GPEP + Community
Useful information for GPEP1 and GPEP2 trainees.
GPEP 2
Contractor or Employee
Many people ask, “Am I a contractor or an employee?” Some may not even realize this is an important question to consider. Download our helpful guide to find out where you stand.
Model IEA
You can download an example of the General Practitioner Individual Employment Agreement. If you have questions about your individual employment agreement, get in touch.
Your Rep On The National Executive
Primary care RMOs have a dedicated voice in the RDA, with a national executive member elected to represent RMOs training in GPEP, and working in the community.
Kia ora, I’m Ella. I’m a GPEP2 registrar working in Whakatū Nelson. Ever since I was a first year house officer, I found myself telling others about our contractual rights, so being a delegate for RDA became slightly inevitable.
Since starting GP training I have represented our cohorts for bargaining with the GP college and supported colleagues when they needed it.
I am looking forward to helping support fellow GPs and my other community registrars in Public Health as well during this difficult time for community healthcare.
Please get in touch if you have any questions or concerns.
Questions?
Members often contact us seeking clarification on contract issues, such as the meaning of certain provisions, eligibility for benefits, and entitlements. Some want to know how to enforce these entitlements, while others are interested in the College’s responsibilities in specific situations. We recommend familiarizing yourself with your collective agreement to understand your terms and conditions during GPEP1.
For any questions or comments, please contact us at gp@nzrda.org.nz, and we’ll be happy to assist.
LEAVE
-
Your practice is not your employer and the final decision around leave falls to the College as your employer. As you are supernumerary, the practice should be able to continue operating as usual without you, and we would expect leave requests to be largely accommodated. If you’ve had a leave request declined by the practice, get in touch with the RDA and the College.
-
You are entitled to paid leave of up to 15 days.
-
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.
-
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 college employment.
ADMIN WORK
-
No. Clause 7.4.1 of your agreement sets out that your practice should be allowing you adequate clinical, non-contact time, to complete the administrative tasks associate with seeing patients during working hours.
RURAL PRACTICES
-
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.
-
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 10.6.1.
You will also receive a $1500 allowance for working at a rural practice.
EXPENSES
-
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.
-
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.
-
Yes. All reasonable expenses are covered and you must have meal and accommodation costs preapproved.