Difficult tax choices ahead for National in talks with NZ First and Act

Source: Council of Trade Unions – CTU

2pm on Friday, November 3 will go down as one of the moments in New Zealand’s political history reminiscent of Sliding Doors. Up until that point, National and Act were on track to form a government with very similar ideological and fiscal aims. Upfront tax cuts would be financed by reduced investment in public services. There would be a greater role for the market in the public sphere and a more relaxed set of labour regulations. After 2pm, New Zealand First became a required partner. That makes life much harder for National and Act, as it brings a very different political perspective and a different set of financial requirements.

The centrepiece of National’s election campaign was $14.6 billion of income and landlord tax cuts. Some $3b of that was financed by a new tax on overseas property buyers. That’s now all but certainly gone, as it is unthinkable that NZ First would tolerate the sale of Kiwi houses to overseas buyers. Filling the gap left by the loss of that new tax would require a doubling of the indicated cuts to the public service – to 17 per cent.

That’s not feasible either, politically or practically. So, the promise to return a range of tax benefits for landlords will probably have to go. In a cost of living crisis, providing these made little economic sense to begin with. They put money in the pockets of those who have already done really well over the past two decades, yet the cuts deliver small (if any) value to the taxpayer or the economy.

Then there are other issues that need to be considered. National’s tax cut package also relies on the delivery of $2.1b of savings from ending building depreciation for commercial properties. Labour campaigned on this too. But NZ First has campaigned repeatedly on the need to provide additional depreciation support – particularly for small businesses. There’s a big cost to that. That $2.1b in savings starts to look like a tempting target for a policy that would be welcomed by the business community and would improve our chronic business investment problem.

The loss of both foreign buyers and commercial building depreciation would put a cumulative $5.1b hole in the tax plan. However, the coalition negotiations are likely to throw up other areas where the parties differ. Both National and Act have campaigned on removing what remains of regional growth funding within the Ministry of Business, Innovation and Employment. But that is likely to be an anathema to NZ First, who have championed the creation of a new Regional Productivity Growth Fund. If it were even half the size of the previous Provincial Growth Fund, that would require funding of $2b across the forecast period.

Funding this could come from the closure of the Climate Emergency Response Fund – which generates $2.3b according to National, and is to be used for tax cuts. Instead, it could be used to deliver energy security programmes across New Zealand. Fuel security is a key policy for NZ First, and it would also have the benefit of supporting job security and greater economic security in regions. But the gap in the plan is now $7.4b.

Taking that out of the tax plan would leave $7.2b remaining. That’s not enough to deliver even Simon Bridges’ policy of moving tax brackets to reflect inflation – it’s $1.8b short. And that’s before Treasury has adjusted the figures to account for faster-than-anticipated wage growth. This could be found from the remaining allowances, but in the first Budget, that would likely leave only $600 million for all new spending. Just keeping the lights on in education will consume all of that, something that National has promised repeatedly on the campaign trail. After that, there’s nothing left.

That also means the benefits of National’s tax cuts are now seriously diminished. A fulltime minimum wage worker would get $2.15 a week – not $12 a week. The support for families with early childhood education costs would be gone. The number of families getting $250 a fortnight in support from the Government wouldn’t be 3000. It would be zero.

All of this shows the challenges facing the three parties in pulling together a package that allows them to work together. What it also suggests is that rather than rushing headlong into tax and other changes at a December mini-Budget, some caution and restraint would be appropriate. The parties could spend a little more time working out what is actually needed, and how they will deliver that, without borrowing extra for tax cuts.

If you want an example of the headlong approach in action, look no further than the UK and the problems the Liz Truss government faced. It famously lasted less time than it took for an iceberg lettuce to wilt. Rushing to deliver tax cuts now for ideological purposes is likely to haunt all involved and will likely require painful changes in the future. The title track of the movie Sliding Doors is called Turn Back Time. The incoming Finance Minister might well be whistling that tune if they can’t get it right over the next few weeks.

Worker’s electric shock was preventable

Source: Worksafe New Zealand

An electric shock which cost an Auckland scaffolder both his arms could have been avoided if his employer had paid closer attention to who was authorised to do the work.

Jahden Nelson was dismantling scaffolding in April 2022, when a steel pole he was holding contacted an overhead powerline in the West Auckland suburb of Massey.

As a result of the incident, Jahden received high voltage electrical burns to his upper and lower limbs, including an exit wound of the electrical charge through his left foot. Both arms were amputated to the upper bicep, and he will need daily assistance for routine activities for the rest of his life given the nature of his injuries.

The employer, CPA 2022 Limited, has now been sentenced for its health and safety failures.

