1997
Ambulance Agreement
1997
Ambulance Agreement
This document has been scan into the computer – please check original – as they’re maybe some mistakes
PRODUCTIVITY/FLEXIBILITY MEASURES
In return for the first moiety of the pay increase, full introduction of the following measures:
(A) AMBULANCE DRIVERS. AMBULANCE ATTENDANTS,
LEADING AMBULANCE PERSONNEL (GENERAL DUTIES):
1. Co-operation with the introduction and implementation of the recommendations of the review group on the Ambulance Service.
2. Full commitment and co-operation with ongoing change and future service developments.
3. The introduction and extension of technology to its greatest potential.
4. Continued co-operation with current and future requirements regarding the ambulance command and control systems, including logging and recording systems, geographic information systems, direct contact with specialist units, etc.
5. i) The Health Boards are committed to improving the standard and range of training being given to ambulance personnel. Accordingly staff will co-operate by participating in such training programmes as will be introduced for the provision of a more effective ambulance service.
ii) Selection for the various programmes set out in the review group report will be in accordance with the recommendations of the report.
iii) Those who currently possess the certificate in Ambulance Aid and the appropriate driving qualification will be retitled Emergency Medical Technician with effect from the date of acceptance of this agreement. The retitling of the other grades of ambulance personnel (covered under the agreement) is set out at Appendix 3.
iv) Attendants will also be retitled as EMT on attainment of the appropriate driving licence. Health Board will facilitate staff in this position with the necessary training.
v) In order to meet the new basic level of training prescribed by the National Ambulance Advisory Council (to which all new entrants will be subject) it will be necessary for existing staff to undergo and successfully complete the refresher conversion course.
vi) The selection for the refresher/conversion course will have regard to the individual’s experience, length of time since completing the basic course and availability. As regards the selection or non-selection the issue can be pursued through the grievance procedure.
vii) In selection for the refresher conversion course the Boards will have regard to the individual's potential to contribute to the service in the medium term.
viii) It is management's expectation that the vast majority of existing ambulance personnel will participate in the refresher/conversion training course. In relation to those who decline to participate, Health
Boards will not compel individuals to attend this course. It is envisaged that these cases will be the exception rather than the rule. Management will monitor participation levels and will, if required, initiate further discussions with the Trade Unions on the matter in the context of non-compulsory training.
ix) To ensure equitable access to particular training opportunities other than the formal training set out in the report, as requested by the Union side, the Health Boards will inform all relevant ambulance personnel so that they can indicate their interest in participating and be considered for selection.
x) In relation to subsistence rates during the EMT refresher/conversion course and other advance training, the special subsistence allowance payable to ambulance personnel on training courses will not apply. Subsistence allowances will be paid in accordance with the rates set out in the Department of Health circulars where such courses are non-residential in nature (i.e. class C rate).
xi) It is accepted by the parties that this agreement compensates ambulance staff for all training activities with the exception of EMT (Advanced) and paramedic training which will be the subject of further discussion. The cardiac allowance will continue to apply to those ambulance personnel who satisfy the requirements already agreed with the Unions.
6. Co-operation with the new directives and standards, which may issue from the National Ambulance Advisory Council.
7. Co-operation with the introduction of a patient report form and other record forms.
8. Co-operation with the introduction of new vehicles, clothing and equipment.
9. The introduction of portable radio and radio paging systems to enhance communications with and between staff while away from vehicles.
In relation to 1 to 9 above, it is acknowledged that meetings will take place periodically between the Department of Health/Health Boards and the ambulance Unions to allow consultation and briefing at both a national and local level on developments associated with the implementation of the report of the review group on the ambulance service.
10. FORTNIGHTLY PAY PATH:
Health Boards will introduce fortnightly pay (for weekly paid staff) and paypath from a date four months following the date of agreement. Every ambulance employee covered by this agreement will be required to sign an authorization form immediately following agreement to enable the Health Board make wage payments to a designated financial institution.
To coincide with the introduction of fortnightly, paypath, each employee will receive an advance lump sum of f-300 in the form of a repayable loan to be repaid in equal installments over a 24-month period.
If time-off arrangements exist, these will be discontinued on the introduction of fortnightly paypath.
The Board and the Unions will jointly approach the financial institutions with a view to securing the best possible package of concessions for staff transferring to fortnightly pay/paypath.
11. ALL-EMBRACING PEACE CLAUSE:
The parties commit themselves to the full utilisation of industrial relations procedures and agree on an all-embracing basis that there will be no industrial action taken by either party for the duration of the PCW from the date of acceptance of this agreement.
The Health Boards are committed to promoting good working relationships through consultation with employees and through the resolution of grievances as close as possible to the point of origin. In order to assist the prompt resolution of any disputes or grievances, which may arise, management are proposing the introduction of the following procedure in each of the 8 Health Boards.
STAGE 1 - Any grievance or dispute, which arises at the workplace, should be discussed in the first instance between the employee(s) and the immediate supervisor.
If either party considers it necessary or appropriate, they may involve the shop steward or union official.
