Upcoming Events

Tuesday 5^th November 2024 – the SOC JCC

Tuesday 5^th November 2024 – the AEAWA Committee Meeting

Friday 15^th November 2024 – the AEAWA AGM

Medic JCC

Roster Change Requests – Denied Without Just Cause
AEAWA has received multiple reports from members who have requested a temporary or permanent change from late shifts to early shifts, citing fatigue and a desire for better work-life balance. In many of these cases, despite clear gaps in the early shift roster, these requests have been denied without reasonable justification. Members have also raised concerns regarding perceived inconsistencies in shift allocations. Of particular note is the recent trend of students being rostered on early shifts, often at locations that are geographically convenient for them, while long-standing officers are travelling significantly further distances to reach their assigned depots.

When questioned, St John WA acknowledged the issue but explained that shift allocations are influenced by multiple variables, including student placement logistics and tutor availability. They stated that most tutors tend to work early shifts, and to accommodate student placements, students are often rostered to match tutor availability. While there is some operational logic to this, it has raised an important question within the AEAWA:

Why are so few officers volunteering to act as tutors? This prompted a broader discussion around the challenges and downfalls associated with the current tutoring system, two of which were raised as critical concerns by AEAWA:

a. Tutor Relocation Fatigue
Rather than assigning students to the tutor’s existing location, St John has a long-standing practice of moving tutors to students. This means that those who consistently act as tutors are frequently displaced from their home depots, adding to travel time and workplace instability. This lack of depot consistency creates significant frustration and burnout among committed tutors.

b. No Opportunity to Step Back
Another major concern is the absence of a structured “pause” mechanism for tutors. Once a staff member is listed as a tutor, they are rarely offered a reprieve. Even when officers request time away from tutoring to recover from the workload, these requests are often ignored, and the same individuals continue to be paired with students.

This cycle of relocation and relentless student pairing is driving tutors away from the role and discouraging new officers from participating in the training process. AEAWA has formally raised this issue and will continue to press for a transparent, supportive, and sustainable tutoring model that protects those who contribute to developing the next generation of paramedics.

Inconsistent Access to Meal Breaks
Another growing concern involves the lack of consistency from dispatch in allowing crews to access appropriate and timely meal breaks. While some dispatchers provide officers with adequate time and flexibility to reach a suitable break location, others assign breaks with little consideration for the available facilities, especially during night shifts. Officers have reported being allocated breaks at hospitals without food services, seating areas, or restrooms available after hours, leaving them unable to take a proper break. AEAWA reminded St John that although some hospitals may offer facilities during the day, this does not translate to 24-hour access, and dispatch should not operate under the assumption that “any hospital will do.” In response, St John WA advised that crews are welcome to request alternative break locations (within reasonable proximity) if the assigned site lacks adequate facilities.

AEAWA’s Advice to Members: If you arrive at a break location and find it unsuitable, contact dispatch immediately and request relocation. Use the “Report a Concern” button on the AEAWA website to let us know about inadequate break sites. This data helps us escalate location issues to senior management and request permanent changes where necessary. Everyone is entitled to a proper rest and a proper meal — it’s a matter of health, safety, and basic respect.

Forced and Unreasonable Overtime – A Growing Problem
AEAWA has received a surge of complaints regarding last-hour dispatches and shift extensions that frequently push crews well beyond their scheduled finish times. Crews are being tasked with jobs in the final 30 to 60 minutes of their shift, only to find themselves still working one to two hours past their designated finish time. This has led to fatigue, disrupted family time, and increased levels of burnout. The central issue here remains unresolved: What constitutes “reasonable” overtime? Despite repeated requests, St John WA has failed to define this critical concept, leaving officers vulnerable to subjective interpretations and ongoing shift extensions. Without a formalised threshold, staff have no benchmark by which to assert their rights or challenge excessive demands.

