August 2025 Volume 2: Issue 4
AEAWA Newsletter
Contents
From the President
A brief summary on what the AEAWA Committee has been doing over the last two months.
01
The Media
The service in the news
02
Depot Delegates
Have a look at who your Depot Delegates are from around the State.
03
AEAWA Committee
Get to know your Committees and Delegates.
04
Industrial Matters
There are numerous things that occur within the organisation on a day to day basis. Here is what the AEAWA has been doing regarding those issues.
05
Joint Consultative Committees
Every three months the AEA and St John meet to discuss workplace issues at the Joint Consultative Committees.
06
Bulletins
The AEAWA create Bulletins from time to time when we as a membership base need to adhere to strict safety or industrial protocols.
07
The Paramedic EBA
Here is the latest information on the Paramedic EBA negotiations.
08
The ‘Report’ Button
Some statistics on the website ‘Report’ button.
09
FAQs
The AEA will list some of the most asked FAQs within the service.
10
AEAWA Information
The AEA will list information on CPD updates, our surveys (when active), and the Member of the Month, along with other pertinent Association updates.
11
The Media
The service in the media.
12
From the President
As we move into the latter part of the year, I want to take a moment to reflect on the past two months and to outline the important work ahead of us. Our strength as an Association has always come from the solidarity, professionalism, and dedication of our members. It has been a busy and challenging period, but also one of achievement, recognition, and preparation for the negotiations and initiatives that lie ahead.
The Work of the Past Two Months
Over the last two months, your Executive Committee has been deeply engaged in representing members at every level—whether that be through ongoing workplace issues, individual advocacy, or preparation for larger organisational matters. We have had consistent dialogue with management and other stakeholders to ensure your voices are heard on issues ranging from rostering pressures to workplace culture, safety, and operational support. Every conversation, every meeting, and every representation is guided by one principle: the collective strength of our members. While challenges remain, we are seeing an increasing recognition that AEAWA is an essential stakeholder, and that the concerns of our membership cannot be overlooked.
Upcoming SCC and Transport EBA Negotiations
Looking forward, the upcoming SCC and Transport EBA negotiations will be some of the most significant moments in recent years. These agreements set the framework for your pay, your conditions, and the recognition of the vital role you play within the service. We know these negotiations will not be easy—there are already signs that management may push for changes that will not serve the best interests of our members. That is why unity is so critical. Our negotiating team will approach these EBAs with clarity, resolve, and a firm mandate from you, our membership. We will fight for fairness, improved conditions, and acknowledgment of the incredible work you do. As always, we will send out the EBA survey in the coming weeks to ascertain what the membership wishes us to focus on.
Cultural Survey – Your Voice Matters
Alongside these negotiations, AEAWA will soon be launching a Cultural Survey. This survey is not just a formality—it is an opportunity for every single member to share their lived experiences of our workplace culture. We know that issues such as respect, communication, fairness, and transparency weigh heavily on our members. The Cultural Survey will provide the data and feedback we need to challenge poor practices, to identify areas of improvement, and to hold the organisation accountable for real, lasting change. Your honest participation is vital. The louder and clearer the collective response, the harder it becomes for management to dismiss or downplay the realities our members face daily.
Recognising Excellence – Member of the Month Awards
It also gives me great pleasure to acknowledge and celebrate the exceptional contributions of our members through the Member of the Month Awards.
June: This month, the award goes collectively to all of our members within the State Communications Centre (SCC). The SCC is the nerve center of our service, and we know the pressures you face are relentless. Your dedication, composure, and professionalism in the most demanding of circumstances are the backbone of our operations. This recognition is richly deserved, and it is a tribute to every one of you working tirelessly behind the scenes.
July: We congratulate Kerry Langsford on being awarded Member of the Month. Kerry’s commitment, attitude, and ongoing service to colleagues and the community embody the very best of what it means to be AEAWA. Your contribution has not gone unnoticed, Kerry, and you are an example to us all. Recognition such as this reminds us of the remarkable caliber of people we are proud to represent.
Standing Together – Our Greatest Strength
As we face the important months ahead, let us never forget that our strength lies in standing together. Negotiations are never won by individuals—they are won by the collective determination of a united membership. Surveys do not drive change unless we all participate and speak with one voice. Recognition of our work does not come unless we stand proud in what we do every day. Every member matters. Every voice matters. Every action we take together matters.
Thank you, as always, for your unwavering dedication and solidarity.
John Thomas
AEAWA President
01
Emergency department doctor says bad flu season not to blame for record ambulance ramping in WA
The article from ABC News, by Briana Shepherd reads
In short:
WA has recorded its highest ever ambulance ramping tally in July, with patients spending a total of more than 7,000 hours waiting to be admitted to public emergency departments.
A senior emergency department physician said the high ramping figures can’t be pinned on a surge in flu cases, rather the problems were structural. The WA Health Minister Meredith Hammat said the government has a number of initiatives in place to tackle the problem “from every angle”. A senior emergency department physician says there is no basis to the WA government’s claims a worse than average flu season is contributing to record high ambulance ramping hours.
