Do you have questions about the Collective Agreement (CA)?
Members often reach out to us for clarification on various contract issues, such as understanding specific provisions, what you are eligible to apply for, and your entitlements. At times, you may want to know how to enforce those entitlements or understand Te Whatu Ora’s responsibilities regarding compliance with specific provisions in certain situations. We recommend taking the time to familiarize yourself with the CA (reading through these FAQs is a good starting point!) to gain a foundational understanding of your employment terms and conditions.
Keep in mind that all collective agreements are minimum rate documents. This means the provisions serve as a ‘safety net’ ensuring that your employment terms cannot fall below these levels. Te Whatu Ora may provide additional provisions beyond the collective agreement on a case-by-case basis. After reviewing the information below (along with the full text of the relevant provision(s) in your collective agreement), if you have further questions or need additional clarification, please don’t hesitate to reach out. We’re here to help.
Collective Agreement FAQ Categories
Choose a category below to read our related frequently asked questions.
CROSS COVER
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 17.0 (page 26) of your collective agreement.
WHAT IS CROSS COVER?
The definition of cross cover is “where an RMO covers the duties of another RMO who is absent between 0730 and 1730 hours Monday to Friday.
Note: it is still cross cover if you are carrying out some (as opposed to all) of the duties of another RMO in addition to your own.
HOW MUCH DO I GET PAID WHEN I CROSS COVER?
You shall be paid $165 day/shift in recognition of the increased workload. If cover is provided by more than one RMO then the payment is shared amongst those who provided the cover.
The additional duties provisions (clause 11) do not apply in a cross cover situation.
WHY SHOULD I THINK SERIOUSLY BEFORE ACCEPTING CROSS COVER?
Because when you agree to take on extra work in addition to your own you are accepting the medico-legal implications associated with providing cross cover. It is important to note that being fatigued is not an acceptable excuse for poor care to the HDC.
WHAT ABOUT CROSS COVER OUTSIDE ORDINARY HOURS?
The performance of cross cover outside of ordinary hours is one of the most serious breaches of the collective agreement. The employer should never ask an RMO to undertake cross cover outside of ordinary hours and an RMO should never accept a request to cross cover outside ordinary hours.
Get in contact with the NZRDA as soon as possible if you have been asked to cross cover outside ordinary hours or you are aware of a situation where cross cover outside ordinary hours has or is about to take place.
Costs of Training
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 28.0 (page 36) of your collective agreement.
WHAT COSTS OF TRAINING ARE REIMBURSABLE?
Costs of training are reimbursed (or alternatively Te Whatu Ora may pay directly) under the CA if it is training undertaken in the pathway to obtaining vocational scopes of practice including various diploma courses. This includes:
- examination fees;
- college fees (annual cost of membership of relevant postgraduate colleges);
- course and conference (training programme related costs);
- travel and accommodation incurred as a result of training e.g. to and from courses and examinations;
- required textbooks;
- you are also entitled to reimbursement of the costs of the MCNZ recertification bPAC programme.
It is generally non-contentious whether a cost is a reasonable one and one which is relevant to your training. There are only a few areas where we find members are met with resistance from Te Whatu Ora so if you think your costs are ‘reimbursable’ but Te Whatu Ora thinks differently, get in touch with us.
WHAT CAN I DO TO HELP SUPPORT MY CASE FOR REIMBURSEMENT OF COSTS?
We strongly suggest that (if you have not done so already) you complete and submit a career plan. The plan should indicate that a particular course (for example) is appropriate to your vocational scope of practice pathway.
In addition, you may wish to have a conversation(s) with an SMO working in the department regarding future plans and your vocation in this area. Ask if they are able to vouch for you in writing in respect of (1) your chosen pathway and also that (2) a particular training cost, such as a course or an examination is appropriate to your chosen pathway as outlined in your plan. However, remember, this is a CA entitlement. The absence of the above does not preclude claiming.
WHICH TE WHATU ORA DISTRICT SHAL REIMBURSE THESE COSTS?
