Edition 05 Year 2020 - Workers First
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Artist: Kemelyen Edition 05 • Year 2020
CONTENTS
Our 2020 Vision Dennis Maga
T The year 2020 is about combatting inequality. As representatives of working people, we are in the position to
reduce inequality through collective bargaining and campaigning for progressive policies in the government.
When unions are weak, inequalities increase. Our mission is to strengthen workers’ power to organise for decent
work for all. This includes accessible, free and universal public education, quality public healthcare and housing services.
The work we do is therefore important not only for the wellbeing of working people and their families but for a healthy
and stable economy.
Union Growth
We have now achieved unprecedented membership growth. Our union has grown by almost 4% every year since 2017.
We are now a 30,000 strong membership. The work we’ve done to increase membership in the private sector against a
background of increasingly precarious employment should be applauded, and we have won significant union victories and
campaigns over the last year. Simultaneously, it’s clear that the trade union movement is facing serious challenges in the
future. NZ is falling behind when it comes to union membership and coverage of collective agreements.
This year, we will continue to grow our union. Our target is to increase our density in existing sites and build union power
by organising supply chains.
Collective Action
While our growth is encouraging, we need to emphasise that the power of unions is rooted to collective bargaining for
workers. Thus, we need to strengthen and widen the scope of workers covered by collective agreements. We need to
focus our attention on gender and ethnic pay gaps. Like women, Māori, Pacific and Asian workers are over-represented in
occupation groups that are lower paid. More workers need to be covered by collective agreements,
including those in non-standard jobs, such as dependent contractors, platform and labour-hire
workers, which is the focus of our campaign this year.
Election
It’s election year again. Many politicians will promise change. However, history has shown that
collective action and solidarity are the historically guaranteed ways for workers to win fairer wages
and working conditions. It’s time to develop a workers’ agenda and promote collective bargaining as
key challenges for political parties and politicians who truly want to close the inequality gap.
CONTENTS NEWS UNION MOVEMENT BULLETIN
• Our 2020 vision… • French strikes… • Bus dispute… • Foodstuffs…
• Briscoes and Bunnings… • Fono… • Bunnings shutdowns…
• Kia kaha migrants… • Wood & Forestry… • Bank gender pay gap…
EDITORIAL •Samoan workers…
• A word from the President
DIRECTORY
LAST WORDS
PRESIDENT ARTICLE CONTRIBUTORS: • Renovo Forum shopping…
CAMPAIGNS ROBERT REID
• Zero waste network…
• Countdown… GENERAL SECRETARY
DENNIS MAGA
RFC SECRETARY SOUTHERN REGIONAL SECRETARY
TALI WILLIAMS PAUL WATSON
• COVID19… ASSISTANT GENERAL SECRETARY
• Tiptop… LOUISA JONES NATIONAL FINANCE ORGANISER OPERATIONS MANAGER
• Contractors… LAYOUT, DESIGN &
CALLUM FRANCIS GREG FITZPATRICK TIME OFF
• Forestry industry… ILLUSTRATIONS TLM SECRETARY COMMUNICATIONS CO-ORDINATOR
• Puzzles
• Solar Transition…
KEMELYEN JARED ABBOTT JOSIE RANDALL • Lilit
• Linfox… EDITOR
RHYDIAN THOMAS CENTRAL REGIONAL SECRETARY
• Cotton:On… CENTRAL POSTERS
SHERYL CADMAN
KEMELYEN kemelyen.co DELEGATES
• Baking industry council…
Edition: April 2020
CONTACT
WANT TO CONTRIBUTE? 120 Church ST. Private Bag 92904, Onehunga, Auckland 1643. Tel: 09 622 8355
Please email:
Fax: 09 622 8353
josie.randall@firstunion.org.nz contact@firstunion.org.nz • www.firstunion.org.nz
2 Edition 05 • 2019
CAMPAIGNS
A word from the President
Robert Reid ~★~
First, I want to thank the delegates to our regional
conferences for re-electing me as President of FIRST ★ ALLIED CONCRETE (Blenheim): Members ratified
an agreement that included wage increases, allowances,
Union. It is a great honour to serve our union and its conditions and overtime provisions. Membership has doubled
members in a variety of ways. I look forward to being as a result of a strong agreement.
your President for the next two years.
You will see from the column of the General Secretary ★ FRESH CHOICE (Takaka): A first agreement was ratified
that 2019 was another good year of growth for our union, at the end of last year that included a move from $17.70 to
and we also achieved good bargaining results. We are $19.50 and then $21.00 after 12 months service, as well as a
3.5% pay increase for any worker who isn’t on a new paid rate.
determined to carry this through into 2020.
★ GEORGE WESTON FOODS MAURI NZ (Otahuhu/
2020 will also be a busy year for the Executive. We Lower hutt): The flour millers at George Weston Foods won
have to complete our work on Te Tiriti o Waitangi themselves a new start rate of the living wage. This will effect
relationships in the union. The Executive has also workers in the Otahuhu and the Lower Hutt branches.
decided that we should undertake a complete review of ★ MAXCO: FIRST Union members at MAXCO won an
our Union Rules at the same time to bring them up to interim settlement from $20 per hour to $22 per hour, as they
date. Our FIRST Union Biennial National Conference move to their new employer T&G.
takes place in Auckland on 10-11 November, where the
rule changes will be made. Delegates to this conference ★ FOODMORE: FIRST Union members at FOODMORE
Meatworks have won a minimum of living wages as a start
were elected at the regional conferences last year. rate. The members also achieved time a half for over time.
At the end of last year, I joined an international ★ PROGRESSIVE SUPPLY CHAIN: Shift Managers at
human rights mission to the Philippines. The Progressive in Favona, Auckland achieved 10-15% STIP
situation for workers, peasants, trade unionists bonuses on top of a 4% increase over a two-year term and a
and human rights activists in the Philippines minimum rate of $76000.
is terrible. More than 27,000 people have ★ PAVLOVICH: A bus driver at PAVLOVICH was award
been killed by “the war on drugs”, and now $15k as a settlement for an unjustified dismissal case the union
this has become a “war on the people” with took.
trade unionists and human rights workers
being arrested and killed by the Philippine ★ PAK’N’SAVE: We reached settlements at MT ALBERT,
PAPAKURA, WESTGATE, MANGERE and MANUKAU
Government. FIRST Union joined a CTU Pak’n’Save that delivers from $20.50-$21.15 for workers
picket outside the Philippine Embassy in with 12 months or more service. These wins are building a
Robert Reid
Wellington on Human Rights Day 10 December. precedent for decent wages at Pak’n’Save, and can be used in
other Pak’n’Save negotiations to prove what can and should
be paid to workers.
