Main Collective Agreement
The Collective Agreement (CA) expires at the end of March 2019. We need to bargain to renew it, organise pay increases and improve terms and conditions. Union members get to have 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.
Steps leading to bargaining
- National Delegates Committee met in late Feb to finalise the claims
- The final version of the claims are here PSA-MPI-bargaining-claims-2019.pdf
- Member meetings to discuss claims – Feb / Mar
- Members voted to endorse the claims, advocates and ratification process - Mar
- Claims presented to MPI - late Mar
- Bargaining will be 2 - 5 Apr and 15 - 18 Apr 2019
Updates can be found here - News
If you want to comment on the bargaining or ask questions please – talk with a delegate, or email a organiser, or email the national PSA organiser email@example.com
What can you do?
- If there are issues important to you and your colleagues, now is the time to be discussing them.
- Organise representatives / delegates for your work area (if you don’t have already).
- Talk with non-union staff about joining the PSA. They won’t be able to be involved otherwise.
- General increase
- Specific measures in GSR, Border and Compliance
- GSR pay system - new version
- Support Officers / Equal Pay
- Special working arrangements (FWA)
- Increase wellness benefit
Extend long service leave, sick leave and BCS leave
How we work -
- Higher Duties
- Out of hours
The National Delegates Committee will make the key decisions on bargaining. They have chosen a sub-committee of advocates to do the actual negotiations. They are - 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
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
Fisheries Observers Collective Agreement
This is a new collective agreement to cover these workers.
- The negotiations set for 25 and 26 Mar have been moved back to 13 / 14 May. This is because of delays in getting Govt sign-off before MPI is allowed to formally bargaining.
- The first set of discussions / negotiations took place on 17 Dec 2018. Report back - Fisheries-Observers-bargaining-update-18-Feb-2019.docx
- The key claims were presented to MPI management on 26 Sep. The claims are here - 01-FishObs-key-claims-v6.pdf
Our response to 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, some large. We expect to have some differences with management as we are an independent organisation solely devoted to our members, however we also want to have a good working relationship with BCS so we can sort issues out. While rosters are a big issue in BSC not every issue is about them, the removal of the Phone Allowance or the Regional Ports Officers pay dispute are examples. Generally the issues are more obvious in Auckland because of the size of the BCS workforce there, e.g. the lack of regular rosters for the Rotational teams.
Since the ACP was put on hold there has been a number of other discussions. They have included –
- A number of 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. It has been great to hear Ray say that he and his team support engagement with the PSA and they value union involvement.
- 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.
- 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
- Discussions with HR / MPI Corporate over the scope and nature of the upcoming collective agreement bargaining.
Border Issues going forward
We are going to split up how we discuss the major Border issues with MPI.
- The right pay for the QO role will be negotiated on during the collective agreement bargaining.
- How the BSC workforce is trained and skilled and used in Auckland will remain a separate process with Steve Gilbert and his Auckland team.
- 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
We know the Border is not just Auckland even if the main problems are there at the moment. Any solutions worked out for Auckland that might impact on the rest of the country will be discussed and agreed upon by Border delegates from across New Zealand.
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.