TEU Annual Conference 2011

up for education Speak

TEU ANNUAL CONFERENCE 2011

Authorised by Sharn Riggs, Tertiary Education Union, 8th Floor, Education House 178-182 Willis St, Wellington 6011

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Contents Conference process

Finding your way around

Agenda

4

Map of Kilbirnie

40

Whakatau

7

Common abbreviations

41

Waiata

10

Guest Speakers

15

Workshops

16

Before you arrive

Issues and reports we will be discussing Draft Minutes of Conference 2010

43

National secretary’s report

73

Delegate entitlement

17

Rule remits

83

List of attendees

19

Funding of tertiary education

87

Council, sector group and national committee members 2011 23

Public funding of private training establishments 90 Te Tiriti o Waitangi

92

Childcare

28

Reimbursement policy for annual conference

28

Remits for 2011 conference arising out of the review of structures paper 120

Obituaries

29

Financial Resolutions

Expected behaviour

30

at conference

30

Branch reports

Conference notices

30

A short history of TEU

31

TEU logo - its meaning and origin

32

Whakamārama of TEU logo and ingoa Māori

34

Housekeeping

37

Standing orders

38

AIS St Helens

122

Aoraki Polytechnic

123

AUT

125

Bay of Plenty Polytechnic

131

CPIT

133

Lincoln

135

Manukau Institute of Technology

138

Massey University

140

NMIT

143

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121

NorthTec

147

NZCER

150

The Open Polytechnic

152

Otago Polytechnic

153

Southern Institute of Technology

154

Te Wānanga o Aotearoa

155

UCOL

156

Unitec

158

University of Auckland

160

University of Canterbury

163

University of Waikato

165

Victoria University of Wellington

168

Wintec

170

Vice-president/sector reports ITP Academic Vice President

173

University Sector

175

Group Report 2011

175

Te Tumu Arataki Report

Women’s Vice-President

178 181

and National Women’s Committee, Te Kahurangi Māreikura Report 181

Financial and membership reports Benevolent Fund Report

184

TEU Recruitment Project

185

Proposed revised TEU structures report to conference 192 Membership report

205

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Agenda Day One – Monday 21 November 2011 8.00am

Registrations (Tawa Room)

(including byo conference bags for judging)

9.30

Whakatau (Kauri Room)

10.00

President’s address

10.30

Morning tea

11.00

Apologies

Obituaries

Record of delegates

Conference statistics

11.15

Minutes of 2010 Annual Conference

Matters arising

11.30

National secretary’s report

12.00pm

Industrial report

12.30

Lunch – includes preparation for the rally

1.30

Workshops • So you think you can dance • TEU growing • Cents and Sensibility • TEU and international solidarity • TEU speaking up for professional autonomy • Te Tiriti o Waitangi: what’s it all about?

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3.00

Afternoon tea

3.30

Introduction to rule remits (including structures review)

3.45

Reports • 2010 audited reports • 2012 draft budget • Financial resolutions • Benevolent fund report • Membership report • EBS report

4.30

Depart hotel for rally

5.00

Rally, Rally, Rally Cuba Mall – Stand up for Education

5.45

Rally finishes – free time

7.30

Dinner - Istanbul restaurant Cuba Street

10.00

Two buses depart to return delegates to the hotel

11.00

Last bus leaves for the hotel

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Day Two – Tuesday 22 November 2011 7.30am

Women’s and men’s breakfasts

9.00

Membership awards

9.15

Rule remits

10.00

David Robinson – Canadian Association of University Teachers

The Barbarians are at the Gate

10.45

Morning tea and final checkout

11.00

Policy remits

12.15pm

LGBT caucus, Pacific caucus, branch women’s reps caucus, general staff caucus

(other caucuses as notified)

1.00

Lunch (take to caucus meetings)

1.30

Caucuses ITPs/universities

2.30

Matt McGowan – Assistant General Secretary NTEU (Australia)

2.45

Donna Foxall and Eric Stone – Co-Chairs Tiriti Partnership Group

3.00

Remits continued

3.30

Reports – previously circulated - vice presidents to present

4.15

Introduction of officers for 2012

Whakawātea (farewells)

4.30

Finish

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Whakatau Annual Conference Whakatau (Opening Ceremony) Protocols 21 November 2011 This is a brief guide on the protocol for delegates attending the TEU Te Hautū Kahurangi o Aotearoa conference whakatau on 21 November at the Brentwood Hotel, 16 Kemp Street, Evans Bay, Wellington.

Prior to entering the conference venue, Kauri room, delegates will assemble in the foyer and lounge of the Brentwood Hotel (please do not enter the Kauri room before the whakatau). At this time, members from the Te Uepū delegation will run through the whakatau protocols: 1. the delegation will read a karakia (ritual prayer) together prior to entering the Kauri room (refer to the karakia cards in your conference packs or Karakia 1 below).

2. Te Kāhui Kaumātua will then lead the delegation in to the Kauri room as a karakia (chant for entering the room) is recited and karanga (ceremonial call) are performed as elements of respect and acknowledgement of the environment that we are moving in to.

3. at an appropriate time the TEU Tauheke, Dr Te Huirangi Waikerepuru, will indicate that the delegation may be seated at their tables, and some to the front of the room, at the taumata (speaker’s area).

4. once the delegation is settled the whakatau will continue with the Tauheke leading the congregation with the TEU karakia, Te tangi a te Mātūī (Karakia 2 below), followed by a mihi whakatau (speech of welcome), and the TEU waiata (song), Tū Kotahi (Waiata 1 below).

5. Bill Rogers on behalf of the manuhiri will then reply with a mihi (first-time conference attendees and international guests) followed by the waiata, Māku Rā Pea (Waiata 2 below).

6. after the formalities of the whakatau are complete Dr Waikerepuru will ask the president of TEU Te Hautū Kahurangi o Aotearoa, Dr Sandra Grey, to give her mihi (president’s address) which will include a welcome to our international visitors.

7. following Dr Grey’s mihi, Te Uepū will lead the delegation in singing the waiata, Ehara i te mea (Waiata 3 below), twice.

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Karakia 1 Prior to entering Victoria Room Specially composed by Dr Waikerepuru for the 2009 TEU annual conference Huia! Ruia! Tuia!

E tū rā e Te Pou Whare Huihuinga Ūhia mai tou hā Ki runga ki ēnei piringa Kua rūnā mai i te motu I te nuku o te whenua I ngā mahara, i ngā wawata Me ngā taonga a ō tātou tūpuna Kia koa, kia piri, kia maia Ki te kaupapa whakakotahi I roto i ngā mahi I roto i ngā whakaaro I roto i te mahi tahi Hue! Hue! Hue hā!

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Karakia 2 – Te tangi a te Mātūī Adapted by Dr Waikerepuru for the inaugural TEU conference on 19 November 2008 Kia whakarongo ake au Ki te tangi a te manu nei

I listen To the cry of the bird

A te Mātūī

The Mātūī

Tūī, tūī, tuituia

Calling “tūī, tūī, tuituia”

Tuia i runga

That it be woven above

Tuia i raro

As it is below

Tuia i waho

Woven without

Tuia i roto

As it is within

Tuia i te here tāngata

Interwoven with the threads of humanity

Ka rongo te pō

Felt in innocence

Ka rongo te ao

And in consciousness

Tuia i te muka tāngata I takea mai i Hawaiki-nui I Hawaiki-roa, i Hawaiki-pāmamao Oti rā me ērā atu anō Hawaiki Te hono a wairua

Tihe mauri ora!

Born from great-Hawaiiki From far-Hawaiiki, from long-distant-Hawaiki And any other Hawaiki The merging of spirits

Whakaputa ki te whaiao Ki te ao mārama

Intertwined with the threads of humankind

Out in to the world of light Life, knowledge, and enlightenment Sneeze oh living spirit, dynamic life-force, life-principle!

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Waiata Waiata 1 – Tū Kotahi Composed by the ASTE executive during a session taken by Kahu Tapiata from AIT and verse 3 added by Whaea Mere Broughton March 2010

Tū ko-ta-hi

Stand as one

Tū ka-ha

Stand strong

Tā-tou tā-tou e

Everyone together

Ngā piki, ngā heke

In joy and sadness

Tū ko-ta-hi e

Let’s stand together

A-whi atu

Assistance given

A-whi mai

Support received

Tā-tou tā-tou e -

Everyone together

Waiata 3 - Māku rā pea Māku rā pea Māku rā pea Māku koe e awhi e Ki te ara, ara tupu Māku koe e awhi e

Waiata 2 – Ehara i te mea E-ha-ra i te me-a Nō nāi-a-nei te aro-ha Nō ngā tū-pu-na Tuku iho tuku iho

It is not that Love is a new concept It is from the ancestors Handed down through the annals of time

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He hōnore, he korōria He hōnore, he korōria Maungarongo ki te whenua Whakaaro pai e Ki ngā tāngata katoa Āke, ake, ake, ake, āmine Te Atua, te piringa Tōku oranga, tōku oranga

Te Atua Te Atua tapu o ngā tapu Ki a Ihu te korōria te honōre Te Atua te mana hareruia I heke mai te maunga tapu ki te iwi Hāpaitia (hāpaitia) te ingoa o Ihu Whakapaingia whakamoemititia Te Atua tapu o ngā tapu I mate nei a Ihu e, te Kīngi nui I mate nei a Ihu e, te Kīngi nui

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Toro mai tō ringa Toro mai tō ringa Kia harirutia Tō ringa i āwhi pono I āwhi taku tinana Auē, auē te aroha Ki a rātou mā Auē, auē te aroha Ngau whakaroto nei

Whakaaria mai Whakaaria mai Tōu rīpeka ki au Tīaho mai, rā roto i te pō Hei konei au, titiro atu ai Ora, mate Hei au koe noho ai

Fire Maker I am a fire maker I fan the flames of change I am a worker who can see If every woman and every man joined a union Such a power throughout the land Come join us, make a union stand Sisters, brothers, now is the time

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Solidarity forever When the union’s inspiration Through the workers blood shall run There can be no power greater Anywhere beneath the sun Yet what force on earth is weaker Than the feeble strength of one But the union makes us strong Solidarity forever, solidarity forever, solidarity forever For the union makes us strong They have taken untold millions That they never toiled to earn But without our brain and muscle Not a single wheel can turn We can break their haughty power Gain our freedom when we learn That the union makes us strong Solidarity forever, solidarity forever, solidarity forever For the union makes us strong

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Bella ciao We are women And we are singing Bella ciao, Bella ciao Bella ciao, ciao, ciao We are singing for liberation We want a revolution now!