The district where the expense occurs and the receipt is submitted is the one who pays. There are swings and roundabouts with this, so for example, Auckland might have paid a cost of training for one RMO but the course or exam happens 6 months later when the RMO is at Taranaki or vice versa. This is reinforced by the CA which refers to reimbursement on production of receipts, given most RMOs pay for these things well in advance, it is not uncommon for the reimbursement to fall to a district prior to the undertaking of the event – this is the case even if you carry out the majority of the training at an alternative district.
Also note that training costs are not dependent on the relevant department approving (or not approving) the reimbursement. It is not your responsibility to go and ‘check’ with a particular department and see if they can ‘afford’ it.
AM I ELIGIBLE FOR TRANSFER OF EXPENSES?
If you are being promoted from house officer to registrar and transferring districts, your transfer expenses will be reimbursed. See clause 31.1 of your CA.
LIEU DAYS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 19.0 (page 27) of your collective agreement.
CAN TE WHATU ORA DECLINE MY REQUEST TO USE MY DAY IN LIEU?
Under the CA you have the final say as to whether or not you take a day(s) in lieu provided that 1. You have provided adequate notice (14 days except that if you are wanting to take the day on a rostered night, long day or weekend duty then 28 days’ notice is required); and 2. If the employer comes back and declines the request, you ‘take into consideration the view of Te Whatu Ora’ i.e. acknowledge that the day requested may not be convenient and consider their view.
HOW DO I ACCRUE A DAY IN LIEU TO USE AT A LATER DATE?
You are entitled to an alternative paid holiday (day in lieu) when you have worked or been on call on a public holiday. Irrespective of how many hours you work on that public holiday you are entitled to 1 whole day in lieu. The day in lieu must be taken within 12 months of the entitlement to an alternative paid day having arisen.
CAN I TAKE A LIEU DAY ON A LONG DAY?
A day is a day, regardless of whether you are rostered on a long day. This means you are entitled to have 1 day’s worth of work off by using a lieu day.
CAN TE WHATU ORA DECLINE MY REQUEST TO USE MY DAY IN LIEU?
Under the CA you have the final say as to whether or not you take a day(s) in lieu provided that 1. You have provided adequate notice (14/28 days); and 2. If the employer comes back and declines the request, you ‘take into consideration the view of Te Whatu Ora’ i.e. acknowledge that the day requested may not be convenient.
WHAT HAPPENS TO MY UNUSED LIEU DAYS AFTER THE 12 MONTHS OR WHEN I CHANGE DISTRICTS?
You are entitled to have these days paid out to you. However, we strongly recommend that you take your day(s) in lieu where possible.
LIMITS ON HOURS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 13.0 (pages 20-23) of your collective agreement.
IS THERE A MAXIMUM NUMBER OF HOURS THAT I CAN BE ROSTERED TO WORK?
You cannot be rostered or required to work more than 16 hours in a day or 72 hours in a 7 day period, or rostered more than 140 hours in a 14 day period.
If you are an RMO working in the Emergency Department or ICU, you should not be rostered or required to work more than 50 hours per week over a period of 4 weeks. In any 7 days you should not be rostered or required to work more than 60 hours.
WHAT SHOULD I DO IF I REALISE THAT I AM ROSTERED/REQUIRED TO WORK FOR MORE THAN 72 HOURS IN 7 DAYS OR 140 HOURS IN 14 DAYS?
Contact the RMO unit as soon as you realise you have been rostered over the maximum hours and let them know. If you have been rostered close to the maximum and unrostered work will take you over the limit apply the same principle. You should contact them via email so that you have a written record of what has happened between you and them, Cc the RDA into the email so that we are aware of the situation.
The RMO unit will then look for an RMO that can cover a part of your rostered work so that your hours fall below the maximum hours allowed.
WHAT INCENTIVE IS THERE FOR THE RMO UNIT TO FIND AN RMO TO COVER MY EXCESS HOURS?