★ THE WAREHOUSE: Warehouse bargaining concluded
in late 2019. Workers achieved a pathway to living wages,
access to partial and voluntary redundancy and an increase
to bereavement leave amid other wins.
★ WESTPAC: A new collective was negotiated for 4 teams
outside of coverage of the main CEA. The average increase
per member was $4,000, plus new entitlements to long service
leave and more sick leave.
★ BNZ: Late last year we had a ground-breaking set of
negotiations with BNZ that included 6 weeks annual leave,
one of the highest salary increases in years, access to partial
redundancy and improvements to sick and bereavement leave
entitlements.
★ ASB: Bargaining at ASB delivered 3% pay increases, sick
leave entitlements increases and double time for working
public holidays.
Flats & Chalets $85
★ HYGRADE PRODUCTS LTD: Members won a conversion
Cabins $70 clause for labour hire workers of 7 months,
improved bereavement leave, removal of
Sites for Tents/Campervans $17 duties as criteria of renumeration, wages
above the living wage and a 5% increase
over 2 years.
3
CAMPAIGNS
SUPERMARKET WORKERS ON “In my life, it’s huge. I have four
older kids, and as a family we
PATH TO LIVING WAGE AFTER can start to do more of the things
NEW DEAL
together that we’ve sometimes
missed out on in the past - two or
three dollars an hour is a really
big deal when it comes to living a
good life and spending time with
your family.”
SIGNED WITH
“It’s a common myth that
supermarket jobs aren’t careers,
in my experience, plenty of
colleagues have put 30 or
COUNTDOWN
more years of their lives into
their jobs, and this agreement
means a lot to them in terms of
recognising their long service
and the benefits of a career in
retail.”
Tali Williams believed that the
“It’s a common
myth that
supermarket jobs
aren’t careers”
deal set a clear precedent and
process that other supermarkets
could look to replicate when
entering negotiations with their
workers:
“An agreement like this
shows that it’s both possible
and practicable for all retail
employers to pay their workers
a living wage, and it makes good
business sense too.”
In November, FIRST members Retail. “Supermarket workers half years. For her, the deal is “I’m proud of our members
at Countdown ratified a new brought energy and creativity significant both at work and at today: they set an ambitious
agreement that will set their to the bargaining process and home. “A wage rise like this claim, organised among
supermarket team on a path maintained that they are worth means we can spend less time themselves, and took action
towards a living wage, and a living wage. We’re pleased that worrying about making ends to achieve a living wage. They
significantly raise the pay of Countdown has listened.” meet at home, making us less deserve this.”
15,000 workers across the stressed at work and feeling
country. The deal will impact around more secure about our futures,”
15,000 Countdown team said Ms McKenzie.
The deal was reached after members in a variety of roles
months of actions by members from checkout operators to
culminating in nightfill workers butchers. For team with 12
in Auckland taking strike action months or more of service
and holding a picket outside the currently on rates close to the
Ponsonby store. minimum wage of $17.70 per
hour, the agreement will provide
“Our members are thrilled an increase to a living wage of
to have stood together $21.15 per hour from September
and held out for a great 2020.
deal that recognises
their hard work Michelle McKenzie, 43,
and provides a is a Duty Supervisor
clear pathway at the Church
to the living Corner store
wage,” said Tali who has worked
Williams, FIRST at Countdown
Union Secretary for for eight and a
4 Edition 05 • 2019
CAMPAIGNS
CORONAVIRUS
COVID-19S
FIRST Union is receiving TIP TOP
WORKERS’
increased enquires from
members regarding the effect of
coronavirus in the workplace.
VICTORY
Both government and employers
are obliged to adopt a proactive
approach to protecting workers’
health and safety at work and
ensure no financial hardship
occurs should members
be isolated away from the
BRINGS NATIONAL BREAD
workplace.
SHORTAGE TO AN END
Under the Health and Safety at
Work Act 2015, all employers
have a duty to eliminate or
minimise risks and hazards to
their workplace. This means
an employer should not require
workers to attend work if they
are sick and expected to be in
isolation. In such circumstances
the employer has to insist the
workers stay at home and
continue to pay them as normal
without drawing on sick leave
entitlements.
Where employers are refusing to
support staff, your union should
be informed as soon as possible.
We are aware that in workplaces FIRST Union members at George Weston Foods company’s office. Workers highlighted that they
where understaffing is an issue, Ltd in South Auckland, who produce Tip Tip were the ones who made George Weston’s 24-hour
pressure is put on workers to get branded bread products, signed a new deal with operation a possibility, warning of possible bread
back to work earlier than they the company after emergency negotiations that shortages ahead due to the strike.
should when they are unwell. ended almost three weeks of industrial action and
Such practices are in themselves brought a national bread shortage to an end. Within a fortnight, many supermarket bread
unacceptable but considering shelves in the North Island were empty, and all
the significant public health risk Anita Rosentreter, the union’s lead advocate, said major media outlets reported on the emerging
such actions could pose in the members voted in favour of the ‘bread crisis’, putting pressure on
current environment, it would be company’s offer after striking for “members - they the company to reach a resolution.
unconscionable for an employer fairer pay and conditions, including knew they were
major changes to overtime rates. “I’m so proud of our members -
to continue this practice.
worth more than they knew they were worth more
In terms of the Government’s “Members at George Weston they were being than they were being paid, they
role clear policy needs to be
developed that ensures income
Foods who work overtime will
earn significantly more than paid” stood together and made their
voices heard, and after industrial
protection for workers impacted before (up to $160 more a week for some), with action, the company finally listened to their
by the coronavirus. This policy overtime rates kicking in after ratification,” said argument and agreed to settle on terms that are
should comprise a mix of direct Ms Rosentreter. fair to the workers,” said Ms Rosentreter.
Government support packages
and employer contributions to “Many of the members work upwards of 50-55 “The deal came just in time for Christmas,
ensure no financial hardship on hours per week, and formerly this was paid at meaning bakers could enjoy the holiday season
workers. ordinary rates. They will now receive a well- with the knowledge that they would be putting
deserved premium on these hours to compensate more than just bread on their tables.”
