PHC MECA Update 9 March 2021

Kia ora Member,

Now is the time to vote!

This afternoon you will be sent a link to vote in the proposed 2019 Primary Health Care MECA ratification process.

496 employers have now said “yes”. Of the outstanding 79 employers as earlier advised, only one employer is a vote “no” and those members have been notified. Whilst this process was very resource intensive and did delay the timeframe it has enabled around 640 NZNO members to now participate in the NZNO ratification which is very positive.

This update again details all the changes to the proposed MECA and it is very important all of the content is read. Your Negotiation Team particularly note these key points:

Term of the MECA – 31 August 2021

Keeping the term of the PHC MECA to 31/8/21 was very important to your team in order to be best placed to maximise other 2021 influences. We would be back in negotiations in 5 months time. The current DHB/NZNO MECA negotiations remain ongoing. Further the outcome of the DHB/NZNO Pay Equity settlement in 2021 will inform what the pay rates should be for all nursing and midwifery roles and health care assistants across the health sector. Similarly, the DHB/PSA Pay Equity process should inform rates for medical receptionists and administration staff.

Wages

Registered Nurse/Practice Nurse/Midwife Scale

• A 2.5% increase on the MECA printed rates backdated to 6 January 2020
• A further 2% increase on the MECA printed rates backdated to 1 September 2020
• A new Step 6 backdated to 1 February 2021 of $36.02 (a further 3% on the MECA printed rates and DHB/NZNO MECA Parity). This is a total of 7.75% increase ($5,400 per annum) on the current MECA Step 5.

Employees who have been on Step 5 for 12 months or longer as at 1/2/21 will translate to Step 6 on that date. Other employees will progress to Step 6 in accordance with the appropriate years of service on the wage scale.

Note: In terms of the current DHB/NZNO MECA Step 7, access to this step was after a minimum of 12 months on Step 6. It was clear this was also going to be the case for the additional funding for the new Step 6 on the PHC MECA. Given the proposed MECA expires on 31 August 2021, new Step 7 will be applicable in the 2021 MECA. 

Coordinator / Lead Nurse / Nurse Team Leader or similar:

• A 2.5% increase on the MECA printed rate backdated to 6 January 2020
• A further 2% increase on the MECA printed rate backdated to 1 September 2020
• A further 3% increase on the MECA printed rate backdated to 1 February 2021

 Enrolled Nurse Scale

• A 2.5% increase on the MECA printed rates backdated to 1 September 2019
• A further 2% increase on the MECA printed rates backdated to 1 September 2020

Medical Receptionist/Administration Staff Scale

• A 2.5% increase on the MECA printed rates backdated to 1 September 2019
• A further 2% increase on the MECA printed rates backdated to 1 September 2020

Application of the additional funding

The additional funding provided by the DHBs and the Ministry of Health for the new Step 6 is a first, is restricted to NZNO members only and only those workplaces that are covered by the PHC MECA.

Our Campaign

There is no doubt that our collectivism and campaign has seen this proposed outcome and additional funding provided for a pay parity step for the very first time. If ratified the 2021 PHC MECA expectation will be for that to be further advanced now that pay parity as a principle has finally been agreed.

Where to after the ballot?

If members vote to accept the proposed MECA then it will be duly signed and payments etc. made and next month we will commence preparation for the 2021 PHC MECA.

If members vote not to accept the proposed MECA then we will need to resume an industrial campaign.

Full details of the proposed PHC MECA changes

3.         Term

Delete commencement date and replace with the date the agreement has been ratified and signed.  Delete “31 August 2019” and replace with “31 August 2021”.

9.         Rates of remuneration

Replace rates in 9.1.1, 9.1.2 and 9.1.13 with the following:

For the purposes of back pay, the effective dates of pay are for those eligible employees who were employed at the dates above and who are still employed and NZNO members as at date of ratification by the NZNO. 

Please note: The application of this clause and in line with previous PHC MECAs, means that:

• members who have been employed with the same PHC MECA employer at each of the back-pay dates for your occupational group and remain employed by that employer at the date of ratification will receive all of the relevant back-pay
• members who change employers from one PHC MECA employer to another during the back dating period will not be entitled to any back dating prior to their start date with the new PHC MECA employer.  They would only receive back-pay for any rates that were then implemented post their start date with the new employer and if they remain employed by that employer at the date of ratification
• if members are no longer employed by a PHC MECA employer as at date of ratification they will not receive any back pay

12.       Professional / Educational Development

Delete 12.10.1.1 and replace with the following:

Merit Level 1 for Registered Nurse/Practice Nurse/Midwife/Coordinator/Lead Nurse/Nurse Team Leader or similar

1. Consistently high involvement in the delivery of holistic and patient centric clinical management which improves the health outcomes and inequities for patients with long- term conditions such as COPD, asthma, diabetes and mental health, including using data to establish priority and the measurement of patient progress; running of acute/chronic illness or well person orientated clinics and regular significant contribution to the education and training of staff and patient groups.
2. Utilising relevant second language skills  
3. Provides clinical supervision and/or significant mentoring to new nursing staff, medical students, nurse students and, where applicable, health care assistants, including appropriate documentation.
4. Additional responsibilities e.g. IT, practice/workplace administration, shift team leader
5. Exemplary performance of routine Registered Nurse/Practice Nurse/Midwife duties

 An employee will be eligible for Merit Level 1 where the employee meets three or more of the responsibilities listed above.

Delete 12.10.1.2 and replace with the following:

Merit Level 2 for Registered Nurse/Practice Nurse/Midwife/ Coordinator/Lead Nurse/Nurse Team Leader or similar

1. Holds and utilises postgraduate qualification in Primary Care/Health Science or recognised training in a clinical specialization. For example, LTC, OCC Health or Triage.
2. Taking appropriate and significant clinical responsibility for workplace accreditation.
3. Undertaking the responsibilities of the Health and Safety Representative/Officer for the workplace.
4. Significant additional workplace income generation either through charging for new services, or significantly contributing to the securing or delivery of additional contracts (for example, but not limited to, additional ACC or PHO service contracts)

An employee will be eligible for Merit Level 2 where the employee meets two or more of the responsibilities listed above.

Add the following new clause:

Domestic/Family Violence Support

Employees who experience domestic/family violence can seek support and assistance from their employer.  Employees dealing with such issues are encouraged to seek confidential assistance from their employer.
 
Family Violence leave
 
Family violence leave shall be granted in accordance with the provisions of the Holidays Act 2003 and its amendments.
 
This leave is in addition to the annual leave and sick leave provisions in this agreement.
 
In accordance with the Holidays Act, an employee who is experiencing family violence is eligible for family violence leave after six months current continuous service with the employer; the entitlement is to up to 10 days leave in each subsequent 12 month period.  The employer may require evidence that the employee is affected by family violence.  This section is added to provide general information about the entitlement provided by the Act and does not replace the provisions of the Act.

Flexible Working Arrangements
 
In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

Matters arising outside of collective agreement

Health care assistants / practice assistants (or similar roles)

During the term of the MECA the parties will undertake a joint exercise to scope the nature of these roles within primary health care to inform future bargaining.

Nurse Practitioners and Designated RN Prescribers

During the term of the MECA the parties will undertake a joint exercise to scope the nature of these roles within primary health care to inform future bargaining.

Ngā mihi,

Chris Wilson on behalf of your negotiation team