Other pages - PSA at MPI, News

Main Collective Agreement

The Collective Agreement (CA) expired at the end of March 2019 (but stays in place for another 12 months while we bargain). We need to bargain to renew it, organise pay increases and improve terms and conditions. Union members a say on the CA and a vote on the outcome of the  bargaining. Non-union staff are not part of this process - they have to negotiate individually with MPI.

Positive and productive discussions - Over the last three rounds of meetings we have positive and productive discussions with MPI on most of our issues. In particular we had spent a lot of time working on what a new General Salary Range pay system with steps could look like, and dealt with some of our main claims such as Flexible Working Arrangements by default and Response payments and arrangements.

UPDATE - 27 May


The 24 April update can be found here  Bargaining-Comms.pdf

Regular updates can be found here - News


  1. First round of discussions was from  2 - 5 Apr
  2. Second round was from 15 - 18 Apr
  3. Third round including the formal Bargaining was 20 - 23 May.
  4. 4th round will be 12 - 13 June.


National Delegates Committee finalised the claims in Feb. The final version of the claims are here PSA-MPI-bargaining-claims-2019.pdf

The key issues are -

  • Pay - General increase, Specific measures in GSR, Border and Compliance, GSR pay system - new version, Support Officers / Equal Pay
  • Well-being - Special working arrangements (FWA), Increase wellness benefit, Extend long service leave, sick leave and BCS leave
  • How we work - Responses, Higher Duties, Out of hours


The National Delegates Committee will make the key decisions on bargaining. They have a sub-committee of advocates to do the negotiations - Chantelle Hurst (Border, Auckland), Chris Hearfield (Compliance, Auckland), Laure Michon (Border, Auckland), Dave Nendick (Wellington HO), Monique Williams (Wellington HO), Andrew Dugmore (Border, Christchurch) supported by Gervais Lawrie (Labs / DSS, Wellington) as our GSR pay specialist

Fisheries Observers Collective Agreement

Fisheries Observers haven't got a Collective Agreement. We think they should be able to have the protection and enhanced terms and conditions an Agreement brings.


Previous activity

Equal Pay claim

We have raised an Equal Pay claim for Support Officers and staff who do similar work. Information has been gathered. Meetings have been held with Support Officer representatives, PSA and MPI to work on the claim. We also need a stepped pay system for Support Officers. For a list of the roles covered by the claim - 1810-MPI-Equal-Pay-roles-v2.pdf  

 Auckland Border

The MPI Auckland Campus Project (ACP) and other discussions around the role of Quarantine Officers.

There are a number of  issues for PSA members in the Border, in particular around rosters. The issues are more obvious in Auckland because of the size of the BCS workforce there and include the lack of regular rosters for the Rotational teams.

Current discussions -

Since the ACP was put on hold there has been other discussions. They have included –

  1. Meetings and conversations with the Director General, Ray Smith and some of his new team. These discussions have included PSA delegates, organisers and PSA National Secretaries.
  2. Discussions amongst delegates and members up and down the country on the changing nature of the QO role and how it needs to be valued and paid more.
  3. New discussions with Steve Gilbert and some of his Auckland team on how we can address the Auckland issues and make Auckland BCS work better
  4. Discussions with HR / MPI Corporate as part of the upcoming collective agreement bargaining.

Border Issues going forward

We have split up the discussions on the main Border issues with MPI -

  1. The pay for the QO role will be negotiated during the collective agreement bargaining.
  2. How the BSC workforce is trained and skilled and used in Auckland will remain a separate process with Steve Gilbert and his Auckland team.
  3. The right rosters for Auckland will move into another process that will involve a “high involvement, problem focused process” involving some  specialist facilitators who have worked with significant union /      management relationship problems in the past. The emphasis will be on finding  the right solution for both union and management needs.

More than Auckland - Any solutions worked out for Auckland that might impact on the rest of the country will be discussed and agreed upon by PSA Border delegates from across New Zealand.

Key principles

The Auckland BSC delegates roster sub-committee developed the following principles in recent discussions with BCS management. They will be critical to any proposals or solutions to current Border issues –

  • Pay – the base rate for the QO CPOS scale must provide a liveable income. Penal rates will remain in use
  • How we work - The right roster is in place for each worksite. Rosters need to provide adequate recovery time for rest and recreation. There will be a range of options available for part-time, FWA, job sharing etc.
  • Training - If you work in an area, you will be adequately trained for the tasks. You will be given enough time to utilise these skills. There will be defined periods of time for - progression to senior, opportunities to remain “static” in worksites,  opportunities to remain “static” for SQOs, SQOTs and CQOs.