Category: Communications

E tū, the union for media workers in Aotearoa New Zealand, are alarmed by TVNZ’s proposal to cut up to 68 jobs, and are worried there won’t an adequate process for working through this proposal.

TVNZ has told their employees that people will find out if they are affected today, with more specific details to come tomorrow. It is expected that Fair Go, Sunday, Tonight, and Re: are all at risk.

One E tū member at TVNZ says that workers are particularly feeling the pressure around not yet knowing their fate.

“It’s the uncertainty right now around what is proposed that’s the hardest for us,” they say.

“Programmes like Fair Go, Sunday, Tonight, and Re: are well-respected, and continue to be a crucial part of keeping people informed about critical issues that affect their real lives. We are hoping for the best, for the people who watch and the people who make the shows.”

E tū Negotiation Specialist, Michael Wood, says E tū will be challenging the cuts both in the interest of affected members and the wider public who rely on a well-functioning media.

“TVNZ has a responsibility, not just to the Government as sole shareholder but to all New Zealanders, to lead a positive vision for the future of media,” Michael says.

“Our members are deeply concerned that there is no clear strategy developed to protect the TV functions at the heart of the whole TVNZ enterprise.

“As we’ve all recently heard about the decision to close Newshub, it is more important than ever to protect and enhance our local media. TVNZ’s proposal is to do the opposite. Our members are passionate about their work and know the importance of a strong Fourth Estate.”

The company has indicated to the union that they will only open consultation for a very short period of time. Michael says that the consultation process must be genuine.

“Giving workers just a few working days to understand and give feedback on this proposal would be simply ridiculous.

“The workforce at TVNZ are the people best placed to work with the company to solve the problems and find a way forward that protects the vital role they play in our media landscape. In the past, E tū has worked with the company through change processes to successfully protect jobs, maintaining a strong platform for telling Aotearoa’s stories.

“We need to do this again, and it starts with the company engaging, and not dictating. They cannot make the best-informed decisions without a genuine and thorough consultation.

“Every New Zealander has a stake in this decision, as it will have a huge impact on the quality of public media. TVNZ and the Government, as the sole shareholder, must take a wider view that reflects the importance of this platform for everyone.”

ENDS

In light of the Deputy Prime Minister Winston Peters’ recent comments about the media, a group of journalists who serve as E tū delegates say these claims are misinformed.

Mr Peters has claimed the Public Interest Journalism Fund was a government “bribe” – which is a well-known but incorrect claim made amongst those who peddle conspiracy theories. He has further doubled down on that by saying he is at “war” with the media. We strongly reject claims of a bribe.

Journalism was just one of many industries that got government help as a result of the Covid-19 pandemic. There was never any expectation tied to the Public Interest Journalism funding to cover any one topic, or in any one way, and there were clear and well-publicised conditions for the work produced.

While journalists strongly reject Mr Peters’ claims, we will all continue to cover him, New Zealand First, and all parties in an unbiased way. The media has an important role to play in a democracy, holding politicians to account and acting as a watchdog for the community. 

Journalists at the front line doing their job have faced strong and sometimes unusual pressures recently from people acting on strong views, to limit reporting or the how stories are told.

By spreading misinformation and supporting conspiracy theories, Mr Peters is placing journalists at risk. We urge Mr Peters, as well as other senior politicians and public figures, to support and protect our independent media, not attack it. 

The Post and Stuff delegate Tom Hunt said it was ludicrous to label PIJF a bribe.

“Many of the PIJF journalists were also union members and were bound by E tū’s journalistic ethics, which enshrines editorial independence from outside influence.  

“The Media Council also has principles saying publications should be ‘bound at all times by accuracy, fairness and balance’. Furthermore, media companies have their own standards which enshrine independence. 

“Taking aim at these journalists who are now, or will soon, be facing the end of PIJF funding is a cynical cheap shot.” 

RNZ delegate Phil Pennington said RNZ journalists strive every day to meet the demands of their stringent editorial standards, standards shared with many other media organisations.

“Our journalists’ daily work helps support and protect an environment of free debate and wide-ranging input, and we hope and trust all our political leaders’ efforts do, too.”

Another experienced journalist told E tū that Winston Peters’ attack on the media was reminiscent of how Sir Robert Muldoon behaved. He attacked unionists and journalists, infamously refusing to allow journalist and cartoonist Tom Scott to attend press conferences.

An estimated 750 people could lose their jobs at NZ Post if a proposal for major changes at the state-owned enterprise goes through as currently signalled.

