Author: E tū

NZ Post: claims and bargaining info

The E tū NZ Post collective agreement is up for renewal at the end of February and all E tū members at NZ Post are encouraged to have their say by participating in the claims process. To enable the best level of participation we are holding meetings in person, contacting members via telephone, calling for claims through delegates, and providing information online. The process will vary from site to site, but anyone with questions is encouraged to ring E tū Support on 0800 1 UNION (0800 186 466) to speak to an organiser.

A list of key claims has been drafted by the E tū national delegate team and we are seeking their endorsement. Additional claims can be raised and these will be assessed by the national delegate team before bargaining.

Bargaining is scheduled for the following dates:

  • 27 February
  • 28 February
  • 10 March
  • 11 March
  • 12 March
  • 18 March
  • 19 March

Important documents

Key claims list

These are the key claims, as well as the ratification rate (50% of all members + 1) and the names of the full E tū bargaining team.

E tū NZ Post Collective Agreement

E tū decent work survey

Achieving ‘decent work’ for our members is one of the core aspirations of the union. This concept is also an aspiration of other groups such as the United Nations, the Human Rights Commission and the CTU, and includes good wages, safe workplaces, secure jobs, sustainability and more. We want to know what decent work means for our members at NZ Post and so we are requesting that all members fill out our online decent work survey.


Rest in peace, Mike Moore

E tū acknowledges the passing of Former Prime Minister Mike Moore.

E tū National Secretary Bill Newson says that Mike’s contribution to New Zealand politics can be remembered for him taking the lead while facing adversity.

“He stepped up for the New Zealand Labour Party when times were really tough,” Bill says.

“Mike’s period of leadership was an important part of the party’s ability to begin to rebuild during some turbulent times in New Zealand’s recent political history.”

“Mike was also a life member of the Printers’ Union, one of E tū’s legacy unions. He was an active trade unionist from a young age and understood the importance of workers being represented in politics.”

“E tū would like to pass on sincere condolences to Mike’s family and loved ones.”

Another much-needed minimum wage increase

The Government are continuing their commitment to raise wages for Kiwis with the announcement that the statutory minimum wage will go up to $18.90 in April 2020.

The increase of $1.20 is equal to this year’s increase, which was the biggest increase in the adult minimum wage in dollar terms in New Zealand’s history.

Auckland security guard Lavinia Kafoa is thrilled with the news.

“It really sounds great to me. As a single mother, every bit of extra income makes a lot of difference,” Lavinia says.

“For my family, being on minimum wage means I spend many more hours at work than with my boys at home. I explain to them that mum has to work more hours to earn more money so we can afford everything we need.

“It’s a struggle to keep up the all the rising costs, especially rent.

“It can be especially hard during the school holidays. My boys are at home, so I have to get everything ready for them before I go to work. I wish I could spend more time with them.”

Lavinia says that the struggle is felt by her colleagues as well.

“Lots of us at work are single parents so we’re on the same page. We don’t like working for only the minimum wage, but we have no choice. We need to get out there and earn what we can.”

E tū Assistant National Secretary Annie Newman says that while minimum wage increases are very important, they are only one part of the picture.

“We’re very pleased that the Government has kept to their commitment of significant increases to the minimum wage,” Annie says.

“However, we’re still waiting for the Government to deliver on some of their other promises. In the 2017 election campaign, all three coalition partners committed to paying the Living Wage to all core government workers, including those employed by contractors.

“Time’s running out to deliver the Living Wage for the people who need it most.”

Annie says that it’s not just all about wage increases.

“If the Government is to oversee fundamental changes to the New Zealand workforce, they need to implement strong Fair Pay Agreement legislation as soon as possible.

“Many thousands of workers on low wages are exploited by the contracting model, which sees businesses in a ‘race to the bottom’ – paying low wages to stay competitive.

“Fair Pay Agreements would put a stop to that by setting minimum standards bargained by unions and employers. Security guards like Lavinia, as well as cleaners, retail workers, and many others would have their lives transformed by decent Fair Pay Agreement legislation.

“We whole-heartedly commend the Government for lifting wages – now let’s see the transformational changes that we need to fix inequality in New Zealand.

ENDS

For more info or comment:
Annie Newman, 027 204 6340

Lavinia Kafoa may be available for limited interviews this afternoon. To arrange:
Sam Gribben, 027 204 6329

We’ve won the Living Wage at schools!

Pressure from E tū members wins living wage commitment for directly employed school cleaners, caretakers, canteen workers, and ground staff

As you may have heard over the weekend, the Labour Party has confirmed their intention to lift wages for E tū members directly employed in schools to the Living Wage. This announcement came on the back of pressure from E tū not to leave the lowest paid in schools out of their commitment to the Living Wage at schools. 

Your E tū bargaining team is in negotiations with MOE officials on December 11 and will be discussing how and when the Living Wage will be delivered, as well as margins recognising skills, qualifications, services, and duties undertaken by caretakers and ground staff. 

Another priority in this process will be protections against contracting out of this commitment and potential cuts in hours with added pressure on schools operations budget funding which currently also covers your wages. 