AEAWA’s Position: It is time to demand a clear, enforceable definition of “reasonable overtime.” This definition should be grounded in:

• Operational needs
• Fatigue management guidelines
• Safe work practices
• A genuine respect for staff personal time and commitments

Until this definition is formalised and adopted, crews will continue to experience chronic shift overruns, particularly in high-demand periods. AEAWA will continue to pursue this matter at all levels, including through EBA negotiations and high-level operational meetings, to ensure members are treated with fairness and respect.

In Closing
Rostering fairness, protected breaks, and predictable end times are not luxuries — they are necessities for a functioning, sustainable ambulance service. AEAWA remains fully committed to holding the organisation accountable on all these fronts. If you are experiencing any of the issues described above — or feel your concerns are not being heard — please contact your local delegate or submit a concern via the AEAWA website. Your experiences help us build the case for change and advocate more effectively on your behalf. We’re here. We’re listening. And we’re taking action.

SOC JCC

The AEAWA continues to engage in discussions with St John WA across a wide range of operational issues affecting Communications Centre staff. This bulletin outlines key matters raised by members and the responses received from management. It reflects AEAWA’s ongoing efforts to ensure accountability, fairness, and support for all officers.

Delegate Releases – Systemic Delays Continue
One of the AEAWA’s long-standing concerns remains the difficulty in securing delegate releases for essential industrial representation and participation in organisational meetings. Despite formal requests being submitted in accordance with internal procedures, officers frequently experience a complete lack of communication or confirmation—often referred to by members as receiving “radio silence.” Initially, St John WA questioned the validity of these concerns. However, when it was revealed that one delegate, who was listed as “released,” was still actively handling triple calls in the SOC, management acknowledged the issue. The explanation provided was that release was denied due to operational workload, highlighting the broader resourcing pressure across the service.

Outcome:
St John provided an assurance that future release requests would be actioned appropriately, and any issues or delays should be reported directly to Wil White for escalation. AEAWA encourages members to continue documenting any discrepancies or failures to honour releases, so that patterns can be formally addressed.

EBA Back Pay for Former Employees – Conflicting Messages
AEAWA has received multiple enquiries from former employees who departed St John WA while the Communications Centre Certified Agreement was still under review by the Fair Work Commission. These individuals have reported receiving conflicting information from Payroll regarding their eligibility for EBA back pay.

Cases reported include:

• Some officers being advised that back pay would apply from July 1st;
• Others being told their entitlement begins from the formal commencement date of the Agreement;
• One officer was informed that no back pay would be issued at all, simply because they are no longer employed.

Legal Guidance:
AEAWA’s legal representatives have advised that former employees are entitled to any back pay owed to them during the period in which they were employed, up until their departure. This entitlement is not voided by resignation, termination, or retirement. St John WA have since acknowledged the inconsistency in communications and confirmed that they are reviewing the matter internally. If you are a former employee affected by this issue, or know someone who is, please encourage them to contact AEAWA directly so we can assist in resolving the matter.

Back Pay Used to Offset Negative Special Leave – Clarification Required
Several current employees raised concerns regarding the use of EBA back pay to offset negative special leave balances. Officers were allegedly advised that back pay must be used to bring special leave balances back to zero and that associated shift and roster allowances may also be deducted.

One email received by a member stated: “Any Team Members who wish to use their backpay to repay any owing special leave will also be required to repay any allowances paid to them during their special leave, such as day and night, shift, and rotating roster allowances…”

AEAWA raised this directly with St John, who confirmed that: Officers were offered the option to apply their back pay to offset special leave deficits; The decision was voluntary, not mandatory; If any member felt pressured or misled into agreeing, they should contact AEAWA for assistance. We encourage all members to review their back pay statements and seek clarity from Payroll if discrepancies or deductions appear unusual.

