If there are issues where county policy, state law, and collective bargaining agreements are not being followed in any county division, including EMS, I will always look into that. That's number 1.
And people know that.
The latest issue, EMS. (and by way of context, I offer this: when management badly mistreated and violated the rights of a former employee, a paramedic, I stood strong with him, the case was handled, and those who did wrong are gone. Funny how many of the same folks who have excoriated me for standing with a first responder, a Paramedic in that case are the same ones who are attacking me now for not immediately lapping up every accusation and claim they make currently?)
Over the last 48 hours here has been a lot of discussion surrounding the Union letter sent to commissioners this week stating "no confidence" in the EMS Chief and his deputy.
The media has picked up the story, and comments are flying on social media.
Fortunately I have a direct line to admin staff so I can ask direct questions.
One question I cannot get an answer to is this: How many employees does the Union's 99% support claim represent?
I know our EMS division is staffed for 64 EMT's and 64 Paramedics. I know we have a full compliment of EMT's and are short about 8 Paramedics.
Knowing this, did 120+ current employees really vote "no confidence" in our staff? (that is a rhetorical--my understanding is the number was 17 that voted "no confidence") But I'm waiting for the definitive answer.
So how does 17 = 99% of a department of 128? Answer--it doesn't. That is misleading at best--a lie at worst.
I know we have given a number of salary increases over the last three years to keep our department competitive with other area Ambulance services. I know we offered bonuses as well.
We've purchased new ambulances and spent significant sums modernizing our in-ambulance medical devices and equipment with a long-term contract for replacement of necessary tools and technology for emergency responses.
Are there issues in this department though? Yes. Will there always be issues in this division? Yes. But are the administrative leaders working to fix these issues and make this service better? Yes is the answer to that, as well.
Has the department held calls? Yes. Has that been a persisten problem? Yes. Are we working to resolve this? Yes. Have we dropped the ball on some calls--yes. I looked into two in particular and in those instances, we could have done better and lessons were learned from both. (long wait at a D1 restaurant for an ambulance, long wait for a fall and a hit to the head that was a stroke)
I asked about turnover--and yes there has been significant turnover in the last two years. But overall staffing and positions filled has dramatically improved (much fewer vacant positions that 2021).
Will strong management leaders that hold employees accountable generate angry letters, comments, and criticism from public sector labor unions and disgruntled former employees? Yes.
And finally--are there are protocols in place for the crews working in the field? Yes--of course there are.
The protocols are in the process of bing updated constantly though, and each one that is updated is done so after appropriate training and in-service of the staff. I'm told point blank that the idea that there are no protocols is a flat out lie.
So let's solve the issues we can with facts, logic and a plan--not attacks on leadership staff and allegations that are misleading and misguided.
Always know this, though: I won't stand by and be silent when staff are attacked OR when paramedics are blatantly mistreated and policies are not followed by management.
I'll look at both. Always have and always will.