We are teachers (clap) And we are learning Bella ciao, Bella ciao Bella ciao, ciao, ciao We are learning for liberation We want a revolution now!

We are union (clap, clap) And we are working Bella ciao, Bella ciao Bella ciao, ciao, ciao We are working for liberation We want a revolution now!

We are women (clap, clap, clap) And we are singing Bella ciao, Bella ciao Bella ciao, ciao, ciao We are singing for liberation We want a revolution now!

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Guest Speakers David Robinson, Canadian Association of University Teachers David Robinson is the Associate Executive Director of the Canadian Association of University Teachers (CAUT) representing more than 65,000 academic and general staff at 121 universities and colleges. He is responsible for the Association’s research and advocacy work.

David is also a Consultant to Education International, the Global Federation of Teachers’ Unions, on international trade and higher education matters, representing EI at various WTO, UNESCO and OECD events.

Prior to joining CAUT, he was the Senior Economist with the Canadian Centre for Policy Alternatives, Canada’s leading progressive think tank and worked as a Lecturer at Simon Fraser University and Carleton University.

Matt McGowan, NTEU Matthew McGowan came to Australia’s NTEU National Assistant Secretary’s position in October 2010 after eight years as Victorian Division Secretary and, before that, seven years as the RMIT Branch President.

He was a general staff member, working at RMIT and also the University of Western Australia.

He has been a strong focus on communications both within the union and externally in a campaigning context. His campaigns have included defeating multiple non-union agreements at the University of Ballarat, saving the former Victorian College of the Arts, and numerous collective bargaining campaigns.

He has worked in the sector for twenty years and been a union activist throughout his working life.

Follow Matt on Twitter: twitter.com/#!/NTEU_McGowan

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Workshops There will be one workshop session at this year’s conference. Please select your workshops from the list below:

So you think you can dance We will prepare for our musical rally this evening by learning the songs we will be singing and some very basic dance steps. But have no fear – there will be no Simon Cowell at this workshop, so you won’t need talent – just a sense of humour and a desire to make education a BIG election issue.

TEU growing Everything you ever wanted to know about asking people to join the union – this workshop will focus on practical skills for recruiting new members.

Cents and Sensibility This workshop will focus on some practical skills for branch treasurers.

TEU and international solidarity Fighting the rise of managerialism and promoting academic freedom are not just concerns we have here in Aotearoa.

Come to this workshop to learn about the international organisations we are allied with, what they do, and what contributions you can make.

TEU speaking up for professional autonomy How do we work together as tertiary education professionals to reassert our professional autonomy which has been under attack at a range of TEIs? This workshop will discuss and debate ideas for a campaign to defend the core values of tertiary education communities and the professions of those working in tertiary education.

Te Tiriti o Waitangi: what’s it all about?

The objects of our union note that we have a commitment to Te Tiriti o Waitangi. But what does this mean for TEU at all levels? And how do we ensure there is a proactive commitment to the Tiriti partnership? This workshop will discuss how branches, committees, and active members can put into practice our Tiriti partnership – with a strong focus on running an inclusive branch and improving understanding of Te Tiriti o Waitangi through workshops and training.

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Delegate entitlement Institution Name

# of Delegate Observer Members entitlement entitlement

Aoraki Polytechnic

97

1

1

Auckland Institute of Studies

19

1

1

Auckland University

1430

15

Auckland University of Technology

594

6

Bay of Plenty Polytechnic

32

1

Canterbury University

1060

11

Christchurch Polytechnic Institute of Technology

230

3

Eastern Institute of Technology

141

2

Lincoln University

307

4

Manukau Institute of Technology

306

4

Massey University

1260

13

Nelson Marlborough Institute of Technology

91

1

1

New Zealand Council for Educational Research

51

1

1

NorthTec

124

2

Otago Polytechnic

225

3

Otago University

1223

13

REAP

41

1

1

Southern Institute of Technology

97

1

1

Tai Poutini Polytechnic

47

1

1

Te Tari Puna Ora o Aotearoa

60

1

1

1

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Institution Name

# of Delegate Observer Members entitlement entitlement

Te W훮nanga o Aotearoa

99

1

1

Te Whare W훮nanga Awanui훮rangi

26

1

1

The Open Polytechnic of New Zealand

81

1

1

Unitec New Zealand

261

3

Universal College of Learning

207

3

Victoria University

881

9

Wai훮riki Institute of Technology

116

2

Waikato Institute of Technology

158

2

Waikato University

583

6

Wellington Institute of Technology

130

2

Western Institute of Technology at Taranaki

82

1

Whitireia Community Polytechnic

119

2

Totals

10178

118

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1

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List of attendees Subhash Appanna, Auckland Institute of Studies, delegate Mr. Michael Armstrong, Aoraki Polytechnic, delegate Carol Soal, Aoraki Polytechnic, observer Katrina Norton, Aoraki Polytechnic, observer Margaret Taurere, Auckland University, delegate Alexandra Sims, Auckland University, delegate Paul Taillon, Auckland University, delegate Lisa Chant, Auckland University, delegate Richard Phillips, Auckland University, delegate Megan Spiers, Auckland University, delegate Susan Brookes, Auckland University, delegate Ryan Bodman, Auckland University, delegate Francis Tsang, Auckland University, delegate Mark Amsler ,Auckland University, delegate Sean Sturm, Auckland University, delegate John Prince, AUT, delegate

Dave Nicholls, AUT, observer Hamish McCracken, AUT, observer David Sinfield, AUT, observer David Williamson, AUT, observer Joseph Peart, AUT, observer Robyn Tucker, Bay of Plenty Polytechnic, delegate Nick Wallingford, Bay of Plenty Polytechnic, observer Diane Gordon-Burns, Canterbury University, delegate Helen Kissell, Canterbury University, delegate Jennifer Middendorf, Canterbury University, delegate Megan Clayton, Canterbury University, delegate Grant Bush, Canterbury University, delegate Tim O’Sullivan, Canterbury University, delegate Jo Togiaso, Canterbury University, delegate Christian Long, Canterbury University, delegate Ariana Te Whetu , Canterbury University, delegate

Julie Douglas, AUT, delegate

Ripeka Tamanui-Hurunui, Canterbury University, delegate

Camille Nakhid, AUT, delegate

Mary Skerrett, Canterbury University, delegate

Bev Roser, AUT, delegate

Warwick Anderson, Canterbury University, delegate

Terry Weblemoe, AUT, delegate

Richard Draper, Christchurch Polytechnic Institute of Technology, delegate

Ailsa Haxell, AUT, delegate Anne Philpott, AUT, observer Emma Kelly, AUT, observer Andy Ballard, AUT, observer

Charmaine Tukua, Christchurch Polytechnic Institute of Technology, delegate Mahony May, Christchurch Polytechnic Institute of Technology, delegate Charlotte Burkhardt, Eastern Institute of Technology,

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delegate

Neil Ward, Massey University, delegate

Gordon Reid, Eastern Institute of Technology, delegate

Chris Good, Massey University, delegate

Donna Foxall, Eastern Institute of Technology, observer

Nicole Walsh, Massey University, delegate

Victoria Simon, Eastern Institute of Technology, observer

David Blanchet, Nelson Marlborough Institute of Technology, delegate

Te Huirangi Waikerepuru, Kaumatua, delegate

Eric Stone, Northtec, delegate

Mere Broughton, Kaumatua, delegate

Simon Phelps, Northtec, delegate

Katerina Daniels, Kaumatua, delegate

Martin Bryers, Northtec, delegate

Assoc Prof George Hill, Lincoln University, delegate

William Rogers, Northtec, delegate

Shirley Gibbs, Lincoln University, delegate

Chris Burns, Open Polytechnic of NZ, delegate

Stuart Larsen, Lincoln University, delegate

David Hicks, Open Polytechnic of NZ, observer

Clare Churcher, Lincoln University, delegate

Tom McGrath, Open Polytechnic of NZ, observer

Scott Walters, Lincoln University, observer

Ken Laraman, Otago Polytechnic, delegate

Ekara Lewis, Lincoln University, observer

Craig West, Otago Polytechnic, delegate

Lesley Francey, Manukau Institute of Technology

Phil Edwards, Otago Polytechnic, delegate

John Connor, Manukau Institute of Technology, delegate

Teresa La Rooy, Otago University, delegate

Fay Cobden-Grainge, Manukau Institute of Technology Ngaire Kirk, Massey University, delegate Harvey Jones, Massey University, delegate Christine Alexander, Massey University, delegate Cat Pause, Massey University, delegate Shirley Barnett, Massey University, delegate Sheeanda Field, Massey University, delegate Barry Foster, Massey University, delegate Des Coad, Massey University, delegate

Michelle Schaaf, Otago University, delegate Brent Lovelock, Otago University, delegate Brett Nicholls, Otago University, delegate Eric Shelton, Otago University, delegate Mel Lewis, Otago University, delegate Paul Treadwell, Otago University, delegate Sandra Grey, President, staff Carol Lawrence, REAP, delegate Vanessa Kupenga, REAP, observer Adrienne Ngata, REAP, observer

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Rose Cardoso, SIT, delegate

Tania Loughlin, Victoria University, delegate

Misti Tatana, Southern Institute of Technology, observer

Sarah Proctor-Thomson, Victoria University, delegate

Phil Oxenham, Tai Poutini Polytechnic, delegate

Kevin Duggan, Victoria University, delegate

Ngaroma Williams, Te Tari Puna Ora o Aotearoa, delegate

Frances Matheson, Victoria University, delegate

Stella Johnson, Te Tari Puna Ora o Aotearoa, delegate

Amanda Reilly, Victoria University, delegate

Karen McCann, Te Tari Puna Ora o Aotearoa, observer

Marie Hutchison, Waiāriki Institute of Technology, delegate

Rosemilly Piasi-Teaheniu, Te Tari Puna Ora o Aotearoa, delegate

Kathleen Erskine-Shaw, Waiāriki Institute of Technology, delegate

Miriama Postlethwaite, Te Wānanga o Aotearoa, delegate

Susan Bennett, Waikato Institute of Technology, delegate

Catley McIsaac, Te Wānanga o Aotearoa, delegate

Joanna Clarke, Waikato Institute of Technology, delegate

Lani Emery, Te Wānanga o Aotearoa, observer Ian Stuart, Te Whare Wānanga o Awanuiārangi, delegate Gaylene Hohapata, Te Whare Wānanga o Awanuiārangi, observer Caroline McKinney, Te Whare Wānanga o Awanuiārangi, observer

