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.

Lump Sum
  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
c) Transition
  • 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.
d) Annual Leave
  • 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.
e) Public Holidays
  • 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.
f) Hours of Work
  • 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.
g) Use of Motor Vehicle
  • As per Fire Service Motor Vehicle Policy for tools of trade vehicles.
h) Performance & Development Reviews
  • Performance and Development reviews provided at least every 6 months.
  • No progression if performance is assessed as below requirements or unacceptable.
11. Miscellaneous
  • 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.
12. Superannuation
  • Vesting Scale reduced to zero service.
13. Working Parties
  • 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.
14. Routine Hours
  • 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.
15. TAPs
  • Presently being reviewed by a group with Union representation.
  • If satisfactory, to be introduced in the next renewed Collective Agreement.
16. Holidays Act
  • 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.

The reasons for this include:
 
  • 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.

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