If you are rostered or required to work over the maximum number of hours and the RMO unit are unable to organise a replacement to work in your place you are entitled to a penalty payment.
For working greater than 72 rostered hours in 7 days you receive $550 and for greater than 140 actual hours worked (both rostered and required) in 14 days $1000. Required means “required by the demands of the service”.
DO I HAVE TO INFORM THE RMO UNIT, I WOULD LIKE TO WORK AND COLLECT THE PENALTY PAYMENT?
You are not entitled to a penalty payment from Te Whatu Ora if you have not informed them of the problem and given them an opportunity to find somebody else to do the work.
WHAT ARE THE MAXIMUM NUMBER OF HOURS THAT I CAN BE REQUIRED TO WORK IN A DAY?
You cannot be required to work more than 16 hours a day.
Some rosters combine on duty work with on call work, these must be agreed to between Te Whatu Ora and the RDA prior to implementation and consideration is given to whether an RMO can get adequate sleep whilst on call prior to the roster being implemented (for further information about being on call please see “on call”).
You must be provided with a minimum break between periods of duty of 8 hours. If this break is not provided you need to apply for the penalty payment of $160.
If you work in an Emergency Department you cannot be rostered to work over 10 hours in a day.
You are entitled to a period of 11 hours off between duties rather than 8.
I DID NOT GET A BREAK OF 8 HOURS BETWEEN MY SHIFTS, AM I ENTITLED TO ANY COMPENSATION FOR THIS?
If Te Whatu Ora is unable to provide you with a break of 8 hours between your rostered shifts or call back duty you are entitled to a penalty payment of $160.
HOW MANY LONG DAYS CAN TE WHATU ORA ROSTER ME TO IN A WEEK?
A long day is defined as a period of work that exceeds 10 hours in length. You cannot be rostered to work more than 2 long days in any 7 day period of work.
HOW MANY DAYS IN A ROW CAN I BE EXPECTED TO WORK?
The absolute maximum number of consecutive days that you can be rostered to work is 12. Once you have worked 12 days in a row Te Whatu Ora must give you a rostered period off work of at least 48 hours duration. There are two other important limits on days in a row:
- If working a schedule 10 safer roster the maximum days in a row is 10.
- If on an ED/ICU roster the maximum days in a row is 5.
The general rule is you must be given every second weekend completely free of duties, except on ED/ICU rosters where this is averaged over the run for House Officers or 12 weeks for registrars
MEALS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 15.0 (page 25) of your collective agreement.
Please also see FAQs on protected training time and costs of training.
ROSTERS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 4.0 (page 7) of your collective agreement.
WHEN SHOULD A ROSTER BE RELEASED?
A roster must be provided to you no less than 28 days prior to the commencement of that roster.
WHAT LENGTH OF TIME SHOULD A ROSTER CONTAIN?
You are entitled to have a roster that covers duties for a minimum of 3 months.
I’M A RELIEVER, WHAT NOTICE PERIOD IS MY EMPLOYER REQUIRED TO PROVIDE?
Unless you are employed on a Te Whatu Ora rosterthat is operating a Leave Management System (schedule 2 of the CA), you are entitled to the same notice periods as above: 28 days’ notice. If you are unsure if schedule 2 applies in your service, contact us.
MY ROSTER HAS BEEN ALTERED SINCE IT WAS PUBLISHED, IS THIS ALLOWED?
SAFER ROSTERS – SCHEDULE TEN
WHERE DO I FIND THE RELEVANT PROVISIONS?
Schedule 10 (pages 73-78) of your collective agreement.
WHAT IS SCHEDULE 10?
Schedule 10 is found on page 73 of your SECA and includes the rostering rules which apply to those rosters listed in the table.
HOW DO I KNOW IF MY WORK IS AFFECTED BY SCHEDULE 10?
Not all rosters are covered by Schedule 10. Take a look at the rosters listed in the table – if your roster is listed then it is covered by Schedule 10.
WHAT ARE THE LIMITS ON DAYS AND NIGHTS SPECIFIED IN THE SCHEDULE?