The worksite had been given a Close Approach Consent, which is required when work is being done near overhead powerlines. The consent required the crew that put up the scaffolding to be the same crew that took it down, for safety reasons.

However, WorkSafe found that none of the four-man dismantling crew (including Jahden Nelson) had been involved at the outset. The initial crew received a briefing on how workers could safely operate under high-voltage lines, but not the dismantling crew.

Companies need to make sure that expert information they receive is shared with all workers who need it.

“Jahden was a young man who went to work fit and healthy, and now has an ongoing struggle to adjust to a fundamentally different way of life. His attitude, bravery, and determination to keep going is a testament to his strength of character,” says WorkSafe’s area investigation manager, Paul West.

“Anyone working in or around electricity, especially high voltage lines, needs to be aware of the specific requirements that come with Close Approach Consents. Lines companies can assist with the consent process if needed.

“For a seemingly simple communication breakdown to have such far-reaching consequences is horrendous,” says Paul West.

Read WorkSafe’s good practice guidelines for scaffolding in New Zealand

Background

  • CPA 2022 Limited was sentenced at Waitakere District Court on 13 November 2023.
  • Fine reduced to $0 due to the company’s inability to pay. Details of the reparations were suppressed by the Court.
  • CPA 2022 was charged under sections 36(1)(a) and 48(1) and (2)(c) of the Health and Safety at Work Act 2015:
    • Being a PCBU having a duty to ensure, so far as is reasonably practicable, the health and safety of workers who work for the PCBU, including Jahden Nelson, while the workers are at work in the business or undertaking, namely dismantling scaffolding, did fail to comply with that duty and that failure exposed workers to a risk of death or serious injury arising from the interaction between workers and overhead electric lines.
  • The maximum penalty is a fine not exceeding $1.5 million.

Media contact details

For more information you can contact our Media Team using our media request form. Alternatively, you can:

Phone: 021 823 007 or

Email: media@worksafe.govt.nz

Industrial action to begin at Fisher & Paykel Healthcare – E tū

Source: Etu Union

Workers at Fisher & Paykel Healthcare’s manufacturing site in Auckland have voted to take industrial action, beginning tomorrow, as the company refuses to improve their offer which includes insufficient pay rises and a loss of important conditions.

The current offer from the company includes the removal of overtime pay for working on weekends, and shift pattern changes that will further reduce overtime pay for many workers. The pay rises offered do not make up for these changes, sitting around the rate of inflation, meaning workers aren’t able to get ahead.

E tū members will be picketing outside the factory in the mornings and afternoons from Monday to Friday this week. The union will give notice of an overtime ban, to begin in two weeks. If there is no improvement to the offer, members are prepared to take strike action and stop work completely.

E tū delegate and engineer Chris Burton, who first started with Fisher & Paykel 38 years ago, says the company’s actions do not match its good reputation.

“It’s a real shame that one of New Zealand’s greatest companies is behaving like this,” Chris says.

“They have got a long history of doing the right thing, and over the years I have been able to do well myself, but that’s not a luxury many of my colleagues are afforded.

“There used to be a culture of lifting people up through development opportunities, and proper investment in staff. We trained a lot of people. But they now have some ugly agendas and Fisher & Paykel Healthcare just aren’t doing that to the extent they should be.

“There are over 3,000 people at the Auckland site. We should expect a company like this to give something back to the wider community, and not just tokenism.”  

Chris says the people worst affected by the proposed deal are those who are doing it hardest.

“They are playing on people’s hardship. I think it’s extremely cheeky to come to us with something like this while many are in financial stress, with rents, mortgages, fuel, and everything else getting so much more expensive.

“The reality is that a majority of the staff on lower wages are women. They claim to pay attention to diversity and inclusion – here’s a real opportunity to put their money where their mouth is and show the rest of the country how to get real results in closing the gender pay gap.”

Chris says it’s particularly disappointing that the company are taking this approach given it is a highly profitable business.

“We were one of the few New Zealand businesses that did well during the pandemic, due to the increased demand for healthcare products. When you are posting record profits year after year and then you come calling for the lowest paid people in the organisation to take the biggest hit, that’s not good enough.”

Future uncertain for NZ Post workers across the country – E tū

Source: Etu Union

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.”

Unions welcome a new model for employing staff in the water sector – E tū

Source: Etu Union

Members of AWUNZ, E tū, and the PSA have endorsed a multi-union, multi-employer collective agreement that will help improve water services, overcome critical staff shortages, and ensure decent workplaces for everyone working in the industry.

“This is a historic opportunity to work collaboratively with the incoming government to build a workforce that will improve public health,” says Blake Monkley, AWUNZ lead organiser.