We are seeking reasonable compensation for availability for caretakers who have been carrying phones and/or attending call-outs. This is a requirement of a legislative change from 2016 so we will be seeking back pay for members. 

We will update you following this meeting, but in the meantime, keep the pressure on making this change happen quickly by asking your fellow cleaners, canteen workers, caretakers, and ground staff, to join with you in E tū! They can join online at etu.nz/join 

E tū welcomes Living Wage at Queenstown Airport

Queenstown Airport Corporation (QAC) have announced that they are officially an accredited Living Wage Employer, with all of their workers being paid at least $21.15.

Crucially, this includes workers employed by contractors such as cleaners and security guards, who must be paid the Living Wage for accreditation because they deliver regular and ongoing services to QAC.

E tū’s Head of Aviation, Savage, congratulates QAC for taking this step.

“It’s fantastic to see Queenstown Airport Corporation taking the lead in the industry by prioritising fair wages for their workers,” Savage says.

“We hope other airport and ground handling companies follow Queenstown’s example and make sure their directly employed and contracted workers are all on at least the Living Wage.

“E tū Aviation union members are committed to making aviation the first Living Wage industry in New Zealand. There is big money to be made in aviation and tourism – it’s important that standards remain high and aviation workers get their fair share.”

Savage says that Queenstown is an area where decent wages are especially important.

“Kiwis all over the country are dealing with high living costs and Queenstown workers have it especially tough at the moment. This will make a real difference to the affected workers as well as the wider Queenstown community.”

Local E tū member Fiona Lawson, who works at the airport for an airline, hopes this will encourage more Queenstown businesses to get on board.

“It’s exciting to have the airport take such a significant step for their workers, and hopefully it creates some momentum for Living Wages in Queenstown,” Fiona says.

“It’s also time for the Queenstown Lake District Council to commit to paying all their staff the Living Wage, like other councils across New Zealand are doing.

“It’s been empowering to see what local Living Wage networks have been able to achieve for low paid workers. People deserve better wages, and this is how we get them.”

ENDS

For more information and comment, contact Savage on 027 590 0074

Note: Living Wage accreditation has been achieved by QAC because all of their directly employed and contracted workers will now earn the Living Wage, though it does not cover companies that use the airport space, such as airlines and retail outlets.

Settlement at IDEA after 11 months of bargaining

The E tū and IDEA Services Support Workers Collective Agreement has been ratified by a vote of 83% in favour. This agreement was achieved by the fantastically committed and hardworking bargaining team delegates who can be truly proud of the way that they represented the E tū members interests over a period of 11 months, as well as all members who engaged in the process, attended meetings, and took industrial action.

Ratification is the just the beginning of an exciting year ahead as we work to achieve more funding in the disability sector and put in place a great plan of activities designed to win better lives for workers and consumers in the disability sector.

What’s in the deal?

  • Pay increases for Administrators and Service Coordinators with 5.5% backdated and a further 2% from 23 October 2019.
  • Scheduling Coordinators being covered by the Collective agreement for the first time with a 2% increase from 23 October 2019.
  • A new allowance of up to $70 per week for RIDSAS workers.
  • Specialist orientation for all staff working in RIDSAS.
  • Specialist training and clinical supervision for RIDSAS staff within six months of the agreement being ratified and regular updates to the union.
  • A new on-call allowance of $150 (gross) which will increase if the SM payment increases.
  • A process to remove SSW duties from support workers, a 50 cents per hour allowance for designated SSWs until those duties are removed, and two buy-out payment based on agreed criteria. These members will also be fast tracked through the Level 4 training, which provides for a pay increase of up to $2.50 per hour.
  • New scheduling clauses for unplanned situations including mileage and paid time, orientation and paid time to prepare in some cases, updates on equipment and support needs, overtime if you are left with people you’re not orientated to support, and a review process if you think these provisions are being misused. 
  • A two-year term expiring in October 2020 – so we’re back in bargaining in a year.
  • An agreement to work together with IDEA to lobby for more funding to address issues in the sector.

What do the bargaining team delegates say about the deal?

The union bargaining team endorses the outcomes that have been achieved as being all that is possible in the current environment and look forward to working with all the parties to achieve a better funded sector.

What does this mean for SSWs?

Any member who thinks they are a designated SSW or undertaking SSW duties under the agreed criteria will have until 22 November to make an application to be part of the buy-out and a further four weeks to provide evidence to verify they qualify.

Delegates will be released on pay to meet with support workers and help them make their applications for this process and put together the evidence needed. This will probably happen at facility meetings soon, so watch out for those. E tū has produced a template application form to make this easy for you.

Meanwhile, the new scheduling changes will not take effect for three months after the agreement is signed off. E tū will distribute flyers and info cards summarising your rights around these, so you have the information readily available if you need it.

Joint lobbying for more funding

E tū and IDEA have agreed to join forces to lobby the Government for more disability sector funding. We will want you to be actively involved in this work as your voice and your stories will make a difference. The goal is to make sure any government elected in November 2020 prioritises the under-funding of disability services, so money is available when we bargain again in a year’s time.

DHB members – you could be owed holiday pay!

Thanks to your union, a process is underway to make sure you get what you are owed.

