Fighting back on forced part-time recruitment

“APA (NSW) has significant concerns about the proposal in its current format. We are concerned that NSWA are claiming that this is a flexible work initiative while failing to provide the graduates with a true choice between part-time and full-time work, and at the same time failing to approve many current Paramedics’ flexible work requests."

-Member Update, December 22

NSW Ambulance recently announced a plan to move forward with a 'trial' of part-time recruitment; offering 16 of the incoming graduate cohort jobs on a part-time basis (averaging 19 hours per week) for their first year in the service. In theory, giving grads the choice between full time or part time roles sounds great— indeed, Ambulance billed the measure as a move toward improving workplace flexibility, which we can all agree is badly needed (see box on next page). But there are serious problems with this proposal, which was made without proper consultation with the unions or with Paramedic graduates themselves.

Why is the proposal such a problem?

1. It's not a choice

Incoming graduates have not been given the chance to indicate if they would prefer to work a full or part time roster; and those working part-time will not be given control over the days or hours that they work. This makes the proposal incongruent with any promise of improved flexibility. 2. It creates insecure work

When employees are only guaranteed part-time hours, but need to work more than this to make ends meet, Ambulance are guaranteed a whole new

class of workers who will constantly be looking to pick up extra shifts. And because part-timers work less than 38 hours a week, they will go to the top of the list for overtime shifts—allowing Ambulance to save cash by not paying penalty rates. But those in part-time purgatory won’t be guaranteed consistent shifts, income, or a consistent roster to organise their life around.

3.It impacts training With part-time P1Ts picking up extra shifts and working unpredictable rosters, ensuring they receive quality, consistent mentorship will be all but impossible. This negatively impacts P1Ts, and jeopardizes their career progression. It also impacts other Paramedics, who will more frequently be rostered on with a probationer they have never worked with. This can put both parties in a difficult situation where they may not understand each other's teaching or learning styles, and the mentor in unfamiliar with the trainee's capabilities. 4.It undermines genuine flexibility (see below) Our union remains staunchly opposed to this proposal. We are currently disputing it with NSWA and, should they choose to push ahead with it, we will escalate the issue and will not rule out any industrial tools at our disposal.

Is this what flexibility looks like?

In last year's People Matter survey, only 30% of employees reported being 'satisfied' with the flexible work arrangments available at Ambulance. This number is 35% below the average for NSW Health more generally, and miles below an acceptable figure for an employer which claims to seriously care about employee welfare. At stations all around the state, Paramedics with a genuine demand for part-time work are being denied the flexibility that would allow them to accommodate family, carer, or community commitments beyond the workplace. APA (NSW) willl support all genuine initiatives to address what is undeniably a problem in the way Ambulance supports its workers. But flexibility means giving people choice: not coercing them into whichever roster suits the needs of their employer. If Ambulance really cared about flexibility, they would allow existing Paramedics access to flexible arrangements, including to part-time positions. And they would offer grads the choice between full-time and part-time work—not the choice between a part-time job or no job at all.