MECA FAQs

Do you have questions about the MECA?

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 DHB is regarding its adherence to a provision(s) in a certain situation. We suggest you take the time to become familiar with the MECA (reading these FAQs is a helpful start!) so that you have a basic understanding of your terms and conditions of employment.

Remember that the MECA is a minimum rate document. In other words, its provisions form a ‘safety net’ below which you cannot fall. DHBs do provide provisions over and above what is contained in the MECA on a case by case basis (note: if and when this does occur, it is at the discretion of the DHB). After reading the below information (in addition to the full text of the relevant provision(s) in your MECA) should you have further queries or comments about the MECA please do not hesitate to get in touch with us and we will assist you.

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CROSS COVER

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 17.0 (page 39) of your MECA.

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 fatigue is not an acceptable excuse to the HDC.

WHAT ABOUT CROSS COVER OUTSIDE ORDINARY HOURS?

The performance of cross cover outside of ordinary hours is a breach of the MECA. The DHB should not be asking an RMO to undertake cross cover outside of ordinary hours and an RMO should not be accepting to cross cover outside ordinary hours. The need to get in contact with the RDA 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 IN MY MECA?

Clause 28.0 (page 50 of your MECA).

WHAT COSTS OF TRAINING ARE REIMBURSABLE?

Costs of training are reimbursed (or alternatively the DHB may pay directly) under the MECA 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 the DHBs so if you think your costs are ‘reimbursable’ but the DHB 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 MECA entitlement. The absence of the above does not preclude claiming.

WHICH DHB SHAL REIMBURSE THESE COSTS?

The DHB where the expense occurs and the receipt is submitted is the one who pays. There are swings in roundabouts with this, so for example, Auckland DHB 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 MECA 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 DHB prior to the undertaking of the event – this is the case even if you carry out the majority of the training at an alternative DHB.

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 DHBs, your transfer expenses will be reimbursed. See clause 31.1 of your MECA.

LIEU DAYS

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 19.0 (page 41 of your MECA).


CAN THE DHB DECLINE MY REQUEST TO USE MY DAY IN LIEU?

Under the MECA 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 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 the DHB’ i.e. acknowledge that the day requested may not be convenient.

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 THE DHB DECLINE MY REQUEST TO USE MY DAY IN LIEU?

Under the MECA 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); and 2. If the employer comes back and declines the request, you ‘take into consideration the view of the DHB’ 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 DHBS?

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 IN MY MECA?

Clause 13.0 (pages 33 to 36 of your MECA).

IS THERE A MAXIMUM NUMBER OF HOURS THAT I CAN BE ROSTERED TO WORK?

You cannot be rostered to work more than 16 hours in a day, 72 hours in a 7 day period, or 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 to work more than 50 hours per week over a period of 4 weeks. In any 1 week you should not be rostered to work more than 60 hours.

WHAT SHOULD I DO IF I REALISE THAT I AM ROSTERED 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. 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 rostered hours fall below the maximum hours allowed.

WHAT INCENTIVE IS THERE FOR THE RMONUNIT TO FIND AN RMO TO COVER MY EXCESS HOURS?

If you are rostered 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 hours in 14 days $1000.

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 the DHB 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 ROSTERED TO WORK IN A DAY?

You cannot be rostered to work more than 16 hours a day.

Some rosters combine on duty work with on call work, these must be agreed to between the DHB 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 should be provided with a minimum break between duties of 8 hours.

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 9 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 the DHB is unable to provide you with a break of 8 hours between your rostered shifts you are entitled to a penalty payment of $146.

This is complicated for those who are on a call back roster over the weekend as this is considered to be one continuous period of duty. Therefore as long as you get 1 period of 8 hours off work between your call back period commencing and going in to work on Monday morning you are not eligible for this penalty payment.

HOW MANY LONG DAYS CAN THE DHB 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 maximum number of consecutive days that you can be rostered to work is 12. Once you have worked 12 days in a row the DHB must give you a rostered period off work of at least 48 hours duration.

You must also be given every second weekend completely free of duties.

MEALS

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 26.0 (pages 48 to 49 of your MECA) Please also see FAQs on protected training time and costs of training.

ROSTERS

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 in a DHB that is operating a Leave Management System (schedule 2 of the MECA – pages 66), you are entitled to the same notice periods as above: 28 days’ notice. If you are unsure if schedule 2 applies in your DHB, contact us.

MY ROSTER HAS BEEN ALTERED SINCE IT WAS PUBLISHED, IS THIS ALLOWED?

No, a published roster cannot be changed. If it has please contact us.

SAFER ROSTERS – SCHEDULE TEN

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Schedule 10 (pages 89 to 95 of your MECA).

WHAT IS SCHEDULE 10?

Schedule 10 is found on page 76 of your MECA and includes the new 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.