Chronic Understaffing in the SOC
One of the most pressing issues affecting service continuity and staff welfare is understaffing, particularly during night shifts. For example, on the 6th and 7th of June, only four Call Takers were rostered on Black Shift overnight. Although overtime requests were sent out, they: Required commitment to a full 12-hour shift, and Were sent as late as 5:00pm, offering minimal preparation time. St John WA stated that 14 Call Takers were technically rostered across the period, but they acknowledged that the overtime messages were issued far too late to be effective.

AEAWA’s Position:
This situation underscores the urgent need for a streamlined, timely, and realistic overtime process. Officers cannot reasonably commit to a night shift with minimal notice, and delayed communications only compound the staffing shortfalls. Additionally, despite recommendations in the Joyce Inquiry (2009/10), which stated that 12–15 Communications Officers should be rostered (excluding managers and senior roles), St John continues to operate with a minimum standard of just 10 Call Takers and 6 Dispatchers—a benchmark based on 2008/09 workloads, which are no longer reflective of current demand.

Overtime Policy Changes – Clarification Issued
Recent member feedback indicates confusion around how overtime shifts are scheduled, with some officers being told that: Only full shift overtime (12 hours) is available, or Overtime is only offered if it exceeds 7 hours in duration. Following discussion with St John, AEAWA can confirm: This confusion stems from recent changes in the Communications Officers Certified Agreement; Scheduled (rostered) shifts must now be a minimum of 7 hours, as required by Fair Work regulations; Overtime shifts, however, are not considered scheduled shifts and may still be offered in shorter durations (e.g. 4–6 hours or ICBs). St John WA has committed to providing internal clarification to team leaders and the Rosters department to avoid further miscommunication.

Timeline for New SOC Facility – Delays Confirmed
Many members have asked AEAWA about progress on the new State Operations Centre (SOC). St John has confirmed that the timeline for completion has been significantly delayed. The building that must first be vacated and renovated is itself still incomplete, meaning that ground floor teams cannot relocate and renovations cannot commence.

Result: The previously estimated completion date of December will not be met. A revised timeline will be communicated once more concrete information becomes available.

Cleaning Disruptions During Shift Changeovers
Members continue to raise concerns about cleaning staff arriving during peak changeover periods, particularly in the morning and evening when the SOC is at its busiest. The presence of vacuum cleaners and other equipment during this time complicates handovers and creates unnecessary noise and disruption. Although St John believed this issue had been resolved previously, they agreed to review and adjust cleaning schedules again to ensure minimal interference with shift transitions.

STT Desks at Wangara HUB – Space Management Concerns
Currently, the Special Tactics Team (STT) occupies four desks within the Wangara HUB, creating challenges for Call Takers who struggle to find available workstations. Following discussions with AEAWA, St John has agreed to the following: The existing meeting room will be converted into a quiet space, improving workplace amenity; Two STT desks will be relocated to a smaller room, freeing up space for frontline operational use.

Locker Availability – Interim Solutions Needed
Members have reported a significant shortage of lockers, particularly as new staff join the team and locker allocations remain frozen. While St John has advised that the new SOC will include ample locker facilities, the current delays raise the question: What about now? AEAWA has asked whether temporary lockers can be purchased or installed in the interim. We believe that basic staff amenities should not be dependent on long-term infrastructure timelines, especially when those timelines are already shifting. We await a response from St John on this request.

Transport JCC

The AEAWA continues to represent members across all sectors of operations and has been actively engaging with St John WA regarding several key concerns raised by officers in recent weeks. Below is a summary of the main issues currently being addressed, along with progress updates and AEAWA’s position on each matter.

Tutoring – Unqualified Staff Assigned Without Formal Training
AEAWA has recently been contacted by multiple members who have been listed as official tutors and are actively responsible for signing off on students, despite not having completed any formal St John tutor training via the Learning Management System (LMS). This situation raises serious concerns around:

• Professional accountability
• The integrity of the student evaluation process
• Legal protection for officers acting in a tutoring capacity without proper certification

After raising the issue with St John, the organisation acknowledged the need for further review. Management confirmed that it is not their intent to assign tutoring responsibilities to any officer who has not completed the appropriate training and committed to identifying and rectifying instances where this has occurred.