STAGE 2 - If agreement cannot be reached, the matter should be referred to the Chief Ambulance Officer at the earliest opportunity but in any event, no later than 1 week. At this stage, the grievance may be in writing and will be the subject of a formal meeting. If either party considers if necessary/ appropriate, they may involve the shop steward or union official. In the event of the union official becoming involved, the personnel department would be notified of the issues. It should be noted that for group disputes, the process might commence at Stage 2.
STAGE 3 - If agreement still cannot be reached, the matter will be referred by the Chief Ambulance Officer to the Personnel Officer. The union side should forward to the Personnel Officer a statement of their position on the matter in dispute. A meeting will take place at this level with 2 weeks of the matter being referred.
STAGE 4 - If the matter is not resolved at Stage 3, if may be dealt with as follows:
a) by reference to the machinery established under the Industrial Relations Act, 1990;
b) by reference to an Adjudicator agreed between the parties in dispute.
Where a supervisor gives an instruction to an employee to carry out a particular task or function which in the opinion of the supervisor is an appropriate duty for that grade of staff and where the employee does not believe this is the case the employee should so advise the supervisor who will arrange to have the matter processed under Stage 2, of the grievance procedure. While the grievance is being processed the employee or employees of the same grade will not be asked to carry out the particular duty or instruction.
(B) LEADING AMBULANCE PERSONNEL (CONTROL DUTIES):
1. Co-operation with the introduction and implementation of the recommendations of the review group on the Ambulance Service.
2. Full commitment and co-operation with ongoing change and future service development.
3. The introduction and extension of technology and equipment to its greatest potential.
4. There will be continued co-operation with current and future requirements regarding the ambulance command and control system, including logging and recording systems, geographic information -systems, direct contact with specialist units, etc.
5. Incorporating the needs of other Health Service requirements into the ambulance communications systems as the most effective and efficient way of providing communications facilities for all Health Services, e.g. community psychiatric services, alarm systems for the elderly and the disabled, general practitioners, hospital consultants, child care service, etc. Full co-operation with the extension of radio communication networks to include outside agencies.
6. i) The Health Boards are committed to improving the standard and range of training being given to ambulance personnel. Accordingly staff will cooperate by participating in such training programmes as will be introduced for the provision of a more effective ambulance service.
ii) Selection for the various programmes set out in the review group report will be in accordance with the recommendations of the report.
iii) Those who are currently designated as LAP (Control duties) will be retitled as Emergency Medical Controllers with effect from the date of acceptance of this agreement.
iv) The selection for Controller training will have regard to the individual's training, experience and availability. As regards the selection or non-selection the issue can be pursued through grievance procedure.
v) In selection for the Controller training the Boards will have regard to the individual's potential to contribute to the service in the medium term.
vi) It is management's expectation that the vast majority of existing Leading Ambulance Personnel (Control duties) will participate in
Controller training. In relation to those who decline to participate
Health Boards will not compel individuals to attend the training. It is envisaged that these cases will be the-exception rather than the rule. Management will monitor participation levels and will, if required, initiate further discussions with the trade unions on the matter in the context of non-compulsory training.
vii) To ensure equitable access to particular training opportunities other than the formal training set out in the report, as requested by the Union side, the Health Boards will inform all relevant ambulance personnel so that they can indicate their interest in participating and be considered for selection.
viii) In relation to subsistence rates during controller training and other advance training, the special subsistence allowance payable to ambulance personnel on training courses will not apply. Subsistence allowances will be paid in accordance with the rates set out in the Department of Health circulars where such courses are non-residential in nature (i.e. class C rate).
ix) It is accepted by the parties that this agreement compensates ambulance staff for all training activities with the exception of EMT (A) and paramedic training which will be the subject of further discussion. The cardiac allowance will continue to apply to those ambulance personnel who satisfy the requirements already agreed with' the Unions.
7. Full co-operation with contingency arrangements to ensure that if a command and control centre or the Health Board telephone system were rendered inoperable, emergency calls would continue to be answered and ambulances controlled.
8. Leading ambulance personnel (control) should be available for driver/attendants duties in an emergency.
9. Co-operation with new directives and standards, which may issue from the National Ambulance Advisory Council.
In relation to 1 to 9 above, it is acknowledged that meetings will take place periodically between the Department of Health/Health Boards and the ambulance Unions to allow consultation and briefing at both a national and local level on developments associated with the implementation of the report of the review group on the ambulance service.
10. FORTNIGHTLY PAY PATH:
Health Boards will introduce fortnightly pay (for weekly paid staff) and paypath from a date four months following the date of agreement. Every ambulance employee covered by this agreement will be required to sign an authorization form immediately following agreement to enable the Health Board make wage payments to a designated financial institution.
To coincide with the introduction of fortnightly, paypath, each employee will receive an advance lump sum of f-300 in the form of a repayable loan to be repaid in equal installments over a 24-month period.
If time-off arrangements exist, these will be discontinued on the introduction of fortnightly paypath.