Tom Ryan, Waikato University, delegate Cheri Waititi, Waikato University, delegate Dov Bing Waikato University, delegate Annie Barker, Waikato University, delegate Grant Harris, Waikato University, delegate

Sarah Hardman, Unitec, delegate

Tracey Morgan, Waikato University, delegate

Martin Gulley Unitec, delegate

Bill Cochrane, Waikato University, delegate

Doreen Smith Unitec, delegate

Rod Arnold, Waikato University, delegate

Sandra Kyle Unitec, observer

Beate Jones, Waikato University, observer

Avian McManus, Unitec, observer

Sayeeda Bano, Waikato University, observer

Susan Watene, Unitec, delegate

James Houkāmau, Whitireia, delegate

Tina Smith, Universal College of Learning, delegate

Tania Edwards, WITT, delegate

Junette Ward, Universal College of Learning, delegate

Cindy Doull, staff

Trish Morison, Universal College of Learning, delegate

Phillip Dodds, staff

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Lee Cooper, staff

Jo Scott, staff

Irena Brorens, staff

Chan Dixon, staff

Nanette Cormack, staff

Natasha Mills, staff

Lawrence O’Halloran, staff

Sharn Riggs, staff

Russell Taylor, staff

Susannah Muirhead, staff

Jane Kostanich, staff

Ms Gabrielle Moore, staff

Stephen Day, staff

Shaun Scott, staff

Ed Goode, staff

Trina Coombs, staff

Marian Cadman, staff Megan Morris, staff Kris Smith, staff Jane Adams, staff Suzanne McNabb, staff

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Council, sector group and national committee members 2011 Officers National President, Sandra Grey Immediate Past President, Tom Ryan ITP Academic Vice-President, Richard Draper ITP General Staff Vice-President, Ken Laraman University General Staff Vice-President, Helen Kissell University Academic Staff Vice-President, vacant Women’s Vice-President, Alex Sims Te Tumu Arataki, Cheri Waititi

Council Women’s Vice-President, Alexandra Sims Te Tumu Arataki, Cheri Waititi Staff Representative, Enzo Giordani ITP academic staff representative , Eric Stone University General Staff Vice-President, Helen Kissell Te Ūepu/Ngā Tumu Āwhina, James Phillip Houkamau University academic staff representative, John Prince Te Kāhui Kaumātua, Kāterina Daniels, ITP General Staff Vice-President, Ken Laraman, University Academic Staff Vice-President, vacant ITP academic staff representative, Lesley Francey

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University general staff representative, Margaret Taurere Te Kāhui Kaumātua, Mere Broughton, Ngā Tumu Āwhina Ngaroma Williams ITP Academic Vice-President, Richard Draper National President, Sandra Grey University academic staff representative, Sean Sturm Te Kāhui Kaumātua, Te Huirangi Waikerepuru University general staff representative, Teresa La Rooy

General Staff Sector Group ITP representative, Adele Wilson University representative, Annie Barker University representative, Cerian Wagstaff Women’s representative, Helen Brett University General Staff Vice-President, Helen Kissell ITP General Staff Vice-President, Ken Laraman ITP representative, Robert Watson University representative, Rui Li National President, Sandra Grey Hui-ā-motu, Tania Loughlin,

ITP Sector Group Academic representative, Eric Stone General Staff representative, Fiona Mason Academic representative, Fran Richardson Academic representative, Glennis Birks

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Te Ūepu, Bill Rogers ITP General Staff Vice-President, Ken Laraman Academic representative, Lesley Francey Academic representative, Mike Armstrong ITP Academic Vice-President, Richard Draper Academic representative, Rose Mann-Cardoso National President, Sandra Grey Te Ūepu, Tania Edwards Academic representative, Tina Smith Women’s representative, Vicki-Lee Tyacke Wānanga representative, Wayne Maynard

National Women’s Committee Women’s Vice-President, Alexandra Sims Whitireia, Fran Richardson Victoria University, Frances Matheson Lincoln University, Lyndsay Ainsworth Waiariki, Marie Hutchison University Of Otago, Melanie Lewis University Of Waikato, Pip Bruce Ferguson National President, Sandra Grey AUT, Sue Bretherton UCOL, Vicki-Lee Tyacke Unitec, Susan Wātene

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Te Tumu Arataki, Cheri Waititi University Of Canterbury, Diane Gordon-Burns Whitireia, James Phillip Houkamau Te Kāhui Kaumātua, Kāterina Daniels University Of Auckland, Margaret Taurere Te Kāhui Kaumātua, Mere Broughton, Te Whare Wānanga O Awanuiārangi, Miriama Postlewaite NZCA, Ngaroma Williams Unitec, Susan Wātene NorthTec, Bill Rogers National President, Sandra Grey Witt, Tania Edwards Victoria University, Tania Loughlin Te Kāhui Kaumātua, Te Huirangi Waikerepuru Te Wānanga O Aotearoa, Wayne Maynard

University Sector Group Teacher Education, Brian Marsh Massey University representative, Christine Alexander Māori representative, Diane Gordon-Burns University General Staff Vice-President, Helen Kissell AUT representative, John Prince Victoria University representative, Kevin Duggan Māori representative, Margaret Taurere Te Whare Wānanga Awanui-ā-rangi, Miriama Postlewaite University Of Waikato representative, Nan Seuffert

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University Of Canterbury representative, Ripeka Hurunui National President, Sandra Grey Lincoln University representative, Scott Walters University Of Auckland representative, Sean Sturm Women’s representative, Sue Bretherton University Of Otago representative, Teresa La Rooy

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Childcare reimbursement policy for annual conference Policy 1.1 TEU’s policy is to reimburse delegates for childcare expenses incurred only as a result of attendance at Conference.

1.2 The policy does not allow for reimbursement of expenses usually paid by an applicant in the course of a normal working week.

Eligibility 2.1

The applicant must have responsibility for the child or children who need care.

2.2

The applicant must be a financial member of the Union.

2.3 The applicant must be an official delegate as per the Rules of the union or be specifically invited by TEU Council to attend the Conference.

Payment 3.1 The maximum amount able to be claimed for care and travel is $40.00 per child per day or $80.00 per family per day.

Receipts are necessary for all amounts claimed 3.3

If you intend to claim but are unsure if you meet the criteria please contact National Office.

3.4

All approved claims will be paid within three weeks of the end of Conference.

3.5 Unless advance notice of a late claim is given, all claims must reach National Office no later than one month after the end of Conference.

Types of Claim 4.1

Expenses for the child or children in a registered day care centre.

4.2.1 Expenses for childcare in the home. This may include a relative, but does not include expenses for a person who would normally care for the child, unless that person must take leave without pay to do so.

4.2.2 Where children are cared for as in 4.2.1 above and no actual expenses are incurred it may be appropriate for an allowance to be paid. These claims will be considered by the National Secretary on a case-by-case basis.

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Obituaries

Wiremu (Bill) T훮whai

Rangiiria Hedley (Hepi)

Te Whare W훮nanga o Awanui훮rangi University of Waikato

Linda Ellery University of Auckland

Nick Kerslake

Nick Beharrell

Dr Paul Harris

Massey University

University of Otago

University of Waikato

N훮tana Takurua

Nigel Bowen

Ray Hatwell

University of Waikato

NorthTec

Marlborough REAP

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Expected behaviour at conference This union values and promotes the dignity and equality of every individual and the guarantee of full respect for human rights both in law and in practise. Thus we oppose behaviour that is unwelcome, offensive or denigrating.

Harassment of any nature is recognised by the New Zealand Tertiary Education Union as a serious issue. It is a form of discrimination and includes harassment based on gender, race, age, disability or sexual preference and the use of sexist or racist language.

Harassment of any kind is not tolerated at TEU meetings or conferences, or any of the social functions associated with them. Members are reminded that they have a responsibility to treat fellow delegates in a way that is consistent with this at all times.

Anyone attending this Conference who wishes to report an incident should initially approach the National Secretary.

Conference notices

First time attendees

If this will be your first time attending conference, please email me and let me know.

Transport between your home and home airport The TEU travel policy states that travellers are responsible for arranging their own transport from their home to their home airport and back again. The TEU has an airport shuttle account that you can use: phone 0800 shuttle( 748885) or email reservations@tourismtransport.co.nz. Please quote the TEU Account Number : 13714 and cost code CONF.

Flight and hotel bookings Sue has finished making all flight and hotel bookings. If you have not heard from sue about your bookings, please email her (sue.wang@teu.ac.nz) as soon as possible.

Changes to flight bookings We aren’t able to make any changes to flight bookings. If you want to make a change to a booked flight, please call Tandem travel on 0800 247 027. You will be responsible for any change fees, and these will need to be paid before your flights can be changed.

Special dietary requirements If you have any special dietary requirements that you haven’t already emailed me about, please let me know as soon as possible.

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A short history of TEU The New Zealand Tertiary Education (TEU) is the union representing the industrial and professional interests of more than 12,000 staff employed in the tertiary education sector across New Zealand. The TEU is the main union in the sector and its membership includes staff employed in all occupations in universities, polytechnics, institutes of technology, wānanga, other tertiary education providers and allied organisations.

