More needs to be done to protect people who work with engineered stone. Workers in these industries are being exposed to highly hazardous silica dust and fears remain for their health and safety.
This week NZCTU President Richard Wagstaff joined Kathryn Ryan on RNZ’s Nine to Noon to discuss the issue. Also on the segment was Professor Lin Fritschi, a cancer epidemiologist specialising in occupational causes of cancer:
The issue
Engineered stone is a man-made artificial product that combines crystallised silica and other materials with resin. The silica dust created from cutting, drilling or grinding these materials is extremely hazardous.
Exposure to silica dust can cause silicosis (scarring of the lungs), lung cancer and auto-immune disease. These diseases are incurable and can be fatal.
A 2021 Australian National Dust Disease Taskforce report found nearly one in four workers exposed to silica dust from engineered stone before 2018 have been diagnosed with silicosis.
Call to action
While silicosis and other diseases caused by silica dust exposure are incurable, they are preventable.
The NZCTU is working with a growing number of unions, academics, and health and safety professionals calling for a ban on engineered stone. Established health and safety principles tell us to eliminate risks whenever possible as a first option – this option is available.
“It’s simple 101 health and safety if you don’t need to do it, then stop doing it”
— NZCTU President Richard Wagstaff
The growing evidence of the harm caused by exposure, and the fact that WorkSafe is having to up enforcement pressure on businesses to manage the risks properly, shows that a ban on all engineered stone products is necessary (with the only exemption for managing or removing engineered stone already in place).
Engineered stone benchtops are a cosmetic choice, and many safe alternatives exist. We can protect workers from life-altering illness by banning this material.
“We have a world leading curriculum and trained, qualified teachers who are best placed to know how to deliver that curriculum. All teachers know that one size does not fit all; tamariki and rangatahi learn in a range of different ways. If you really want to help every student achieve, make class sizes smaller, ensure that schools are well resourced and that teachers are fully supported, have time to reflect on their teaching, and have top notch professional development.”
“Legislating how teachers should teach literacy and numeracy is a slippery slope and sets a worrying precedent. Today, it’s about how to teach reading and maths but who’s to say with future governments it won’t be about how to teach health, social studies or science?
Taking pedagogy (the method and practice of teaching) away from the profession and putting it in the hands of politicians is of serious concern. Doctors don’t have laws about how they treat patients day to day, lawyers don’t have laws about how they prosecute their clients’ cases; making laws about how teachers teach is the thin edge of the wedge.
Chris Abercrombie said secondary teachers support measures that help to have all students start secondary school with basic reading, writing and maths skills. “It’s good that the government is keen to explore ways to make this happen but legislating for it seems to be a step in a dangerous direction.”
The offer followed prolonged campaigning by area school teacher members, including participation in the largest education strike in New Zealand history and joint-union bargaining throughout 2023.
The new Area School Teachers’ Collective Agreement, negotiated by both NZEI Te Riu Roa and PPTA Te Wehengarua, is based largely on the recent settlement of the secondary teachers’ collective agreement.
“This agreement is the last one to be settled in the school sector and I’m pleased that all of our members can focus now on teaching and learning in a settled environment,” says Chris Abercrombie, PPTA Te Wehengarua acting president.
As well as a 14.5 percent increase to the top of the basic salary scale over three years and lump sum payments of up to $7,210, other benefits of the new area school collective agreement include: better sick leave entitlements, a cultural leadership allowance for every area school, increases to the Māori immersion teacher allowance, better pay rates for day relievers and payment of certification fees for beginning teachers.
Lagi Leilua and Kaareen Hotereni, negotiators for the NZEI Te Riu Roa Area School Teachers Collective Agreement, say:
“The increase to the Māori Immersion Teaching Allowance and the introduction of a Pasifika Bilingual Immersion Teaching Allowance are significant wins, and recognise the unique skills and expertise of kaiako and their cultural knowledge. Paying teachers fairly for their skills and knowledge will have a flow-on effect of attracting more Māori and Pasifika teachers into the sector. Having cultural representation at teacher level means tamariki will experience an education journey which reflects their own language and culture.
“Another big win is the increase in non-contact time which will more than double for some teachers. Work demands on teachers were unsustainable and we’re pleased to see the Ministry recognise the positive effects this will have on tamariki. This gives teachers more time to plan, assess and give individual attention to students.”
