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.
A six month term commencing 1 July 2006 – 31 December 2006.
If the proposed settlement is ratified, negotiations will then resume almost immediately.
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).
|Rank||Effective from||Non Driver||Grade 2||Grade 1|
|Senior Station Officer||1/7/06||$1055.06||$1072.54|
|Position||Base 1 July||Total Remun. 1 July||Lump Sum||SMS|
|Shift Manager (Unqual)||$52548||$59701||$555.53||$298.52|
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|
|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
Note: From 1 January 2007 new appointees will not have access to total Remuneration.
|1 July 2006||SMS|
|Fire Safety Manager||$610.95||$328.02|
- 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.
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.