If you have any concerns about for their weekly sacrifices of personal time.”
your workplace preparedness for “Many wanted me to express that they were
coronavirus, please contact our “The deal includes increases to hourly rates - up so grateful for all the public support despite
Member Support Centre on: to 4.1% - with the majority of members now being the shortage of bread - it shows that a mild
0800 863 477 paid a living wage or above, and workers will inconvenience for shoppers doesn’t outweigh
receive full back-pay from September 1st 2019.” their sense of fairness and justice.”
Strike action began in late November with a
withdrawal of labour and a picket outside the
5
CAMPAIGNS
AOTEAROA NEEDS
responsibilities of governments
and transport companies
TO CATCH UP ON
and a sustainable pay model
for drivers. The ILO is a
tripartite organisation, made
up of government, worker and
CONTRACTOR
employer representatives. The
system has thus become the
international benchmark.
LEGISLATION
Australian workers’ fight for
their own ‘Safe Rates’ system
is expected to culminate in
widespread strike action across
the country this year. The
Transport Workers’ Union
(TWU) wants better, safer
In South Korea, the Korean jobs and regulation of wealthy
The future of work. What do importance to workers; it means Federation of Public Services companies at the top of the supply
you think of when you hear that income security and therefore and Transportation Workers’ chain, rather than the passing
phrase? The robots are coming? housing and food security, it is Unions’ Cargo Truckers down of risk, responsibility
40 per cent of jobs will be the difference between raising Solidarity Division, has won and liability to squeezed and
automated – or is it 70 per cent? happy, healthy kids and worrying historic ‘Safe Rates’ legislation, vulnerable workers.
Do you imagine a dystopia where about whether you will be able to which recognises that the
workers are all contractors and feed and clothe them from week industry’s contracting model “A precondition for creating
forced to cobble together dozens to week. Decent work is secure has driven down wages and, in better safety outcomes is
of gigs to make ends meet? work. turn, forced drivers to work long by ensuring accountability
hours, overload their vehicles, among the wealthy companies
These are the pictures being In California, the ground- speed and neglect vehicle at the top of transport supply
painted by economists and other breaking Assembly Bill 5 maintenance. The
business insiders, as though the (AB5) has just come into law established Uber decreasing chains, critically,
this includes
future has been written and we effect. The bill codifies into a ’Road Freight their pay in new economy
as workers have no say and no law a landmark Supreme Court Rates Safety
control. It is true that more and of California case, Dynamex Committee’ to set response to an behemoths such as
Amazon and Uber
more workers are being classified Operations West Inc. vs fair, safe rates and ‘oversupply’ of Freight that want
Superior Court, which holds
as contractors rather than
employees. It’s been happening that most workers are actually
hold corporations
like Samsung and drivers. to destroy the
industry chasing
for decades. Employers are doing employees, should be classified Hyundai accountable. Prior to it market share at the expense of
so to save money and discourage as such, and the burden of proof coming into effect in 2018, 1,000 lives on our roads.”
unionisation. for classifying individuals as people died annually in South
contractors belongs to the hiring Korea due to truck crashes. “By ensuring the likes of
Contractors are not entitled to entity. Amazon, Uber, wealthy
annual or sick leave, KiwiSaver Last year, in recognition of the retailers, manufacturers and oil
contributions or even the One of the biggest companies principles underpinning the companies are responsible for
minimum wage; they cannot affected by the bill South Korean ‘Safe the safe transportation of their
join a union, collectively bargain is Uber. The Rates’ system, the goods we can lift standards.
their wages, nor challenge an app-based International Labour This will have the effect of
unfair dismissal. ride-sharing Organization making transport businesses
c o m p a n y (ILO) adopted more sustainable, jobs in
Contractor ‘George’ (not his real engages more guidelines transport safer, fairer and more
name) says, “I didn’t even know than 200,000 outlining the attractive and it will reduce
I was a contractor at first. Then drivers in risks on the roads,” said
I received a massive tax bill at California TWU National Secretary
the end of the financial year and alone, all as Michael Kaine.
I had no way of paying it. When contractors.
I brought it up with my boss, If those drivers Our own Government is
he told me he didn’t need me are reclassified as currently considering how
anymore anyway. No notice, no employees under AB5, to improve protections
holiday pay, nothing.” they will have access for people working
to the greater as contractors. The
There is little about being a protections and Ministry of Business,
contractor that benefits workers. benefits that Innovation and
So why would we sit back and let come with that, Employment
this be our future? All over the including the (MBIE) released
world, workers are fighting this right to unionise a discussion
trend towards contracting and and collectively document called
other forms of insecure work. bargain - a Better Protections
Job security has – and probably massive win for for Contractors in
always will be – of the utmost these workers. November 2019
6 Edition 05 • 2019
CAMPAIGNS
and held public consultation on it some contractors. some of the most vulnerable comprehensive system to
until mid-February 2020. contractors in New Zealand. eradicate sham contracting
These options together Along with the usual layers and reverse the trend towards
This comes after calls from would deter employers from of contracting getting in the insecure work.
employment law experts misclassifying workers as way, Uber drivers are further
like Victoria University of contractors and create a safety prevented from engaging with The future of work has not
Wellington Professor Gordon net for workers. However, if their true ‘employer’ because yet been written and workers
Anderson for New thinly applied, it they are effectively managed by deserve, and should pursue, as
Zealand to “improve is likely that the an app. In August 2019, Uber had much control of it as possible.
its legal approach legal loopholes 6,500 drivers registered here. Even if full-time, permanent
to the ‘gig economy’ employers are The company has since entered work does become a thing of
to prevent people currently six new cities, taking its number the past, why can’t the reality
missing out on exploiting of markets in this country to 13. that replaces it be even better
basic protections.” w o u l d for workers? A world where
remain and A spokesperson for the we all have decent work, get
Many of the the problem New Zealand Ridesharing paid enough to live prosperous
options included would persist. Driver’s Network (RDN), an lives and raise happy, healthy
in MBIE’s organisation of thousands of app- families?
discussion Similarly, if the based ride-share drivers, says, A world where billionaires
document were wrong approach “Uber claims their platform is don’t exist, because workers are
based on what is taken, workers all about giving their drivers receiving their fair share?