Figures from St John show ambulances spent more than 7,000 hours waiting outside WA’s emergency departments in July, unable to transfer patients. It amounts to an average of 225 hours a day and surpasses the previous peak in August 2022 when ramping hours were close to 6,950. The government says an ageing population is one factor for the increase and has also pointed to higher influenza cases as a contributor.
But Dr Peter Allely from the Australasian College for Emergency Medicine told ABC Radio Perth the problems were structural and much deeper than a bad flu season. “It’s worse than it has been, but it’s not unexpected that you’ll get fluctuations in the number of flu patients from year to year,” Dr Allely said. “So we’ve built a system that just has no surge capacity and can’t cope with the natural fluctuations in disease patterns that there always will be.”
Australian Medical Association WA president Dr Kyle Hoath said innovative solutions were needed. “Is there an option for the government to open and run their own aged care facility, to try and have some control over that process?,” he queried. “We know that every hospital bed in the private sector, that every new medi-hotel that’s being built, are not full. There are beds there that could be used as hospital beds. We need to take advantage of that.”
Minister defends government initiatives
WA Health Minister Meredith Hammat said the latest figures were disappointing but was adamant the government was doing all it could. “We are attacking this from every angle,” she said. “We’ve delivered over 900 beds to the hospital system since 2021. We’ve increased staff by 30 per cent and we’re looking at innovative ways that we can deliver care closer to home, where people live.” Ms Hammat said she expected a number of initiatives, already in place, would have an impact.
“We’re looking at all the ways that we can make a difference throughout a whole patients journey through the system, from when they first think that they may need an ambulance, right through to the point of discharge,” she said. “And particularly for our older West Australians, making sure they’ve got appropriate care that they can access.
“That’s why we’ve done things like stood up the WA virtual emergency department, that’s why we’ve made sure we’ve got a central point of coordination for ambulances through the state. “That’s why we’re going to deliver older adult health hubs for older West Australians and we have an election commitment to ensure that there are low interest loans available to do more aged care in WA.
“And of course, we want the federal government to do more to ensure that there’s aged care available for older West Australians.” Opposition Leader Basil Zempilas called on Premier Roger Cook to make ambulance ramping his top priority. “They have waved the white flag,” he said. “Nine years to fix it. In nine years, it’s gone from 1,000 hours of ramping to a record of 7,000 hours of ambulance ramping.”
St John WA ambulance service announces job losses in ‘targeted reset’
The article from ABC News, by Irena Ceranic and Nicholas Perpitch reads
In short:
St John WA has announced job cuts due to economic pressures but says no paramedic positions will be affected.
It’s understood 90 positions will be affected, while the state government says it has been assured frontline ambulance services would remain intact.
What’s next?
The opposition has raised concerns about broader impacts on the health system.
St John WA says economic pressures have led to it axing 90 staff from its ranks, but has confirmed no paramedic roles have been cut.
In a memo sent to staff on Thursday, St John WA CEO Kevin Brown said redeployment was being offered to staff where possible and the losses were part of a “targeted reset.” “Like many organisations, we are operating in a more constrained economic environment and have had to make some tough choices to ensure the sustainability of our services into the future,” he said.
“This change represents a potential reduction of 2 per cent of our paid team. “That doesn’t lessen the human impact, but I share it to provide perspective. “We are continuing to invest in frontline resourcing, critical systems, and commercial services that underpin our charitable programs.” According to its website, St John WA employs more than 2,800 people, but also relies on the volunteer work of 6,000 people and almost 48,000 community responders.
A St John WA spokesperson said the cuts would not impact paramedics. “Our focus remains on delivering safe, high-quality frontline services and maintaining the systems and infrastructure that support them,” they said in a statement. Mr Brown said he would address staff on Monday to provide more detail. “We know this change brings disruption, particularly in support and enabling teams,” he said. “We’re working closely with leaders to understand the flow-on effects and will keep listening as we assess impacts and next steps.”
St John has ‘obligation’: minister
With WA in the midst of one of the state’s worst flu seasons on record, Labor minister Simone McGurk said the state government had been assured that ambulance services would not be affected. “Any organisation, particularly a health provider, has an obligation to organise themselves as efficiently and effectively as possible,” she said. “We’ve got confidence that St John is doing that and is a valued partner with the state government to offer incredibly important ambulance services to our community.
“We are assured by St John that that these cuts will not affect frontline services, that is paramedic and ambulance services, and we need to take them at their word. “There are penalties on St John if they’re not meeting their KPIs.”
‘Stretched to the limit’: opposition
Opposition health spokesperson Libby Mettam said Health Minister Meredith Hammat had questions to answer. “The minister for health needs to tell us when she was briefed about these job cuts and if she was, what steps did she take to ensure there would be no impacts on patients in the health system,” she said. “Increasingly our ambulance services are being compromised by bed block in our emergency care systems in our hospitals. We can not afford to see further cuts impacting our health system.”
Ms Hammat’s office said she found out yesterday and the government has been assured the cuts will not impact paramedics. “The people of Western Australia deserve an ambulance service with motivated, committed workers who have job certainty and security,” she said. “Support workers are an important part of a functioning, fit-for-purpose ambulance service that can meet the needs of the Western Australian community. “Investing in all workers should be a key priority for St John, one of the largest health services in Australia.”