In short, no employee shall work more than 10 consecutive days and no employee shall work more than 4 consecutive nights. For more detail, please read Schedule 10 in its entirety.
PARENTAL LEAVE
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 23.0 (pages 31 to 33) of your collective agreement.
IS PARENTAL LEAVE PAID OR UNPAID?
Parental leave is generally considered unpaid leave however there are two payment options as below triggered by taking parental leave.
WHAT PAYMENT OPTIONS ARE AVAILABLE TO ME WHILST ON PARENTAL LEAVE?
If you are the secondary caregiver, you will be paid your ordinary pay for up to two weeks. If you are the primary caregiver you will receive up to 26 weeks paid parental leave under the Parental Leave and Employment Protection Act 1987. In addition to this, you will receive a top-up payment for 14 weeks to your equivalent base salary. (note: the primary (legislative) entitlement for paid parental leave rests with the primary carer – this is the person who assumes care of the child – generally the birth mother.
(For more information regarding the Ministry of Business, Innovation and Employment Paid Parental Leave please visit employment.govt.nz).
HOW MUCH PARENTAL LEAVE CAN I TAKE?
You are entitled to take up to 12 months leave if you have had at least one years service at the time of commencing the leave or leave of up to 6 months with less than one years service.
WHEN DO I NEED TO APPLY FOR PARENTAL LEAVE?
You will need to make your application for parental leave at least one month before you intend to commence your parental leave, bearing in mind babies are not always born on their due dates. This application will need to be supported by a certificate signed by a registered medical practitioner or midwife.
WHAT ABOUT RETURNING TO WORK FROM PARENTAL LEAVE?
When you return from parental leave you are entitled to resume work in the same or similar position that you had at the time you commenced parental leave. This means equivalent salary and designation in the same or close locality comparable with those of the position previously occupied. Annual salary increments continue to apply in the same way as if you had not taken parental leave (i.e. you continue to move up the salary scale).
Having being granted parental leave you will need to notify the employer in writing of your intention to return to work (or to resign) at least one month prior to parental leave expiring.
WHAT ABOUT LIMITING MY HOURS OF WORK DURING PREGNANCY?
The CA provides for you to be able to limit your hours of work during your pregnancy. You can reduce your hours as follows:
- From 28 weeks of pregnancy (or earlier if considered medically appropriate by the employee’s lead maternity carer), no night shifts shall be worked;
- From 32 weeks of pregnancy (or earlier if considered medically appropriate by the employee’s lead maternity carer), no long days in excess of 10 hours shall be worked;
- From 36 weeks of pregnancy (or earlier if considered medically appropriate by the employee’s lead maternity carer), no acute clinical workload shall be allocated.
Note: if you do reduce your hours as above, your salary shall be reduced in a manner agreed between you and your employer on a case by case basis.
CAN I PUT MY RDA MEMBERSHIP ON HOLD WHILST ON PARENTAL LEAVE?
Yes – if you are on parental leave you can stay a member of the RDA. If you choose to do so it is important to contact us (at membership@nzrda.org.nz) and let us know of your impending parental leave. You can put the payment of your subs on hold for up to a year whilst you are on leave but need to notify us when you will be returning to work.
SICK LEAVE
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 21.0 (pages 29 and 30) of your collective agreement.
HOW MUCH SICK LEAVE AM I ENTITLED TO?
The amount of sick leave that you are entitled to is dependent on the period of time that you have been working.
In years 1 through to 4 you are entitled to 30 working days of sick leave a year. Once you reach 4 years of service your sick leave begins to accrue, you accrue 30 working days in year 4 and 10 working days per year thereafter.
CAN I TAKE SICK LEAVE TO CARE FOR AN UNWELL CHILD/HOUSEHOLD MEMBER?
You can apply for leave on pay which is deducted from your sick leave to stay at home and care for an unwell child or member of the household.
You may be required to provide a medical certificate or other evidence of illness to Te Whatu Ora.
This leave cannot be used in connection with the birth of your child, for this purpose parental leave must be taken (see parental leave for further information).