workers around could be exposed to flexibility, good earnings and
the world have significant risk. Of the the ability to be their own boss. The narrative of the future of
already won. We 11 options, there is However, in practice the service work has been designed to make
are, in this regard, one that stands out agreement … is crafted in such us feel small and powerless, to
lagging behind, and for this reason: an a way that it only permits one- discourage us from standing up
it is imperative that option to create sided flexibility. The terms of and fighting for what we deserve.
our Government act a third category engagement are dictated to us.” So let’s change it.
quickly to bring about of worker,
wide-reaching changes to somewhere In July 2018, To join FIRST
contracting. in between the network Union’s Real
employee and conducted a survey Work Real Jobs
‘Mary’ (not her real name), contractor. of its members. It campaign to close
a contractor who provides was found that a the legal loopholes
interpretation and translation This is precisely how the UK majority of drivers d i s a d va n t a g i n g
services, says she is hoping Government responded to the (53%) undertook contractors:
any new legislation that comes employee/contractor conundrum. ride-sharing on
out of the process will allow This third category, simply a full-time basis, and a vast ‘Like’ our Real Work Real
contractors to join unions, “so called ‘workers’, fares slightly majority (76%) earned less than Jobs page on Facebook or visit
[we] can negotiate the terms of better than contractors, receiving the minimum wage in the six our website:
[our] contracts. [So we] can get wage protection, paid holidays, months prior. It also found that WWW.REALJOBS.NZ
advice, information, and also protection from discrimination drivers’ pay had gone down in
feel stronger.” and some union rights. the 18 months preceding this
However, they as a result of Uber decreasing
Among the
options are those
Contractors are remain excluded
from other core
their pay in response to an
‘oversupply’ of drivers.
which would not entitled to protections; their
ensure better annual or sick employment can Uber drivers, as contractors,
enforcement of be terminated at are not covered by the
existing laws; for leave, KiwiSaver a moment’s notice Minimum Wage Act or
example, giving contributions and they have no Wages Protection Act,
Labour Inspectors
the ability to or even the guaranteed hours. which would guarantee them
at least the minimum wage
decide workers’ minimum wage, A third category of and prevent their pay from
employment work, subsuming being decreased.
status, introducing penalties for some of what may have previously
misrepresenting an employment been categorised as employment, The contracting
relationship as a contracting would be detrimental to workers system in New
arrangement and reducing costs in New Zealand. It would Zealand is
for workers seeking employment present exploitative employers broken and
status determinations. with yet another avenue for needs to be
misclassification that would fixed now.
Others would require legislative deny workers the full rights and
changes, such as broadening protections of employees. Workers in
who would be classified as an Aotea roa
employee under the law, defining Uber drivers are one group that need a
some occupations of workers as would be at risk of ending up
employees and extending the in this third category, like they
right to collectively bargain to did in the UK, and they are
7
CAMPAIGNS
LOOKING AFTER
Why did you want to do it?
I’m passionate about health and
FRONTLINE
wellbeing. I’m already running
an initiative called Jogging for
Logging, which has become
pretty popular in the community
WORKERS
– it’s about getting people active,
building on what they care
about, and getting people to talk
and share afterwards. You can’t
IN THE FORESTRY INDUSTRY separate physical health from
mental health. For me, I want
A Q&A with forestry worker Wade Brunt. to share my journey of losing
40kg and realising that you still
In January this year, two forestry workers took up the newly created have work to do beyond the physical, especially in terms of mental
positions of Toroawhi in the NZ forests; Wade Brunt in Gisborne and health. It’s vital that we keep improving mental and physical health
Richard Stringfellow the Central North Island. in forestry.
Toroawhi are roving health and safety representatives” The Why is it important to have union reps on FISC?
appointment of the first Toroawhi was the result of years of advocacy It’s the voice for workers. The union, and this new role, is about
by FIRST Union President, Robert Reid, on the Board of the Forest standing up for the workers on the frontline.
Industry Safety Council (FISC). Their appointments give life to the
call for greater worker engagement and participation in their own What are the biggest issues you see in forestry right now?
health and safety, which was a key recommendation of the Independent The first thing that comes to mind is that there’s a lot of pressure,
Forest Safety Review in 2014. issues with the culture, and sometimes a lack of communication from
That review followed a large spike in forestry deaths and was the top down. As Toroawhi, I have to make sure that communication is
championed by the late Helen Kelly (then President of the Council of happening, and there’s engagement from the top down. At the moment,
Trade Unions.) Workers First interviewed Wade Brunt soon after his there’s also a lot of uncertainty around the market and what the flow-
appointment. on effects of the coronavirus will be. It’s been a big shock for the
industry, leaving some crews switched off and workers without work.
What is your new role? Do you have any messages for our readers?
I’m Toroawhi at Safetree, which is a joint collaborative project We’ve got our next Jogging for Logging event on March 21st – a group
between Worksafe and the Forestry Industry Safety Council (FISC). It of loggers are running a relay from Gisborne port to Tolaga Bay,
was created with the idea that together, we can create change and give which is about 54km. We need to focus more on health and wellbeing
forestry workers a strong voice. rather than compliance, and together we can create change that
includes everyone. A healthy worker is a safe worker.
What will it involve doing?
It’s about engaging with workers on the frontline, visiting crews For more information on the work of the Forest Industry Safety
out in the forest, coaching workers – everyone from silviculture to Council and the Toroawhi please go to:
harvesting operations to truck drivers and roading crews in the forest www.SAFETREE.NZ
– and supporting them to become more involved in the decision-
making around health and wellbeing on the job.
WE ARE NOW OPEN SATURDAYS!
MEMBER SUPPORT CENTRE
Our member support centre is
your first port of call whenever you
are in need of assistance or advice
from the union.
0800 TO FIRST
(0800 863 477)
contact@firstunion.org.nz
FIRSTUNION.ORG.NZ
MONDAY - FRIDAY: 8:30am - 5:00pm
Nick Mayne, Caitlin Wilson and Chris Lennon SATURDAY: 9:00am - 12.00pm
8 Edition 05 • 2019
CAMPAIGNS
Union playing vital role in
MARSDEN POINT LINFOX
SOLAR LOGISTICS
TRANSITION MEMBERS
SIGN NEW
While unions usually operate in the space between employers and
DEAL
workers, tasked with ensuring fair wages and conditions first and
foremost, FIRST has also been playing a vital support role between
employers, Government and local communities, in the proposed solar
farm transition at Marsden Point in Northland.