The TEU is committed to organising collectively to safeguard and enhance the industrial, professional and educational goals of its membership, including: • negotiating collective employment agreements; • advising and representing staff with employment-relationship problems; • monitoring and acting on issues affecting members in their workplaces; • developing specialist research and policy to promote the working conditions of staff; • improving the quality of tertiary education in New Zealand; and • safeguarding the rights of Māori members and meeting the union’s responsibilities to wider Māori communities through the promotion of and adherence to Te Tiriti o Waitangi Founded in 2009, the TEU was established a result of the amalgamation of the Association of University Staff (AUS) and the Association of Staff in Tertiary Education (ASTE). Both of those associations have a long history representing staff throughout the tertiary-education sector.

The AUS was founded as the Association of University Teachers (AUT) in 1923 and was originally an informal federation of branch associations, representatives of which formed a national standing committee. In 1967, AUT became an incorporated society with an office and staff based at Victoria University. On 1 July 1989, the Association of New Zealand University Library Staff merged with AUT and on 1 July 1992 a second merger, between AUT and the New Zealand University Technicians Union created AUS. The origins of ASTE arise from the incorporation of the Association of Teachers in Technical Institutes (ATTI) which was founded in 1960 and grew as technical institutes were established throughout the 1960s. Members were originally part of PPTA. In the mid 1980s, ATTI changed its name to the New Zealand Association of Polytechnic Teachers (NZAPT) which subsequent;ly merged with the Teachers College Association in 1998 to create ASTE. In the 1990s, ASTE membership was extended to include staff in private training establishments, wānanga and other tertiary education providers.

The TEU is a democratic union with strong membership participation and is governed by an elected council. Policy is determined by an annual conference and implemented by a number of committees.

The TEU employs a number of staff at its national office in Wellington, and has offices in other cities to provide assistance and advice to members.

Through membership of Education International, TEU is linked to international education groups worldwide, and a wide range of education unions and through membership of the New Zealand Council of Trade Unions, the TEU works co-operatively with other unions to improve the position of all New Zealand workers.

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TEU logo its meaning and origin The logo of TEU Te Hautū Kahurangi o Aotearoa is distinctly of Aotearoa New Zealand genesis and the designer, Te Korōria Nētana, incorporates traditional union values of collectivism and solidarity in to contemporary Māori motifs. Both are underpinned by the philosophy of institutional values such as the rights and responsibilities of academic freedom and the practice of protecting and enhancing the rights of union members.

In this way, TEU Te Hautū Kahurangi o Aotearoa is like the kaitiaki (guardian), ensuring equal value and fair treatment for all its members through a partnership which embraces the concept of the promise of two peoples, tāngata Māori (mana tāngata whenua) and Pākehā (mana tāngata Tiriti), to take the best possible care of each other.

In terms of the logo itself, the two centre koru represent the voices of general staff (left red koru) and academic staff (right gold koru). Combined, they form Te Ū (short for ūkaipō) or original source of sustenance, the heart, mind, and soul of the union, its members of diverse backgrounds, ethnicities, and cultures mutually supporting each other emotionally, physically, intellectually, and spiritually.

The larger elongated-koru symbolise governance (gold) and management (red) and are a metaphor for Te Kauae Runga (knowledgeable members) and Te Kauae Raro (highly-skilled union staff). Together they form the TEU, a democratic union driven by its members who are serviced and organised by specialist union staff.

Each colour in the logo conveys a different meaning, red signifies Te Toto or bloodline of the membership origins[1] and future. The gold exemplifies Te Ao Mārama or world of enlightenment and opportunities for the TEU, now and in time to come [1] AUS was founded as the Association of University Teachers (AUT) in 1923 and the origins of ASTE Te Hau Takitini o Aotearoa arise from the incorporation of the Association of Teachers in Technical Institutes (ATTI) which was founded in 1960.

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Te Mauri o Te Hautū Kahurangi o Aotearoa

By Tangi Tīpene (ASTE National President) and Jo Scott (AUS Policy Analyst) and updated by Lee Cooper (Te Pou Tuarā) in February 2010 At the last hui-ā-tau of Te Uepū members from ASTE Te Hau Takitini o Aotearoa held at Hokitika (16-18 April 2008), the host hapū, Kāti Waewae of the Kāi Tahu iwi from the West Coast of the South Island, gifted to ASTE Te Hau Takitini o Aotearoa a pounamu during the pōwhiri.

When the hapū knew we were visiting the West Coast they wanted to gift a taonga to Te Uepū. A discussion was held and they realised we were merging with AUS and would that still be appropriate. It was decided by the tāngata whenua that they would gift the pounamu to us and what we then did with the taonga was up to Te Uepū.

However, they decided to place the pounamu on the papa first to see if we would uplift the gift. Dr Te Huirangi Waikerepuru, ASTE Tauheke, picked up the mauri [1] from the papa after the pōwhiri had been completed.

During an outing to the Arahura River, Te Rua Mason who was one of our hosts and the son of Bunty Mason, staff member of Te Tai Poutini Polytechnic and a Te Uepū member approached the president of ASTE. The conversation held between them was around the gifting of the taonga and that we the visitors had picked up the “mauri’. If we had not picked up the pounamu it would stay with the host hapū, however, as we had picked it up he wanted to explain the story of the pounamu.

Te Rua said that when people find a pounamu in the Arahura they generally have a thought in their mind that guides them to the pounamu. One day his entire whānau had gone to the awa to look for pounamu; everyone had found a piece of pounamu except for his wife Miriama (who is from Te Arawa). When they returned home and each person was asked who had found a piece Miriama was the only one who had not found one. The next day they returned and Miriama thought to herself “today is my day”. She found a very small piece of stone sticking out of the mud in the awa and began to dig around it and eventually unearthed a substantial piece of pounamu. When she got home, she was asked if she had found any pounamu to which she replied “yes”. She was asked “so what were you thinking of when you found the pounamu”, she replied “today is my day”.

A suitable name was given to the mauri by Dr Waikerepuru, “Te Maioha o Arahura” meaning “greetings from Arahura”. A receptacle was made by a member of Te Rōpū Whakaū, Hector Rurehe a trades tutor at Weltec. The mauri should be touched during meetings, conferences and other gatherings of the union. It is to be kept in the office of Te Pou Tuarā (Māori Officer) at national office in Wellington outside of those meetings.

[1] Mauri (noun) meaning life principle, special nature, a material symbol of a life principle, source of emotions. (Te Kōhure Textbook (Ed. 2): 227-228). See also pā whakawairua (noun) an expression for the mauri of a person or place.

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Whakamārama of TEU logo and ingoa Māori Prepared by Lee Cooper for AUS council meeting 5 September 2008

1.

Te Hautū Kahurangi o Aotearoa

Hau refers to wind, air, breath, and vitality (of human life). Hautū means to guide or lead and when prefixed with the word kai i.e. kaihautū it refers to the person who gives and keeps the timing for the paddlers on a waka. Tū means to stand, set in place, or establish. In this way, hautū refers to the union, its members and staff, and how they stand strong and unified to protect one another in the face of the four winds and whatever they carry e.g. vicechancellor’s, CEO’s, HR manager’s, etc.

Kahurangi is a term given to something precious, honourable, or distinguished. It can also mean treasured possession, chieftain, and a translucent highly valued variety of greenstone without flaws or spots.

Given the multiple meanings of these kupu, Te Hautū Kahurangi o Aotearoa can mean “The distinguished leaders (TEU members and staff) positioned and cloaked in the TEU korowai guiding and protecting against the elements (employers, government, etc.)”.

2.

Te Toi Ahurangi (National Māori Committee)

Toi refers to the point or summit and also relates to the arts, knowledge, origin/source of humankind, and indigenous or aboriginal. Ahu means to move in a certain direction, face towards, and extend. Ahurangi refers to and has a connection with the sun. Accordingly, Te Toi Ahurangi can mean “Striving for excellence in the tertiary sector through the TEU”.

3.

Te Tumu Whakarae (National President)

Tumu is a post where canoes are tied up but when used in reference to people it can mean the support person, founder, or expert. Whakarae means to stand out, be prominent. Combining these terms into a single title refers to a chief of the highest rank, in this way Te Tumu Whakarae is a befitting name for the TEU National President.

4.

Te Tumu Arataki (Māori Vice-President)

Tumu is a post where canoes are tied up but when used in reference to people it can mean the support person, founder, or expert. Ara is the course or passage taken when journeying and taki means to lead, entice, or challenge.

Combining the terms into, arataki, means to lead and guide, accordingly Te Tumu Arataki refers to the lead person of the Te Toi Ahurangi, National Māori Committee. Also, the term acknowledges some of the union’s history as the title was used by ASTE Te Hau Takitini o Aotearoa for their Māori Vice-President.

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5.

Te/Ngā Tumu Āwhina (two senior Māori positions)

Tumu is a post where canoes are tied up but when used in reference to people it can mean the support person, founder, or expert. Āwhina is to assist or help, subsequently Te/Ngā Tumu Āwhina refers to the support person(s) to Te Tumu Arataki (NB the title, Tumu Āwhina, can be prefixed by either te (singular) or ngā (plural) depending on the context; these positions are also flexible in that there could be two deputy Māori VPs or a combination of one deputy Māori VP and an immediate past Māori VP).

6.

Te Kāhui Kaumātua (Kaumātua Māori of the TEU)

The kaumātua from ASTE Te Hau Takitini o Aotearoa and AUS merged to form Te Kāhui Kaumātua for the TEU. Kāhui meaning assembly, alliance, constellation of kaumātua. The individual titles of kaumātua within the kāhui may differ according to their iwi affiliation or personal preference e.g. tauheke, kui, kuia (NB. the term kaumātua is non-gender specific and both singular and plural). Combining these terms into a single title we get constellation of Māori Elders, in this way Te Kāhui Kaumātua is a very befitting name for the Kaumātua Māori of TEU.

7.

Te Pou Tuarā (National Māori Officer)

Pou is similar in meaning to tumu and when used in reference to people can mean the support person, founder, or expert. Tuarā refers to the backbone, ally, and support. Given this, Te Pou Tuarā, is the backbone support of Te Toi Ahurangi, Te Uepū members, and TEU generally.

8.

Te/Ngā Pou Tautoko (Māori branch representative[s])

Pou is similar in meaning to tumu and when used in reference to people can mean the support person, founder, or expert. Tautoko is to support, uplift, and advocate subsequently Te/Ngā Pou Tautoko refers to the Māori support person(s) to Māori members at branch level (NB the title, Pou Tautoko, can be prefixed by either te (singular) or ngā (plural) depending on the context; these positions are also flexible in that there could be a Māori academic or general/allied staff member).