Since 2016, health unions have been working with the Ministry of Health to agree on a process to check your holiday pay has been paid properly and to pay back anything you are owed. This will put right a decade of underpayments to health workers as a result of mistakes due to non-compliance with the Holidays Act.

This affects around 100,000 health workers, including our directly employed DHB maintenance, cleaning, catering, orderly’s, laundry, stores, driving, and security staff.

Initial sampling by DHBs indicates that between $550- $650 million is owed to both former and current health workers. E tū has been part of negotiating a signed agreement with DHBs, the Ministry of Health, MBIE, and other health unions, which outlines a process to ensure you get the pay you are owed.


This agreement includes:

  • agreement on the interpretations of the Holidays Act and calculations
  • back pay to 2010 of any money owed
  • inclusion of all types of payments such as allowances, relevant daily pay, and average daily pay across various leave entitlements
  • a transparent process done by auditors with union representatives and delegates involved
  • a requirement that every DHB must have started this review by April 2020.

It will take time to clarify who’s owed what and to timetable repayments. It’s a complex job involving more than 100 different collective agreements and a range of rostering, allowances and overtime provisions which have changed over time.

The work is expected to take 12 to 24 months to put right, but you will be paid what you are owed!

What about DHB contractors?

In 2016, we raised the issue of Holidays Act compliance with the DHB contractors who employ E tū members. Now that there is an agreed process with the DHBs, we have asked the contractors to undertake a similar process if they have not already done so. We will update you as we learn more.

Please note: if you were directly employed by a DHB at some stage since 2010 then you will be part of the DHB review as well.

Click here to read the Government’s media release.

Click here to read a useful article about Holidays Act non-compliance.

Not in the union yet? Click here to join today.

IDEA ratification meetings

Proposed Settlement at IDEA after 11 months of Bargaining!

After 11 months of bargaining to renew the IDEA Services Support Worker and Admin Collective Agreement, we finally have a proposed settlement for members to vote on.

Its been a tough process involving multiple days of bargaining, eight mediation sessions, Facilitation with the employment authority, and a series of strikes and collective actions by union members to get to this point.

Click here to read more info and to view the meeting schedule.

E tū members welcome FPA progress

E tū members in cleaning and security are welcoming the Government’s call for consultation on the development of Fair Pay Agreements.

The ‘Designing a Fair Pay Agreements System’ discussion paper, released today, proposes many solutions to exploitation of whole sectors of low paid workers.

E tū cleaner Mele Peaua says that a Fair Pay Agreement could be an answer to low pay and conditions in the cleaning industry.

“I think we need a Fair Pay Agreement for cleaners to fix the problems of low pay and not enough hours of work,” Mele says.

“Cleaning companies undercut each other because they compete for contracts on the lowest cost.  That means we suffer.

“When cleaning contracts change, we have to start all over again. We lose our hours of work. It happens all the time. With Fair Pay Agreements, we would be protected from these constant changes.

“We have to draw a line, so that we can have fair standards for everyone.

“It’s not just about the pay. We also have a race to the bottom on conditions. If I have to spend all my minimum sick leave on looking after my sick kids, then when I get sick, I have no choice but to take unpaid leave. So, it’s about pay, it’s about leave, it’s about job security, and it’s about our lives as working people.”

Mele says that all Kiwis will benefit from addressing poor pay and conditions for the most vulnerable.

“If we have a happy family, we’ll have a happy community. If we have a happy community, we’ll have a better country. It’s about making life better for all New Zealanders. So, we need our Government to take the lead for all of our people.”

E tū security guard Rosey Ngakopu is looking forward to a Fair Pay Agreement to give her more money in her pocket, allowing her to spend more time with her son.

“I want to be more present in my son’s life. Our children are our future,” Rosey says.

“I don’t get enough time to help my son with his studies or make sure he’s doing ok because of the hours and days I have to work just to keep our heads above water.

“Even the time I do spend with him, sometimes I’m not really present with him, because I’m so tired from being on my feet for a 12-hour shifts. And he notices that. It sucks, to tell you the truth.

“Security guards feel undervalued because the mahi we do is not reflected in our pay, due to the undercutting in the competitive market in the security industry.”

“A Fair Pay Agreement will be a game-changer. And not just for me, or my colleagues, but for all security guards in the industry.”

E tū Assistant National Secretary Annie Newman says that E tū is looking forward to the consultation process.

“E tū is taking the time to carefully consider the questions and we will be putting together a comprehensive response on behalf of our members,” Annie says.

“However, there are some questions where the right answers for workers are very clear.

“E tū does not support proposed regional variations in pay rates. The Living Wage experience shows that decent wages are viable wherever you are and no matter what the size of the business. 

“We think that 10% of the workforce or 1,000 workers should be able to trigger bargaining for a Fair Pay Agreement, whichever is fewer, because that represents a significant portion of a workforce and anything higher would be an unnecessary barrier. This was the Working Group’s recommendation and one we support.”

ENDS

For more information and comment:

Annie Newman, 027 204 6340

Workers may be available for some media interviews this afternoon.
Please contact Sam Gribben on 027 204 6329 to arrange.