02
Depot Delegates
Working with you
Depot Delegate Vacant Positions
There are still depots across the State were the AEAWA requires a Depot Delegate. These positions are at the coal face and are often the first points of contact between your colleagues and your employer. If you would like to be a Depot Delegate in any of the following locations, please email [email protected] with your interest.
Metropolitan Depots
Cockburn
Ellenbrook
Jandakot
Kalamunda
Kelmscott
Kensington
Midland
Mundaring
Country Depots
Dawesville
Kalgoorlie
Karratha
Merredin
Newman
Norseman
Port Hedland
03
The AEAWA Committee
The AEAWA have a large, diversified and extremely experienced industrial team. But with over 60 Delegates across the State, there may be numerous members who are not familiar with many of their representatives. The AEAWA Newsletter will introduce various AEAWA committee members to our ever-growing membership.
Andrew Kerfoot
AEAWA Executive
Andrew joined the ambulance service as a Direct Entrant Paramedic, bringing fresh skills, enthusiasm, and a strong commitment to patient care. Early in his career, Andrew recognised the unique challenges faced by those entering the profession through the direct entry pathway—navigating a steep learning curve, adapting to the high demands of frontline work, and finding their place within the organisation.
Andrew is committed to building a culture of transparency, mentorship, and collaboration, helping newer staff understand their rights, access resources, and thrive in their roles. By lending his voice and experience, he aims to make the transition into the service as smooth and positive as possible.
Bronwyn Herne
Community Paramedic
Bronwyn joined the AEAWA to ensure that the voices of country and community paramedics are heard and represented. She is passionate about advocating for fair working conditions, appropriate support for rural crews, and recognition of the vital role paramedics play in their communities.
As a delegate, Bronwyn brings her knowledge, empathy, and dedication to supporting colleagues—standing up for members in both metropolitan and regional areas, while ensuring that those in country postings have equal access to opportunities, resources, and support.
Jesse George
AEAWA Executive
Jesse serves as a valued member of the AEAWA Executive, bringing strong leadership and frontline experience to the role. As a Country Paramedic, he has spent much of his career delivering critical care across regional and remote areas, often in challenging conditions where resources are limited and crews must rely on skill, adaptability, and teamwork.
Jesse is dedicated to building a stronger, more transparent, and supportive workplace for all members. His focus on practical solutions, clear communication, and genuine representation reflects his belief that every paramedic—regardless of location—deserves to be supported, respected, and valued.
04
Industrial Matters
- Read the AEAWA Bulletins
- View the AEAWA FaceBook page
- Communicate with your Delegates
- Look for AEAWA emails
Here is what the AEAWA committee is currently working on
The AEAWA 2025 Culture Survey
By popular demand, the AEAWA Culture Survey is back for another year. For those new to the service, St John previously conducted Culture Surveys in 2016 and again in late 2018. These surveys were implemented in response to recommendations from three external reviews into workplace culture at St John: the Phoenix Report, the Independent Oversight Panel Report, and the Chief Psychiatrist’s Review. These surveys were intended to be conducted regularly to monitor and support a safe and healthy workplace. However, fearing that results would expose a deteriorating culture, St John cancelled the scheduled 2021 survey. It was only after sustained pressure from AEAWA and its members that a survey was reinstated in 2022.
Disappointingly, the format and structure of that survey had been altered. The changes prevented any meaningful comparison with past results and appear to have discouraged participation. As a result, it is now virtually impossible to assess how the organisation’s culture has progressed over time. By popular demand, the AEAWA Culture Survey continues year on year. And we use the same, consistent questions each time. The results of the AEAWA 2021 Culture Survey were reproduced in the 2022 Parliamentary Inquiry: ‘Delivery of Ambulance Services in Western Australia: Critical Condition’ and directly contributed to a number of findings and recommendations. Our goal is to provide a clear, direct, and consistent comparison with previous years – something the current St John survey no longer allows. AEAWA is confident we can achieve a significantly higher participation rate than the employer-led version.
We strongly encourage you to take the time to complete the approximately 50-question survey, providing genuine consideration to where areas have improved, or where they have deteriorated. The more responses we receive, the louder and clearer the message will be. No personal or identifying information will be shared with St John or any other party. Final note, we would be grateful if members could please refrain from sharing this survey link. The AEAWA Culture Survey is for paid employees and AEA members only. We remain committed to keeping you informed through the most secure and appropriate channels and will continue to represent your interests to the best of our ability.
The New Paramedic EBA
After months of determined negotiations capped by industrial action, our new Paramedic EBA officially commences today.
IMMEDIATE WINS FOR MEMBERS
Pay Rise
- 12% immediate increase to your pay packet (7% backdated to 1 July 2024 + 5% effective from 1 July 2025)
- Back pay for wages: 30 July 2025 payrun
- Back pay for allowances/overtime: 13 August 2025 payrun
- Further 5% increase 1 July next year.