Chris Abercrombie said the introduction of ‘pastoral care time allowances’ recognised and valued teachers with specific skills and responsibilities, such as counselling and cultural leadership, which weren’t accounted for in their time before.
Ends
Notes to editor:
Area schools are state schools in rural and often isolated settings which provide for students from Years 1 through to 13.
About 2800 NZEI Te Riu Roa and PPTA Te Wehengarua members teach in area schools throughout the motu.
Invite to your Biennial Membership Meetings (BMMs)
This September, you’re invited to come together with other E tū members for one of the most important events in your union’s democracy.
Every two years, your Biennial Membership Meetings (or BMMs) take place around the motu at your workplace or local community hubs, and we discuss E tū’s direction and plan for the future.
At these meetings, you’ll also elect the members who will represent your region on the E tū National Executive, which is the governing body of your union.
Check out the latest edition of our online magazine!
This issue, we feature a spotlight on the aviation industry (a new magazine feature!), updates on our important campaigns, a report from our Delegate Forums, an article by Prime Minister Chris Hipkins, and much more.
At the end of July, E tū members working as cleaners for major cleaning companies currently bargaining for a new MECA (multi-employer collective agreement) took action after a zero offer pay rise.
Their employers – OCS, ISS, City Cleaning, PPCS, Total Property Services (TPS), Millennium, Kleenrite, Watershed, United Cleaning Services, and Westferry – refused to give workers a single cent over the minimum wage, even though in past MECAs they have paid 30 cents above this.
Auckland Airport cleaner Jackie Clark says getting no offer is stressful and workers don’t feel respected. “We have whānau to feed, rent and other bills to pay. It’s also affecting our health physically and mentally, and these cleaning companies don’t care.”
The zero-offer shows is exactly why cleaners need a Fair Pay Agreement – to stop the race to the bottom on wages. With E tū initiating Fair Pay Agreements for both cleaners and security workers, we are on track to finally be able to negotiate for what we know these essential workers really deserve!
Keep an eye out on social media for upcoming action and how you can support.
From the picket line to third collective!
Lifewise members have a new collective agreement. Ratified last week, members will now be able to take a defensive driving course and first aid courses for free. They also won the right to long service after 15 and 20 years, a $500 Pak’n’Save voucher, and a special fund to assist members taking bereavement leave has been doubled.
Delegate Maggie Greig says it’s a good outcome. “It feels really good that we’ve got the ball rolling and the momentum of improving our work conditions. It’s awesome, and it’s makes it better for the new staff coming on too. With every new collective, we’re gradually improving lives for Lifewise members.”
It shows how far Lifewise have come since members needed to take strike action in 2021/22 to win their first ever collective agreement.
Solid pay rises for packaging workers
Members at Oji Packaging at six sites around the country got a great deal for their next three-year collective agreement, winning a pay increase of 7.5% and then 5% per year after that for the term of the agreement.
Delegate Barry Jackson from Christchurch says, “it’s probably the biggest offer we’ve had in most people’s memories, and everyone was really happy.”
E tū Election campaign kicks off
We want members and workers to keep the gains that we’ve all fought so hard for – legislation like Fair Pay Agreements, 10 days’ sick leave, and decent minimum wage increases.
This General Election, we’ll be campaigning hard for a Labour-led government and we need your support.
Make sure you pledge to vote HERE, and if you’d like to be involved in our election activities, let us know.
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Leadership change from November
As most members will already be aware, E tū’s National Secretary, Bill Newson, is stepping down from his position in late November.
From then until the next Biennial Conference (where you’ll officially elect a new National Secretary), the E tū National Executive has officially endorsed E tū Co-Assistant National Secretary Rachel Mackintosh to take over Bill’s role.
New to E tū?
If you’re new to the union and would like to meet other new members and learn more about how E tū can support you, come to our next online new member meeting.
Click on the link of your preferred time below to register.
There has been disappointingly little progress in closing the gender pay gap in the last year despite continued low unemployment, wage growth, and strong labour demand says NZCTU Secretary Melissa Ansell-Bridges following the release of labour market data by Statistics NZ.
The overall gender pay gap has persisted across the past decade.
Last year, the NZCTU calculated that on average women started working effectively for free on 23 November 2022. This year the data shows that this has now closed slightly to 26 November.
NZCTU National Secretary Melissa Ansell-Bridges said, “Ten years ago women started working for free on 14 November. Despite all the huge strides we have made since then in terms of pay equality, we are still working 36 days a year for free. It underlines the need for more urgent effort from employers and the Government on this issue.”