“The Government have been clear on their plans to move away from
oil and gas exploration and refining, and the question is now how
we ensure that a skilled refinery workforce can transition to a new
sustainable future,” said Justin Wallace, FIRST Union organiser.
“As a union, we’re supporting Refining NZ, the owners of Marsden
Point and the proposed Maranga Ra solar farm, to make sure the
central government are looking at the whole picture for the north and
the local communities - it’s all about a fair and just transition for
these workers and also about producing domestic renewable fuel.”
“I’m proud of the work our members are doing, and we’re positive
about this being an opportunity for the future-proofing of skilled
workers and the ability to create skilled jobs.”
Linfox Logistics, a major trans-Tasman trucking company with
almost 200 drivers in New Zealand, have signed a new two-year
Collective Agreement that includes significant improvements in
pay rates and conditions for union members around the country.
Base rates for the agreement will increase by $1.27 and $1.47
per hour before allowances, while the company has agreed to
a guaranteed 42.5 hours across five days per week for workers,
with a minimum payment of 8.5 hours per day (2.5 hours paid at
time, and 0.5 hours for those on staggered rates).
The settlement comes after members voted to take industrial
action, which shows once again the power of workers organising
to withdraw their labour in support a fair deal at work.
Members will also enjoy the employer’s Kiwisaver contribution
being continued for those over 65 years of age.
The agreement applies nationwide to all drivers, with the
exception of those in fuel and forestry. The company operates
several hubs throughout the country.
9
CAMPAIGNS
Cotton On Workers
TAKE
ACTION
AFTER SIX MONTHS
WITHOUT
NEGOTIATIONS
Over 300 FIRST Union members with the long wait for negotiation said Tali Williams.
at Cotton On stores around New causing frustration through For one worker who wished to
Zealand have been taking a the workforce. The company’s “Let’s be clear - Cotton On are remain anonymous, four years
range of different strike actions Wellington Christmas parties the largest global retailer in of service for Cotton On ending
over the last few months as the were cancelled amid the strike Australia, and they turned over in this manner left a bitter
company refuses to come to the action, and FIRST Union hosted more than $2 billion AUD in the taste behind: “In meetings,
table and negotiate the living a picnic for workers instead. last financial year. They have our managers couldn’t answer
wage that they claim to support. a workforce of 22,000 people our questions and the staff are
A central concern for workers across 18 countries, and every feeling stressed and uncertain
At the beginning of November, was the possibility that no day they choose about what comes
distribution centre and retail negotiations for a living wage not to pay them a They have a next.”
workers took strike action; for
many of them, it was their first
would also lead to backward
movement, with worries that the
fair wage.”
workforce of “They just said the
industrial action. Tali Williams, company’s standing offer would In January 2020, 22,000 people lease was up and
FIRST Union’s Secretary for
Retail, said: “These young
worsen employment conditions
further and result in a detrimental
sixCotton
stores
On
were
across 18 the stores weren’t
that profitable…
workers are frustrated to keep minimum wage settlement by quickly and countries, they we still don’t know
reading the green-washed,
hopes-and-dreams, fair trade
April 2020 that pleased no one
but Cotton On themselves.
quietly closed
by the company
choose not to what’s
behind it.”
really
image that Cotton On like to without making pay them a fair
publicise when many of its retail “Cotton On’s refusal to live up the news public. wage.” FIRST Union
workers are still on minimum to a living wage is particularly Workers were wrote to Cotton
wage, and the company’s latest ironic given they’re also inadequately consulted on the On to request a suspension of
offer would make new arrivals among the loudest fast fashion closures, and their redeployment the closures until sufficient
even worse off.” businesses who are keen to and redundancy options seemed consultation with staff could
signal their virtue in the ‘woke’ like an ad hoc afterthought from be performed, but the company
Protests continued throughout 2019 zeitgeist without any corporate managers whose sole rejected the request.
the month across major cities, industrial basis to back it up,” concern seems to be profitability.
In light of the ordeal of
bargaining, FIRST also wrote
to the Tear Fund, who produce
the annual NZ Ethical Fashion
Guide, suggesting that Cotton
On’s rating, as an ethical
employer in 2019, was not
accurate given.
They do not meet the
requirements of ‘worker
empowerment’ that they were
graded on, and they should not
be rated the same again for 2020
until they return to the table and
truly negotiate a pathway to the
living wage.
10 Edition 05 • 2019Artist: Kemelyen. www.kemelyen.co
DEMAND REAL JOBS FOR REAL WORK
WWW.REALJOBS.NZOUR U
UNION ©2019 Kemelyen www.kemelyen.co
NEWS
FIRST in solidarity with
FIRST Union President Robert
Reid has written in support to
FRE NC H
the Confédération Générale
du Travail (CGT), one of the
largest French trade unions,
who have been leading enduring
protests and strikes over the last
few months against President
Macron’s proposed changes to
PENSION
national pensions, which have
angered many workers.
“This reform implies a profound
moderation of our current
system, which is redistributive
STRIKERS
and based on solidarity… for a
transition to a “point-based”
system, which would lead to
lower pensions and hence raise
the need for capitalisation to
ensure a living pension…”,
wrote Philippe Martinez,
General Secretary of the CGT, in
response.
The CGT has been working with
a broad group of unions from
the public and private sectors,
and their industrial action has
drawn worldwide attention to
the reforms. Teachers, energy
workers, firefighters and
dockworkers have all taken to
the picket line, with railway and
Metro staff on strike for over 45
days.
Mr Reid wanted convey FIRST’s
solidarity and support for “the
brave struggle of the French
working class and its unions
against the austerity policies of
the Macron Government”.
Bargaining begins at Briscoes and Bunnings
Starting in March,FIRST Union members at Briscoes and Bunnings will begin
bargaining for better wages and conditions in their next Collective Agreement.
Briscoes
In 2018, FIRST negotiated the first ever Briscoes Group Collective Agreement,
covering all union members at Briscoes, Living and Giving and Rebel Sport. Union
members achieved a $1 per hour pay increase and improvements to hours of work and
sick leave provisions, and in 2019, a further $1.15 per hour was achieved.
However wage rates at Briscoes are still well below what we have achieved in other
retail chains. Over the past few weeks, more and more Briscoes and Rebel Sports
workers have been joining our union. The more Briscoes workers that join the more
Briscoes will listen. Join the union now and be part of our Worth It campaign for living
wages and secure hours of work.
