YOUR UNION
JILL OVENS MERAS CO-LEADER (INDUSTRIAL)
DHB-employed members celebrate MECA gains MERAS members have seen a pay increase of $5,800, including a $4,000 “down payment” on the pay equity settlement, with more to come when we settle the pay equity claim. There is also a $6,000 pro-rated lump sum, which will come off the final settlement of the pay equity back pay. Core midwives on Step 7 are now on $84,153 a year (a 7.4% increase) and new graduates will start on $65,022 (an increase of nearly 10%). MERAS members covered by the DHBs MECA have been backpaid to 2 August and have received a $600 lump sum payment, pro-rated for part-timers and casuals. Those whose base salary is above $100,000 also received the pay rise from 2 August. This had been a bone of contention in light of the Government’s wage restraint requirements across the public sector. The new MECA rates keep the 1.25% differential for midwives because of the increase MERAS won in August 2020. Members have welcomed the new Continuing Professional Development (CPD) fund, with $1,000 put aside for every MERAS member. The fund will carry over
for another year if not all has been spent. Because the money is not individualised, MERAS members can apply for more than $1,000 and a committee that includes MERAS reps will decide on the merits of each application.
entitlement).
The settlement also included:
• Designated senior midwives to be paid
• New safe staffing provisions and an independent review of CCDM (Trendcare). • A midwifery career pathway and a dedicated gender-neutral process to evaluate new
MERAS workplace reps when they start. • Coverage of maternity care assistants who are midwifery students working in a housekeeping role, giving them the opportunity to earn money while they are studying for their degree. • The development of a policy to ensure flight midwives are looked after by the receiving
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(this won’t come off members’ sick leave
• Sick leave will not be pro-rated and all 10 days
• New employees to be introduced to the
03 372 9738
events, including paid special leave if needed
Non-union midwives are now paying a bargaining fee to contribute to the cost of negotiating the MECA. A separate ballot had to be held that included non-union midwives, and MERAS members were successful in winning the ballot in every DHB.
and new meal and rest break provisions.
www.meras.midwife.org.nz
• Better support around sentinel/adverse
• MERAS to work with midwifery leaders on
• Inclusion of the MERAS Rostering Guidelines
Email: merasmembership.co.nz
and the College last year.
MERAS members can claim reimbursement of their NZ College of Midwives membership fees from the CPD fund.
midwifery positions.
For MERAS Membership
DHB following a survey conducted by MERAS
flexible work arrangements, including working from home where appropriate. will be paid at relevant daily pay. • ACC top-up for injuries sustained through workplace assaults (won’t come off sick leave). • Whāngai recognised in parental leave. overtime for coming in to respond to VRM after hours. • Encouragement for DHBs to have a designated senior midwife on all shifts and wards in secondary and tertiary units.
MIDWIFERY PAY EQUITY NEGOTIATIONS UNDERWAY Negotiations between the DHBs and the unions (MERAS and NZNO) to settle the midwifery pay equity claim for DHBemployed midwives are underway and are on track to be concluded before Christmas. MERAS reps on the negotiating team are Jill Ovens, Caroline Conroy, Karen Gray, Victoria Christian (NRC chair) and Michelle Archer (NRC deputy chair).