9.

Te Hau Tikanga o Te Tiriti (Tiriti Partnership Group)

Combining one of the hau concepts, vitality, in the Māori name for TEU with the practice of tikanga, which means correct procedure, method, or practice we get Te Hau Tikanga o Te Tiriti and this refers to how the Tiriti will live, both in practice and theory, within the TEU. It also affirm TEU’s commitment and obligation to honour Te Tiriti o Waitangi, to demonstrate the Tiriti partnership is a cornerstone of TEU, how it functions as an organisation, and to give effect and practical application to the union’s constitution and objects.

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10. Te Kahurangi Māreikura (National Women’s Committee) Kahurangi is a term given to something precious, honourable, or distinguished. It can also mean treasured possession, chieftain, and a translucent highly valued variety of greenstone without flaws or spots. Māreikura refers to a nobly born female, a sacred energy, and term of endearment. Given the multiple meanings of these kupu, Te Kahurangi Māreikura can mean “The distinguished and chieftain women”.

11. Te Uepū (Māori members at large) The term acknowledges some of the union’s history as the title was used by ASTE Te Hau Takitini o Aotearoa for their Māori members at large. Accordingly Te Uepū was adopted to (a) differentiate between kōmiti members (Te Toi Ahurangi) and Māori members at large; and (b) honour the late Toby Rikihana whom gifted this name to ASTE Te Hau Takitini o Aotearoa Māori members.

12. Hui-ā-Motu (Annual general meeting) As a gesture of reciprocity it was agreed that hui-ā-motu be adopted from the AUS structure as the given name for the AGM of Te Uepū members.

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Housekeeping Arrival at Wellington airport The Brentwood provides a free shuttle between the hotel and the airport. TEU staff will be meeting conference participants at the airport, and will call the Brentwood’s shuttle for you. Please look for the TEU banner in the arrivals area of the airport.

Registrations Registrations will be held in the Brentwood between 8:15 and 9:30. When you arrive at the Brentwood, TEU staff will direct you to the registrations area.

Hotel rooms Participants staying at the Brentwood may not be able to access their hotel rooms until morning tea or lunchtime on the Monday. The Brentwood will have an area where bags may be stored until rooms become available. Delegates with laptops will need to keep their laptops with them, as the Brentwood does not store laptops in its baggage area.

Powhiri Participants will be unable to access the main conference room until the powhiri begins.

Parking: There is parking all around the hotel, as well as on the street in front of it. Conference participants may park in any free space.

Breakfast on Monday morning Conference participants arriving on the Monday morning may choose to have breakfast at the Brentwood at their own cost. Coffee and tea will be provided on arrival, and morning tea will be provided after the powhiri and President’s address.

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Standing orders 1. General conduct 1.1 The business of every meeting will be conducted in accord with the rules of the union and these standing orders.

1.2 Any matter not provided for by the rules or standing orders shall be determined by the chairperson.

1.3 Any standing order may, with the leave of the meeting, be suspended in whole or in part at any meeting.

2. Motions 2.1 All motions will be duly proposed and seconded and: 2.1.1 be of an affirmative character; 2.1.2 be withdrawn only by leave of the proposer and seconder; 2.1.3 may be adjourned to a future meeting; 2.1.4 may be amended by additions or deletions; 2.1.5 may be amended before a decision is arrived at; and 2.1.6 may be moved without notice except where otherwise provided by the rules.

2.2 When a motion has been proposed and seconded it will be placed before the meeting for consideration and will not be withdrawn except with the leave of the meeting and the consent of proposer and seconder.

2.3 Motions which have been lost, withdrawn or passed may only be reconsidered at the same meeting with the leave of the meeting.

3. Amendments to motions 3.1 Only one amendment will be considered at one time.

3.2 If an amendment is carried it will be incorporated in the original motion and become the substantive motion.

3.3 If an amendment is lost other amendments may be proposed.

3.4 An amendment will not constitute a direct negative or contradict the principal intent of the motion.

4. Speakers 4.1 All speeches will be addressed to the chairperson.

4.2 If two or more members rise at the same time, the chairperson shall at once decide who has the floor.

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4.3 The seconder of a motion or an amendment may do so pro forma, and reserve the right to speak to the question later; 4.4 A member can speak only once on any question before the meeting except: 4.4.1 in reply to an original motion, 4.4.2 in explanation or correction of some matter during debate, 4.4.3 to raise a point of order; (a) when a point of order is raised the member raising the point will state the point clearly in a few words, and if another member is speaking at the time, that member will be seated until the point of order is decided. (b) The chairperson shall decide the matter promptly and not allow any discussion.

5. Time limit 5.1 The mover of any original motion and the mover of any amendments will be allowed five minutes for the introduction.

5.2 No other member will be allowed to speak for more than three minutes at any one time except with the leave of the meeting.

5.3 The mover of any substantive motion will be allowed one minute for the right of reply.

6. Motion to disagree with ruling 6.1 Immediately after the giving of any ruling by the chairperson, a motion may be moved to the effect that the chairperson’s ruling be disagreed with.

6.2 The mover and seconder of such motion but no other member shall be entitled to speak.

6.3 The chairperson will reply by explaining the ruling and the motion shall then be put to the meeting.

6.4 If the motion is carried, the chairperson will give a different ruling in regard to the subject matter of the original ruling.

7. Te toi ahurangi reports Standing orders shall be suspended during the presentation of any reports of te toi ahurangi.

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Map of Kilbirnie

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Common abbreviations Unions, like many other organisations frequently resort to abbreviations and acronyms to describe other organisations and activities. The list below is to help you find your way around these. If anything is unclear please ask.

AAU New Zealand Academic Audit Unit

IA

ACC

Accident Compensation Corporation

ITUC International Trade Unions Confederation

ACE

Adult and Community Education

ILO

International Labour Organisation

AEU

Australian Education Union

IR

Industrial Relations

AMC Agreement Monitoring Committee

IT

Information Technology

ASM Academic Staff Member

ITO

Industry Training Organisation

ASTE Association of Staff in Tertiary Education Te Hau Takitini o Aotearoa

ITP

Institute of Technology/Polytechnic

Individual Agreement

AUS

Association of University Staff

ITPNZ Institutes of Technology and Polytechnics of NZ

CA

Collective Agreement

LWOP Leave Without Pay

CEO Chief Executive Officer

MECA Multi-Employer Collective Agreement

COPE Council of Pacific Education

MOE Ministry of Education

DL

Discretionary Leave

MUCA Multi-Union Collective Agreement

EBS

Education Benevolent Society

EEO

Equal Education Opportunities

MUMECA Multi-Union Multi-Employer Collective Agreement

EEO

Equal Employment Opportunities

EFTS Equivalent Full Time Student EI

Education International

ERA

Employment Relations Act

EREL Employment Relations Education Leave GSF

Government Superannuation Fund

HDA Higher Duties Allowances HR

Human Resources

NTEU National Tertiary Education Union (Australia) NZARE in Education

New Zealand Association for Research

NZCER Research

New Zealand Council for Educational

NZCTU

New Zealand Council of Trade Unions

NZEI New Zealand Educational Institute Te Riu Roa NZQA New Zealand Qualifications Authority NZQF New Zealand Qualifications Framework

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NZUSA

New Zealand Union of Students’ Association

NZVCC

New Zealand Vice Chancellors’ Committee (now called Universities New Zealand)

PBRF Performance Based Research Fund PD

Professional Development

PG

Personal Grievance

PPTA Post Primary Teachers’ Association PSA

Public Service Association

PSIS

Public Service Investment Society

PTE

Private Training Establishment

QPEC Quality Public Education Coalition REAP Rural Education Activities Programme RPL

Recognition of Prior Learning

SRA

Special Responsibilities Allowance

SSC

State Services’ Commission

TAFE Tertiary and Further Education (Australia) TEU

Tertiary Education Union

TEC

Tertiary Education Commission

TIASA Tertiary Institutes’ Allied Staff Association TPK

Te Puni Kōkiri Ministry of Maori Affairs

TRCC Teachers’ Refresher Course Committee TTH Timetabled Teaching Hour VC

Vice Chancellor

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Draft Minutes of Conference 2010 Draft Minutes of the Conference of the Tertiary Education Union Te HautĹŤ Kahurangi o Aotearoa held in the Kauri Room, Brentwood Hotel, Kilbirnie, Wellington

Monday 8 and Tuesday 9 November 2010

PRESENT: Whaea Mere Broughton Whaea KÄ Daniels

Aoraki Polytechnic Frances Walker

Auckland Institute of Studies Subhash Appanna Peter Wilkie

Auckland University Debra Anderson Geoff Austin Michelle Burstall Helen Charters Judy Duncan Joce Jesson Nina Mamnani Cris Shore

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Alex Sims Sean Sturm Paul Taillon Cerian Wagstaff

Auckland University of Technology Andy Ballard Hamish McCracken Camille Nakhid John Prince Julie Douglas

Bay of Plenty Polytechnic Michael Morris

Canterbury University Warwick Anderson Grant Bush Megan Clayton Brad Meek Jennifer Middendorf Helen Kissell Rose Stewart Tim O’Sullivan Di Gordon-Burns Jo Togiaso

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Christchurch Poly Institute of Tech Richard Draper Mahony May

Eastern Institute of Technology Elly Govers Gordon Reid

Lincoln University Clare Churcher Cindy Doull Quentin Findlay George Hill Scott Walters

Manukau Institute of Technology John Connor Lesley Francey Maree Gibson Fololi Lolonga-Iosua Solia Tautai Lologa-Iosua

Massey University Christine Alexander Ee Kheng Ang Robert Bailey Barry Foster

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Brent Gardiner Chris Good Harvey Jones Cat PausĂŠ Nicole Walsh Neil Ward Fran Wolber

Nelson Marlborough Institute of Technology Monique Day Christine Turton NorthTec Steve Sandford-Hill Eric Stone

Otago Polytechnic Rachel Dibble Phil Edwards Danny Farrington Ken Laraman Craig West