“This collective agreement provides career pathways that can attract people to an industry that desperately needs to attract and develop a skilled workforce.”

“Events including widespread flooding, the recent cryptosporidiosis outbreak in Queenstown and sink holes in Auckland show an industry in crisis,” says Ian Gordon, PSA National Sector Lead.

“To respond to this crisis, the country needs a skilled, sustainable water workforce. Without the provisions of this agreement, the industry will keep losing skilled workers it already has and won’t be able to recruit and develop new ones. This agreement is a huge victory for workers and Aotearoa.”

The benefits for workers are clear. “A national employment framework will create clear career paths that will draw people to the industry and keep them there. It will allow the industry to focus on training and developing staff across the industry instead of in isolated pockets,” says Amy Hansen from E tū.

“While negotiating this agreement, it has become increasingly apparent how damaging a fractured approach to employment relations has been to retaining and developing the workforce we need.

“The incoming government needs to recognise how essential the provisions of this agreement are, and it needs to treat workers justly as well, no matter what happens with the water reforms.”

The Amalgamated Workers Union NZ (AWUNZ), E tū, and the Public Service Association Te Pūkenga Here Tikanga Mahi (PSA) represent workers across water management, including technicians, engineers, electricians, administrators, fitters, reticulation workers water, and wastewater treatment operators, local and central government officials, and more.

For two years, the unions worked with members and non-members in the workforce, and the Department of Internal Affairs, to find best path forward. The membership of all three unions have now endorsed this approach by supporting the proposed agreement.

Some useful numbers

  • There is currently a shortage of skilled staff with vacancy rates sitting at approximately 15% across the industry
  • Economic analysis projects that the industry will need 6,000 to 9,000 jobs over the next 30 years.
  • Unions in the sector represent approximately 1850 employees across a wide range of occupations.
  • There are currently 87 collective agreements covering impacted workers with a wide range of different conditions.

ENDS

For more information please contact Hamish McCracken (AWUNZ)
Phone: 0212885609
Email: hamish.mccracken@awunz.org.nz

WorkSafe cuts highlight how New Zealanders will be worse off from axing public sector jobs.

Source: Council of Trade Unions – CTU

News of WorkSafe’s confirmed organisational changes should be seen as a stark warning about the impact of cuts to public services says the New Zealand Council of Trade Unions.

“It beggars belief that WorkSafe will do a better job with such a significant decrease to staffing resource,” said NZCTU Secretary Melissa Ansell-Bridges.

“This will have direct consequences for businesses and communities – a slimmed down WorkSafe means it will not be able to do the same job of keeping working people safe at work”.

“Our track record of workplace deaths and injuries is not something to be proud of. Axing 113 jobs at the health and safety regulator isn’t the right decision for the health and safety system in New Zealand.”

71 workers didn’t return home from work between June 2022 and June 2023. That represents 71 parents, children, friends and whānau members that were killed on the job in New Zealand workplaces. 71 families and communities devastated by these deaths. A further 750 – 900 workers died during this period from the impact of work-related occupational diseases such as asbestosis and cancers.

“This means that on average, one worker is being killed every week at work, and each week between 15-18 workers on average will die from health-related impacts of their work.

“It is difficult to comprehend how further slashing WorkSafe will improve this alarming picture. The data speaks for itself, more resource is needed, not less.

“Maintaining the level of inspectors is important but that is only one of WorkSafe’s core functions and their ability to be an effective inspectorate is supported by other important functions in the organisation which are now being lost.

“The NZCTU will continue to advocate for WorkSafe to be properly resourced and calls on the incoming Government to provide WorkSafe with sufficient resources to meet all its legislative functions. Failure to do this, puts working peoples’ lives at risk.

“These cuts to WorkSafe provide a bleak picture of the reality of the incoming Government’s proposed deep and savage cuts to the wider public service for working New Zealanders. It means poorer services that they, and their whānau, rely on every day.”

WorkSafe 2023 organisation change – final decisions

Source: Worksafe New Zealand

WorkSafe New Zealand has made decisions in relation to its organisational change which was announced on 21 September 2023. This change supports WorkSafe’s move to a more sustainable operating model and focuses on the core functions required of it as Aotearoa New Zealand’s health and safety regulator.

As part of ongoing funding discussions, in 2021 the former Minister for Workplace Relations and Safety commissioned the Strategic Baseline Review. The Review found that while WorkSafe is performing its core regulatory functions, work was needed to achieve a more sustainable funding model and greater clarity about the outcomes WorkSafe delivered in its role within the country’s health and safety regulatory system. Implementing the Review recommendations continues to be a priority for WorkSafe.

