Community Education Collective Agreement 2022–25

Learn more about this agreement

Learn more the recent settlement of the Community Education Collective Agreement 2022-2025.

Frequently asked questions about the collective agreement

Contact

Email employment.relations@education.govt.nz

Part One: Application

Community Education Collective Agreement
Effective: 1 December 2022 to 28 February 2025

We are making improvements to our Download to Print functionality, so if you want a printed copy of this agreement please download the PDF version of the Community Education Collective Agreement.

  • 1.1 Parties to this Agreement
    • The parties to this agreement shall be the Secretary for Education, acting under delegation from the Public Service Commissioner made pursuant to Clause 6 of Schedule 3 of the Public Service Act 2020 and acting in accordance with Section 586 (5) of the Education and Training Act 2020, and the New Zealand Post Primary Teachers’ Association Te Wehengarua (hereafter “the NZPPTA” or "the Union").

       

  • 1.2 Application of this Agreement
    • This agreement shall be binding on:

        • Each employee defined in the coverage clause (“the employee”), who is employed by a school board of a state or state integrated school (excluding the Correspondence School) and who is, or who becomes, a member of the NZPPTA and who is entitled under the Employment Relations Act 2000(external link) to be bound by this agreement.
        • Each school board (or Commissioner, where relevant) of a state or state integrated school (excluding the Correspondence School), hereafter referred to as “the employer”, that employs an employee that is bound or entitled to be bound by this agreement.
  • 1.3 Coverage
    • This collective agreement covers work undertaken by:

      1. tutors, coordinators, professional supervisors and coordinator assistants (as those terms are defined in this agreement) employed by school boards in the provision of adult and community education (ACE), and

      2. tutors, coordinators, professional supervisors and coordinator assistants (as those terms are defined in this agreement) employed by school boards in the provision of Ministry of Education | Te Tāhuhu o te Mātauranga funded out of hours music and art programmes for children in Year 1–8 (OOHMA).

  • 1.4 Employees bound subsequent to settlement
    • 1.4.1 New employees whose work falls within the coverage clause of this agreement shall, in accordance with the Employment Relations Act 2000(external link), be advised of the existence of this collective agreement and be offered the opportunity to join the NZPPTA and thereby become bound by this collective agreement.

      1.4.2 Employees whose work falls within the coverage clause and who join the NZPPTA subsequent to the date on which this agreement is signed and thereby become bound by this agreement shall only be entitled to have the provisions of this agreement apply to them from the date on which they joined the NZPPTA.

  • 1.7 Appointments
    • The parties recognise the strong predominance of fixed term employment under the agreement, however, for every appointment an employer is required to determine whether it is fixed term or permanent, applying s.66 of the Employment Relations Act(external link) as printed below:

      66 Fixed term employment

        1. An employee and an employer may agree that the employment of the employee will end---
            1. at the close of a specified date or period; or
            2. on the occurrence of a specified event; or
            3. at the conclusion of a specified project.
        2. Before an employee and employer agree that the employment of the employee will end in a way specified in subsection (1), the employer must---
            1. have genuine reasons based on reasonable grounds for specifying that the employment of the employee is to end in that way; and
            2. advise the employee of when or how their employment will end and the reasons for their employment ending in that way.
        3. The following reasons are not genuine reasons for the purposes of subsection (2)(a):
            1. to exclude or limit the rights of the employee under this Act:
            2. to establish the suitability of the employee for permanent employment
            3. to exclude or limit the rights of an employee under the Holidays Act 2003.
        4. If an employee and an employer agree that the employment of the employee will end in a way specified in subsection (1), the employee’s employment agreement must state in writing:
            1. the way in which the employment will end; and
            2. the reasons for ending the employment in that way.
        5. Failure to comply with subsection (4), including failure to comply because the reasons for ending the employment are not genuine reasons based on reasonable grounds, does not affect the validity of the employment agreement between the employee and the employer.
        6. However, if the employer does not comply with subsection (4), the employer may not rely on any term agreed under subsection (1):
            1. to end the employee’s employment if the employee elects, at any time, to treat that term as ineffective; or
            2. as having been effective to end the employee’s employment, if the former employee elects to treat that term as ineffective.
  • 1.8 Additional Payments
    • 1.8.1 The parties to this Agreement recognise the value in their ongoing and productive relationship, including their joint efforts to ensure community education employees are valued and well supported. Collective bargaining is a key part of those joint efforts.

      1.8.2 In recognition of the benefits arising out of the parties’ relationship, including the PPTA’s role in negotiating terms and conditions for community education employees, each full-time employee who was a member of the PPTA as at 5 May 2023 will be paid a one-off payment of $750 gross.

      The payment will be pro-rated for:

      1. part-time employees based on their full-time equivalent (FTE) as at 5 May 2023.
      2. casual employees who have worked a minimum of 8 hours over the period 1 July to 30 November 2022, based on the of the total number of hours worked in proportion to 1.0 FTE during that period. Casual employees who worked less than 8 hours during that period are not entitled to the payment.

      Employees who were a member of the PPTA as at 5 May 2023 and on that day were on approved unpaid leave under Part 5 of this agreement, are entitled to receive the one-off payment of $750 gross when they return to work, providing that they return on or before the end of Term 2, 2023 or on or before the end of Term 4, 2023 for those on parental leave. The payment will be based on the calculation for the position that would have been applicable on 5 May 2023 had they not been on approved leave.

      An employee may be eligible to have the payment calculated under more than one category. However, no eligible employee will receive a total gross payment that is less than $75 or more than $750 in total. 

      1.8.3 A one-off lump sum of $500 gross will be paid to all full-time employees who are employed on 1 December 2023.

      The payment will be pro-rated for:

      1. part-time employees based on their full-time equivalent (FTE) as at 1 December 2023.
      2. casual employees who have worked a minimum of 8 hours over the period 1 July to 30 November 2023, based on the of the total number of hours worked in proportion to 1.0 FTE during that period. Casual employees who worked less than 8 hours during that period are not entitled to the payment.

      Employees who are on approved unpaid leave under Part 5 of this agreement on 1 December 2023 are entitled to receive the one-off payment of $500 gross when they return to work, providing that they return on or before the end of Term 2, 2024 or on or before the end of Term 4, 2024 for those on parental leave. The payment will be based on the calculation for the position that would have been applicable on 1 December 2023 had they not been on approved leave.

      An employee may be eligible to have the payment calculated under more than one category. However, no eligible employee will receive a total gross payment that is less than $50 or more than $500 in total. 

      Note: Clause 1.8 will be removed in subsequent collective agreements.