Meal Break Protections
- Finally, real consequences for broken breaks! Escalating penalties ($25 → $50 → $75 → $100) for consecutive missed breaks (up to $250 per set)
- Must be completed within 5-hour span
- No Priority 4 jobs until break is taken
- No more breaks at ED
Shift Extensions
- Final 90 minutes: No interfacility transfers >35km unless P1
- Final 15 minutes: No P2 or P3 calls
- Minimum break between 224 days: 11 hours
- 10 hours between consecutive 224 Nights, and
- 10.5 hours between consecutive 4X4 Day shifts.
- Enhanced overtime rate of 250% rates for long shift extensions (>2 hours)
- Dynamically deployed crews/officers must be returned to shift start location by shift end and are only available for P0 calls.
Quality of Life
- Right to disconnect
- Family/domestic violence leave now PAID
- Smaller leave blocks
- Special Leave positions increasing from 7% to 9%
- Commitment to LSL visibility
- Commitment to overtime visibility
- Spare Officer for a maximum of 16 weeks per year
- Max rostering distance 55km from Home Depot
And Much More
- 20 days defence service leave
- Travel allowance 0.76c to 0.88c per kilometre
- 2:1 Personal Leave to Special Leave conversion
- New delegates rights provisions
- New misconduct clause to protect your rights
This EBA belongs to every member who stood strong during negotiations and our industrial campaign. Your solidarity and determination secured these wins. While there’s still work to do in future agreements, this EBA delivers real improvements NOW and sets the foundation for even greater gains ahead. Well done to all our members for standing firm.
Backpay
Despite entitlements under the Enterprise Agreement, St John is refusing to backpay both the Country Relief “LAFH” allowance and Award-mandated crib break payment for shifts between 5-10 hours. Their position appears to be that because these were ‘new’ or ‘varied’ entitlements in the 2024 Agreement, no backpay is owed – even though the crib breaks were required by Fair Work Commission undertaking to ensure Award compliance. We are discussing options with our legal advisors on these issues.
Continuing on with backpay, we have written to St John requesting a comprehensive breakdown of all payroll codes and how backpay is applied to each code, as many members report their payslips are confusing and appear to show lower backpay amounts than expected. As usual the figures remain as secretive as the Ambulance Service Agreement. The AEAWA are always fighting for transparency, however regarding your pay, St John think you do not need to see those figures!
A Clinical Lead EBA
Clinical Lead Enterprise Bargaining Update
Recently, AEAWA formally wrote to St John WA seeking to commence Enterprise Bargaining for our Clinical Lead (CL) members. This is an important step towards securing fair and transparent conditions that properly reflect the responsibilities and contribution of Clinical Leads. Unfortunately, St John has refused to commence bargaining with this group of employees. This is deeply disappointing, as Clinical Leads play a vital role in maintaining clinical standards, mentoring staff, and supporting frontline operations. Their work deserves recognition through a dedicated agreement.
Despite this setback, AEAWA will not give up. We remain committed to ensuring our Clinical Leads have the same rights to collectively bargain as other employee groups. We are currently seeking specialist legal advice to determine the best pathway forward, including whether St John’s refusal may breach workplace rights under the Fair Work Act. We want to make it clear: Clinical Leads are not alone. AEAWA will continue to advocate on their behalf and explore every available option to bring St John to the bargaining table.
Next steps
Our legal advisers are reviewing St John’s refusal and considering possible applications to the Fair Work Commission. AEAWA will keep members updated on developments and provide guidance on how Clinical Leads can strengthen our collective position. We encourage Clinical Leads to stay in close contact with the union and share any concerns, issues, or feedback about their conditions.
Message to Clinical Leads
Your contribution is valued, and we are determined to ensure your voice is heard in bargaining.
AUSMED Database
AUSMED has been a big benefit provided by the AEAWA to all its members and feedback so far has been great with 1,316 members now using the platform. The AEA have performed much work in the background allowing our database and the AEAWA database link together, so it is more of a streamlined process for members to use.
Feedback has also been favourable of the ease in using the database. For those who have not registered please check your email inbox (the one you receive AEA emails from, as that is the primary address you provided when joining us).
A few interesting statistics from our AUSMED database.
1,086 Paramedics are currently using the platform, 54 Medics, 112 Transport Officers, 61 Communications Officers and 332 Industrial Officers, making a total of 1,316 active users.
There have been 11,003 courses completed, and the average course completion time has been 26 minutes.
Upcoming Events for September
Wednesday 3rd September 2025
The AEAWA Committee Meeting
Thursday 18th September 2025
The PTS JCC
Tuesday 23rd September 2025
The Paramedic JCC
Thursday 25th September 2025
The Violence and Aggression Meeting
Tuesday 30th September 2025
The SCC JCC
Upcoming Events for October
Wednesday 1st October 2025
The AEAWA Committee Meeting
Tuesday 7th October 2025
The Manual Handling Committee Meeting
Thursday 19th October 2025
The Consultation Meeting
Tuesday 21st October 2025
The Vehicle Safety Meeting
Thursday 23rd October 2025
The Consultation Meeting
05
Joint Consultative Commitees
Every 3-months the AEAWA and St John WA senior management meet to discuss workplace issues, policies and day to day work stresses that our members have. The Joint Consultative meetings are a way to resolve these issues. So far, the AEAWA membership have reached out to resolve the following issues. Here are some of the many outstanding items across the three JCCs.
