Bargaining: Allied Public Health Technical and Scientific
Kia ora, and welcome to the page for PSA members working in DHB Allied Public Health Technical and Science.
The APHT MECAs expire on the 31st October 2020 and we are preparing to bargain for a new agreement.
As with previous years we will bargain the MECA for the Rest of New Zealand (RONZ) alongside the Auckland APHT MECA.
Once we have all the information collected from around the country, we will finalise a list of claims/issues along with a finalised bargaining team and ratification process for your endorsement before we begin bargaining.
This will come to you via an electronic voting email. In the meantime, please read and consider the information below and provide any feedback before Friday 4th September.
See below for a bargaining update as at 20 August 2020
Once we have all the information collected from around the country, we will finalise a list of claims/issues along with a finalised bargaining team and ratification process for your endorsement before we begin bargaining. This will come to you via an electronic voting email.
In the meantime, please read and consider the information below and provide any feedback before Friday 4th September.
The move back to more restrictive Covid levels has impacted on our ability to hold APHT pre-bargaining meetings. On that basis we have decided not to hold any physical gatherings of members at this time. To hold member meetings for the APHT MECA at this time would not be responsible. Therefore, members’ pre-bargaining meetings planned for August have been cancelled. PSA Organisers will be in contact with PSA delegates to arrange suitable alternatives for members’ engagement in the pre-bargaining process. Options may include zoom meetings, bargaining specific webpage, electronic newsletters and rescheduled meetings if covid levels allow. This newsletter provides one of the options for your feedback and participation during these unprecedented times.
In the meantime, click here to see the August 2020 MECA bargaining claims meetings powerpoint.
The Bargaining Environment
Covid 19 has had a significant impact upon New Zealand’s and other economies around the world. The government has injected large sums of money into the economy ($50 billion) over the next few years, however, we are still seeing a number of businesses closing or downsizing. Even though New Zealand has moved to level one our borders remain closed for the foreseeable future. We will not know the full implications for the New Zealand economy for some time yet.
Covid 19 has shown how important the Health Sector is, not only to providing and maintaining the nation’s health but for the vital role it will play in our economic recovery. The Government has through its 2020 budget allocated $3.9 billion over the next 4 years into the health budget.
Since the decision to increase its deficits to protect jobs, the Government through the State Services Commission has sent a letter to Chief Executives of state agencies including DHBs telling them to institute “pay restraint”.
The letter notes that:
- CEOs have been asked to voluntarily take 20% pay cuts and that senior leaders should not expect to receive pay increases.
- Job retention should be the priority.
- Where discretion exists for pay increases it should be for low paid and frontline staff.
- The commitment to address gender and ethnic pay inequities should continue.
PSA Bargaining Issues
The Bargaining Strategy developed by the DHB Sector Committee has identified the framework for a number of bargaining issues.
Possible PSA bargaining issues:
- Enhanced terms and conditions; no reduction in terms and conditions.
- Address issues for those on lower incomes.
- Provide a strategy for managing workloads; Care Capacity Demand Management: seek additional resources to enhance CCDM processes.
- A process for implementing pay equity outcomes.
- Flexible working / Working from home.
- Additional Sick leave / Pandemic Leave.
- Vulnerable Worker clauses. Incorporate and enhance National DHB agreements already agreed due to Covid-19.
- Medical Retirement clauses such as those in State and Public Service sectors.
- Enhanced provisions for Health and Safety reps, including: Worksafe Reps as preferred training provider, ensuring adequate time is allocated so HSRs can meaningfully undertake the HSR role and duties.
- Kiwisaver: Enhance provisions that acknowledge workers work past the age of 65.
- Enhance Parental Leave provisions. Increase entitlement to salary top-up to 26 weeks.
Bargaining issues that have been raised will be endorsed by getting member feedback. The final prioritisation will be done by the bargaining team.
The bargaining team will comprise 6 delegates from the Auckland region, 3 from Midlands, 3 from Lower North Island and 4 from South Island. A newsletter containing an electronic Expression of Interest (EOI) will be sent to all PSA delegates. EOI’s will close on the 4th September.
The bargaining team will be selected using the following criteria:
- Representative of the different occupational groups and different services within the DHBs.
- Collectively able to provide the necessary skills and knowledge.
- Ideally a mix of those previously experienced in our negotiations plus some delegates new to the negotiation process.
- Able to make the necessary time commitments.
- Appropriate gender and cultural balance.
- Can represent all members not just one occupation, area or group of members and work within a team environment.
- Represent members collective views.
- Ensure that we have representation across all DHB’s or at the least regional coverage for smaller DHB’s.
The PSA has lodged Pay Equity Claims for all of its members covered by DHB MECAs (Nursing, Allied Technical Scientific and Public Health and Clerical & Administration).
All indications are that this government is committed to addressing pay inequities. Pay Equity will play a significant part in addressing long standing issues of whether the female dominated roles our members have are adequately remunerated in comparison to what male dominated roles are paid for performing different work of similar value.
Pay Equity for Allied, Public Health and Technical
This is the most complex of all the pay equity claims that has been raised so far. During the last few months, we have set up occupational reference groups with reps from different DHBs and have established an Oversight Group of reps who will be involved in advocating for all our APHT members at a national level.
The initial phase of the claim is interviewing claimant (allied, public health and technical) roles which is done jointly between union and DHB reps. Initially we will decide which roles to interview, how many and in which DHBs. We need to ensure we have interviewed a range of roles, in different sized DHBs to ensure we have enough evidence to assess if there is undervaluation based on gender.
We will be able to utilise information from previous claims to truncate the comparison process. Interviewing potential comparators (male dominated roles) and creating their summary profiles (comprehensive descriptions of the work they do) is the most time-consuming piece of work but this work will have already been completed in our previous claims. It is difficult to predict how long the pay equity process will take, although it is unlikely to be completed during this year’s MECA bargaining process.
Want to know more about Pay Equity at the PSA? Click here to read our introduction to Stronger Together: Pay Equity
Click on the links below to view the corresponding documents.
|September 1st - Initiation of Bargaining Notice (Rest of NZ)|
|September 1st - Initiation of Bargaining Notice (Auckland)|
|August 19 - APHT EOI Bargaining Team 2020
|August 4 - APHT MECA Bargaining Renewal to Begin Soon|
Click on the links below to view the corresponding documents.