All updates

Delegate Training and Planning

A group of AEAV Delegates from Ambulance Victoria and ESTA gathered at the end of January to complete some training in Bullying and Harassment through OHS and representing members in the workplace.

n

Delegate Training and Planning

A group of AEAV Delegates from Ambulance Victoria and ESTA gathered at...

Preference Lists under threat

Ambulance Victoria have unilaterally and inconsistently decided to change the rules regarding the use of Preference Lists.

n

The AEAV have lodged a dispute with the Fair Work Commission about Ambulance Victoria not following policy and procedure around the filling of positions at on-call branches.

n

AV currently fills non-call and on-call branches using a preference list. An existing policy applies and the current process has existed for more than a decade. Through the course of 2020 two positions at the Mirboo North branch became vacant, and were to be filled through preference lists. Ambulance Victoria have recently decided to unilaterally change the process they are using to an Expression of Interest which is open to all paramedics, with no consultation or discussion with workers.

n

Ignoring the preference list allows for a “captains pick”. This opens the door for actual or perceived nepotism. Preference lists exist to minimise the risk of bias. If VEOHRC are looking for examples of workplace practices that contribute to discrimination, this seems a clear one.

n

Under the Ambulance Victoria Enterprise Agreement 2020, AV are obliged to consult with employees about changes to existing work practices and give prompt consideration to matters raised by employees or employee representatives.

n

To date AV have been dismissive of members concerns and are ploughing on with little regard for the impact on paramedics who have spent years waiting on a list to get to their preferred branch. AEAV are proposing that consultation be undertaken before any change is implemented and that in the meantime the relevant procedure is followed. We look forward to speaking with Ambulance Victoria in the Fair Work Commission and hope to come to an agreement that ensures that employees get a voice in any change that impacts them.

n

If you are concerned about how this will impact you please let us know at [email protected] or call us on 9287 1713.

Preference Lists under threat

Ambulance Victoria have unilaterally and inconsistently decided to change the rules regarding...

VEOHRC Information Sessions

VEOHRC have recently run information sessions for the AEAV and members, providing information about the review. They have outlined the scope of the review and how bullying fits within this. Bullying can be considered either discriminatory or can be a factor contributing to discrimination, sexual harassment or victimisation in the workplace. 

n

There is a clear recognition of the importance of confidentiality for participants making submissions, and a number of avenues to support submission making have been provided. Submissions are unable to be delivered anonymously, however approval will be sought or stories will be de-identified if they are mentioned in the final report. 

n

Supporting documentation for the sessions, and our FAQ information sheet is below – 

n

n
• VEOHRC Unions Information Session PPT

n

• Guide to the Equal Opportunity Act 

n

• VEOHRC Review – Frequently Asked Questions   

n

n

VEOHRC Information Sessions

VEOHRC have recently run information sessions for the AEAV and members, providing...

Casual Conversion

Congratulations to AEAV Patient Transport members Nigel and Leanne, who were the first recipients of casual conversion to permanent positions with Ambulance Victoria.

n

FOI Request Bullying and Harassment

On 10 November 2020, the AEAV wrote to the Professional Conduct Unit requesting information and statistics about their handling of discrimination and bullying complaints.

n

This information included questions like ‘How many sexual harassment, discrimination and bullying complaints received by the PCU were referred back to the regions for regional management to deal with?’

n

Unsurprisingly, the PCU never responded or even acknowledged our request.

n

On Wednesday, the AEAV lodged a freedom of information request with the PCU to get this information from them legally. We believe that Ambulance Victoria employees have a right to this information as it directly relates to your complaints and how they are handled.  

n

What are they hiding?

n

Download our Freedom of Information Request here.

n

n

n

ESTA CAD Upgrade

The upgrade of the CAD 9.4 system has seen many challenges that staff are facing. We’ve heard multiple stories of crashes, glitches and problems, and heard that communication about these matters has been limited. The recent UCC saw a lot of discussion about the issues with implementation, and the AEAV put forward a number of proposals to support staff. 

n

We have written to ESTA to confirm our proposals and ask for support for the mental health of staff during this upgrade. Our correspondence, and their response is below. 

n

n

Clean Up AV Update

The Victorian Equal Opportunity and Human Rights Commission (VEOHRC) have released the Terms of Reference for their review into Ambulance Victoria (below). A number of members have expressed their concern about the fact that bullying is not listed in the ToR, which includes – 

n

“The nature, extent, drivers and impact of discrimination, sexual harassment and victimisation experienced by current and former staff and volunteers”

n

Under the Equal Opportunity Act, the VEOHRC does not have coverage of bullying, except where it relates to another one of their matters (discrimination, sexual harassment etc).

n

The majority of the bullying cases that we have dealt with at the AEAV could also be viewed as bullying as a result of discrimination, whether because the person being bullied is young, old, female, male, has raised an issue in their workplace or so on. Most of these categories may be a relevant factor in whether or not the case could be dealt with under the Equal Opportunity Act. 

n

The scope of the review is much broader than a specific complaint with VEOHRC. Because it considers the drivers and impact of discrimination, sexual harassment and victimisation, most bullying at AEAV will be considered as a part of the review. 

n

As always, every individual case is different, and we suggest you speak to us for advice and options about your individual matter.  