Paramedic JCC
Concerns About Backpay Calculations
Members have raised serious concerns regarding the calculation of backpay following the implementation of the Paramedic/Ambulance Officers Enterprise Bargaining Agreement (EBA). A significant number of employees have contacted St John to question whether their entitlements have been accurately calculated. The recurring issue is a lack of transparency in the way backpay has been determined and presented.
Perceived Errors in Payment
Many members believe that the backpay amounts credited to them are incorrect. The absence of any clear explanation or visible calculation has fueled confusion and mistrust. Without access to a detailed breakdown, employees are left in the dark and unable to determine whether their payment is correct.
Lack of Payslip Transparency
A consistent point of frustration is that the breakdown of backpay is not displayed on payslips. Members have repeatedly requested that St John provide this level of detail so that individuals can verify their entitlements. As it currently stands, employees are presented with a lump-sum figure, with no explanation of how the figure was calculated or which time periods and pay increments were taken into account.
Inability to Independently Verify Payments
This lack of transparency leaves employees in an impossible position. Without the necessary information, there is no way for staff to check or confirm whether they have been correctly compensated. This situation erodes trust in payroll processes and places the burden of uncertainty on employees—when in fact, the responsibility lies with the employer to ensure clarity and accuracy.
The Need for Accountability and Clear Communication
Members have expressed that St John must take immediate steps to rectify this issue. At a minimum, backpay calculations should be itemised and clearly visible on payslips or in an accessible supplementary statement. Doing so would ensure that employees can confidently verify that they have been properly paid in accordance with the EBA. Transparency is not just a courtesy—it is a basic expectation of fair and accountable payroll practices.
Medic JCC
Concerns from Medic Members
The AEAWA has been contacted by a growing number of Medic members regarding their status in relation to the Paramedic Intern pathway, in essence the total of Medics required to stay in the IHPT model. What are the long-term career implications are for those left behind. This issue is creating significant anxiety and frustration amongst these members, particularly for those who have invested service but now feel uncertain about their professional future.
Key Questions Being Raised
- How many Medics are required to remain in the IHPT pathway?
Members are seeking clarity on the total number of Medics (in accordance with the most secretive document on Earth – The Ambulance Service Agreement.
Is there a progression plan?
A central concern is whether those Medics who remain in IHPT have any opportunity to progress into the Paramedic pathway in the future. Are they being given development opportunities, milestones, or further training options to become eligible? Or is this effectively a permanent barrier to advancement? Members have voiced that if there is no transparent pathway, it creates a system where some employees enjoy career progression and recognition, while others are left behind despite performing essential frontline duties.
The Need for Transparency
Members are not simply asking for reassurances—they are asking for transparency. They want:
- A clear explanation of how many Medics have been left in IHPT and why.
- The criteria that determined who was selected for the Internship program.
- A defined progression plan that outlines how Medics can move into the Paramedic Internship in the future.
- Assurance that they are not permanently excluded from advancing their careers.
Without these answers, many feel they are working in limbo, with no visibility of their professional trajectory.
AEAWA’s Position
The AEAWA believes it is unacceptable for members to be left without clarity on their career prospects. Every officer deserves to understand where they stand and what opportunities are available to them. The Association will continue to press for:
- A comprehensive workforce plan that includes fair and transparent pathways for Medics.
- Regular updates to members on the status of Internship allocations.
- Clear communication from management to prevent misinformation and speculation.
Moving Forward
The AEAWA calls on St John to engage openly with affected Medics and the broader workforce. It is vital that members are given certainty about their future and confidence that their service and aspirations are being recognised. A transparent, equitable progression framework must be developed to ensure all Medics have the opportunity to advance into the Paramedic pathway if they wish to do so.
SOC JCC
Growing Concerns Around Acoustic Shock
In recent weeks, there has been a noticeable increase in acoustic shock incidents, particularly affecting our State Communication Centre (SCC) members. These incidents are causing deep concern, with many members openly expressing fear that they too could become victims of a sudden, life-altering injury. For our SCC colleagues, who rely heavily on their hearing and concentration to carry out critical emergency response work, the stakes could not be higher. The risk is not just temporary discomfort but permanent, career-ending damage. The AEAWA shares these concerns. We agree wholeheartedly with members that this is not an issue that can be ignored or delayed. It demands urgent attention and decisive action.
Lessons From the Past
This is not the first time that acoustic shock incidents have impacted the workforce. The last time these events occurred, St John demonstrated a lack of preparedness and understanding, with no clear explanation as to why or how the incidents were happening. Members were left vulnerable, without proper protections or answers. It is unacceptable for history to repeat itself. We cannot afford another cycle of confusion and inaction while our members suffer injuries that could permanently end their careers.
The Need for Immediate Investigation
There must be a thorough and urgent investigation into the root causes of these recent incidents. This includes:
- Identifying whether specific equipment, towers, or radio frequencies are more prone to triggering acoustic shocks.