Bunnings
In 2018 Bunnings workers achieved a historic living wage settlement, which launched
our Worth It campaign and set a new precedent for fair wages in retail. Shortly,
Bunnings delegates from across the country will meet to decide the focus for the 2020
negotiations. Key areas to be addressed at bargaining include acknowledgment of
workers’ skills and service , as well as consistent and safer staffing levels on the floor.
15NEWS
FUTURE
FOR
AMBULANCE
The Ambulance service in New Committee. After a long fight, bargaining and it is not looking failed to ask for enough funding
Zealand is only partially funded St John eventually signed up to promising. At the end of last year from government (they fully
by the government. Unlike the give workers time and quarter St John decided they do not want acknowledge this) and now NZ is
Firefighters or the Police, it is for shift pay (from 1 July) and to pay their workers the agreed paying the price.
not a Government-run emergency a commitment that the EMAs 1.25% for shift pay, but instead
service. Instead it is contracted would be better paid for their have decided on 1.15%. When money does go into the
out to two providers – Wellington skills in the next round of funding. service it is taken away from
Free Ambulance in the Wellington Both St John and Wellington Free They have refused to provide frontline staff into new streams of
area and St John Ambulance in Ambulance receive around 72% a copy of an ‘independent’ work and many more positions in
the rest of the country. of public funding with the rest of workforce review to staff and administration, management and
the costs made up by donations, have not applied for enough human resources. Winston Peters
Last year ambulance officers at charges for callouts, membership funding (again) to meet the has promised that, if elected, he
St John spent nearly one year subscriptions and other paid signed collective agreements. It will increase the funding to 90%
bargaining a new collective services. is troubling behaviour as Peter (St John doesn’t want 100% as it
agreement. The campaign was Bradley (the CEO) promised the would alter their charity status)
for recognition of working nights St John have always claimed bargaining team last year that, but if St John won’t pass it onto
and weekends and to raise the insufficient funding as a reason although he had not included pay to ambulance officers, nothing
rate of the lowest paid workers, for depressing the salaries of rises for staff in previous funding will change.
Emergency their frontline rounds, he would do so in the
Medical Assistants For over a staff and now future. It is also worrying as last As a contrast to St John taking
( E M A s ) . both the workers year frontline officers voted to the year to settle, the bargaining
Ambulance decade, St John and the New walk off the job, and workers say at Wellington Free Ambulance
professionals are Ambulance has Zealand public are that right now morale has never was completed in less than two
the only health
service workers consistently suffering. Every
day, all over
been lower and they are still very
angry from the last bargaining
days. The organisation said it
didn’t want to just deliver a gold
who do not failed to ask for New Zealand, round. standard ambulance service but
receive shift pay
and EMAs were
enough funding ambulances
left in stations
are
So what does this mean for the
that it wanted to be gold standard
in its treatment and conditions for
earning less than from government or staffed with a future of the service? At the end staff.
$20 per hour. St person of a lower of last year, we asked ambulance
John claimed poverty, just as they qualification to the Government members the same question, This July we will be back in
always do. contract because St John cannot with a variety of options. Should bargaining, trying to drag St John
attract new staff. Newly qualified the ambulance service be run up to a similarly high level, but
It was a long fight and nearly 40 paramedics are heading overseas, by another provider? Should we know it won’t be easy. Watch
partial strike actions were issued. tempted not only by better ambulance combine with a this space as ambulance officers
Ambulances were chalked with wages but quicker pathways service such as Fire Fighters? at First Union are stronger and
campaign messages, there was a to achieving their Authority to Workers at St John said they more prepared than ever to
paperwork ban, and a refusal to Practise Certificates. would prefer to be back under the fight for the recognition
work overtime or attend public running of the Government as a they deserve.
events (a side business for St J). What this staff shortage can core emergency service
mean is long wait times after an and perhaps
The campaign was well covered ambulance is called, and the Fire
in the media, particularly on service are responding to more
The Project and by Radio New and more calls to prop up the this is
Zealand. A petition was delivered service. We even have reports the best option.
to the Government on the steps that some people in need are For over a decade,
of Parliament with a delegate calling the Fire service directly. St John Ambulance
discussing it further at Select This July, we are back in has consistently
16 Edition 05 • 2019DELEGATES
BAKING INDUSTRY COUNCIL
The Baking Industry Council is newly established and excited to be Wilton and Convenor for the South Island is Richard Jefferies
representing baking members within FIRST Union. They met for (not pictured).
their inaugural meeting in January to talk about how they can support To find out more about the Baking Industry Council, contact:
workers in New Zealand’s baking industry to improve their working anita.rosentreter@firstunion.org.nz.
lives through their union. Convenor for the North Island is Todd
What is the best part of being a FIRST Union member for you?
“people power,
“the sense of
belonging to a
community it
team”
brings!”
“fighting “the security “communication
the good and unity i feel and support
fight for the belonging to a from other
people!” union.” members!”
From left to right:
James Sausau from George Weston Foods Tip Top Otahuhu, Todd Wilton from Breadcraft Wairarapa, Adam McLean from Goodman
Fielder Quality Bakers Auckland, Donna Peacock from Goodman Fielder Quality Bakers Dunedin, Patrick Hartstonge from Goodman
Fielder Quality Bakers Wellington,
JOIN OUR
AND BE PART OF A FUN AND
WIDER PACIFICA COMMUNITY
We assist, give a voice to, and empower
our Pacifica Union Members
17UNION MOVEMENTS
RECAPPING THE NZ BUS DISPUTE:
SUSPENSIONS,
SOLUTIONS AND
SOLIDARITY
Auckland-based NZ Bus drivers Drivers at Go Bus in Auckland conditions are the first thing to been supported, and despite
had a busy and demanding were already involved in their go, Mr Abbott said. some of the media reporting on
December following a own dispute with their employer The company with the lowest the conflict as a strike rather than
breakdown in bargaining with and had taken the unusual step bottom line for delivering the a series of mass suspensions, the
the company that eventually of refusing to collect passenger service is more likely to get the public were clearly sympathetic
led to free fares strike action, fares as a strike action. As a contract from the Council than to their regular bus drivers,
heavy-handed mass suspensions, tactic, it allows drivers to clearly the one who pays a living wage who had now been deprived of
and finally a commitment from
Auckland Council to step in
communicate
their problems to
the driver and spends plenty
of its resource
income and security just weeks
before Christmas.