The Board and the Unions will jointly approach the financial institutions with a view to securing the best possible package of concessions for staff transferring to fortnightly pay/paypath.
11. ALL-EMBRACING PEACE CLAUSE:
The parties commit themselves to the full utilisation of industrial relations procedures and agree on an all-embracing basis that there will be no industrial action taken by either party for the duration of the PCW from the date of acceptance of this agreement.
The Health Boards are committed to promoting good working relationships through consultation with employees and through the resolution of grievances as close as possible to the point of origin. In order to assist the prompt resolution of any disputes or grievances, which may arise, management are proposing the introduction of the following procedure in each of the 8 Health Boards.
STAGE I - Any grievance or dispute, which arises at the workplace, should be discussed in the first instance between the employee(s) and the immediate supervisor.
If either party considers it necessary or appropriate, they may involve the shop steward or union official.
STAGE 2 - If agreement cannot be reached, the matter should be referred to the Chief Ambulance Officer at the earliest opportunity but in any event, no later than I week. At this stage, the grievance may be in writing and will be the subject of a formal meeting. If either party considers it necessary/ appropriate, they may involve the shop steward or union official. In the event of the union official becoming involved, the personnel Department would be notified of the issues. It should be noted that for group disputes, the process might commence at Stage 2.
STAGE 3 - If agreement still cannot be reached, the matter will be referred by the Chief Ambulance Officer to the Personnel Officer. The Union side should forward to the Personnel Officer a statement of their position on the matter in dispute. A meeting will take place at this level within 2 weeks of the matter being referred.
STAGE 4 - If the matter is not resolved at Stage 3, it may be dealt with as follows:
a) by reference to the machinery established under the Industrial Relations Act, 1990;
b) by reference to an Adjudicator agreed between the parties in dispute.
Where a supervisor gives an instruction to an employee to carry out a particular task or function which in the opinion of the supervisor is an appropriate duty for that grade of staff and where the employee does -not believe this is the case the employees should so advise the supervisor who will arrange to have the matter processed under Stage 2, of the grievance procedure. While the grievance is being processed the employee or employees of the same grade will not be asked to carry out the particular duty or instruction.
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(A) AMBULANCE DRIVERS AMBULANCE ATTENDANTS
LEADING AMBULANCE PERSONEL (GENERAL DUTIES):
1. Co-operation with new efforts to ensure greater utilisation of relief staff for covering absences.
2. A more structured approach to the Organisation of annual leave.
3. Agreements to be concluded in those areas where the Health Board seeks to change existing arrangements regarding participation at major accidents and large crowd events in connection with the operation and staffing of mobile control and related vehicles.
The parties will commence discussions immediately and conclude agreement on the above measures before any payment of the second moiety. The effective payment date will @e 1 May 1995 subject to the simultaneous introduction of the above measures.
(B) LEADING AMBULANCE PESONS (CONTROL DUTIES)
1. A more structured approach to the Organisation of annual leave.
2. Agreements to be concluded in those areas where the Health Board seeks to change existing arrangements regarding participation at major accidents and large crowd events in connection with the operation and staffing of mobile control and related vehicles.
The parties will commence discussions immediately and conclude agreement on the above measures before any payment of the second -moiety. The effective payment date will be 1 May 1995 subject to the simultaneous introduction of the above measures.
(C) Local discussions to take place on the introduction of one central command and control centre in each Health Board area, when a decision is made on the issue by the Health Boards concerned.
In the event of agreement not being reached on any of the above, the mater(s) will be referred for binding third party decision, taking account of the degree of change required and its consequential effects on ambulance personnel.
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SUMMARY OF NEW JOB TITLES
EMT-T
EMT (B,A OR P, as appropriate)
Leading EMT EMC
(B A or P, as appropriate)
Assimilation Arrangements for Current Grades Entrants on or
after 1/1/96
Trained Trained Untrained Untrained EMT-T
Ambulance Ambulance Ambulance Ambulance
Driver Attendant Attendant Driver
D 1 drivers
licence
training to be
provided)
EMT EMT
6 weeks 6 weeks New basic New basic New basic
Conversion Conversion/ training training training
Refresher Refresher syllabus and syllabus syllabus
Course Dl drivers
licence
(training to
be provided)
GRADE TRAINING LEVEL DESIGNATORY
LETTERS
Emergency B
Medical Advanced Training Prog.
Technician A
(EMT) Paramedic Training Prog.
P
Existing Grades: LAP (General Duties) LAP (Control Duties)
6 weeks Conversion Controller training as
Refresher and prescribed by the National
DI drivers licence as required Ambulance Advisory Council
(training to be provided)
New Titles : Leading Emergency Medical Technician Emergency Medical Controller
Note:
While the training level designatory letters B, A and P will apply as appropriate to leading ambulance personnel, depending on the level of training successfully completed. The minimum training requirement for entry to the grade of Leading EMT both for staff trained under the assimilation arrangements and staff trained according to the new syllabus will be EMT-Basic training as outlined above.