Do you have questions about your SECA?
Members contact us to seek clarification around a number of contract issues such as the meaning of certain provisions, what you are eligible to apply for and what your entitlements are. Sometimes you want to know what steps you can take to help enforce these entitlements other times you want to know what the responsibility of the College is regarding its adherence to a provision(s) in a certain situation. We suggest you take the time to become familiar with your SECA (Single Employer Collective Agreement) (reading these FAQs is a helpful start!) so that you have a basic understanding of your terms and conditions of employment.
Remember that your SECA is a minimum rate document. In other words, its provisions form a ‘safety net’ below which you cannot fall. After reading the below information (in addition to the full text of the relevant provision(s) in your SECA) should you have further queries or comments please do not hesitate to get in touch with us at the NZRDA office at firstname.lastname@example.org and we will endeavour to assist you.
SECA FAQs Categories
Choose a category below to read our related frequently asked questions.
CAN MY PRACTICE DECLINE MY LEAVE REQUEST?
Your practice is not your employer and the final decision around leave falls to the College as your employer. As you are supernumerary should be able to continue to operate as normal without you there and we would expect leave request to largely be accommodated. If you’ve had a leave request declined by the practice, get in touch with the RDA and College.
HOW MUCH SICK LEAVE AM I ENTITLED TO?
You are entitled to paid leave of up to 15 days (pro rata for part-time employees).
I HAVE CAUGHT COVID AT WORK. WILL THIS BE DEDUCTED FROM MY SICK LEAVE?
No, under clause 11.5.1 if you catch Covid at work any time spent away will not be deducted from your 15 days’ sick leave.
DO I RECEIVE ANY PAYMENT FROM MY EMPLOYER IF I GO ON PARENTAL LEAVE?
Yes. If you are the primary career you will receive up to 6 weeks’ salary, depending on the period of leave, paid as a lump-sum when you return to work.
SHOULD I BE DOING ADMINISTRATION WORK AT HOME?
No. Clause 7.4.1 of your agreement sets out that your practice should be allowing you adequate time to complete the administrative tasks associate with seeing patients during working hours.
I’VE MOVED TO THE COMMUNITY WHERE MY RURAL PRACTICE IS LOCATED, WHAT AM I ENTITLED TO?
Under clause 10.6 you are entitled to relocation expenses of up to $3000 per relocation if you current residence is more than 55km from the practice.
You are also entitled to a taxable payment of $350 per week where your new residence is within 30km of the rural practice. This distance can be extended if agreed by you and the College.
I’M WORKING IN A RURAL PRACTICE BUT HAVE NOT RELOCATED. WHAT AM I ENTITLED TO?
If you are driving to the practice and your residence is more than 55km away, you will receive the IRD fuel reimbursement rate for two return trips to the practice per week under clause 10.6.5.
You will also receive a $1500 allowance for working at a rural practice.
I HAVE TO TRAVEL OVER 30KM TO GO TO MY WEEKLY TRAINING, IS THIS REIMBURSED?
Clause 10.3 sets out that where no reasonable method of free transport exists, you will be reimbursed at the IRD mileage rate for any distance over 30km to and from the training.
WILL THE COLLEGE PAY FOR ME TO ATTEND THEIR ANNUAL CONFERENCE?
Under clause 10.1.2 the College will reimburse expenses up to $620 to attend their conference. Should this not cover costs, then you are also able to use the $590 in clause 10.1.3 that would otherwise be used to attend other conferences.
WILL THE COLLEGE PAY FOR ME TO ATTEND EXAMS?
Yes. All reasonable expenses are covered and you must have meal and accommodation costs preapproved.