We provide a full range of workplace representation, employment law and bargaining services, including reviewing and vetting employment agreements and other contracts, negotiating agreements and representing members with all types of workplace issues.
This includes representation for workplace, disciplinary processes and employment problems including disciplinary interviews, negotiated settlements, restructures and redundancies, plus personal grievance matters. Highly skilled at solving problems informally, without being unduly adversarial, and where possible at the operational level.
We handle both individual and collective employment agreements. Some of our workplace representation is now undertaken through our principal industrial arm Te Uniana o NSNZ. Te Uniana o NSNZ is a registered union. Te Uniana o NSNZ is part of the Society and an application for membership of the Society serves as an application for membership of Te Uniana o NSNZ. No extra fees (direct or indirect) apply.
Information on what usually happens if there is a MECA negotiated by another union (as in DHBs) is here, plus a sample a DHB offer letter when there is a new MECA, as well as sample DHB IEA based on the MECA. Our members in DHBs are employed on individual employment agreements (IEAs), rather than the MECA. These IEAs have always been derived from the DHB MECA offering the same or substantially the same terms and conditions. Changes to the DHB MECA are not automatically passed on to nurses on IEAs, however each time there is a new MECA, DHBs have always updated the IEA terms to match or substantially match the MECA. We do not anticipate that changing but cannot guarantee that will always be the case.
At some point we may do a separate MECA or collective employment agreement for members in DHBs (and or their replacement).
New employees are automatically on the MECA or other collective employment agreement for their first 30 days, regardless of what union they belong to or whether they belong to any union. If they do not opt to join the union that negotiated the MECA (or other collective) within the 30 day-period they are automatically placed on an IEA that must have conditions and terms that are no less favourable than the MECA or other collective.
Pay equity claims are covered by special legislation. By law the following applies.
· Everyone in a workplace should get exactly the same benefits of pay equity settlement whether they below to the union that negotiates the pay equity claim. More details on this are outlined in this DHB pay equity notice.
· The union negotiating the claim cannot require an employee to join that union to get the same increase and they cannot charge or request a fee of any sort from a non-member. But they are permitted to ask for a donation, but not a fee.
· Also, all nurses in the workplace are permitted to vote on the pay equity claim and settlement even if they are not a member of the union that negotiated that pay equity case. This is unique to a pay equity claim.
The pay equity claim is not yet formally settled yet. Nurses under the MECA are getting an advance payment in anticipation of settlement.