Ambulance Active Spring 2011Published By Countrywide Austral

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NCAU ACTIVE Queensland Determination outcomes and Enterprise Bargaining 2012 The current Queensland Industrial Relations Commission (QIRC) Determination has seen ambulance officers receive wage increases, added classification levels and higher pay points, as well as improved conditions such as increased sick leave and retention of entitlements that the Queensland Ambulance Service (QAS) sought to remove. The final wage increase was applied in October 2011. Compared to the rates paid at the end of the 2005 agreement, this saw all ambulance officers receive wage increases between 17.5 and 21.5 percent. These increases represent a significant milestone in the ongoing campaign for better wages and conditions for Queensland ambulance members. However, there are no further increases applicable in the current Determination, which expires in September 2012. Any further pay rises will need to be sought in a new agreement between United Voice and QAS. As we move towards the next round of negotiations, we have to recognise that even though the overall outcome was a win, the last round did not deliver everything members wanted. In order to be ready for what will certainly be another intense campaign, we must ensure that we have the strength and resources to work together for a better reward, and recognition. United Voice (QLD) State Council met recently to begin preliminary preparation for the Enterprise Bargaining negotiations. Discussions focused on the process leading up to bargaining and preparations for the Log of Claims. Recent Industrial wins United Voice has been successful in a number of applications to the QIRC, which have resulted in increases for Queensland ambulance officers. These include increases to the Broken Meal Allowance as well as the Community Education Allowance. We also appeared, along with the Queensland Council of Unions, in the 2011 State Wage Case. The concluding decision raised minimum award rates by 3.4 percent and increased allowances for mine skills, on-site and aerial ambulance. An application made by United Voice to amend the Ambulance Services Award was also successful in achieving greater outcomes for members. The award now includes the new classification structure, relativities, additional pay points and the July 2010 pay rates. The new minimum rates include previous Enterprise Bargaining increases, two interim determination increases, translational increases from the new structure, and the additional increase from the State Wage Case. These amendments have increased the minimum award rates by a significant amount and became operative on 1 October 2011. EMD National Medal Congratulations to all involved in the recent recognition, by the Department of Prime Minister and Cabinet, of the amendments to the eligibility criteria for the national medal to include emergency medical despatchers (EMD). Collective action by officers from across all sectors of QAS highlighted the need for recognition of the role of EMDs and their highly deserved eligibility for this award. Tasmania Tasmanian paramedics are looking at facing even more pressure over the next three years following the Tasmanian State Government’s announcement to slash $100.2 m from the health budget. Cuts, which are unprecedented in the Tasmanian health system, are likely to have a serious effect on ambulance officers already feeling the pressure under rising demand. Ambulance Tasmania had previously been promised increased funding under the Government’s forward estimates to deal with increased caseload (foreshadowed to increase this year by 6 percent) but now Ambulance Tasmania is faced with a $2.5 million cut from its current expenditure. It is likely further cuts will be announced in the next budget in the Government’s attempt to bring the state into surplus. At this stage, the $2.5 million budget cut has been made in non-operational areas, however paramedics remain concerned about the future and the increased pressure associated with rising demand. Tasmanian unions are campaigning against the cuts, given that the most severe are across the Department of Health and Human Services. Major community rallies occurred between the end of October and early November. Tasmanian paramedics are continuing to maintain a strong workplace presence with regard to a multitude of industrial matters before them. Health and Community Services Union (HACSU) has recently advised Ambulance Tasmania that it believes their Paramedic Specialist Classification proposal for flight and helicopter paramedics has no merit, following significant negotiations and Industrial Commission hearings regarding the possible establishment of such an allowance. While HACSU and paramedic members have been seeking for the establishment of a specialist classification, it was rejected, as the detail did not address the concerns of our members. Bullying and harassment remains an area of concern for members. HACSU and Ambulance Tasmania have signed a joint statement regarding this issue. More work is required to address this issue and stamp out bullying and harassment. Removing on road crews to fulfil commercial contacts (horse racing, car racing and commercially oriented community events) is a practice that Ambulance Tasmania continues to support. Over a recent weekend, three crews were dispatched from their local stations to cover events. This is unacceptable, particularly at a time where demand is increasing and funding is decreasing. The union continues to advise the community via media channels where crews are utilised for this purpose. Lack of resources remains the most significant factor affecting HACSU Ambulance Employees Sub Branch (AESB) members. HACSU is continuing to lobby all sides of politics to have this matter addressed once and for all. In such a challenging economic environment, this is a difficult task but we continue to use all means available to have the matter addressed. Finally, the AESB is continuing to work on the development of its Professional Rates/ 12 AMBULANCE ACTIVE SPRING 2011