Ketamine Alert

The introduction of IN Ketamine for pain relief puts all AV paramedics at risk of exposure. Ambulance Victoria does not recognise the potential for accidental environmental exposure to ketamine, and has disciplined paramedics as a result.

n

We ask all staff to protect themselves and become educated about the dangers of environmental exposure to ketamine and support our campaign for change. The resumption of drug testing means paramedics are at risk and the consequences are severe and potentially career ending.

n

What can you do?
 Please display the poster and letter in the workplace
 Please talk to colleagues about this issue
 Please ask colleagues to sign the petition to support the AEAV’s suggestions for control measures

n

Clean Up AV!

n

n

n

n

n

n

n

n

n

n

nThe Clean Up AV Campaign aims to deal with bullying and sexual harassment, discrimination, cronyism and low staff morale. We want to ensure that interpersonal claims at AV are investigated quickly, using an external investigator that is agreed by the parties, that rationale and decisions are provided to the subjects of the complaint, and that there are support mechanisms in place to assist staff when putting in complaints.

n

n

n

n

n

n

n

n

n

n

n

n

n

Bullying Resources

The Victorian Equal Opportunity and Human Rights Commission is conducting an investigation into Bullying, Sexual Harassment and Discrimination and there is an investigation into Bullying by WorkSafe. Members may also have access to claims in other jurisdictions such as IBAC or the Fair Work Commission.  

n

In order to ensure that your submission is as effective as possible, we advise that you should seek support in drafting and preparing your submission. The AEAV is available to support members in preparing their submissions, and also in preparing for and dealing with other avenues such as WorkSafe or IBAC. You can book a consultation with one of our Industrial Officers on 03 9287 1713, or by emailing [email protected]. 

n

We also have a number of supporting resources for download available below.

n

BULLYING FACT SHEET

n

BULLYING DIARY 

n

PREPARING A SUBMISSION GUIDE

n

ONLINE AEAV INCIDENT REPORT 

n

AV’s Graduate Recruitment leaves candidates in limbo

Recently AV has been contacted by a number of individuals who are undergoing AV’s Graduate Recruitment process. We have heard distressing stories of months and years of waiting for responses and of some people just giving up and choosing to pursue another career rather than work for AV.

n

The effect on individual’s mental health is a blight on AV. For a public sector health organisation to treat individuals with such contempt is very disappointing. Students have worked very hard to get to a position where they can apply and have then gone through an intensive recruitment program only to be left hanging.

n

AEAV wrote to AV expressing members concerns. A copy of the letter can be seen here. AV has responded via email and the response is below:

n

n
• There is currently no backlog in responding to general enquiries sent to the GAPRecruitment email address.  Some matters are more complex and, on these occasions, candidates are updated to this effect.

n

• Applicants are advised by email when they are placed on the Order of Merit.

n

• Candidates are required to have current documentation (less than 6 months old) when applying, as stated on AV’s website.  Where the candidate has not been successful in obtaining a GAP offer and their application is still open, there is a requirement to submit a new police check and driving history check if these are more than 12 months old. Candidates will be notified when further documentation is required.

n

• A candidate is not a successful applicant until they are made a Graduate Ambulance Paramedic offer.  Candidates who have completed all the steps necessary to be eligible for the Order of Merit will be notified when they are moved onto the Order of Merit. Please note that a candidate who is on the Order of Merit is not guaranteed an offer of employment by Ambulance Victoria.  All candidates are advised of this at Assessment Centre.

n

n

The AEAV believes that this still leaves a number of applicants with unanswered questions. If you have completed the assessment criteria successfully and are still waiting to find out whether you are on the Order of Merit please contact us at [email protected] and let us know what your current status is and we can discuss with you options to have your application processed efficiently.

Bullying and Harassment Survey

Ambulance Victoria has engaged the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) to investigate allegations of sex discrimination and bullying within AV. 

n

We are surveying all staff at Ambulance Victoria to support our submission to change the investigation process at AV – too many complaints have not been properly investigated, and we need to make sure this does not keep happening.

n

The survey is available HERE. 

n

We know that the cultural problems at AV are much broader than just sexual harassment, and have already written to VEOHRC to demand the expansion of their investigation in to the toxic management culture at AV.

Any information you supply today will not be shared unless it is totally un-identifiable. None of these questions are mandatory, you can skip any that make you uncomfortable.

n

Please call us on 9287 1713 if you would like to be supported in making a submission to the VEOHRC.

Andrews government must bring Ambulance Victoria into line over paramedic suffering

Ambulance Victoria’s focus on cutbacks and so called ‘KPIs’ at all costs...