News

HIGHER DUTIES AND SECONDMENTS – SALARY PROGRESSION ONCE APPOINTED

Since the completion of the Ambulance Victoria Enterprise Agreement 2020 (Agreement), the Victorian Ambulance Union Incorporated (VAU) have continued to advocate for Ambulance Victoria (AV) to adopt a fair, reasonable and consistent approach to recognising salary classification progression for those who have undertaken long term periods in higher duties and secondments.

In some specialist areas, members who have been successful in being appointed to their specialist position have had time spent acting in that position recognised by AV for the purposes of their salary progression. However, for most specialist areas, members start at the Year 1 classification when they are appointed, even though they may have acted in that role for many years. 

We were close to finalising a consistent arrangement across all specialist areas last year. AV have now stated they are unable to finalise this arrangement as they are awaiting legal action which has been threatened by another union (which has not eventuated). Meanwhile VAU members are still waiting for an outcome.

We have represented several members in formal grievances over recent months and have had discussions with AV and the Department of Health. While bargaining is an opportunity to make longer term improvements to this process, we have advised both AV and the Department that there needs to be a consistent approach across AV implemented immediately.

The current arrangement is completely inconsistent and unfair and we encourage members who are appointed to a position with no recognition of consistent time acting in that position to lodge formal grievances.

CLASSIFICATION DELAYS

The VAU has been dealing with several matters relating to member wage not updating in line with a change in classification including but not limited to:

• GAP 2 paramedics still being paid as GAP 1 months after becoming GAP 2.
• ALS paramedics still being paid as GAP 2 months after becoming ALS Year 1.
• MICA paramedics still being paid as MICA Trainee months after becoming a MICA paramedic.
• ALS and MICA ‘fast track’ provisions for Clinical Instructors (CI) not being processed.

Many of these delays occur where AV’s Operational Capability department have not communicated to other departments when members have completed requirements to progress to the next classification. The VAU has provided a number of examples to AV which have been corrected while

others are in the process of being corrected. AV needs to build proper communication between their department silos to ensure that this does not continue to occur.

RECENT PAY RISE

Members are reminded of recent increases to your wages and allowances under the AV Enterprise Agreement 2020. This sets out in detail the improvements to your wages and allowances that will be delivered from 1 February 2023.

Note: Items that have already been delivered have been crossed out.

Salary and allowances:

Annual salary increases to all base rates for existing and new classifications as follows:       

• 2 % from the first full pay period on or after 1 February 2020, to be paid from the first pay period on or after the date the Proposed EA comes into operation (first pay increase);
• 2 % from the first full pay period on or after 1 February 2021 (second pay increase);
• 2 % from the first full pay period on or after 1 February 2022 (third pay increase);
• 2 % from the first full pay period on or after 1 February 2023 (fourth pay increase).

• Existing allowances in Appendix 9 of the Enterprise Agreement will increase in accordance with the salary increases above.

Classification Structure:

Introduction of additional increments to the current classification structure at Year 6 and Year 9 (for those capped at Year 3 in the AV EA 2015) and Year 9 (for those capped at Year 6 in the AV EA 2015) as follows:

ALS classification and MICA classification 

From the date of the first pay increase, introduction of Year 9 increment which will have a percentage increase on the Year 6 aggregated base rate of pay to be phased in as follows:

• from the date of the first pay increase, 2%;
• from the date of the second pay increase, nil (being aggregate of 2% increase across the first pay increase and second pay increase);
• from the date of the third pay increase, 0.75% (being aggregate of 2.75% increase across the first pay increase, second pay increase and third pay increase);
• from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% increase across the first pay increase, second pay increase, third pay increase and fourth pay increase).

Introduction of a new ALS Modern Classification Structure and MICA Modern Classification Structure with associated transition of employees into the new structures as follows:

• From the date of the first pay increase under the Proposed EA, employees with nine (9) years’ experience or more as an ALS or MICA Paramedic will convert to the Year 9 classification as part of the introduction of the additional Year 9 increment structure;
• From the date of the second pay increase under the Proposed EA, employees up to nine years’ experience will transition into the new structure with annual progression, which will be subject to commitment provided by the employees to ongoing mentorship and development, including by completing clinical development requirements, to the corresponding classification level;
• From the date of the third pay increase under the Proposed EA, a “Fast Track” option will be introduced which will be available to select employees that undertake Clinical Instructor qualifications.

Senior Team Manager MICA and Senior Team Manager ALS (including Regional Capability Development/Enhancement Co-Ordinator, Emergency Management Planning Co-ordinator, Community Engagement Co-ordinator):

• From the date of the first pay increase:
  • the Year 1 rate of pay will receive an uplift to the annual aggregated base rate of pay of $2,107 (Uplifted Yr 1 STM Rate of Pay);
  • the Year 3 rate of pay will receive an uplift to the annual aggregated base rate of pay of $2,107 (Uplifted Yr 3 STM Rate of Pay); and the 2% increase will apply to the Uplifted Yr 1 STM Rate of Pay and Uplifted Yr 3 STM Rate of Pay.