WHOSE RESPONSIBILITY IS IT TO DEVELOP THE SAFER ROSTERS FOR EACH RUN?

It is the responsibility of the DHBs. However, we are encouraging members on the affected rosters to start looking at how these new rosters might look. If you need any assistance please contact your local delegate or the RDA office.

PARENTAL LEAVE

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 23.0 (pages 44 to 47 of your MECA).

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 28 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).

WHY DO I NEED TO THINK ABOUT MY ANNUAL LEAVE ENTITLEMENT BEFORE TAKING PARENTAL LEAVE?

Normal annual leave is paid at the greater of either your ordinary weekly pay or your average earnings over the previous 12 months. However, annual leave accrued while you are on parental leave is a little different – it is paid out at your average earnings over the previous 12 months. While you are on parental leave you are not working, and therefore your ‘average’ decreases; therefore, although you still accrue annual leave whilst on parental leave, it will be paid out at a lower rate. There is no requirement for you to use your annual leave prior to taking parental leave. However, it is suggested that you do if possible, and delay taking annual leave after parental leave for as long as possible.

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. Moving DHBs is considered continuous for this as long as you do not break service for more than a month between moves. (Note: this does not currently include RMOs employed by the RNZCGP but we are lobbying to get this changed).

So, if you have been employed at Nelson Marlborough DHB and then move on to Southern DHB your service for the request to have been in employment a minimum of 6 or 12 months to get access to the financial entitlement.

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 MECA provides for you to be able to limit your hours of work during your pregnancy. You can reduce your hours as follows:

  1. From 28 weeks of pregnancy (or earlier if considered medically appropriate by the employee’s lead maternity carer), no night shifts shall be worked;
  2. 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;
  3. 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 IN MY MECA?

Clause 21.0 (pages 42 and 43 of your MECA).

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.

WHAT RATE AM I PAID AT WHEN I AM ON SICK LEAVE?

You are entitled to payment at your normal hourly rate.

CAN I TAKE SICK LEAVE TO CARE FOR AN UNWELL CHILD/HOUSEHOLD MEMBER?

You can apply for leave on pay which is deducted from you 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 the DHB.

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 IN MY MECA?

Clause 14 (page 36 and 37 of the MECA).

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” as defined by the MECA.

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 14.2 (found on page 27 of the MECA).

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?

$4 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 the DHB then the rate increases from $4 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.

I’M A RELIEVER, WHAT NOTICE PERIOD IS MY EMPLOYER REQUIRED TO PROVIDE?

Unless you are employed in a DHB that is operating a Leave Management System (schedule 2 of the MECA – page 66), you are entitled to the same notice periods as above: 28 days’ notice. If you are unsure if schedule 2 applies in your DHB, contact us.

RUN REVIEWS

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 12 and pages 31 & 32.

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?

DHBs, 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.

THE DHB HAS NOTIFIED ME OF A RUN REVIEW OCCURRING ON MY RUN. WHAT DO I NEED TO DO NEXT?

The notification from the DHB 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 the relevant DHB 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

WHAT IS SHORT NOTICE RELIEF?

Short notice relief is part of the Leave management system in schedule 2 of the MECA.  It allows the DHB 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 the DHB 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 THE DHB HAVE JUST SHORT NOTICE RELIEVERS?

No. If the DHB 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 the DHB 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

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 MECA section 18.4.1 (page 40) 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.

*We will be seeking to delete the exclusion of Waitangi Day and ANZAC Day in this provision at upcoming MECA Bargaining.

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 MECA 18.4.2 (page 40) 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 MECA 18.4.3 (pay 40) Leave on reduced pay.

ANNUAL LEAVE

WHERE DO I FIND THE RELEVANT PROVISIONS IN MY MECA?

Clause 20.0 (pages 41 to 42 of your MECA).

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). The DHB 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 you change runs or departments. 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. Under the MECA the DHB 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 the DHB 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 have the DHB taken to source cover?
  • How many relievers are there on the run?
  • How many others are taking leave at this time?
  • Has the DHB approached locums/SMOs etc.?
  • Has the DHB 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?

Some DHBs have been known to try the “you have to accrue your leave before you can take it” approach. Thanks to the MECA however this is not true for you (it is for other employees!). MECA provides for 6 weeks in the first year – so you can take leave from day one. If you leave DHB employment before the end of the year and have taken all your leave entitlement, you will have to pay the balance back.

When you move from one DHB to another your annual leave balance can move with you or if you prefer you can get your annual leave paid out. BUT remember as tempting as the money may be you have an obligation to ensure that you are sufficiently rested!!

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).

Get in touch with NZRDA

If you have any questions or general enquiries, get in touch with us using the contact details below or the form on this page.

Membership queries: membership@nzrda.org.nz
General & contract queries: ask@nzrda.org.nz

Freephone: 0800 803 993

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