Local meetings are presently being organized for the purpose of a Ratification Ballot on a proposed settlement reached between the National Committee and the Fire Service.
Key aspects of the proposed settlement are detailed below.
1. Term
A six month term commencing 1 July 2006 – 31 December 2006.
If the proposed settlement is ratified, negotiations will then resume almost immediately.
2. Wages
Increased by 2.1% backdated to 1 July 2006.
3. A Lump Sum Payment
4. An additional Lump Sum payment on completion of training and commencement of usage of SMS2 rostering by 31 December 2006 (31 March 2007 in Auckland).
OPERATIONAL
| Rank | Effective from | Non Driver | Grade 2 | Grade 1 |
| Senior Station Officer | 1/7/06 | $1055.06 | $1072.54 | |
| Lump Sum | " | 580.01 | $589.62 | |
| SMS | 311.68 | 316.84 | ||
| Station Officer | " | 1015.80 | 1033.30 | |
| Lump Sum | " | 558.43 | 568.05 | |
| SMS | 300.08 | 305.25 | ||
| Senior Firefighter | " | $930.52 | 942.17 | 959.66 |
| Lump Sum | " | 511.54 | 517.95 | 527.56 |
| SMS | 274.89 | 278.33 | 283.49 | |
| Qualified Firefighter | " | 895.67 | 907.29 | 924.77 |
| Lump Sum | " | 492.39 | 498.77 | 508.38 |
| SMS | 264.59 | 268.02 | 273.19 | |
| Firefighter | " | 707.75 | 718.55 | 734.86 |
| Lump Sum | " | 389.08 | 395.03 | 403.98 |
| SMS | 209.08 | 212.27 | 217.09 | |
| Trainee Firefighter | " | 641.97 | 652.44 |
COMMUNICATIONS CENTRES
| Position | Base 1 July | Total Remun. 1 July | Lump Sum | SMS |
| Trainee | $32501 | $36925 | ||
| Grade 1 | $35754 | $40622 | $377.99 | $203.12 |
| Grade 2 | $40578 | $46101 | $428.98 | $230.52 |
| Grade 3 | $43793 | $49754 | $462.97 | $248.79 |
| Senior/Relieving | $48751 | $55387 | $515.39 | $276.95 |
| Shift Manager (Unqual) | $52548 | $59701 | $555.53 | $298.52 |
| Shift Manager | $56344 | $64014 | $595.66 | $320.09 |
Note: With the backdating in effect two Lump Sums will be payable on ratification.
5. Allowances From 1 July 2006
| Mess Allowance | Per Week | $3.30 |
| Meal Allowance | Per meal | $11.14 |
| Trailer | Per Shift | $3.30 |
| Grad. IFF | Fortnight | $32.50 |
| Member IFE | Fortnight | $48.50 |
| Shift | Per Shift | $7.15 |
| Telarc | Fortnight | $19.75 |
| Tool | Yearly | $425.00 |
| Tradespersons | Per Week | $7.10 |
| Training Volunteers | Per Hour | $12.60 |
| B.A Filler | On Attainment | $53.00 |
6. Mileage Reimbursement
85.7 cents per kilometer (Based on A.A. Rate and subject to regular review).
7. Volunteer Training Allowance
To be paid for every day.
8. 5 Days USL per year
Maximum of 2 days at a time. Can accumulate unused days up to 20.
9. Time Banking/Time Off in Lieu of Overtime
- Worker’s choice. Only full shifts can be banked.
- Time off taken on a like shift basis i.e. day for day, night for night.
- Must be taken within 12 months
- Maximum 8 shifts can be accumulated
10. Black Watch – Separate Section providing.
Wages 1 July 2006
| Position | Step 1 | Step 2 | Step 3 | |||
| Total Remum | Base | Total Remum | Base | Total Remum | Base | |
| Vol Support Officer
|
$50377 | $48070 | $56304 | $53725 | $59267 | $56552 |
| Trainer
|
$54427 | $51934 | $60830 | $58044 | $64032 | $61099 |
| Train Manager/Senior | $56726 | $54128 | $63400 | $60496 | $66737 | $63680 |
| Fire Safety | $54427 | $51934 | $60830 | $58044 | $64032 | $61099 |
| F/S Manager/Senior | $56726 | $54128 | $63400 | $60495 | $66737 | $63680 |
| Operational Planning | $56725 | $54127 | $63399 | $60495 | $66736 | $63679 |
Note: From 1 January 2007 new appointees will not have access to total Remuneration.
| 1 July 2006 | SMS | |
| V.S.O. | $566.04 | $304.17 |
| Trainer | $589.95 | $317.02 |
| Training Manager/Senior | $610.95 | $328.30 |
| F.S.O. | $589.95 | $317.02 |
| Fire Safety Manager | $610.95 | $328.02 |
| Operational Planning | $589.94 | $317.01 |
- Those who have not had a pay rise since 1 July 2005 will receive 2.1% on their current rate plus the lump sum.
- A Working Party will be formed to agree, prior to 30 June 2007, to agree individual translation to the step as in a) above and to agree a progression system for progressing between the steps.
- On commencement – Four weeks and 1 day (21 Working Days).
- After 7 years service with the Fire Service – Additional 3 Working Days.
- After 14 years service with the Fire Service – Additional 1 Working Day.
- Rostered On Call - Provide an alternative holiday
- If required to work - Receive penal rates at T1.5 (Base Salary divided by 2080) in addition to alternative holiday.
- Eight hour day, 5 days a week, between 0700 and 1800 hours.
- Can be varied by agreement, but overall average of 40 hours per week maintained.
- Hours in excess of 40 at the worker’s choice can be paid at O/T rates (T1.5 as in e) above) or time in lieu taken.
- Time in lieu taken within the next 10 days.
- As per Fire Service Motor Vehicle Policy for tools of trade vehicles.
- Performance and Development reviews provided at least every 6 months.
- No progression if performance is assessed as below requirements or unacceptable.
- Change to P.G. and Disputes Procedures to comply with E.R.A.
- Deletion of “Operational” from, Title and Coverage clause.
- Transfer criteria for firefighters prescribed as “service in rank”.
- No appointment subject to review to occur until review disposed of.
- Fire Service to advise worker in advance if IRD deduction has been received and is to be actioned
- Explanation of the calculation basis of Holiday Pay on pay slip.
- Vesting Scale reduced to zero service.
- To look at Job Sharing.
- Meals at emergency incidents.
- Superannuation Loss of Medical/Physical Fitness to look at whether the value of the compensation can be spread over a longer term.
- Comm. Centres
To update progression criteria.
To consider an on-call allowance for specific operational reasons.
- Deletion of references to Routine Hours.
- SMS used to determine what is done and when.
- No work to be programmed between 2300 and 0700 hours.
- Managers cannot change agreed Business Plan without consultation.
- Detailed Protocol regarding the operation of S.M.S. in C.A.
- Presently being reviewed by a group with Union representation.
- If satisfactory, to be introduced in the next renewed Collective Agreement.
- Agreement to jointly proceed to the Employment Court to seek a declaration that the present mechanism for paying for Public Holidays - that is
- The Total Weekly Wage with the averaging of the payment and paying every fortnight – is lawful.
Conclusion
The Union Committee has resolved to recommend the proposed Settlement for ratification.
- Short Term along with backdating and lump sum.
- Re-negotiation can commence almost immediately
- Significant money improvement in mileage reimbursement and training volunteers.
- Hopefully by re-negotiation, the Court of Appeal decision on alternative holidays will be available and if successful, the necessary changes to the C.A. will be able to be made in the renewed C.A.