AEAWA’s Advice to Members:
If you are currently acting in a tutoring role and have not completed the required LMS modules, please notify your delegate or email AEAWA directly. Officers should not be placed in a position of professional liability without appropriate preparation and training.

Rostering Fairness – Shift Change Requests Denied
Officers have again expressed frustration regarding denied requests to switch from late shifts to early shifts, even in instances where early shift vacancies are clearly visible on the roster. Many of these requests are made by members seeking a temporary reprieve from consistently working late hours, often citing fatigue, family commitments, or personal wellbeing. Despite this, such requests are frequently refused without explanation, contributing to dissatisfaction and stress among operational staff. Simultaneously, members have noticed a pattern where students are often rostered on early shifts, and typically assigned to locations close to their residences, while longer-serving employees are required to travel further from home to attend their rosters. When questioned, St John responded by stating that most tutors are scheduled on early shifts, so students are aligned accordingly. While operational logistics are a factor, AEAWA argued this approach often places unfair burdens on experienced officers, particularly when combined with rigid rostering and minimal flexibility.

Why Are Officers Choosing Not to Tutor?
This rostering conversation led to a deeper discussion regarding the decline in the number of officers volunteering to take on tutoring responsibilities. AEAWA raised two key systemic issues that are likely contributing to this reluctance:

1. Depot Displacement of Tutors
There is a well-established trend within St John of relocating tutors to match student placements, rather than assigning students to tutors at their existing depot. This practice causes tutors to be repeatedly shifted from their base locations, adding travel time, administrative burden, and disruption to their daily routines.

2. No Relief or “Off” Time for Tutors
Equally concerning is the lack of a structured mechanism for tutors to take a break from tutoring responsibilities. Officers who indicate they need time away from training duties are still being paired with students, with requests for reprieve often ignored by the rostering team.

The current system offers no formal pause, rotation, or protection against burnout, leading to fatigue among some of the most experienced and dedicated officers. AEAWA has raised these points strongly and will continue to push for:

• A depot-first matching model
• Scheduled breaks from tutoring
• Improved tutor support and recognition

Meal Breaks – Dispatch Inconsistencies and Inadequate Facilities
Numerous members have raised concerns about inconsistent practices from dispatchers when allocating and managing meal breaks. Some dispatchers are reported to allow adequate time for officers to travel to appropriate locations, while others assign breaks at hospitals or facilities without access to food, restrooms, or suitable break areas — particularly during night shifts when many hospital amenities are closed. There is an ongoing organisational mindset that officers should be able to take their break at any hospital, regardless of suitability or accessibility. This approach is not sustainable, especially during off-peak hours. St John has advised that officers are welcome to request alternative break locations if their assigned facility lacks basic amenities — provided the request is within reasonable travel parameters.

AEAWA’s Reminder to Members:
If you arrive at a location and deem it unsuitable for your break, notify dispatch and request reassignment. Additionally, use the “Report a Concern” button on the AEAWA website to document the incident so we can continue escalating these issues with senior leadership and request facility upgrades or policy revisions where needed.

Rain Jackets for Community Transport Officers – Delays and Updates
AEAWA has received multiple enquiries from Community Transport Officers (CTOs) regarding the non-issuance of rain jackets, despite numerous requests made over several months. St John has since responded by confirming that: Rain jackets are now available via the uniform ordering system. If any CTO experiences difficulty placing an order, they are encouraged to contact their line manager directly for support. It has also come to AEAWA’s attention that the rain jackets being supplied to Community Transport Officers differ in style and material from those issued to other operational staff. If any officer experiences issues with the quality, comfort, or suitability of these garments, they are encouraged to email AEAWA with feedback so the matter can be formally raised with the uniform supplier and management.

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

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Please explain ‘time out of Depot (or your allocated position)’