and fix the broken competitive the public while endures a four- ensuring that
tendering system that underlies
the drivers’ problems. With a
keeping the buses
on the road and the
hour layover buses are properly
maintained and
In early December, drivers
protested outside Auckland
new year beginning and a new set drivers working. between shifts serviced. Drivers Transport’s offices, calling for
of challenges ahead, we revisit
the last eight weeks and break
Union drivers at
NZ Bus opted to
that is unpaid, and passengers
bear the cost of
the Council’s involvement in
resolving the dispute and ending
down the series of events that led join this protest at the end of the penny-pinching, and the the suspensions in the short-
to this point. November, initially for one week. companies are the only ones that term while longer-term fixes for
profit. the broken contracting model
Around 800 bus drivers – At the time, Jared Abbott, could be considered. Unions also
members of FIRST and the NZ Secretary for Transport at After the first week of NZ Bus met with NZ Bus for an urgent
Tramways Union – voted in late FIRST, was already pointing drivers refusing to collect fares bargaining session, but the offer
November to reject NZ Bus’ out that the Public Transport and no prospect of meaningful had not improved, and was duly
offer, feeling that it offered little Operating Model (PTOM) was negotiation on the horizon, rejected.
benefit in terms of wages and the genesis of the dispute: “All drivers announced their
conditions as well as failing to of the concerns we raised about intention to continue with
resolve serious ongoing issues the effect PTOM would have the free fares protest until
around rest and meal breaks. if it went ahead have already Christmas.
come true in Auckland,” said Mr
As an example, an Auckland- Abbott. In response, the company
based urban bus driver might “It’s not good enough to just suspended all drivers and
have to work long split shifts shrug our shoulders and say it’s cancelled most of its services,
that are paid for eight hours work here now and that’s that - drivers implicitly blaming the unions
while the driver endures a four- are struggling, the industry is and attempting to mobilise
hour layover between shifts that facing a shortage, and we seem public frustration against
is unpaid, essentially meaning to be the only ones proposing the workers.
that many are earning less than solutions.” Except it didn’t work –
minimum wage when a full drivers received near-universal
twelve to fourteen-hour day’s The PTOM system relies on support from passengers,
work is considered. cost-cutting, and wages and the free fares protest had
18 Edition 05 • 2019UNION MOVEMENTS
FONO TO HOST Job losses could have
been avoided in
PACIFIC WOOD &
TRAINING FORESTRY
ONPEOPLE’SRESEARCH S E C T O R
A spate of saw mill closures closely followed by forestry
workers being laid off highlights the need for Government
intervention in our wood and forestry sector.
FIRST Union has been campaigning on regulation of wood
from our foreign owned forests for a number of years. In 2018,
a symposium attended by various governing bodies, overseas
experts, industry stakeholders and workers concluded that the
amount of wealth New Zealand is missing from wages caused by
the export of raw logs alone would be insurmountable. This is due
to exporting commodities as raw materials, instead of producing
a wider range of products before exporting, and this is especially
true for the forestry and wood processing sector.
The prices for logs in New Zealand have been driven up to
unprecedented levels over recent years by foreign buyers
operating on subsidies provided by their own countries. These
FIRST Union’s Pasefika Network Led by experts, the discussions subsidies enable foreign buyers to artificially inflate prices here,
will be hosting the Pacific Sub- and mutual learnings in the forum effectively capturing the domestic log market by creating some of
Regional Training on People’s will feed into the training proper, the highest softwood log prices in the world.
Research in Auckland from 15- which will include discussion on
18 April 2020. Participants are the people’s research process; Despite big talk from the Minister of Forestry, Shane Jones, very
coming from Fiji, Samoa, Tonga, workshop sessions on research little has changed. In 2018 Mr Jones sated “the high tide mark,
New Caledonia, West Papua, methodology, data processing where New Zealand society is going to tolerate the wholesale
Vanuatu, New Zealand and and analysis; and discussions on exportation of all the raw logs with diminishing processing
Australia. utilising people’s research for happening in New Zealand, has come and gone.” Two years later
policy advocacy. the status quo remains.
The training workshops focus
on building the capacity of civil To link the lessons of the The distorted log prices, coupled with a lack of intervention from
society organisations (CSOs) and training to policy engagement, Government, saw the announcement of hundreds of job losses
people’s organisations (POs) to participants are expected to in the last couple of months, with processing companies
conduct and facilitate research propose research designs framed Carter Holt Harvey, Claymark, Pacific Pine and RH
based on a pro-people paradigm within the paradigm of people’s Tregoweth announcing saw-mill closures.
for knowledge-building, research. The participants will
information dissemination and also be encouraged to contribute Only weeks after the closures, the forestry
education, and advocacy on to future knowledge-building industry has reported that due to trade
emerging issues around trade and information dissemination restrictions in place because of the
and development, regional campaigns to influence policy coronavirus scare, around 30 percent of
integration and connectivity, at the community, national, forestry workers are without jobs. While
natural resources, peace and regional, and global levels. the restrictions on exports have seen a
security, and development massive dip in the local log price, local
effectiveness for the Pacific The training will be conducted manufacturers are still short on supply
region. by the Asia Pacific Research as forestry companies are choosing to shut down operations
Network (APRN) and its affiliate rather than supply local sawmills at the market rate. This is solely
There will be a forum on the Asia Pacific Mission for Migrants in the interest of the foreign owned forestry companies and comes
first day on the economic and (APMM). The Pasefika Fono is at the cost of local jobs.
geopolitical situation of the optimistic that this Pacific Sub-
Pacific and its impact on human regional conference will raise If the log supply had been regulated to ensure a reasonable portion
rights, livelihood and life, collective awareness in the region must be supplied to local saw mills, coupled with a procurement
including the mass displacement and strengthen coordination from policy that saw Government building investments use local saw
of the Pacific peoples. international research networks mills for wood supply, this could have all been avoided.
and progressive organisations.
19BULLETIN
FOODSTUFFS
LIVING WAGE
PROTEST
HIGHLIGHTS DISPARITY BETWEEN
NORTH AND SOUTH ISLANDS
Members at Pak’n’Save Richmond and New World City Centre in 5 Pak’n’Save stores in the North Island, offering average starting
Dunedin spent their Christmas Eve protesting the lack of meaningful rates of above $19.50 per hour, with consistent rises to well above
bargaining with the two Foodstuffs South Island supermarkets after $21 by 2021.”
waiting over three years to settle new collective agreements.