While reducing non-personnel costs was prioritised, there was still a need to reduce personnel costs. The final design includes a number of roles being disestablished and some new roles being established. Overall roles within WorkSafe will reduce by 113 through these confirmed decisions. There have been no reductions in inspector or investigator roles, and it remains our intention to grow those numbers over time.

Yet to be confirmed are the administrative and support functions, which we will be reconsulting on from Monday 6 to Friday 10 November.

NZCTU calls on Supie investors to pay up

Source: Council of Trade Unions – CTU

The New Zealand Council of Trade Unions is calling on investors in Supie to do the right thing and pay the company’s workers the money they are owed.

Workers at Supie were reportedly advised yesterday that the company had gone into voluntary administration and they would not be paid for their last two weeks of work or their annual leave.

NZCTU Secretary Melissa Ansell-Bridges says investors have a moral obligation to pay workers what they are owed.

“These are low paid workers already dealing with a cost of living crisis who are now being robbed of their final pay and their annual leave. Many of them are now concerned they will not be able to pay their rent.

“This is a clear injustice and the investors have a moral responsibility to put it right. It is the investors who took a risk on Supie in the hope of financial reward, and it is they who should bear that risk, not the workers who have done everything they can to make the business a success.

“We are calling on the investors to stop hiding behind the legal fiction of the company structure and instead get together and pay the workers what they are owed.”

Ansell-Bridges says this issue shows New Zealand needs to strengthen worker protections, not weaken them.

“New Zealand ranks lower than Paraguay when it comes to worker protections in cases of business failure.

“Instead of trying to remove Fair Pay Agreements and restore 90 day trials, the incoming government should be looking to improve worker protections to avoid injustices like we are seeing right now at Supie.”

Unions Welcome Back Officers After NZCTU Election

Source: Council of Trade Unions – CTU

The New Zealand Council of Trade Unions welcomes back President Richard Wagstaff and National Secretary Melissa Ansell-Bridges, who were both re-elected for a four-year term.

Today at the NZCTU Biennial Conference, all four officers standing for election were welcomed back unopposed.

Richard Wagstaff was thrilled to represent the peak union movement for a third term.

“It remains a huge honour to represent and advocate for workers across the motu. A strong union movement is essential for New Zealand as we continue to navigate new challenges like just transitions, the ongoing pandemic, and increasing inequality.”

Melissa Ansell-Bridges expressed her privilege in continuing as National Secretary for a second term.

“We have a lot of work ahead of us, but the NZCTU remains deeply committed to working people. I’m looking forward to continuing this work for another four years.”

Vice-President Rachel Mackintosh was also re-elected for a third term, and Vice President Māori Syd Keepa was re-elected for a fourth term.

Dark Cloud Hangs Over Labour Day As National And ACT Poised To Attack Workers’ Rights

Source: Council of Trade Unions – CTU

While working people across Aotearoa New Zealand relax on Labour Day, the incoming government is busy drawing up plans to overturn recent advances for workers’ rights warns the New Zealand Council of Trade Unions.

“This day of celebration for working people is tinged with sadness as the next government plots a return to employment relations of the past,” said Council of Trade Unions President Richard Wagstaff.

“But make no mistake, the union movement will be fighting hard to protect the gains we have made and will continue to advocate for policies that raise wages and provide security for families.”

National has made clear its intention to pass legislation within the first 100 days in government to overturn progress made by the Labour government in strengthening protections for workers.

It plans to:

  • scrap Fair Pay Agreements that set minimum pay, leave and other conditions for workers in an industry or occupation
  • reinstate 90-day fire at will employment trial periods for all businesses regardless of size.

“It’s simply indecent haste,” said Wagstaff. “Bargaining for Fair Pay Agreements is only just getting underway – including for several essential groups like supermarket workers, security guards and bus drivers.

“We don’t understand what National, ACT and employer groups fear from agreements which support good employers by ensuring that they can’t be undercut by those looking to exploit low paid workers.

“National says it wants a high wage economy – we agree so let’s keep Fair Pay Agreements because they are all about boosting the wages of Kiwis and keeping good workers here.

“Similar industry wide bargaining agreements overseas support that. Australia’s modern awards system has helped wages there continue to outstrip what Kiwi workers are earning.

“The reinstatement of the 90-day fire at will law is also a step backwards. Treasury has stated that the 90-day provision does not lead to increased hiring of workers which employers so often claim is the case.

“The fact that this is all happening while we mark the introduction of the eight-hour working day 124 years ago says a lot about the priorities of the incoming government.

“The good news is that the union movement is in strong heart, we are well organised and will be campaigning strongly for what working people need – decent wages and job security,” said Richard Wagstaff.