When ethnicity is taken into consideration, the picture is even starker. The gap for Pasifika women means that in comparison to Pakeha men, they start working for free on 7 October. Māori women start working for free on 20 October. European women start working for free on 21 November. These dates show that women of all ethnicities are still facing discrimination in employment.
“With the mean gender wage gap now at 9.8%, the case for change could not be clearer. All employers should make sure that equal work is paid equally. We need greater pay transparency urgently. Last week’s announcement on pay reporting by the Government is a great start, but we need to go further and faster.
“These results show why the ethnic pay gap must also be reported on. We should also ban clauses in contracts preventing workers discussing their pay and require employers to include pay ranges in job adverts.
“This data underlines why Fair Pay Agreements are critical in New Zealand. They will provide transparency around basic pay for all workers and will ensure that women are not treated unfairly.
“Fair Pay Agreements will help reduce pay gaps and will highlight inequities in workplace pay. Not only are they good for women, but they are also good for all New Zealand workers.”
The Labour Party campaign pledge to increase the level of paid parental leave is welcome news for thousands of expectant parents says NZCTU Secretary Melissa Ansell-Bridges. “Offering an additional 4 weeks of paid leave for the non-primary partner will mean that families will be able to spend more time together during an incredibly important time”.
Ansell-Bridges said “The CTU has long campaigned for extra support for families. We know that many parents want to spend time with their partners during the earliest days, but are prevented from doing so due to financial and work pressures. Overseas this sort of support is common and has helps to engage partners further”.
This CTU is also welcoming the Labour Party’s commitment to reviewing paid parental leave settings after the election. “Changes such as supporting parents through maintaining kiwisaver contributions are welcome, but we need to further to ensure that parents have all the support they need. The CTU has called for New Zealand to adopt international best practice and bring forward a model like that in Iceland, where parents receive 39 weeks paid parental leave support”.
Ansell-Bridges said “Paid parental leave is such an important issue in New Zealand. We hope that the need for additional support for parents should be above politics. We look forward to working with whoever is in office after the election to make sure that additional support is available for New Zealand workers”.
The New Zealand Council of Trade Unions welcomes today’s announcement on progressing pay transparency in New Zealand.
This morning, Minister for Women Jan Tinetti and Associate Minister for Workplace Relations and Safety Priyanca Radhakrishnan, announced that pay gap reporting would be made mandatory for businesses with more than 250 staff. After four years, this would include businesses with over 100 staff.
NZCTU National Secretary Melissa Ansell-Bridges said the announcement was a great start to improving the culture of pay transparency.
“We know that a culture of greater transparency will empower working people to continue to improve their pay.”
Ansell-Bridges also encouraged the Government to ensure that ethnic pay gaps would be included as well.
“Research shows us that income inequity is compounded further for ethnic minorities. All marginalised workers need action on pay transparency.
“We think every worker should have access to greater pay transparency and hope to see the range of businesses included increase in the future. We would also like to see prohibitions on pay confidentiality clauses and requirements to advertise pay ranges in job ads.”
Members are hereby notified that, in accordance with Rules 65(i) and (ii) of the Constitution, nominations are invited for the 2024-2025 year as follows:
President
Junior Vice President
Māori Vice President
National Executive members in the following electoral areas:
– Northland (Upper, Central and Lower) Regions 1 – The four Wards of the Tāmaki Makaurau Auckland Region* 4 – Counties-Manukau Region 1 – Waikato Region 1 – Hauraki Coromandel, Western Bay of Plenty Regions 1 – Bay of Plenty, Central Plateau Regions 1 – Manawatu/Whanganui Region 1 – Taranaki Region 1 – Hawkes Bay, East Coast Regions 1 – Hutt Valley, Wairarapa Regions 1 – Wellington, Marlborough Regions 2 – Nelson, West Coast Regions 1 – Canterbury Region 2 – Aoraki Region 1 – Otago Region 1 – Southland Region 1
* The composition of these Wards, as ratified by the Executive, are attached as Appendix A and distributed to Tāmaki Makaurau Auckland Region branches only.
Any full member is eligible for nomination provided that (with the exception of the four Wards of the Tāmaki Makaurau Auckland Region) nominees for the Executive must be employed within the electoral area for which they are nominated. In the case of the four Wards of the Tāmaki Makaurau Auckland Region, the nominee may be a member of any branch in the Tāmaki Makaurau Auckland Region, but the nomination must be in respect of a specific ward
Where a member is nominated for the office of President and any other office, ballot papers and instructions will be issued so as to permit preferential voting for the candidates in that particular election.