ON CALL
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 14 (pages 23 and 24) of your collective agreement.
WHAT IS “ON CALL”?
If you are “on call” you are able to leave the hospital and are required to return to work if called back. Carrying the “on call” pager when on duty in the hospital is not being “on call”.
WHAT RATE SHOULD I BE PAID FOR A CALL-BACK?
If you have left the hospital and are called back, you should be paid for all hours worked including travel time from home (or an alternative location if you are not at home) and until you return home. This will be 3 hours minimum payment except that further call backs that take place for in a period already paid for by a previous call back will not trigger a second payment. For example if you are called back and the time away from home is two hours then you will be paid for three hours, however if you are away from home for one hour and then return to the work place for a second call back an hour later and stay for 3 hours then you will be paid for four hours being the total of the two callbacks. Call backs are paid at the rates detailed in clause 11 (found on page 18).
CAN I CLAIM TRAVEL EXPENSES INCURRED WHEN CALLED BACK?
Yes. You are entitled to be reimbursed the actual and reasonable costs that are incurred in travelling to and from work when called back to work whilst on call.
WHAT IS THE RATE OF PAY FOR AN ON CALL SHIFT?
$8 per hour in addition to any other payments including call back payments.
WHAT IS THE PAYMENT FOR CARRYING OUT AN ADDITIONAL ON-CALL SHIFT?
If you have agreed to carry out an additional on call shift by Te Whatu Ora then the rate increases from $8 per hour to $25 per hour.
WHAT IS THE PAYMENT FOR TAKING A TELEPHONE CALL WHILST ON CALL BUT NOT RETURNING TO THE HOSPITAL?
If you are on call and receive a work related telephone consultation that does not require you to return to the hospital then you are entitled to a payment for a minimum of one hour at additional duties rates.
RUN REVIEWS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 12 (pages 18-12) of your collective agreement.
WHAT IS A RUN REVIEW?
A run review is a procedure conducted over a minimum 4-week to a maximum 6-week period to review any element of a run description. However, a run review is mostly carried out to ensure the salary category for a run accurately reflects the average hours worked on that that run.
HOW DO I REQUEST A RUN REVIEW?
If an RMO wants to initiate a run review you can find a set of instructions and forms on how to go about doing this here.
WHO CAN REQUEST A RUN REVIEW?
Te Whatu Ora, the NZRDA and RMOs can initiate a run review but no more frequently than once every three months on any particular run. There are certain circumstances for which a review is invoked immediately, such as a change in the number of RMOs on a roster.
TE WHATU ORA HAS NOTIFIED ME OF A RUN REVIEW OCCURRING ON MY RUN. WHAT DO I NEED TO DO NEXT?
The notification from Te Whatu Ora should include the start and finish time for the review, blank timesheets and instructions on how to complete them, who to give them to. If any of these instructions are unclear or you have concerns regarding the timing of the review contact the NZRDA. A review period must be reflective of normal working conditions.
WHEN WILL I LEARN THE OUTCOME OF THE REVIEW, AND WHEN CAN I EXPECT ANY SALARY CHANGES?
Once the timesheets have been submitted both the NZRDA and Te Whatu Ora have 3 weeks in which to complete their calculations to determine the outcome. If an increase is indicated by the review the pay shall be backdated to when the change in the run occurred. Where a decrease is warranted the drop in salary category will occur within two pay periods.
SHORT NOTICE RELIEF AND REPORT FOR DUTY RELIEF
WHERE DO I FIND THE RELEVANT PROVISIONS?
Schedule 2, Clause 3.2 (page 52) of your collective agreement.
WHAT IS SHORT NOTICE RELIEF?
Short notice relief is part of the Leave management system in schedule 2 of the CA. It allows Te Whatu Ora to cover short notice leave requirements . As a short notice reliever, you must be given at least 28 days’ notice of weeks that you are going to be on short notice relief, with you then being allocated to a shift closer to or on the day.