The radical changes would see the end of the nightshift at the Christchurch Mail Centre, with some members losing up to 30% of their pay. The International Mail Centre and Auckland Operations Centre are facing a ‘dumbing down’ of their roles which would also see their pay reduced and could potentially impact future redundancy compensation.

Further, NZ Post are proposing to move their delivery workers into a contracting model, meaning they would not get the benefits and protections of being directly employed.

Christchurch Mail Centre delegate Nelson Tainui says the workers are feeling the pressure.
“As with all change, it’s the fear of the uncertain, and what it means for everyone’s own individual circumstances,” Nelson says.

“It’s the initial stages of a business-wide change, the breadth and depth of which is still to be determined. We are just one cog in a rather large machine.”

E tū Negotiation Specialist Joe Gallagher says NZ Post isn’t living up to their social responsibility as a state-owned enterprise.

“NZ Post should be modelling the best practices as a large employer delivering an essential service for Aotearoa New Zealand,” Joe says.

“Instead, they want to join the ranks of the bottom-feeding courier companies who exploit their workers to provide the services at the lowest possible cost.

“It’s particularly galling from a state-owned enterprise, because they should live up to a responsibility to their workers and the wider community by making decent work a priority.

“E tū members have a long and proud history of protecting NZ Post both in the interests of the workforce and to maintain delivery of an excellent service. We will be fighting to protect Post once again.”

E tū members working as journalists for Allied Press are walking off the job for a whole day to protest their employer’s current offer on the table for their new collective agreement.

More than 40 members from Dunedin to Invercargill will participate in the day-long strike action with pickets from 9am on Tuesday morning.

Union members are pursuing a decent pay rise that will bring their wages into line with industry pay rates.

ODT delegate and journalist Rebecca Fox says pay rises for members over the last 15 years have not only fallen behind inflation, but behind others in the media industry.

“We recognise how tough the media industry and the ODT has it at the moment, but it can’t be an excuse for unliveable wages.

“Other players in the industry are getting five to six percent pay increases – our last one was two percent,” she says.

Rebecca says it takes around three years for journalists starting out at the ODT to earn even the Living Wage, while those with many years of experience also feel short changed.

“We have people working with 20+ years of experience who are barely getting the new average salary for Otago* which is around $70,000.”

She says for years, journalists at Allied Press have also been struggling with a lack of training and resources, which has added to their feeling of being under-appreciated.

E tū organiser Ann Galloway says negotiations with the company have always been drawn out, and this round of bargaining has been no different.

“Members are fed up with waiting on their employer to give them a decent pay rise.”

In comparison to other newspaper outlets, their pay rates are very low, she says.

“Members are prepared to keep fighting until they receive an offer that they can accept.”

Strike/picket details

Allied Press journalists are striking from 9am on Tuesday 10 October to 9am Wednesday 11 October.

Pickets will be held outside the Otago Daily Times office in Dunedin at 52 Stuart St on Tuesday 10 October at 9am, 12pm, and 5pm.

* According to the most recent Trade Me Jobs report

Journalists at the larger Stuff newsrooms across Aotearoa have voted to take strike action starting this week, to push for a decent pay rise in their new collective agreement.

The E tū members will take several two-hour strikes this week, including today, and members have also voted for a 24-hour stoppage at a time to be determined next week.

Stuff members have voted to reject the company’s pay offer and to continue to seek a deal that addresses cost of living increases this year. Members’ concerns centre on paying their rent, mortgages, paying their bills, and being able to afford family life.

E tū delegate and Wellington-based Stuff journalist Tom Hunt says the members don’t feel valued.

“The company’s behaviour has been an insult to the journalists it claims to be so proud of,” Tom says.

“Journalists have shared heart-breaking stories of how low pay is affecting them. We are hearing of one having to eat baked beans three nights a week and having to hold off on having children because they cannot afford it.

“Nobody got into journalism to get rich, but they expect to be able to cover the basic costs of living. Staff are leaving in huge numbers for better paying jobs. Those still here are getting increasingly angry and frustrated with a company that seems not to care.

“The increase we are asking for is only to match the cost of living increases – we will still be no better off in real terms.”

E tū organiser Michael Gilchrist says while Stuff has agreed to establish a stepped pay scale for members with annual progression through the steps, this will only be a significant improvement if cost of living increases are also addressed.

“The benefit of what we’ve negotiated so far depends on ensuring that members’ pay is not continually eroded by inflation,” he says.

ENDS

For more information and comment:
Michael Gilchrist, 021 586 195

Members will take part in rallies in Auckland, Hamilton, and Wellington on Wednesday 30 November from 3-3:30pm.

