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How did we get here?

How did we get here? . In March / April of this year a majority members who participated in the decision making process decided we should be part of the “managed or alternative bargaining” approach. Claims and issues were gathered and endorsed in June 2011

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How did we get here?

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  1. How did we get here? • In March / April of this year a majority members who participated in the decision making process decided we should be part of the “managed or alternative bargaining” approach. • Claims and issues were gathered and endorsed in June 2011 • Bargaining commenced with the 9 other CTU unions on 7 July 2011 • After 16 days (2 days per week) the following represents the outcome of the negotiations

  2. Healthy workplaces • The DHBs are not willing to roll out Care Capacity Demand Management (CCDM) programmes in all DHBs. • CCDM programmes provide considerable benefit for both nursing staff and management, including better workplace culture and lifting productivity. • NZNO want DHBs to make safe staffing levels and healthy workplaces a priority for nurses and their patients

  3. Fairness at work • DHBs have agreed not to change their current dismissal processes to the 90 day fire-at-will approach, and will continue to allow union access to workplaces. • DHBs have agreed to work with unions to establish best practice processes for consultation and change management.

  4. Pay and allowances • DHBs are offering a 2 percent lump sum payment for permanent staff employed as at 1 October 2011, with a minimum payment of $750 for part-time employees and then a 2.5 percent pay rise on base rates from 1 October 2012. • The proposed term is 24 months 1 October 2011 – 30 September 2013 • DHBs are not offering salary progression or recognition for casual staff. • DHBs are not offering any salary recognition for enrolled nurses (EN) who have transitioned to the new scope of practice. • DHBs believe that shift leaders are adequately rewarded by their RN salary and are not offering an allowance.

  5. PDRP and professional development • DHBs did not agree to PDRP allowances for senior nurses. • RNs who achieve the "proficient" level would see an increase in that allowance from $2500 to $3000. Nurses at “expert” level would see an increase from $4000 to $6000 from 1 April 2012 • DHB’s are not increasing the PDRP allowances for Ens. • DHBs are not offering any more release time for NZNO members to access professional development opportunities. The employers are not addressing the issue of access to PDRP and professional development equitably for all members. • It has been agreed that the concept of a single national PDRP programme and assessment tool will go to the National Bipartite Action Group (BAG) for review.

  6. Leave issues • DHB employers agreed to transferability of sick leave for regulated workers only (not Health Care Assistants) when that person is transferring between DHB’s and takes no more than a one month break in between. • The DHBs will allow a maximum of 20 days leave to be transferred (@ T1) - any remaining leave would be lost. • Currently no sick leave is transferable.

  7. Other issues • NZNO members were concerned that more than 40 percent of their off-duty time is often spent on-call, and there is no specific provisions to cover the increasing practice of “Telephone on call” • The DHB response to this issue is to review how overtime and on-call clauses are used, and to establish a “modernisation on-call pilot”. • The DHBs have proposed adding new wording in the MECA that clarifies that no redundancy will be payable if there is a reasonable redeployment offer made. • DHBs have proposed that all MECA Interpretation Sub Committee (MISC) interpretations that have been reached are binding on all DHBs • Annual Practicing Certificate – DHBs will pay for dual registration but only support the maintenance of the APC for the role employed in. • A standard process will be agreed to deal with the impact on members of “Acts of Nature” natural disasters

  8. Recommendation / Options / Decision Recommendation - NZNO Members consider the Employers proposal carefully before voting on the following options • Vote in favour of accepting the employers proposal or • Vote against accepting the employers proposal and a vote to give the bargaining team authority to initiate or withdraw action in support of pursuing a different offer

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