WHAT ARE SHORT NOTICE LEAVE REQUIREMENTS?
Short notice leave requirements include unplanned sick leave, bereavement leave, and ‘other short notice leave requirements’ which is generally taken to mean leave Te Whatu Ora has less than 2 weeks to find cover for. It is not for planned leave.
HOW LONG DO I HAVE TO HOLD MYSELF AVAILABLE?
Notice of short notice relief needs to be given before 0900 hours each day. If you are not called to cover short notice relief by this time, you must hold yourself available until 1600 hours in case someone falls suddenly ill. If you are required to cover a night shift you must be notified no later than 1400 .
CAN TE WHATU ORA HAVE JUST SHORT NOTICE RELIEVERS?
No. If Te Whatu Ora has short notice relievers, then they must also have planned leave relievers found in schedule 2.
WHAT IS A REPORT FOR DUTY RELIEVER?
Report for duty relievers show up to Te Whatu Ora at the normal start time and if there are no short notice absences for them to cover, then they can be allocated to a team experiencing high workload. Unless given 14 days’ notice, a report for duty reliever cannot cover out of hours duties without agreement.
PUBLIC HOLIDAYS
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 18.0 (page 26) of your collective agreement.
WHAT HAPPENS WHEN A PUBLIC HOLIDAY FALLS DURING ANNUAL LEAVE?
When a public holiday falls during a period of annual leave, sick leave on pay or special leave on pay an Employee is entitled to that holiday which is not to be debited against such leave. See CA section 18.4.1 (page 27) Leave on pay.
AND WHEN I’M ON AN OFF DUTY DAY?
Except where the provisions of 18.4.1 above apply, if a public holiday, other than Waitangi Day and ANZAC Day*, falls on a rostered Employee’s off duty day (such off duty day not being a Saturday or a Sunday) the Employee shall be granted an additional day’s leave at a later date convenient to the Employer. See clause 18.4.4.
WHAT ABOUT WHEN I’M ON LEAVE WITHOUT PAY?
An Employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the Employee has worked during the fortnight ending on the day on which the holiday is observed. See clause 18.4.2 (page 27) Leave without pay.
AND WHEN I’M ON REDUCED PAY?
An Employee shall, during a period on reduced pay, be paid at the same reduced rate for public holidays falling during the period of such leave. See clause 18.4.3 (page 27) Leave on reduced pay.
ANNUAL LEAVE
WHERE DO I FIND THE RELEVANT PROVISIONS?
Clause 20.0 (page 28) of your collective agreement.
WHAT ARE MY ENTITLEMENTS TO ANNUAL LEAVE?
You are entitled to 30 days of annual leave per annum. You must apply for leave in writing (note: it is important to keep a record of your request form and evidence if possible of the date the form was submitted). Te Whatu Ora must respond to your application within 14 days in writing either approving or declining your request.
As a general rule if leave is approved it cannot then be revoked regardless of whether your employer changes your run or department. Leave cannot be approved with conditions e.g. leave approved subject to you remaining in the run you have been allocated or if you pick up duties in the near future (duties that you were not originally allocated).
WHAT IF MY LEAVE IS DECLINED?
If the request is declined they must state the reasons why the leave is unable to be taken at the time so requested. Te Whatu Ora must take all reasonable steps to ensure sufficient cover is available to permit leave to be taken. Obviously there are times during the year when it may not be possible for everyone to get the leave they have requested (the holiday period, examination time etc.) but for the rest of the year if Te Whatu Ora has adequate numbers of relievers or is prepared to use locums etc. declining leave due to lack of cover would not seem reasonable. If you have been told ‘lack of cover’ is the reason your request has been declined ask:
- What steps has Te Whatu Ora taken to source cover?
- How many relievers are there on the run?
- How many others are taking leave at this time?
- Has Te Whatu Ora approached locums/SMOs etc.?
- Has Te Whatu Ora made efforts to rearrange workload?
If you still have not had your leave approved, then contact your local RDA delegate.
WHAT ELSE DO I NEED TO KNOW?