Workers took limited industrial action after voting to wear stickers “In contrast, Richmond Pak’n’Save is offering a printed rate of 0.05
that stated ‘We deserve the living wage’. cents above the minimum wage of $17.70, and Dunedin New World is
offering much the same but with some possibility of earning up to 0.50
FIRST Union Regional Secretary, Paul Watson, said cents an hour extra, but only if performance standards are
that minimum pay and conditions and maximum profits high enough.”
remained the name of the game for Foodstuffs.
“Comparisons between North and South Islands
“Consumers also need to start questioning why stores show the same prices for food, but that
these store owners charge the same prices for doesn’t translate to the same wages for the
supermarket products as in the North Island when workers - South Island Foodstuffs supermarkets
South Island workers are paid so much less,” said are taking a greater margin because their wage costs
Mr Watson. are lower and profits higher.”
“For example, we recently settled agreements with
SHOCKED WORKERS LEARN OF IMMEDIATE
BUNNINGS
SHUTDOWNS
Workers at two Bunnings retail stores, in Waikanae and Te Aroha,
learned just a week before Christmas that their stores were to close
“This is just cruel. It’s completely unnecessary to blindside employees
with terrible news like this just before Christmas,” said Kirstin Miller,
before the new year, leaving workers in the dark. FIRST Union spokesperson.
On December 18th, Bunnings informed employees at the stores that One worker who had been employed at the Waikanae store for 2 years
they we considering redundancies. Bunnings apparent basis for the was shocked and angry at the closure:
closures was that “we are concerned that we are no longer able to “We have lives and friendships here, and our store is doing a roaring
operate the store to a standard we feel meets Bunnings trade.”
operational requirements, for you, our Team and of course, The way
our customers”. they gone “We were told just three weeks ago that the plan was to
move to a nearby location in March 2020. Today we hear
FIRST Union wrote to the company and requested that due about this is this vague statement that ‘the numbers don’t stack up’.”
to the inadequate notice to workers and lack of informationdisrespectful
about redundancies, the consultation period be suspended “They have lied to us and the timing is appalling. At
until the new year. This request was denied and just two days before this time of year especially the thought of being out of work is very
Christmas, the company announced that it would close the stores stressful. The way they gone about this is disrespectful.”
before the new year.
20 Edition 05 • 2019BULLETIN
ACTION ON
BANK
GENDER bottom is stymying progress at the Living Wage Movement
PAY GAP
the top – on boardroom seats for Aotearoa New Zealand in
women, for example.” November.
FIRST Union General Secretary
Dennis Maga congratulated “This has not happened through
Westpac CEO David McLean goodwill alone - union members
must begin at the bottom
for the bank’s willingness to have been bargaining for fairer,
address the gender pay gap, higher wages for many years, and
and Mr McLean accepted the today’s announcement would not
FIRST Union welcomed transparency and proactivity, union’s offer to work together have been possible without the
Westpac’s public admission in and we hope other banks will imminently on the issue. foundation they established,”
September of the significant follow suit and report publicly said Callum Francis, FIRST
gender pay gap in its workforce about gender-based wage “Businesses Union organiser.
and reiterated its call for disparities in their workplaces, shouldn’t have to major employers
employers to work with unions
to close this disparity, arguing
it’s time customers and
prospective employees know who
pay a lot of money
for consultants have a guilty A N Z ’ s
accreditation -
that this work must begin at the they are supporting.” to report on the secret – they the second bank
bottom of the pay scales.
“However, we would place
issue,” said Ms
Williams.
aren’t paying to receive
after Westpac –
it
“A number of New Zealand’s much more emphasis on the women fairly recognises that
major employers have a guilty cause of the gender pay gap “Public reporting the bank’s direct
secret – they aren’t paying women being low wages for the lowest- should be required and employees are paid $21.15 per
fairly – and it’s because their paid workers, many of whom enshrined in law. Unions are hour or more. The bank says
entry-level customer service are women in customer service already well-aware of the gender contracted service providers
roles are done predominantly roles.” pay gap thanks to our members, included cleaners, security and
by women, lowering the bottom “It’s been our focus in terms and we’re always willing to work concierge will also receive a
of the wage scale,” said Tali of both pay equity and equal with employers to address this.” Living Wage or above in future;
Williams, FIRST Union pay, and Westpac’s admission something that is crucial to
Secretary for Retail, Finance and that the gender pay gap is as In other banking news, FIRST receiving accreditation.
Commerce. much as 30% really confirms Union also commended ANZ
“We applaud Westpac for their that structural inequality at the on receiving accreditation from
SAMOAN WORKERS
During the 2016 Samoan
parliamentary elections, a
WIN INCREASE
number of Opposition party
candidates endorsed the
increase in the minimum
TO MINIMUM
wage but unfortunately were
not elected. SFU continued to
WAGE
run its media campaign after
the election, and in March
2017, with over 2 years lapsing
In January 2020, the Samoan Government increased the minimum since the last increase to the
wage from $Tala 2.30 to $Tala 3.00 (NZD 1.77) per hour, which minimum wage and prices
came after a five-year long campaign by Samoa FIRST Union since continuing to rise, they decided to lift the target for the minimum
its formation in 2015. Until the formation of SFU, there had been wage increase to $Tala 5.00 per hour.
no private sector union in Samoa. SFU was quickly able to recruit
over 1,000 members after its formation and a key demand of the Finally, in 2019, the Samoan Government announced a review of
new members of the union was an increase to the minimum wage. the minimum wage. SFU made comprehensive submissions to
the review and the review came out with a recommendation that
The minimum wage in Samoa had been increased from $Tala 2.00 the minimum wage be lifted to $Tala 3.70. Unfortunately, business
to $ Tala 2.30 six months before SFU was formed in 2015, but for owners lobbied conservative MPs to reduce this increase, and in
Samoan workers, this was not enough. Soon after its formation, the the end the Government announced an increase of $Tala3.00.
SFU launched a campaign for an increase in the minimum wage “We are pleased to see the minimum wage increased,” Saina
to $Tala 3.00, including petitions, leafletting, workers talking to Tomi told WORKERS FIRST. “But the increase should have been
their traditional leaders at village level and a continuous media much bigger. We will just keep fighting.”
campaign by SFU Secretary, Saina Tomi.
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