On Tuesday 2nd March night AEAV met with DHHS to discuss the EBA and in-principle agreement. We’re glad to announce that we have secured the retention of all AEAV/UWU Union entitlements, along with the following wins:

Drug testing

The AV system to test for Ketamine had not reflected evidence based policy, or even acknowledged the possibility of environmental exposure. As such, Paramedics who had been environmentally exposed to Ketamine had been stood down pending investigation and assumed guilty of deliberately using the drug.

Members wanted recognition of environmental exposure and for AV to treat Paramedics with dignity when drug testing.

AEAV refused to sign off on the deal unless AV agreed to the creation of a working group with specific parameters to improve drug testing, and we won! These parameters will include, industry best practice testing and acknowledging - and understanding - the risks associated with environmental exposure.

If environmental exposure to ketamine concerns you, call us to talk about how you can help make a difference.


Members spoke about the need to fix Rural Spare, and we heard you. AV and Danny were relying on the RSRP model to fix Spares, and we knew this would not work. The strength of our membership allowed us to hold the line and refuse to sign off on a heads of agreement until we got a formal commitment to address Rural Spare.

So what have we won?

In the first year of the agreement a working group will be established and a trial developed in one rural region to test alternative spares rostering arrangements. This trial was proposed and the parameters stipulated by your AEAV representatives.

AEAV’s involvement in the working group will ensure that Paramedics concerns regarding safety and work-life balance will be at the forefront. If Rural Spare has been an issue for you, we encourage you to get in touch and find out how you can be involved.

STM 2% increase (separate from other increases)

The STM role has radically changed with AV’s restructure – and the pay had not changed to reflect this. Because AEAV think every AV employee counts, we fought hard to get an immediate increase.

Wage review (conducted by an independent third party)

FMOs, TMs and STMs told AEAV that they were undervalued and needed a wage review.

In year 3 of the Agreement, to address classification relativities, an independent third party will review AV operational employee wages. We have put AV on notice that FMOs, TMs and STMs will be our key focus for that review.

We pushed hard for an immediate wage review, but unfortunately back room deals had been done that meant this was not possible. A guaranteed formal review was the best we could win now.

AEAV will continue to support all members in having their voice heard. Moving forward, there is much preparation to be done to ensure the best possible outcome from this review. If you want to have your say, and help us build the evidence we will need to support the case, please email [email protected] or call 9235 7777.

Other key settlement points

  1. The classification structure had been proposed to introduce year 6 and year 9 levels. The original proposal was for a 1% increase between these new levels. AV agreed to a 2% increase between year 3 and year 6, and a gradual increase of 2%-3.3% between year 6 and year 9.
  2. The 2% annual wage increases were maintained. They will take effect from 1 February 2020 and will run for the 4 year term of the agreement.
  3. AV withdrew the $1000 sign on bonus, another outcome of backroom deals that AEAV couldn’t undo.

If you want more information or to be involved, contact us at [email protected] or 9235 7777.