Otago University Catherine Bardwell Nicholas Chandler Jackie Fox Teresa La Rooy

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Melissa Lethaby Melanie Lewis Brent Lovelock Deirdre O’Neill Michelle Schaaf Davinia Thornley Paul Treadwell

Southern Institute of Technology Rosemary Cardoso Paula Tangney

Te Tari Puna Ora o Aotearoa Emma Daly Pania Himiona-Hyland Karen McCann

Te Whare WÄ nanga Awanuiarangi Diana Wana

The Open Polytechnic of New Zealand Chris Burns Tom McGrath

Unitec New Zealand Sarah Hardman Doreen Smith

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Universal College of Learning Lorna Johnson Fiona Mason

Victoria University Stephen Blumenfeld Sandra Grey Frances Matheson Tania Loughlin Kevin Duggan

Waiariki Institute of Technology Onny Holdaway

Waikato Institute of Technology Jacqui James Martin Lockwood Susan Bennett

Waikato University Annie Barker Andrea Haines Grant Harris Tracey Morgan Gill O’Neill

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Fran Richardson Heather Thompson James Houkāmau

TEU National Office Sharn Riggs, National Secretary Nanette Cormack, Deputy Secretary Irena Brorens, National Industrial Officer Marian Cadman, Administration Manager Lee Cooper, Te Pou Tuara Suzanne McNabb, Women’s Officer Jo Scott, Policy Analyst Stephen Day Communications Officer

TEU Staff Chan Dixon Phil Dodds Gaby Moore Megan Morris Lawrence O’Halloran Shaun Scott Cindy Doull Phil Dyhrberg Michael Gilchrist Jane Kostanich Kris Smith

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Russell Taylor

Guest Speakers Carolyn Allport, NTEU Past President Pat Forward, Federal TAFE Secretary, AEU Matthew McGowan, Asst Gen Secretary NTEU

In Attendance Jo Dawkins, minute taker

MONDAY 8 NOVEMBER 2010 Whakatau and Karakia The Conference commenced at 9.30 am with whakatau.

TEU NATIONAL PRESIDENT’S ADDRESS Tom Ryan welcomed everyone to Conference and noted that this was one year on from the successful formation of TEU. TEU membership continues to rise slowly given the difficult employment environment throughout the sector.

The conference would consider recruitment as an issue. Key points were: • Structure established in TEU from Council to sub-committees which address issues across the sector.

• Treaty partnership and Fono. First Pasefika fono held this year.

• Fairness at work campaign – 90 days ‘fire at will’. Thanks to all for their support and involvement.

• Extended thanks to Australian Unions for the leadership roles they continue to play. Comparative issues – human rights, academic freedom, intellectual property, research, performance rankings.

• CTU has also been at the forefront of helping establish union aid in India, Burma, Thailand and soon the Pacific Islands. Earlier this year he and the deputy secretary spent a week working in Fiji to assist the unions there.

• Bargaining and negotiations – government direction, State Services Commission interventions, redundancies and restructurings, pursuit of abolition of student unions.

• Polytechnic Council changes – now effectively under government control.

• Polytechnic funding reductions

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• Changes to wānanga • Welcomed the attendance of delegates from one of our PTE branches - Auckland Institute of Studies.

• Visited all of the branches over the past 12 months.

• Thanks to National Office staff for organising this conference.

Cheri Waititi thanked Tom for his presidency and for taking on a merger when it needed to happen. His speech presented an opportunity for reflection on where we are nationally and internationally and the diversity of our membership. Tom was thanked for being president in times of personal difficulty on the passing of his father.

HOUSEKEEPING Sharn Riggs covered housekeeping. It had been agreed this year to promote a paperless conference with documentation provided on flashdrives included in the conference packs. Conference would work on the basis that all papers are taken as read.

• Returning Officer - Nanette Cormack • Complaints Committee – Sandra Grey, Richard Draper, Suzanne McNabb

APOLOGIES Kaumātua Huirangi Waikerepuru Mike Armstrong

Aoraki Polytechnic

Carol Lawrence REAP Noeline White Massey University Tony Dellabarca WelTec Kim Dirks

University of Auckland

Shirley Barnett Massey University Dov Bing

Waikato

Angie Farrow Massey Vanessa Henley Western Institute of Technology at Taranaki

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A minute’s silence was observed in recognition of the passing of: Dr Lyn Boddington

Council member and branch co-president at Lincoln

Jack Gavigan Past President of Association of Teachers in Technical Neil MacGregor

University

Institutes

AUS Life Member, National President and Massey University

Branch President

Cath McGregor W INTEC Minute Secretary Ken McShane Waiariki Branch Stanley Turner University of Otago Branch John Webster Branch President of Nelson Marlborough Institute of

Technology

Break for morning tea

RECORD OF DELEGATES Sharn Riggs introduced Council Members for 2010, Vice-Presidents, and staff. Delegates introduced their teams.

International guests were introduced and welcomed: Carolyn Allport, NTEU Past President; Matt McGowan, Assistant General Secretary NTEU; Pat Forward, Federal Secretary AEU (TAFE).

Sharn Riggs provided a breakdown of attendees by branch, Te Uepū and institutional coverage.

MINUTES OF 2009 ANNUAL CONFERENCE Confirmation It was resolved: That the minutes of the 2009 Annual Conference be confirmed as a true and accurate record.

Moved: George Hill/ Seconded: Joce Jesson

Carried

Matters Arising Pasefika to be spelt consistently. Pasefika or Pacifica. It was agreed this would be discussed with Pasefika members to gain agreement on preferred spelling, which will be adhered to.

Action: Sharn Riggs Page 17/Item 18: Tevita Koroi should be Fijian Teachers’ Association.

To be corrected.

Action: Sharn Riggs

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NATIONAL SECRETARY’S REPORT Sharn Riggs presented the National Secretary’s Report. She covered issues of: •

Governance activities

•

Sector group activities

•

National committee activities

•

Membership – consolidation and growth aim for 2010

• Staffing – well experienced, well regarded and thanked by acclamation for their work this year.

Administration functions for the merged union were now operating well.

•

Political activities – new Minister, media, website, campaigns

•

Industrial matters – bargaining agenda, recession, SSC role, attacks on conditions

•

Policy and Submissions – Teacher education, trades education, policy and workloads

•

Professional matters – funding, democracy and voice, role of unions, role of TEU

Sharn Riggs was thanked for her report. Questions were invited.

Voluntary Student Membership Bill – although it has a final Select Committee process to go through it was almost certain the Bill would be passed.

INTRODUCTION TO RULE REMITS Tom Ryan introduced the Remits which would be voted on tomorrow. This provided delegates discussion time over the day. Comments were invited by the President on any remit.

Rule Changes Te Aroha Lemke introduced the Te Toi Ahurangi remit that the Wānanga representatives on the ITPSG and USG Groups be members of Te Toi Ahurangi. The President spoke in support of the proposal as eminently sensible.

6.3 Capitation Levy Tom Ryan introduced the Rule Change proposed for capitation levy. It was noted that the proposed rate of subscription would not constitute any significant operating effect on branches.

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All TEU finances are now audited centrally so there is no longer a requirement that they be audited at branch level.

14.2 Council Composition Tom Ryan introduced this remit. It was clarified that the National Secretary is not the union staff member on Council.

12.3 Chairing Sector Groups These amendments provide consistency with the national committees which are chaired by the appropriate VPs.

14.4 Sub committees of Council Provides clarity for the constitution of sub committees of Council. It was clarified that TEU uses the Māori version of the Treaty which specifically refers to tangata whenua and Pākeha as a totally inclusive term.

19.3 Acting National President As the IPP is only a one year position in the second year of the president’s term there would be no IPP to act on their behalf.

20.3 Office Holder Nominations To bring the date of elections closer to when people take up office but still allows enough time for the incoming president to make arrangements for leave with their institution.

Benevolent Fund Report Tom McGrath advised that Peter Herbert, the EBS representative would be in the registration area for any member who wished to discuss the scheme. Tom McGrath and Marian Cadman are the TEU representatives on the EBS Board. A copy of the full EBS report was available on the conference flashdrive.

Questions for the Minister Sandra Grey advised that there was an opportunity to pose questions to the Minister following his address on Day Two of conference. The vice-presidents had prepared questions, but additional questions were welcome as these would be submitted in writing later with a covering letter to the Minister’s office for a response. Members were requested to provide any questions to the vice-presidents by close of breakfast on Day Two.

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Nanette Cormack confirmed voting members were: delegates to conference, president and vice-presidents, members of council, and members of Te Toi Ahurangi (who are not otherwise members of council). Packs of voting papers would be distributed over the lunch break.

WORKSHOPS Conference broke for lunch, following which workshops were held on the following topics: • University Bargaining • ITP bargaining • Developing a fair pay system for university general staff • Tertiary education programmes and governance policies: finding possibilities to turn the tide • Addressing bullying and harassment in the workplace • Phileas Fogg’s electronic tour of TEU in 80 minutes

MATTHEW MCGOWAN, ASSISTANT GENERAL SECRETARY NTEU Barry Foster welcomed Matthew McGowan, Assistant General Secretary NTEU. Apologies were received from Jeannie Rea the National President. Matt McGowan acknowledged the traditional owners of the land and the elders and custodians of the land, Carolyn Allport NTEU past president, and Pat Forward of AEU. His points covered: • Australia’s new political landscape – minority Labour government • Higher education policy – trends and issues – uncertainty in overseas student market, pressure on workloads, new participation targets, government moving towards demand driven process for universities.

• Collective bargaining – two years in the making, 27 agreements close to finalisation with good salary outcomes – around 4.5% per year and restoration of many conditions lost under the Howard government.

• NTEU 2011 priorities • Internal issues and challenges – membership growth, communications, review of National Office • Challenges and opportunities – funding threats, public campaign, membership growth.

Richard Draper thanked Matt McGowan for his presentation.

FINANCIAL REPORTS 2009 Audited Reports

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Sharn Riggs introduced the union’s accountant, Roger Shackelford, BDO Spicer to comment on the audit report.

Questions were invited from the floor.

• Consideration was requested of investments in PSIS and Taranaki Savings Bank as these are New Zealand banks. Roger advised the aim is to move to KiwiBank over a period of time. Views were noted.