Bargaining update

E tū and PWUA officials have met by videoconference to finalise the terms of settlement for bargaining. We are planning to meet with the company again on Thursday 16 April.

Once the settlement is signed, we will contact our delegates to discuss ratification options. We are still waiting to see what kind of restrictions will be in place after/if the initial 4 week lockdown is finished. Once we all understand what we can and can’t do, we will be able to work out how to vote on the agreement in a way that is fair to all members.

Temperature checking

The company has approached us with a proposal to undergo temperature checks for people coming and going from NZ Post sites. This is to reduce the risk of transmitting COVID-19. In principle we agreed with this proposal on the following grounds:

1. That people sent home with a high temperature would be on special paid leave
2. That the person carrying out the check would be competent
3. That testing is voluntary for NZ Post direct employees
4. That no-one is disadvantaged by the process

We are satisfied that these conditions have been met and Post would like to begin trials at the Porana Rd delivery site and Contract Logistics in Auckland. These will be reviewed, with feedback from the membership guiding any further implementation or changes needed.

It is important to note that temperature checking is not a perfectly accurate way of determining whether someone has COVID-19. It is just an extra precaution on top of all the other health and safety measures that everyone should be following to keep themselves and others safe.

Wage subsidy

NZ Post has confirmed that they intend to apply for the government wage subsidy to help pay workers during the lockdown and subsequent periods of restriction.

This will not affect the pay agreements already in place, nothing will change for you (your tax won’t change either).

But Post does need your permission to apply on your behalf, and we would encourage our members to allow the company to do this. The information they pass on to the Ministry of Social Development is no different to that already passed on to ACC and IRD on your behalf, but they need your permission to do this.

We understand they have put out a communication about this and that your team leader will approach you about seeking your permission for this process.

Essential worker payment

We have had discussions with the company regarding an essential worker payment to recognise those who are continuing to work during the lockdown period. We have been told that extra remuneration is unlikely considering the company’s current COVID-related downturn, but we are continuing talks and also contemplating alternative forms of reward.

Temporary site changes

This was an issue that was raised before bargaining and seems to be ongoing due to the current situation. E tū had bargaining claims regarding any future movements of staff between sites but we could not reach an agreement during negotiations. We did agree though to work on a long term solution that would benefit our members.

In the meantime, we agreed that the following interim agreement would be printed in the letters of settlement:

• This is a voluntary arrangement.
• The Union will be advised before the Company seeks volunteers
• The employee’s current terms and conditions of employment will remain unchanged.
• The Management of Change provisions under Section F of the Collective Employment Agreement will not apply to this temporary arrangement but will continue to apply generally, for example the employee’s entitlement to any redundancy compensation remains unaffected in the event of permanent changes to their role in the future.

These principles will apply to any voluntary moves that may be offered by the company from now until a permanent solution is reached.

Worksafe

We understand that a worker at NZ Post has contacted Worksafe to highlight non-essential product being processed by the company. The company has told us that Worksafe is satisfied regarding this matter. They say that they have an obligation to process everything that is lodged in the system, and they have also told us that they have spoken to their business customers and informed them not to send any non-essential mail.

Before closing their inquiry though, Worksafe have asked to speak to some Health and Safety reps to discuss practices on site. We have nominated JD Rawiri, Lana Leota and Corey Howland to speak to Worksafe to discuss on site safety.

Paid meal breaks

The union has just signed an agreement regarding paid 30 minute meal breaks for current operations employees who were entitled to a paid meal break as at 26 June 2016 but have subsequently lost them due to changes in role. There are specific workers who may now be entitled to receive a paid meal break again as a result of this agreement.

The criteria are workers who:

1. are employed under the Operations schedule; and
2. were employed by New Zealand Post under the collective agreement before 26 June 2016 (for the avoidance of doubt, they do not need to have been employed since 26 June 2016 under the Operations occupational schedule in particular); and
3. as at 26 June 2016 had an entitlement to a paid 30-minute meal break (for the avoidance of doubt, and without limiting examples, that includes Operations employees who would have been entitled to a 30-minute paid meal break but did not use the entitlement because they worked fewer than 5 hours, and employees who worked outside of Operations who were entitled to a 30-minute paid meal break as at 26 June 2016, but does not include ex-ECL employees who did not have a paid meal break).

The employees covered by the clause will lose their entitlement to the paid break if:

1. their current continuous service is broken or was broken on or after 26 June 2016; or
2. they move or have moved to a position outside of the Operations schedule, where a 30-minute paid meal break does not apply.

