to reach agreement, and the matter was referred by the Fair Work Commission by way of F10 dispute on 21st September 2023. The matter was heard by conference by the Deputy President of the Fair Work Commission.

During conference, an agreement was reached to resolve the matter, however St John later advised the FWC that due to a miscommunication, the agreement was not tenable. Further correspondence between parties and their legal representatives took place, but the matter collapsed due to an unforeseen complexity.

On 1st November 2023 at a Joint Consultative Committee meeting (JCC) the AEAWA again raised the issue of non-payment of SCA, for calls accepted before the commencement of shift. At the JCC meeting, St John stated that their position is that ‘only one penalty rate applies for any pre-shift work’. That is, ‘overtime and the shift commencement check rates were NOT cumulative.’

During the same meeting, UWU representatives also confirmed their agreement with St John interpretation, that the clauses (overtime and SCA) were not cumulative. We disagreed. On 6th December 2023 the AEAWA again wrote to St John advising of their intention to enact the Dispute Settling Procedure. By 3rd March 2024, the Dispute Settling Procedure had been exhausted, and the AEAWA again lodged an F10 dispute with the Fair Work Commission.

The matter listed for conference before the Deputy President of Fair Work on 8th March 2024, and St John solicitors provided their formal rebuttal of the AEAWA position on 7th March. St John lawyers alleged the payment of an SCA would amount to a ‘double dip’ payment ‘equivalent to 400%’. This was completely untrue, as the SCA payment is for checks performed BEFORE accepting a call. A crew cannot depart for the call and perform equipment checks at the same time.

Clearly, they are two separate time periods.
Over the course of two further Fair Work conferences, some facts were established:
1. St John are the beneficiaries of the work done pre-shift by employees to ready the vehicle and equipment.
2. The wording of clause 21 is clear and unambiguous.
3. The ‘trigger’ for the SCA is accepting and deploying to a call prior to the commencement of shift, or within the first 5 minutes.
4. Therefore, any argument that the SCA is not payable for calls accepted prior to shift is flawed.

After much further correspondence and continued efforts by the AEAWA executive, the Fair Work conferences have provided the means to resolve this dispute. The end result being that St John have agreed to comply with the wording of clause 21 Shift Commencement Checks. From this point onwards, please note *SCA on your timecard for ALL calls accepted BEFORE the start of shift, or within the first 5 minutes of shift commencement. You will be paid the SCA and any pre-shift overtime incurred from the point of deploying to the call.

At the last EBA, St John negotiators and their lawyers agreed to the introduction of a new clause and the SCA allowance.

The clause was intended to compensate employees for time spent performing a growing list of mandatory checks. The checks are required by the employer and are essential for the safe delivery of care. Despite this, it is our view that there was never an intention to pay this allowance for calls attended pre-shift, and the matter of unpaid work would continue for further decades.

In raising this dispute, the AEAWA have corrected this situation. As always, we will fight to ensure our members are paid what they are rightfully owed.

Being run by ambos, for ambos, the AEAWA tackle the issues that other unions fail to understand, or choose to ignore.

General Business

Mould In Bunbury Station
Bunbury staff have been complaining about mould throughout the Station, particularly within the storeroom. This has been raised with Country Management numerous times to no avail. An officer recently became ill and had a reaction to an unknown substance.

Basically, the acceptable healthy range for the mould was exceeded by hundreds of times.

Of another concern was the managerial response to this mould, by emailing officers in the area to wear PPE whilst being around it, just be careful. The AEAWA believe this is a shocking response and have advised staff not to enter any area deemed unsafe. Further information will be provided shortly.

For any upcoming microbiologists or mycologists out there, they found the following.
1. Alteraria see here
2. Aspergillis/Penicillum seen here, and
3. Cladosporium seen here

Overtime in the Southwest
Recently the organisation discussed staffing and overtime at East Bunbury Depot were a total of over $20,000 per month is currently being spent on overtime. This led St John to discuss the potentiality of placing tow more Paramedics there. This has now been changed to two extra Paramedics on relief per roster in the area.

AEAWA Building and Staff
The AEAWA are currently working with a property manager to look for an office space within the metropolitan area. There are numerous plans for the AEAWA to grow as an organisation, and the Executive Committee believe this will be accepted very well by the troops.

It will be a place to hold meetings, and the AEAWA (once the Paramedic EBA negotiations have concluded), will be looking at office personnel to assist. More information to follow.

AEAWA Merchandise
Soon all members will be able to gain access to the AEAWA shop. The committee has been looking for AEAWA merchandise, as many members have requested such items from the AEAWA.

Next Meeting
Wednesday 1st May, 2024 from 08:30 – 10:30.

Meeting Concluded
14:30.