• Consider prudence of spreading risk over a number of banks. Sharn advised the Finance Committee is charged with reviewing this on an annual basis.

• Comment was passed that overstaffing budget implications should have been accounted for before time. Tom replied that staffing issues had been managed through attrition. There were hidden costs in bringing two organisations together in establishing new systems and functions.

Tom Ryan thanked Roger for his comments.

2011 Subscriptions Sharn Riggs introduced this matter, voting would take place on Day Two. Resolutions as put forward by Council were presented for consideration: 1)

That the TEU fees remain at 0.8%

2)

That the TEU fee cap be lifted to $79,000 with effect from 01 January 2011.

3)

That in mid-2011 the financial situation of the union be reviewed again.

• Current fees: 0.8% of annual salary, capped at $69,000 with maximum annual fee of $550.

• Comparisons with other unions were shown.

• Council was of the view that it was equitable to raise the cap.

Questions were invited.

• Budget presentation would provide clarity on why increased fees were being sought despite the current strong financial position and whether the change in cap would result in a surplus being reached in 2011.

• $79,000 based on CPI by Council.

• Will there likely be resignations resulting from a fee increase? Sharn advised Council have taken this into consideration in its decision-making.

• Reviewing of finances is undertaken on a regular basis.

• Clarity sought on reserves which determine this decision. Is there going to be a significant draw on those reserves? Reserves shown in the annual report, and additional GST which cannot be recovered from members will cause a draw on reserves in 2011.

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• FTE calculation was explained.

Draft Budget Sharn Riggs introduced the budget for discussion and voting on Day Two. Two budgets had been prepared depending on the fee cap resolution.

Questions were invited: • Explanation of committees and sector groups was sought.

• Recruitment and campaigns budget not increased although Council has approved a pilot recruitment programme, and where will costs for national roll out being met from. Will this affect strike fund? Sharn advised that no tagged funds will be used for this purpose. Roll out will be for Council to decide after the pilot. It is not included in budget – Council have been discussing this for a number of months, still in costing discussions with Work Partners.

• Significant increase in meetings budget and control sought, whilst underspending on union education.

• Any discussion on using an external agency to recruit? Sharn advised Council members will be happy to discuss. Council is of the view that this particular activity has had success in Australia and this will relieve pressure on organisers, branch activists and committees.

• Opportunity was requested during the budget discussion for cost benefit analysis of WorkPlace Partners and discussion of options.

Membership Report Nanette Cormack presented the membership report and analysis. Questions were invited.

• Academic/general staff breakdown would be useful.

• Crucial recruiting aspect is recruiting from different profiles – education will assist.

• What is the Pasefika – 2009 n/a figure? Nanette advised until recently we have not captured significant data around membership and only started to identify Pasefika members in the last year. All ethnicity is on a self identification basis.

LIFE MEMBER PRESENTATION – Mereiwa Broughton Tom Ryan made a presentation for Life Membership to Whaea Mere Broughton and read a summary of her contribution to her community and to building wider Māori presence in the union movement. Whaea Mere replied with thanks.

Day One concluded at 5.45 p.m.

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DAY TWO COMMENCED TUESDAY 9TH NOVEMBER 2010 AT 9.15 A.M.

PAT FORWARD, AUE (TAFE) FEDERAL SECRETARY Ken Laraman introduced Pat Forward.

Pat Forward thanked TEU for the invitation and welcomed the opportunity to see what work is being undertaken in New Zealand. She paid tribute to Carolyn Allport the outgoing President of NTEU and welcome to Matt McGowan.

• Funding and organisation of vocational education sector under the new government: • governments have sought to shift funding increasingly to private providers • sustained period of underfunding – funding tendered out to private and government providers based on price not quality. Has an impact on students’ education.

• Emerging tertiary sector: government policies pushing barriers between students with vocational and higher education. Union sees this as positive as breaking down barriers for students and broadening vocational education and training experience for further study, citizenship and participation in the community.

• Teachers’ teaching qualifications and professional development in VET and TAFE sector. Effect of competency based training and underinvestment.

Joce Jesson thanked Pat for her presentation.

RULE REMITS Tom Ryan invited comment on the remits as they were put forward.

Wānanga Representatives on ITPSG and USG It was resolved: That Rule 13.9 be amended to read: “Te Toi Ahurangi shall comprise Te Kāhui Kaumātua, the National Māori Vice-President, Te Tumu Arataki (who shall chair the meetings of the committee), the other two Māori representatives on the Council (Ngā Tumu Āwhina), one academic and one general staff member from the University Sector Group, one academic and one general staff member from the ITP Sector Group, two general staff members from the General Staff Sector Group, one National Women’s Committee (Te Kahurangi Māreikura), and two representatives from wānanga (one representative from the ITP Sector Group and one from the University Sector Group) appointed by the Hui-Ā-Motu.”

Moved Te Aroha Lemke / Tania Loughlin

Carried

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Rule 6.3 Capitation Levy Equivalent full time member would apply from 31 December.

It was resolved: That Rule 6.3 Capitation Levy be amended to read: “A branch capitation levy of one week’s subscriptions for each equivalent full time member at the rate of the subscription applying in that year at 31 December shall be paid to branches by the national office in February of the following year.

Moved: Tim O’Sullivan /Seconded: Bill Rogers Carried

9.6 Branch Audits Concerns were expressed: • that resigning branch treasurers may lose interest in completing accounts and this should be monitored. Action: Sharn Riggs • that the reviewed statement of accounts is not protected. Sharn to discuss with auditor. Action: Sharn Riggs It was resolved: That rule 9.6 Branch Audits be amended to read: “A branch treasurer or secretary-treasurer retiring from office shall complete the branch accounts for the current financial year and ensure that a statement of accounts is presented to the next general meeting of the branch. A branch treasurer vacating the office during the financial year shall present an interim statement of branch accounts to the branch committee.”

Moved: Tim O’Sullivan/Seconded: Sandra Grey Carried

32.2 Branch Audits It was resolved: That Rule 32.2 Branch Audits be amended to read: “The treasurer or secretary-treasurer of each branch of the union shall provide the national secretary with a copy of the financial statements of the branch for the previous year not later than 31 March in each year. Any branch failing to provide the financial statements by 31 March may, at the discretion of the council, forfeit the voting rights accorded to its members and forfeit the right to any capitation or grants until the financial statements are produced.”

Moved: John Prince/Seconded: George Hill

Carried

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14.2 Council Composition It was resolved: That Rule 14.2 Council Composition be amended to read: “The Council shall comprise Te Kāhui Kaumātua, who shall attend in a non-voting advisory capacity; the national president, Te Tumu Whakarae,(who shall chair the meetings of the council); the immediate past-president; six national vice-presidents elected respectively by university academic staff members, by university general staff members, by academic ITP staff members, by general ITP staff members, by women members, and by Te Uepū members, Te Tumu Arataki; two academic staff members and two general staff members elected by the university sector group; two academic and two general staff members elected by the ITP sector group; two Te Uepū members, Ngā Tumu Āwhina, appointed by the Hui-ā-Motu; and one union staff member who shall have voice but no vote.

The national secretary shall attend council meetings in a non-voting advisory capacity.”

Moved: Cheri Waititi /Seconded: Ngaroma Williams

Carried

12.3 Chairing of Sector Groups It was resolved: That Rule 12.3 Chairing of Sector Groups be amended to read: “The University Sector Group shall comprise the National President, Te Tumu Whakarae the university academic staff and general staff vice-presidents, who shall chair the sector group; two Te Uepū representatives appointed by the Hui-ā-Motu; a woman member of the university sector appointed by the National Women’s Committee, Te Kahurangi Māreikura; a representative of each university elected annually by the staff members of that university, and a teacher-education representative elected annually by teacher-education staff members. The University Sector Group shall have the power to call for an additional academic staff or general staff representative to be elected by the members of the appropriate subsector of the union should it consider that either of those subsectors is not adequately represented on the sector group. The university sector group shall elect two academic and two general staff members of the council of the union at its first meeting in each calendar year.”

Moved: Ken Laraman/Seconded: Cheri Waititi

Carried

Chairing of ITP Sector Group It was resolved: That Rule 12.9 Chairing of Sector Groups be amended to read: “The ITP sector group shall comprise the national president, te tumu whakarae, the ITP academic staff and general staff vice-presidents, who shall chair the meetings of the sector group; two Te Uepū representatives appointed by the hui-ā-motu a woman member of the ITP sector appointed by the national women’s committee, te kahurangi

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māreikura; four representatives from the academic staff of the sector elected annually by academic staff members in the sector; and four representatives from the general staff of the sector elected annually by general staff members in the sector. The ITP sector group shall have the power to call for additional members to be elected should it consider all regions of the sector not adequately represented on the sector group in order to ensure that all regions are represented. Such additional members shall be elected by the academic and general staff who are members of the union in the region an additional member is to represent. The ITP sector group shall elect two academic and two general staff members of the council of the union at its first meeting in each calendar year.”

Moved: Barry Foster/Seconded: Joce Jesson

Carried

Rule 14.4 Sub Committees of Council It was resolved: That Rule 14.4 Sub Committees of Council be amended to read: “The Council shall constitute annually a Tiriti o Waitangi partnership group, Te Hau Tikanga o te Tiriti, comprising equal numbers of Pākehā and tāngata Māori.”

Moved: Te Aroha Lemke /Seconded: Eric Stone Carried

14.5 Sub Committees of Council It was resolved: That Rule 14.5 Sub Committees of Council be: “The council shall also constitute annually three subcommittees drawn from the vice presidents: -

awards and nominations;

-

finance and staffing

-

remits and policies.”

Moved: Te Aroha Lemke /Seconded: Eric Stone Carried

Rule 19.3 Acting National President Moved: Cheri Waititi /Seconded: Sandra Grey That Rule 19.3 Acting National President be amended to read: “When the national president, te tumu whakarae, is absent from Aotearoa New Zealand, he or she shall appoint one of the vice-presidents to act on his or her behalf. In the event that the national president, te tumu whakarae, is

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unable to appoint a person to act on his or her behalf, the council shall have the power to appoint an acting national president.”