The company will also be making an ex-gratia payment to the eligible workers:

• at 30 minutes for every day worked;
• plus 30 minutes for every day that would ‘otherwise be a working day’ and on which the affected employee took paid leave, and would have been entitled to the paid break had they worked;
• from the date on which the affected employee lost their paid 30-minute meal break; and 
• at the employee’s current remuneration rate under the collective agreement. 

Essential worker leave

One of our delegates has raised that the criteria for vulnerable people on the NZ Post form is slightly different to what is outlined on the Ministry of Health website. It is our belief that the Ministry of Health website overrides the company’s criteria. Anyone who is having issues receiving special leave for these reasons should talk to their union delegate.  

Lockdown payment

There have been many reports of companies such as Countdown paying a bonus to all essential workers who have continued to work through the lockdown. We have proposed to your employer a similar scheme for all NZ Post union members who work over this time. Watch this space, we’ll update you with progress.

Your safety at work

E tū has been in daily contact with the company about how they are managing health and safety during this lockdown. We have worked with the company to ensure that all essential workers are kept safe and provided with adequate PPE. This is the primary concern raised by most union members.

Below is of what Post promise will be provided at all sites:

ALL SITES (PRINTING, PROCESSING, CONTRACT LOGISTICS AND SERVICE DELIVERY) MUST HAVE:

• Daily site cleaning provided by external cleaning suppliers at most sites. 

Note: There will be a small number of remote sites where we don’t have external cleaner providers and local leaders will need to implement their own alternative arrangements.  The risk profile at some smaller sites (eg. less number of people on site during the day, coupled with other controls) may also mean full daily cleaning is not necessary.  Each site will be assessed and risk based approach to cleaning protocols applied.

• All basic sanitary items – soap (liquid or bar), toilet paper, paper towels for hand drying.  This remains the most effective personal hygiene approach.  Site based bottles or dispensers of hand sanitizer (alcohol or non-alcohol) are additional to this or could be a short term substitute.  Alcohol-based hand sanitizer should be prioritised for delivery people who cannot easily access other hand washing facilities.
• Access to toilets.
• Surface (desks, counters, tables, kitchens, etc) cleaning products for wiping down in between externally provided cleaning.  These could include easily purchased disinfectant spray and wipe type products from local supermarkets.
• Alcohol-wipes (or substitute) for shared equipment used by the same person during a shift – eg. Scanners, forklifts, Paxsters, etc.  Substitutes could include meths and disposable wipes or other disinfectant spray and disposable wipes.  Give the extremely low risk profile of other items such as barrow, roles cages, etc, the other controls (particularly regular hand washing and not touching your face) will minimise any risk.  Sites will discuss and determine which shared items are to be wiped down.
• 2 mtr social distancing practices and monitor these are being applied.
• Leaders making sure that all team members are well – ie. Regularly reminding them not to come to work if they are sick and intervening if anyone comes to work appearing unwell.  Leaders also need to ensure any vulnerable people, or primary carers of vulnerable people who live in the same house, are not coming into work.

ALL SERVICE DELIVERY SITES MUST ALSO HAVE:

• Alcohol-based Hand Sanitizer for delivery people (or substitute).  Short term substitutes could include, non-alcohol-based hand sanitizer, small bottle of liquid soap and bottle of water for rinsing and paper towels for drying, or baby wipes.

They have also stated: If mandatory requirements (or agreed substitutes) are not in place, then people should not be working.

What is printed above is an excerpt from a full paper provided by the company called “COVID-19 – Personal Protective Equipment and Services”. Ask your team leader for a copy.

Leave provisions

E tū has been continually advocating for our members who are unable to attend work for health or childcare reasons. We have asked the company to apply for any subsidies available on your behalf, and we have clearly stated what should be available for members who may not be able to attend work at the present time.

A comprehensive table has been produced by the company showing what is available to all workers. This has been sent to all delegates, and all team leaders should have a copy.

Key situations include:

Again, each site should have a full copy of this paper titled “COVID-19 – Managing Leave”. Ask your team leader for a copy.

Bargaining

E tū, PWUA and NZ Post will be working through the draft terms of settlement and other documents via videoconference on Thursday 2 April.

Following feedback from the E tū national delegate team and discussions between both unions, it has been agreed that ratification will be postponed temporarily. We will evaluate the situation regularly over the coming weeks and decide as soon as possible about how and when to proceed. All agreed increases will still be backdated to 1 April 2020.