- Determining if current safety protocols are sufficient—or if, in reality, they are failing to protect staff.
- Engaging independent experts to examine the systems and provide recommendations that are not compromised by internal biases or cost-saving pressures.
Members deserve to know exactly what is happening, why it is happening, and what steps are being taken to protect them.
Long-Term Solutions: Modernisation of Radio Systems
A key concern is the reliance on outdated and arguably archaic radio systems and towers. Technology that has not been modernised to reflect contemporary safety standards is increasingly exposing staff to unnecessary risks. The long-term solution must include:
- A complete review and upgrade of existing radio infrastructure.
- Investment in modern communication systems that are designed with safeguards against acoustic shock.
- Regular system maintenance and testing to ensure the risks are minimised going forward.
This is not optional—it is a critical workplace safety requirement.
- Short-Term Urgency: What Are We Doing Today?
- While long-term fixes are essential, members are asking a very reasonable and urgent question: What immediate steps are being taken today to prevent the next injury?
The AEAWA insists on answers to the following:
- Are there interim protective measures (such as filters, updated headsets, or temporary software safeguards) being deployed right now?
- Are SCC staff being briefed daily on the risks, the warning signs, and the steps to take if they experience an incident?
- Has St John considered temporarily reducing reliance on the riskiest systems until safety can be assured?
- What emergency medical and psychological supports are available to those already affected?
Every day without a clear answer or action plan increases the risk that another member will sustain a preventable injury.
The AEAWA’s Position
The AEAWA will not accept inaction or delays on this issue. We demand:
- An immediate investigation into the recent spike in acoustic shock incidents.
- Transparent communication with SCC staff and the wider workforce about the risks and the steps being taken.
- Short-term protective measures implemented immediately to safeguard members while longer-term upgrades are being developed.
- A comprehensive review of radio systems and towers with the goal of modernising and eliminating the root causes of these injuries.
Conclusion
Our members are the backbone of the emergency response system. They should not have to work in fear of suffering a permanent, career-ending injury every time they put on a headset. This issue requires urgent attention—not tomorrow, not next month, but today. The AEAWA stands with our SCC members and will continue to push for immediate and long-term solutions to ensure that their safety is treated as the highest priority.
Transport JCC
Transport Officers on Country Relief
The AEAWA has been contacted by members regarding the increasing use of Transport Officers on country relief placements being rostered and expected to operate as ad hoc paramedic crews. This practice is deeply concerning. Transport Officers are highly skilled within their scope, but they are not trained, equipped, or supported to function as paramedics. Being placed into these roles—often in high-pressure country environments where resources are stretched thin—creates not only clinical risks but also significant personal and professional stress for those officers.
Impact on Members
Members undertaking country relief are reporting:
- High stress and anxiety, due to being placed in situations beyond their scope of practice.
- Fear of clinical and legal repercussions, knowing they are being asked to perform duties they are neither credentialed nor covered for.
- Moral distress, as officers are being put in positions where they are expected to make decisions without the appropriate training or authority.
- Fatigue and burnout, with the added weight of responsibility increasing the strain of already challenging country relief placements.
This is unfair and unsustainable. Instead of supporting crews, the current approach is placing additional pressure on officers who should be there to assist, not to replace fully trained paramedic teams.
Systemic Issues
This issue highlights broader problems within workforce planning:
- A shortage of Paramedics is being patched over by redeploying Transport Officers outside their intended scope.
- Country services, already under strain, are being short-changed by not being staffed with the appropriate mix of skills.
- Patient safety is put at risk when relief crews are not staffed according to proper clinical standards.
The AEAWA’s Position
The AEAWA strongly opposes the misuse of Transport Officers in this way. While our members are dedicated and adaptable, they should not be asked to carry responsibilities beyond their scope without the proper training, pay, protections, and recognition. We call for:
- An immediate review of country relief staffing to ensure Transport Officers are not being placed inappropriately as paramedic crews.
- Transparency around workforce planning, so members understand why this is happening and what steps are being taken to address the shortages.
- Proper support and protections for any officer undertaking country relief, with clear boundaries on scope of practice.
- A long-term strategy to fix workforce shortfalls so that relief placements are safe, sustainable, and properly staffed.
Moving Forward
Our members should not be placed in unsafe or unfair situations. The AEAWA will continue to raise this issue directly with St John and advocate for safe, fair, and transparent staffing practices that respect the scope of Transport Officers and protect the welfare of all crews.
06
AEAWA Bulletins.
Important information related to our service.
Working with Managers
June 18th 2021 (Still Active)
The AEAWA would like to remind all members of the provisions contained within the Certified Agreement relating to working with managers in an on-road operational capacity. There is an important safeguard in place designed to protect employees and ensure fairness when managers elect to work on the road.
Key Protections
Voluntary Basis Only
No employee can be required to work with a manager on-road. If a manager is allocated as part of an operational crew, this can only occur where the employee has agreed to it voluntarily.
No Displacement Without Agreement
An employee cannot be removed or displaced from their operational crew simply because a manager is rostered to work on-road. Any such change must have the full agreement of the employee involved.
