Support Staff in Schools' Collective Agreement

Minimum wage rate effective 1 April 2019

The Minimum Wage Rate increased to $17.70 from 1 April 2019.  Anyone currently paid an hourly rate below the new minimum wage rate will automatically have their pay rate increased to $17.70 per hour from 1 April 2019. Printed rates in the collective agreements will not change until the current collective agreements expire and a new collective agreement is agreed.

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Support Staff in Schools' Collective Agreement

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Email: employment.relations@education.govt.nz

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Part 12 Employment Relationship Problems

Support Staff in Schools' Collective Agreement
Effective 16 June 2017 to 15 July 2019

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  • 12.2 Resolving an employment relationship problem
    • The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below).

      An employee (or employer) has the right to be represented at any stage.

      When a problem arises, union members should contact their local NZEI Te Riu Roa field officer or Service and Food Workers’ Union organiser for advice and representation.

      Employers should contact New Zealand School Trustees Association or other adviser/representative of choice.

  • 12.3 Personal Grievances
    • A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising.

      An employee may have a personal grievance where:

      • They have been dismissed without good reason, or the dismissal was not carried out properly.
      • They have been treated unfairly.
      • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer.
      • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation.
      • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993.
        Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Act 2000 only. 

      For ease of access these are available at: http://www.legislation.govt.nz/act/public/2000/0024/latest/DLM60322.html.

  • 12.4 Services Available
    • To help resolve employment relationship problems, the Ministry of Business, Innovation and Employment (MBIE) provides:

      • An information service
        This is free. It is available by contacting MBIE or by phoning toll free 0800 20 90 20. MBIE’s Employment Relations Service internet address is https://www.employment.govt.nz and can be contacted by e-mail at info@ers.dol.govt.nz.
      • Employment Mediation Service
        The Employment Mediation Service is a free and independent service available through MBIE.
        This service helps to resolve employment relationship problems and generally to promote the smooth conduct of employment relationships. 
        Mediation is a mutual problem solving process, with the aim of reaching an agreement, assisted by an independent third party.
        If the parties can’t reach a settlement they can ask the mediator, in writing, to make a final and binding decision.
        A settlement reached through mediation and signed by the mediator at the request of the parties is final, binding and enforceable. Neither party can then take the matter any further and either party can be made to comply with the agreed settlement by court order.
        If the problem is unresolved through mediation either party may apply to have the matter dealt with by the Employment Relations Authority.
      • The Employment Relations Authority
        This Authority is an investigative body that operates in an informal way. It looks into the facts and makes a decision on the merits of the case and not on the legal technicalities.
        Either an employer or an employee can refer an unresolved employment relationship problem to the Authority by filing the appropriate forms.
        The Authority may call evidence, hold investigative meetings, or interview anyone involved. It can direct the parties to try mediation. If mediation is unsuitable or has not resolved the problem, the Authority will make a decision that is binding on all parties. Any party can contest the Authority’s decision through the Employment Court.
        Note: All employment relationship problems, including personal grievances and any disputes about the interpretation or application of this agreement, must be resolved under Parts 9 and 10 of the Employment Relations Act 2000 - www.legislation.govt.nz