Above: NZNO PHC strike action – Rotorua, 3 September 2020

PHC MECA Update 14 December 2020

Kia ora Member,

As indicated last week we reached an improved proposed MECA.

This update details all the changes to the proposed MECA and it is very important all of the detail is read.

Key points of the proposed MECA include:

Term of the MECA

Commences the date the MECA is ratified and signed and expires on 31 August 2021. The commencement date does not affect the wage increases being backdated as detailed below.

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.

The DHB/NZNO MECA negotiations remain ongoing and are recommencing in February 2021. Further the outcome of the DHB/NZNO Pay Equity settlement, once determined next year, 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 implemented on 1 February 2021 of $36.02 (DHB Parity)

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.

This is a 7.75% increase ($5,400 per annum) on the current MECA Step 5.

Other employees will progress to Step 6 in accordance with the appropriate years of service on the wage scale.

Note: In terms of this years new DHB/NZNO MECA Step 7, access to this step is after a minimum of 12 months on Step 6. Given the proposed PHC MECA expires on 31 August 2021, new Step 7 will be applicable in the 2021 PHC 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 on 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

Where to next?

As is the usual process, NZNO is now required to await the outcome of the employers' voting process. This requires 67% of employers represented by NZMA and Green Cross health to vote “yes” for the proposed MECA to then be taken to NZNO members for ratification. Only NZNO members who work for the employers who have agreed to be a party to the MECA can participate in the vote.

We anticipate this may mean that NZNO members would commence voting in February 2021. This will be an online ballot.

Application of the additional funding

Government funding support for the improved proposed MECA (ie DHB MECA Step 6 pay parity) is clearly restricted to NZNO members only and only those workplaces that are covered by the PHC MECA.

Accord

Pay parity for the sector will continue to be progressed by way of an Accord between employer representatives and DHBs and the Director General of Health and a plan established by 31 March 2021.

Our collective strength and campaign has seen this outcome!

Take care,

Ngā mihi

Chris Wilson

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.

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.