These provisions exist to protect members from being placed into situations they are uncomfortable with and to ensure that operational crews are not disrupted without consent.
Why This Matters
These safeguards were fought for and secured in the Certified Agreement to:
- Preserve the integrity of operational crews.
- Prevent undue pressure or influence on employees to accept placements they do not want.
- Ensure fairness and transparency when managers choose to work on-road.
AEAWA’s Position
Members should feel confident exercising their rights under this clause. If you are ever approached or placed in a situation where you feel pressured to work with a manager against your will, or if you are displaced from a crew without your agreement, please contact the AEAWA immediately. Your Certified Agreement is there to protect you—and the AEAWA is here to ensure those protections are upheld.
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The 'Report' Button
As you would be aware, the AEAWA website has a ‘Report’ button. Each month approximately 40 members report an issue to the committee. These issues are identified in various meetings with St John senior management. Some issues are placed in the JCC agenda, some are dealt with promptly with senior St John management teams, depending on the issue. Here are some of the most common issues members reported on last month.
The Report Button identified one issue this month
Acoustic Shock Injuries
The only reported incident (27 members)
Acoustic Shock Incidents
An acoustic shock injury occurs when a sudden, loud, or high-pitched sound passes unexpectedly through a telephone headset or communication device. These sounds can include bursts of static, feedback, distorted tones, or abrupt spikes in volume.
The immediate effects can include sharp ear pain, tinnitus (ringing or buzzing), dizziness, nausea, headaches, and hypersensitivity to sound. In more severe cases, the injury may cause ongoing anxiety about headset use, long-term hearing damage, or even the end of a person’s career in call centre or communications work.
For ambulance call takers and dispatchers, the risk of acoustic shock is particularly serious. Staff spend entire shifts wearing headsets while handling life-critical emergency calls and coordinating dispatches. An unexpected acoustic shock can not only cause injury but also disrupt communication at the very moment patients and crews are depending on accurate, uninterrupted information.
The fear of experiencing another shock event also weighs heavily on staff, compounding the natural stresses of a high-pressure emergency environment.
The Current Situation – 40 Reported Incidents
To date, 40 separate acoustic shock incidents have already been reported within the ambulance call centre. Each incident represents a potential workplace injury and underscores a systemic failure to protect staff.
This figure highlights that the issue is not isolated — it is an ongoing and widespread problem. Workers are understandably alarmed, with many fearing they could be the next to suffer a debilitating, career-altering injury.
Why Acoustic Shocks Often Don’t Appear on Recordings
One common source of frustration is that the same loud, sharp audio bursts that injure call takers are often not heard on official call recordings. This discrepancy can lead to doubts being cast on staff reports, even though the experience and injury are very real.
Here are the factual reasons why this happens:
How Headsets Transmit Sound
Direct vs. Recorded Path: The headset drivers deliver sound directly into the ear canal. Even small distortions, electrical spikes, or feedback loops can create extremely intense bursts of energy in the ear. Recording System Limitations: Call recording systems capture audio before it is sent to the headset. This means the precise artifact that injured the user may never be logged.
Dynamic Range and Filtering
Clipping & Compression: Recorders compress and filter sound for clarity. Sudden spikes — static bursts, screeches, or electrical clicks — are often flattened into a short “beep” or simple tone.
Frequency Response: Headsets can produce higher-frequency noise that isn’t captured, since most telephony systems limit audio to the 300–3400 Hz range.
Distortion from Faults
Electrical Faults: Loose wiring, faulty connections, or power surges can create harsh in-ear screeches, but the logger may only register them as short tones.
Feedback Artifacts: Headset hardware can resonate and amplify sudden signals, creating a sound far more painful to the user than what is stored digitally.
Why This Matters for Acoustic Shock
The user experience is real — even if the recording doesn’t reflect it. Acoustic shock is about how the auditory system reacts to sudden unexpected sounds, not what the logger captured. The mismatch between what staff heard and what recordings show is common and explained by the way telephony and call logging equipment processes sound.
Why Urgent Action is Needed
With 40 incidents already reported, this is clearly a serious occupational health and safety issue. Staff are being repeatedly exposed to harmful acoustic events, and the failure of recordings to fully capture the noise should not be used to dismiss or downplay their lived experiences.
Urgent steps are required both to investigate the root causes and to implement immediate protections for call takers, alongside longer-term upgrades to communication systems. Protecting the health and safety of these workers is essential — both for their wellbeing and for the continued safe delivery of emergency ambulance services.
Frequently Asked Questions
On a daily basis the AEA is contacted by the membership with questions relating to their employment. Questions about Policies, our Certified Agreement and pay etc are some of the most frequently asked. The AEAWA have added some of the most common questions here.
Can I claim overtime and the SCA?
If you accept a call say 20-minutes before your shift commences, you can claim the 20-minutes overtime and the SCA. The only time you cannot claim both is for calls in the preceding 5 minutes before your shift commencement.
I work in the SCC; when can I take my break?
