Kia ora koutou katoa,

This update provides a factual summary and account of events to date.

As you know, we have been in negotiations for about four months with the last round taking place 24-25 February.

All parties to the negotiations are very disappointed that, despite approaches to the Minister of Health, Ministry of Health and DHB Officials, there has been a failure to recognise the value of primary health care (PHC) nurses by not yet agreeing to fund the gap or shortfall that will secure pay parity with nurses in DHBs.

This will remain a priority because recruitment and retention problems will not be solved in the PHC Sector without pay parity.

Given the length of time negotiations have taken, the employers have presented a final offer for a proposed collective agreement which is based on what they can currently afford.

The employers’ offer does not address pay parity with nurses in the DHB sector and an 8 percent pay gap remains for an experienced nurse as of 4 May 2020.

On 26 February it was indicated to NZNO Industrial Advisor Chris Wilson that she would receive a response to her correspondence to Nick Chamberlain (DHB CE Lead for Primary Health Care) and that she should await this before communicating further with members and others. This response has been received and it is disappointing. It is also incorrect in some of its content and assumptions. 

It provides no tangible certainty as yet in terms of allocated additional funding for the current pay parity gap despite acknowledging that the DHB Pay Equity process and the renegotiation of the DHB/NZNO MECA this year are further potential impacts.

Broadly the content of the letter undervalues the complexity of PHC nursing, the contribution of PHC nurses, and appears somewhat gender-biased. Further there are financial assumptions we do not believe are correct.

NZNO and NZMA will be respectively responding early next week with a rebuttal on a number of points.

What’s next?

Given it has been tabled we will still need to proceed with ratification on the employers current offer (details below).

As usual NZNO is required to await the outcome of the employers’ voting process. This requires that 67 percent of employers represented by NZMA and Green Cross vote “yes” for there to be an offer to then take to NZNO members.

We anticipate that may mean that NZNO members would commence voting the week of 16 March. This will be an online ballot and all information will be provided again at that time.

EMPLOYERS’ OFFER for PROPOSED TERMS OF SETTLEMENT

The changes to the MECA in this offer are as follows. (We have provided NZNO comments in brackets.)

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”. (Basically a 2 year term with an expiry of 31/8/21)

9. Rates of remuneration

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

9.1.1   Registered Nurse/Practice Nurse/Midwife Scale

Step 5: From 01/09/2019: $34.27
Step 5: From 01/09/2020: $34.96

Step 4: From 01/09/2019: $31.12
Step 4: From 01/09/2020: $31.74

Step 3: From 01/09/2019: $29.25
Step 3: From 01/09/2020: $29.84

Step 2: From 01/09/2019: $27.02
Step 2: From 01/09/2020: $27.56

Step 1: From 01/09/2019: $25.63
Step 1: From 01/09/2020: $26.14

(Note: Step 6 in the DHB/NZNO MECA has been $36.02 since 5/8/19 and the new Step 7 will be $37.09 as of 4/5/20. Further, this MECA expires on 31/7/20)

9.1.2   Enrolled Nurse Scale

Step 3: From 01/09/2019: $25.80
Step 3: From 01/09/2020: $26.32

Step 2: From 01/09/2019: $24.18
Step 2: From 01/09/2020: $24.66

Step 1: From 01/09/2019: $22.80
Step 1: From 01/09/2020: $23.26

(Note: Step 4 in the DHB/NZNO MECA has been $27.34 since 5/8/19. Further this MECA expires on 31/7/20)

9.1.3   Medical Receptionist/Administration Staff Scale

Step 4: From 01/09/2019: $23.22
Step 4: From 01/09/2020: $23.68

Step 3: From 01/09/2019: $22.53
Step 3: From 01/09/2020: $22.98

Step 2: From 01/09/2019: $21.49
Step 2: From 01/09/2020: $21.92

Step 1: From 01/09/2019: $20.12
Step 1: From 01/09/2020: $20.52

 9.1.4   Coordinator/Lead Nurse/Nurse Team Leader or similar

From 01/09/2019: Hourly rate of $36.39
From 01/09/2020: Hourly rate of $37.12

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.

Ngā mihi,
 
Chris Wilson and Mike Yeats
on behalf of your PHC MECA Negotiation Team