Following seven months of negotiation, Amalgamated Workers Union New Zealand Southern Incorporated (AWUNZ), Central Amalgamated Workers Union Incorporated (CAWU), New Zealand Ambulance Association (NZAA), Ambulance Officers Workplace Union Incorporated (AOWU) and St John are pleased to advise we have reached an agreement on the Operational and Management & Support Collective Employment Agreements that will be recommended by the four unions for acceptance by their members nationally.
The agreement is for a three year term with the following key elements:
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A pay increase staggered over three years; 1.25% backdated to 1 July 2016 (paid rates only), 1.5% from 1 July 2017 (paid and printed), at least 1.7%* from 1 July 2018 (paid and printed)
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Extended Alternative Days leave allocations of seven-11 days per year depending on length of service (in addition to existing annual leave allocations of six-seven weeks)
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New national meal break provisions
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New fatigue management policy developed during bargaining
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Recall rates retained at T1.5
*Should Ministry of Health – Labour Cost Index (LCI), exceed 1.7% for St John funding, the increase for 2018/19 period will be aligned to this up to a maximum of 2%
Whilst the process has been protracted, St John and the four unions have maintained a positive and constructive approach to bargaining, in most recent times, with a focus on working through issues in good faith. .
We are pleased to have agreed to a pragmatic settlement that addresses some long standing issues. It provides for a period of stability in terms and conditions for all parties and enables us to maintain focus on making further improvements to our service.
AWUNZ, CAWU, NZAA, AOWU and St John agree this is particularly important given the current challenges brought about by the continued disproportionate regional demands and the most recent natural disasters.
It is our preference to have nationally consistent terms and conditions for all St John employees, accordingly, St John and the four union parties have made provision for the First Union members to become party to the new Collective Agreement should they wish. If First Union decides not to become party to the new Collective Agreement, St John will continue to work through the various options available.
The AWUNZ, CAWU, NZAA and AOWU unions will be holding ratification meetings over the period 28 November to 8 December 2016 and subject to the Agreement being ratified we hope to have back-pay and additional leave credited to employees prior to Christmas.
SUMMARY OF KEY POINTS:
The following agreements are for a three year term
- 1.25% increase from 1 July 2016 plus new Alt Leave allocations as follows:
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ALT LVE ALLOCATION - 1 July 2016
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Up to 5 years’ service
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7 days
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6 years’ service
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8 days
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7+ years’ service
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9 days
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- 1.5% increase from 1 July 2017 plus Alt Leave allocations as follows:
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ALT LVE ALLOCATION - 1 July 2017
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Up to 5 years’ service
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7 days
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6 years’ service
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8 days
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7 years’ service
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9 days
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8+ years’ service
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10 days
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- Minimum* 1.7% increase plus new Alt Leave allocations as follows:
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ALT LVE ALLOCATION - 1 July 2018
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Up to 5 years’ service
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7 days
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6 years’ service
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8 days
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7 years’ service
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9 days
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8 years’ service
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10 days
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9+ years’ service
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11 days
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*Should Ministry of Health – Labour Cost Index (LCI), exceed 1.7% for St John funding, the increase for 2018/19 period will be aligned to this up to a maximum of 2%
- New Meal Break provisions
- New Fatigue Management policy developed during bargaining.
- Establishment of a St John / Union Joint Consultative Forum to discuss contemporary issues during the term of the agreement.
- New simplified CCS pay structures for Call Handlers and Dispatchers (Operational CEA)
- Updated/new allowance provisions for Mentoring, Helicopter duties, USAR.
- SERT entitlements to be included in the Management and Support CEA
- Recall rates to continue to be at T1.5. Permanent part time staff to now be eligible for Recall opportunities and clarification that staff ATP replacement to be on a like for like basis.
- 4 weeks’ notice of resignation/termination (currently 2 weeks in Operational CEA)
- Provision for volunteers to work in Auckland District to reduce fatigue and improve access breaks provided these are additional resources and not replacement for paid staff. (Operational CEA)
- The process for filling of vacant shift roster positions in Auckland aligned with the rest of the country (Operational CEA
- Formation of a joint working party to look at remuneration levels and structures for roles covered by the Mgmt & Support CEA.