• From the date of the first pay increase, the introduction of Year 6 increment, which will have a percentage increase from the Uplifted Yr 3 STM Rate of Pay of 2%.
• From the date of the second pay increase, the introduction of a Year 9 increment, which will have percentage increase from the Year 6 increment to be phased in-as follows:
  • from the date of the second pay increase, 2%;
  • from the date of the third pay increase, 0.75% (being aggregate of 2.75% increase across the second pay increase and third pay increase);
  • from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% increase across the second pay increase, third pay increase and fourth pay increase).

Communication Centre Clinicians

• From the date of the first pay increase:
  • the Year 1 rate of pay will receive an uplift to the annual aggregated base rate of pay of $9,745 (Uplifted Yr 1 Clinician Rate of Pay);
  • the Year 3 rate of pay will receive an uplift to the annual aggregated base rate of pay of $9,745 (Uplifted Yr 3 Clinician Rate of Pay);
  • and the 2% increase will apply to the Uplifted Yr.1 Clinician Rate of Pay and Uplifted Yr.3 Clinician Rate of Pay.

• From the date of the first pay increase, the introduction of a Year 6 increment, which will have a percentage increase from the Uplifted Yr 3 Clinician Rate of Pay of 2%.
• From the date of the second pay increase, the introduction of a Year 9 increment, which will have a percentage increase from the Year 6 increment to be phased in as follows:
  • from the date of the second pay increase, 2%;
  • from the date of the third pay increase, 0.75% (being aggregate of 2.75% increase across the second pay increase and third pay increase);
  • from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% increase across the second pay increase, third pay increase and fourth pay increase).

Clinical Support Officers that perform a dual function as Clinician and CSO at a Communications Centre

• From date of the first pay increase:
  • the Year 1 rate of pay will receive an uplift to the annual aggregated base rate of pay of $3,670 (Uplifted Yr 1 CSO Rate of Pay);
  • the Year 3 rate of pay will receive an uplift to the annual aggregated base rate of pay of $3,670 (Uplifted Yr 3 CSO Rate of Pay);
  • and the 2% increase will apply to the Uplifted Yr 1 CSO Rate of Pay and Uplifted Yr 3 CSO Rate of Pay.

• From the date of the first pay increase, the introduction of a Year 6 increment, which will have a percentage increase from the Uplifted Yr 3 CSO Rate of Pay of 2%.
• From the date of the second pay increase, the introduction of a Year 9 increment, which will have a percentage increase from the Year 6 increment to be phased in as follows:
  • from the date of the second pay increase, 2%;
  • from the date of the third pay increase, 0.75% (being aggregate of 2.75% increase across the second pay increase and third pay increase);
  • from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% increase across the second pay increase, third pay increase and fourth pay increase).

For all other classifications subject to the introduction of an additional Year 9 increment only (i.e. Flight Paramedic ALS, Flight Paramedic Educator ALS, RSTP ALS, RSTP MICA, Referral Service Care Plan Coordinator)

• Introduction of Year 9 increment, which will have a percentage increase on the Year 6 aggregated base rate of pay to be phased-in as follows:
  • from the date of the second pay increase, 2%;
  • from the date of the third pay increase, 0.75% (being aggregate of 2.75% across the second pay increase and third pay increase);
  • from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% across the second pay increase, third pay increase and fourth pay increase).

For all other classifications subject to both introduction of an additional Year 6 and Year 9 increments (i.e. Clinic Transport Communications Officer, CTO, PTO, ATA, PCSC, MICA Flight Paramedic, MFP Paramedic Educator, Flight Coordinator, Team Manager, Paramedic Educator, Clinical Support Officer, Referral Service Team Leader, CSP, Duty Manager, Resource Officer, Senior Resourcing Officer, Resource Planning Officer)

• From the date of the first pay increase, introduction of a Year 6 increment, which will have a percentage increase on the aggregated base rate of pay of 2% from the Year 3 increment.
• From the date of the second pay increase, introduction of a Year 9 increment, which will have a percentage increase on the aggregated base rate of pay from the Year 6 increment to be phased-in as follows:
  • from the date of the second pay increase, 2%;
  • from the date of the third pay increase, 0.75% (being aggregate of 2.75% across first pay increase, second pay increase and third pay increase);
  • from the date of the fourth pay increase, 0.55% (being aggregate of 3.3% across the second pay increase, third pay increase and fourth pay increase).

CONTACTING PAYROLL

We understand that our members in AV payroll are working very hard. They are a small team who has not grown commensurate with a significantly growing workforce and are inundated with email queries from members.

Members in payroll have advised using the following framework for sending email queries which will assist in responding in a timely manner.

• Email is the preferred form of contact.
• Send a separate email for each query (eg; one email for query about LAHA and one email for a sick leave query).
• Include the topic in the subject line of the email (eg; LAHA).
• Include full name and employee number.

In Solidarity