You are able to anticipate annual leave – i.e. take annual leave before it has accrued. Butif you leave Te Whatu Ora employment before the end of the year and have taken all your leave entitlement, you will have to pay any negative balance back.
When you move from one district to another your annual leave balance moves with you.
If you are on annual leave and a public holiday falls during the leave the public holiday does not get deducted from your annual leave entitlement. If a public holiday falls on a rostered day off (not a Saturday or Sunday) then you are entitled to an additional day’s leave at a later date. If you are taking leave on the days immediately before or after a weekend then you cannot be required to work the weekend and the Saturday and Sunday cannot be deducted from your leave entitlement. Leave abutting weekends applies to all leave (note: except TOIL).
WHERE DO I FIND THE RELEVANT PROVISIONS?
It applies to clauses 6.6.2, 13.4.3, 13.4.4, 13.6.1 and Schedule 10 – but that’s not all.
A list of considerations can be found on page 90 and in your MECA.
An explanation of the voting process is on pages 20 and 76.
WHAT IS THE CHANGE MANAGEMENT PROCESS?
Since 2019 the NZRDA collective agreement has contained detailed process requirements around how change is managed for RMOs. This process provides for engagement and consultation along the way, for NZRDA involvement and representation (and importantly from you) for final decision making.
You can find the new Change Management Process under Schedule 9, Part B (page 75) in your MECA, but in a nutshell:
- Step 1 – The district comes up with a change they want to make.
- Step 2 – The district forwards the proposal to the NZRDA.
- Step 3 – We go back to the district and ask for any additional information necessary from the district including who the RMOs are that will be affected by the change.
- Step 4 – At this point if you are one of those who are going to be affected by the change then you will probably be contacted by a local delegate. If this does not happen, please let us know so we can arrange it.
- Step 5 – The delegate will meet with you and your colleagues and go through the proposal with you to seek your feedback.
- Step 6 – The delegates then give your feedback to the NZRDA, we turn it into a response and this response is forwarded to the district.
- This process must be completed within three weeks.
- Step 7 – The district then incorporates your feedback into the proposal either as an amendment or addendum to the original proposal.
- Step 8 – The proposal is sent out to all affected RMOs.
LIST OF CONSIDERATIONS
These are the factors or concerns that must be considered or “respected” by the district when creating a proposal. There are some considerations that are specific to the type of change and others that apply to all change proposals. You can find these considerations here and they can be useful to refer to when you are considering a proposal and putting forward your feedback.
If a concern is raised in response to a change, the district must respect and address the concern. The requirement to respect and address a concern applies throughout the entire change management process so if something crops up along the way don’t hesitate to raise it.
WHAT HAPPENES WHEN “THE PROPOSAL” HAS BEEN SENT?
- Step 1 – The Proposal is sent to all affected RMOs – bearing in mind this is those RMOs who are affected when the change is implemented.
- Step 2 – If required, the district must organise a meeting for the NZRDA to meet with the affected members. This must happen within two weeks of the proposal being sent out.
- Step 3 – Two weeks to four weeks after the Proposal has been sent out, a meeting is held with you, the NZRDA and the district attending. At this meeting, the districts present the proposal, and the NZRDA and you get to respond.
- Step 4 – It may be that as a result of the meeting, the Proposal then changes. If it changes significantly then there has to be further consultation.
- Step 5 – You vote on the change. 2/3 (or specified number which can be found here) of those RMOs who vote must agree for the change to be implemented.
CRUCIAL THINGS TO REMEMBER – HOW WILL THE PROCESS ACTUALLY WORK?
- You have rights! You are entitled to meet, engage and discuss with other members and delegates.
- We must provide a response within the allotted timelines.
- Meetings will be held where you get to voice your views.
- A Change Management Register will be live on the RDA website so you can track where a process is at or find out what’s going on at other districts.
- You must provide feedback, attend meetings and get involved.
- You must vote. Voting is anonymous and done online so you can feel safe to vote however you wish with no pressure or coercion.