At the conclusion of the voting, the votes cast will be counted in the order of President, Vice Presidents, Executive members, and the votes recorded against a candidate in an election for a lower office will not be counted if that person has been elected to the office of President.
Please note that the proposers and seconders of all nominations must be full members of the Association. Proposers and seconders of Executive member candidates (with the exception of President, Junior Vice President and Māori Vice President positions) must be members from within the electoral area concerned. Proposers and seconders for the Māori Vice President position must be from the Māori electoral roll.
Each year all candidates are asked to provide information about themselves (on the form supplied) with their nominations. This has a twofold purpose: it enables preparation of the election material without undue pressure and gives the Association information about all its officeholders, even those for whom an election is not required. Presidential nominees should also supply a photo of themselves.
Candidates for the positions of President, Junior Vice President, Māori Vice President should submit a video up to 60 seconds in length [MX15/008]. The video must adhere to the attached ‘Conduct of Association Elections – Note to All Candidates’. Specifically:
a) Avoid making ‘personal policies’ or ‘policy platform’ statements. b) Do not canvass for support. c) Demonstrate knowledge of te reo Māori (Māori Vice President nominations). d) Please give full personal and biographical information of a factual and relevant nature to assist member voters
Nominations close with the Acting General Secretary, NZPPTA, P O Box 2119, Wellington 6140, at 5.00 pm on Friday 1 September 2023. Nominations must be made on the attached form, with the written consent of the person nominated in the space provided. All Nomination forms must be accompanied by the completed candidate’s information sheet.
The rolls for the purpose of any elections to be held following nominations will close at 5.00 pm on Wednesday 6 September 2023.
The forms of nomination to be used, together with material for candidates, are attached. The special freepost envelope, addressed to the PPTA Returning Officer, is provided for the purpose of returning nomination forms. In no circumstances should it be used for ordinary correspondence.
The New Zealand Council of Trade Unions is today welcoming the release of the Commerce Commission interim issues paper on the market study into personal banking services.
NZCTU President Richard Wagstaff said the initial research was staggering.
“Yesterday, Westpac workers were on strike for better wages after an insulting offer. Today, we hear from the Commerce Commission that banks are more profitable here than in comparable economies over the past decade.”
The Commission has said that it will examine the level of profits being made by our biggest banks.
“As a country, we deserve a safe banking sector, one that looks after the needs of New Zealanders. That’s not the same thing as a sector that is drawing huge profits at the expense of consumers and workers.
“Everyone should be contributing to reducing our current cost of living challenges. We fully support the Commerce Commission in its decision to investigate this further – coming off the back of studies by the Reserve Bank and the Treasury which make similar findings.
“Higher profits within the sector should be rewarding those who are directly responsible for the generation – the workers in the banking sector. We would urge Westpac to work with FIRST Union to provide a solution to the current strike.”
“I’m delighted that PPTA Te Wehengarua members have shown such strong support for our new collective agreement,” says Chris Abercrombie, PPTA Te Wehengarua acting president.
“Members’ collective, determined and sustained action this year ensured that we received a much improved offer via arbitration than what we were offered in negotiations.
“There are still significant issues around secondary teacher recruitment in particular that need to be addressed, but today is for celebrating. I feel very proud and privileged to lead such a strong and committed union. Members are passionate about secondary education and the need for it to be valued appropriately. This settlement is a significant step in the right direction.
“Secondary teachers can now get on with the vital business of teaching and learning in a settled environment – something they have been wanting to do for a long time.”
Chris Abercrombie said the arbitration process had highlighted the need to find better and more productive ways of addressing teachers’ concerns and setting pay and conditions. “A different approach is required to setting salaries rather than the current ‘boom and bust’ process which produces periods with pay rates falling relative to other groups and a build up of pay and supply pressures. These issues then become too expensive to address effectively in a single negotiation round.
“We were very pleased to see the arbitration panel’s sensible suggestions for a different approach to setting teacher pay rates and we are really looking forward to exploring these. Today, however, it’s time to celebrate.”
The only school sector collective agreement that still needs to be settled is the area school teachers’. PPTA is working towards having a settlement for the Area School Teachers’ Collective Agreement by next week. More details will be available soon.