Employees are entitled to rest breaks in addition to their 30-minute meal break, and these breaks must not be scheduled within the first or last hour of a shift. The entitlement to rest breaks varies depending on the length of the rostered shift. For a 7 or 8-hour shift, employees are provided with one 10-minute break and one 15-minute break. For a 9 or 10-hour shift, the entitlement increases to two 10-minute breaks and one 15-minute break. For those working a 12-hour shift, employees are entitled to four separate 15-minute breaks. These breaks are a vital safeguard for fatigue management, wellbeing, and workplace safety, and employees should feel confident taking their full entitlement to ensure they remain fit, alert, and safe throughout their shift.
AEAWA Information.
Information on AEAWA events, Surveys and upcoming meeting will be listed here.
AEAWA Surveys
The AEAWA 2025 Culture Survey results are almost in
The cultural survey currently underway is nearing completion, with just one more week remaining to collect responses from staff. Early indications suggest that the results will present a serious challenge for St John WA, as the feedback gathered so far paints a picture that is far from encouraging.
Preliminary Findings
Although the final report has not yet been compiled, the themes emerging from the responses already indicate significant dissatisfaction across a range of areas. Members are using this survey as an opportunity to voice their concerns openly and honestly, and it is becoming clear that many of the underlying cultural issues long reported to the organisation are still present.
The early signs suggest that employees continue to experience:
- Low morale and a lack of trust in leadership.
- Concerns about transparency in communication and decision-making.
- Frustration with workload pressures and inadequate support.
- A sense of not being valued or heard within the organisation.
Why This Matters
The results of the cultural survey represent much more than numbers on a page. They are a direct reflection of how staff feel about their work environment, their treatment by the organisation, and their long-term willingness to remain with St John WA. A poor outcome not only impacts morale but also affects retention, recruitment, and ultimately the quality of care delivered to the community.
The Weeks Ahead
With one more week to go, it is vital that as many staff as possible complete the survey. The stronger the response rate, the harder it will be for any negative results to be downplayed or ignored. Every voice matters, and collective feedback is the most powerful way to highlight the areas that must change.
Once the survey closes and results are published, the AEAWA will carefully review the findings and ensure that management is held accountable for addressing the concerns raised.
AUSMED Updates
AUSMED have included numerous training packages in your membership subscription. Keep an eye out for the following.
12-Lead ECG in the Field
Rapid diagnosis of acute coronary syndrome (ACS) is vital, especially if a patient is experiencing an ST-elevation myocardial infarction (STEMI) – the most serious and time-dependent type of heart attack.
5 Management Options for Severe Airway Problems
his lecture by intensive care paramedic Jeff Kenneally covers key airway management techniques for a patient with facial burns and airway compromise. Using a case study, Jeff explores the use of nebulised adrenaline, rapid sequence intubation (RSI) and delayed sequence intubation (DSI) for securing the airway in high-risk and uncooperative patients, the effectiveness of a bougie versus stylet, and indications for a surgical airway when intubation fails.
Accreditation: What Does it Mean for You and Your Client?
The National Safety and Quality Health Service (NSQHS) Standards define the level of care consumers can expect to receive from all healthcare services, across the country. But, what does this mean for you and your client in a practical sense, and how might you use the Standards to guide your own customer service and care? Sean Smith delivers an inspiring session on customer service and improvement, for all healthcare staff.
Abnormal Posturing (Decerebrate and Decorticate)
Abnormal posturing is used to describe an involuntary, abnormal body posture that occurs in response to a noxious (pain-causing) stimulus. In most cases, abnormal posturing is caused by severe trauma to the central nervous system.
Acute Management of Poisoning
Poisoning occurs when an individual ingests, inhales, injects or absorbs (through the skin) a substance that is harmful to human health (i.e. a poison). Poisoning may cause illness, injury or even death. This may occur soon after exposure, or in some cases, long-term exposure can cause the effects of the poison to develop over several years.
Addiction and Substance Use in Australia
Have you ever thought about how your own biases may affect the way we engage with someone? Addiction is complex and can be influenced by a range of factors. In this lecture, Geoff Ahern delves into substance use and outlines how we as health professionals should approach addiction.
AEAWA Member of the Month
The AEA are pleased to announce that Kerry Langsford has won the ‘Member Benefit’ for July 2025. Kerry was nominated for her positive attitude and for the support she provides. Congratulations, your Como Shambhala Experience awaits.
The AEA are pleased to announce that The Entire SCC has won the ‘Member Benefit’ for June 2025. The SCC was nominated for working in the most difficult, under resourced, overly managed area of the organisation. Congratulations, your bags of Margaret River Chockies awaits.
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The Media
From month-to-month AEA members, the service we work for and other pertinent related articles hit the Media. Here you will find 'the month that was', the good the bad and the ugly.
The West Australian July 13th, 2025
St John WA paramedic Simon Menz lifts lid on emotional toll fatal crashes take on ambulance officers
ABC News June 3rd, 2025
St John Ambulance WA records worst ambulance ramping figures for May
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Our Next Issue
The next issue of AEAWA news (Volume 2 – Issue 5) is due out October 2025. Look for the newsletter under the ‘EXTRAS’ tab on the website.