NCAU ACTIVE Work Value case. To date, significant time has been allocated to developing and accessing a range of resources required to implement the best possible case for members. AESB executive members have contributed many hours comparing the Clinical Practice Guidelines, education standards and other matters that existed when the last work value case was handed down. HACSU is continuing to brief its barrister and seek further advice on case development. Western Australia 2011-2014 Certified Agreement for ambulance personnel is almost complete with the drafting stage taking longer than anticipated prior to going to ballot of all members. This has been a subdued negotiation in comparison to past campaigns and the union believes it has delivered a decent wage and conditions outcome without any loss of existing working conditions. This campaign saw a different approach from the union bargaining team in that, historically, all sections of ambulance workers have been negotiated at the one time this often led to protracted debate in relation to each section. The agreement was negotiated individually with members from each section and the union executive, which we believe delivered a more streamlined and relevant claim resulting in an accelerated outcome. The following table is a condensed version of the claim with what was asked and what was accepted (to be endorsed by members) Paramedics/ambulance Officers • 6 percent wage increase per annum for three year agreement. Offered 5 percent per annum on wages and allowances. (Agreed) • Increased personal leave from 96 hours to 120 hours per annum. (Agreed) • Increased flexibility in annual leave AMBULANCE ACTIVE SPRING 2011 allocation. (Agreed) • Increase time off in lieu to 96 hours per session. (Agreed) • Formulation of policy and procedure to decrease fatigue issues in the workplace. (Agreed) • Examine the night shift hours to reduce shift to bring into line with other shift lengths without reduction of entitlements. (Agreed) There are also a number of subtle changes in other areas including rostering, which will not impact on the current conditions. NO TRADE OFFS Transport officers • 6 percent wage increase per annum for three year agreement. Offered 5 percent per annum on wages and allowances. (Agreed) • Increase personal leave from 96 hours to 120 hours per annum. (Agreed) • Increased flexibility in annual leave allocation. (Agreed) • Increase time off in lieu to 76 hours per session. (Agreed) • Examine the skills set of current transport and call rollout. (Agreed) • Develop a pathway for officers to paramedic. (Agreed) NO TRADE OFFS Communications officers • 10 percent wage increase per annum for three year agreement. Offered 10 percent plus 5 percent plus 5 percent on wages and allowances.(Agreed) • An allowance for radio operators. Offered $5 per hour. (Agreed) • 10 minute break every hour from computer screen duties. Offered 10 minute breaks excluding first and last hour and the hour during meal break. (Agreed) • Increased flexibility in annual leave allocation. (Agreed) • Introduction of alternative shift patterns to be family friendly. (Agreed subject to staffing/ recruitment/retention) • Minimum staffing levels within centre. (Agreed) There are a number of other issues in relation to ergonomic requests within the centre, which are being examined outside of the agreement. NO TRADE OFFS The offer was backdated to 1 July 2011. The previous Certified Agreement negotiations had been quite protracted due to industrial action to achieve what was seen as substantial gains in wages. It is believed that due to the Government’s investment, and ambulance expansion programmes, minimal disruption was anticipated to achieve the benchmarks set by the state in improving response times and enticing recruitment. The Ambulance Employees Association WA believes the offer, which should be completed to go to membership shortly, will be endorsed. I would like to thank the officers who spent many hours researching and negotiating these conditions, many of them in their own time. ACT Delegate Training Transport Workers Union (TWU) delegates recently undertook a twoday training course conducted by the ACTU, with a focus on negotiation skills. Delegates received instruction on a number of strategies on winning in the workplace, including insightful training on emotional intelligence. Service Growth The fruits of sustained campaigning by the TWU to increase frontline staff are coming to bear, with new staff employed in communications and operations. The ACT Government has responded to TWU representations to increase the ACT Ambulance Services (ACTAS) budget. The TWU will continue to monitor resourcing and workload demands, and will maintain vigilance to ensure that with increased staffing across the ACTAS, that member’s access to leave is improved. NSW HSUeast is leading a number of major campaigns along with attending to individual issues including member underpayments and representing members involved in disciplinary matters. A statewide campaign commenced in September with the aim of addressing the need for the NSW Government to increase the number of paramedics. The HSUeast 13
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