Amendment Moved: Tom McGrath/Seconded: Scott Waters That the words “...absent from Aotearoa New Zealand or on leave...” be included.

It was resolved: “When the national president, te tumu whakarae, is absent from Aotearoa New Zealand or on leave, he or she shall appoint one of the vice-presidents to act on his or her behalf. In the event that the national president, te tumu whakarae, is unable to appoint a person to act on his or her behalf, the council shall have the power to appoint an acting national president.”

Carried

Rule 20.3 Office Holder Nominations It was resolved: That Rule 20.3 Office Holder Nominations be amended to read: “The national secretary shall call for nominations for the positions of national president, te tumu whakarae, and national vice-presidents not later than 31 July in each year in which an election is to be held, giving not less than one month’s notice of the closing date for their receipt.

That office holders/sector group and committee members, should all be financial members of TEU.” Moved: Sandra Grey /Seconded: Barry Foster

Carried

Union Aid Nanette gave background to Union Aid - a charity set up by the CTU as a vehicle for workers in New Zealand to assist workers in developing countries with unionising and education. The programme has had success in India and Thailand on the Burma/Thai border with refugees, and is now looking at establishing programmes in the Pacific.

Members would have the opportunity to participate in this.

Work Partners – Recruitment of Members Nanette provided background on discussions with this organisation and the process. PSA is doing exploratory work with them. Work Partners proposal is that they will charge $600 for every membership form, excluding on-line membership. This is a different option to grow the union that Council has considered, and agreed to trial a pilot programme with Work Partners April – July 2011. Tom advised Council had already passed approval to conduct a pilot.

John Prince Richard Draper, and Lesley Francey spoke in support. Discussion and questions were invited: • Work has been done on profiling of membership as part of background – average membership stay is 8 years.

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• After the pilot programme discussion would take place on issues of presence in the workplace as part of the union presence.

• Relationship between the branch committee and recruitment is an important one.

• Perceived significant risk in the relationship of the branch and the image of the union in the workplace being damaged – Work Partners don’t know the organisation or how it operates. Sharn advised that Council has discussed risk at some length. This project is not instead of branches recruiting, it is putting in place additional strategies and resources.

• Concerns expressed that external people would not be welcome in wānanga or understand how to operate in that environment.

• Concerns expressed at lack of Pasefika representatives.

• Would Work Partners automatically have legal access to campus to recruit? Nanette advised that Work Partners employ people who will work closely with branches, and will be TEU representatives when speaking people.

• Disappointment was expressed that Council has the ability to pass a motion that could potentially cost TEU considerable money. Tom said that the Rules gave Council the right to make such decisions, and it was not practical to wait for annual conference to make decisions on such issues. Council plays an active role.

The issue of Rule 15 was raised where each branch needs to have a pasefika representative to attend the biennial fono of pasefika members from each branch of the union.

A caucus for Te Uepū was called during morning tea.

Morning tea.

Tom assured conference that all of the concerns aired had been discussed at Council level, and consideration of the programme had been ongoing for a year. Council had thoroughly interrogated the proposal. There was no intention for Work Partners to attend any institution without an invitation from the Branch. Branches could be involved and consulted as extensively as they wished.

It was requested that such matters be brought to Conference for discussion in future.

A report was received from the Te Uepū Caucus Moved: Di Gordon-Burns/Seconded: Helen Charters That Council defer this recruitment drive with the Australian company until full consultation and conversation has occurred with all branches.

Tom assured Conference that following the pilot the programme would be widely consulted in branches and institutions and debated at Council whether to proceed with the full programme.

The motion was voted on with a show of hands.

50 for/60 against/1 abstention

Motion defeated

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Tom said the concerns of members had been noted and Branches would not be involved if they do not wish to.

It was resolved: That Conference gives the authority to the National Office to go ahead with the Work Partners pilot study, and that this will be reported back to conference next year so that conference can make the decision on whether to proceed with an international recruitment company.

Moved: Barry Foster/ Seconded: Harvey Jones

Carried

A point of order was raised that Council had already given National Office this authority, but the endorsement of Conference on this issue through a formal resolution was noted.

POLICY REMITS Tom advised that the remits had been posted on the website and through sector, national and branch committees.

Hui-ā-Motu discussed the drafts in November. Jo Scott was invited to present each of the policy remits. Sandra Grey took the Chair and invited discussion on the remits.

TERTIARY EDUCATION MINISTER: HON STEVEN JOYCE Tom Ryan welcomed the Minister who addressed Conference and invited questions (see Appendix 1). Sandra Grey thanked the Minister for his attendance and the Minister left at 12.25.

Fringe Events Fringe events during the lunch break: •

Hatred Campaign DVD

•

Union Aid

•

Union Climate Action

ITP MECA Bargaining Caucus and Te Uepū Caucus were called during the lunch break.

CAROLYN ALLPORT, PAST PRESIDENT NTEU Tom Ryan welcomed Carolyn to the Conference.

Carolyn Allport thanked conference for the invitation.

• Solidarity – merits of support between Australian and New Zealand unions.

• Academic Freedom – Australia has no legislation that provides for academic freedom but after a great deal of work in this area this should be included in an amendment to the Higher Education Act by the end of the year.

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• Intellectual Property – reported on a dispute that was won by NTEU against a university.

• Encouraged continued liaison between NTEU and TEU over the coming years.

Cheri Waititi thanked Carolyn for her presentation and presented her with a token of appreciation.

POLICY REMITS CONTINUED Questions were invited. It was noted that all TEU policies inform bargaining process.

Academic Freedom It was resolved: That the policy on Academic Freedom as submitted to Conference be adopted.

Moved: Lesley Francey/Seconded: Sandra Grey 1 abstention

Carried

Intellectual Property It was resolved: That the policy on Intellectual Property as submitted to Conference be adopted.

Moved: George Hill/Seconded: Martin Lockwood Carried

Public Tertiary Education It was resolved: That the policy on Public Tertiary Education as submitted to Conference be adopted.

Moved: Barry Foster/Seconded: Tom McGrath

Carried

Job Evaluation It was resolved: That the policy on Job Evaluation as submitted to Conference be adopted.

Moved: Ken Laraman/Seconded: Susan Wātene Carried

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Teacher Registration and the Supervision of Student Practicum It was resolved: That the policy on Teacher Registration and the Supervision of Student Practicum as submitted to Conference be adopted.

Moved: Brad Meek/Seconded: Joce Jesson Carried Jo Scott was thanked for her excellent work on the preparation of the policies.

FINANCIAL RESOLUTIONS Discussion was invited on the following recommendations.

• That the TEU fees remain at 0.8% of a member’s salary.

• That the TEU fee cap be lifted to $79,000 with effect from 01 January 2011.

• That in mid-2011 the financial situation of the union be reviewed again.

John Prince reported that AUT branch was against lifting the cap to $79,000 – this being considered excessive given that GST is only increasing from 12.5% to 15%. Concerns were expressed about retention of members. Sharn advised that Council did some modelling on dropping the cap. The matter was discussed fully.

It was resolved: That the TEU fees remain at 0.8% of a member’s salary.

Moved: Lesley Francey/Seconded: Richard Draper Carried It was resolved: That the TEU fee cap be lifted to $79,000 with effect from 01 January 2011.

Moved: Richard Draper/Seconded: Lesley Francey 5 against 2 abstentions

Carried

It was resolved: That in mid-2011 the financial situation of the union be reviewed again.

Moved: Cheri Waititi/Seconded: Harvey Jones 1 against

Carried

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2011 Budget Di Gordon Burns raised questions on behalf of Te Uepū on the budget.

• Are detailed financial accounts available for 2009 • Clarity sought on TEU activities, other activities, external responsibilities, salary bands for union employees and how many cars the union uses.

• Detailed financial notes were requested. Sharn advised that statutory financial statements are provided to Conference in the annual accounts.

Te Uepū in the interests of transparency would like to see the detailed financial accounts sent out to Te Uepū a week before conference so they could hui and discuss. Sharn said that the audit report and the draft budget were always available to delegates before conference.

Sharn confirmed that costs for the trial recruitment project would be taken from reserves in the first instance, and a separate budget would be established for tracking.

It was resolved: That the budget for 2011 be adopted.

Moved: George Hill/Seconded: Scott Walters

Carried

It was resolved: That BDO Spicer be appointed as TEU Auditor for 2011.

Moved: From the Chair/Seconded: Martin Lockwood 1 abstention

Carried

Roger Shackelford was thanked for his advice.

REPORTS • Branch Presidents • General staff • University academic staff • ITP Academic staff • National Women’s Committee • Te Tumu Arataki

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• Teacher Education • Trades Education All reports were taken as read.

Questions or comments were invited. Cerian Wagstaff reported that Auckland University were have a difficult time resolving their agreement.

It was resolved: That the reports be received.

Moved: From the Chair

Carried

UNION AID Nanette reported with thanks that $561.80 had been collected from delegates.

TREATY PARTNERSHIP GROUP: Tom Ryan introduced Eric Stone and Ngaroma Williams to make a presentation.

• Members • Rules and tikanga • Integrating perspectives of Te Tiriti throughout the organisation • Two hui held in 2010 and two planned for 2011 • Workplan 2010 • Process – policy to Council March 2011 • Workplan 2011 – webpage, song booklet, cd, bilingual waiata, common teaching practice policy • Acknowledged members. Outgoing members: Pania, Tom, Teresa, Te Aroha and Ngaroma • Acknowledged support of Lee Cooper and Jo Scott.

INTRODUCTION OF 2011 OFFICERS Tom Ryan introduced Sandra Grey as the incoming President and thanked her for the skills and leadership she had shown as Women’s Vice-President.

Tom Ryan advised the following officers:

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Women’s VP – Alex Sims ITP Academic VP – Richard Draper ITP General VP– Ken Laraman Te Tumu Arataki – Cheri Waititi University General VP – Helen Kissell University Academic VP – Kim Dirks Tom Ryan paid tribute to Barry Foster who has come to the end of his term as the university academic vicepresident. A presentation was made to Barry who accepted with a speech of thanks and wished Kim Dirks well as the new university academic VP.

PRESIDENT The Vice-Presidents and Sharn Riggs paid tribute to the work of outgoing Inaugural TEU President, Dr Tom Ryan. His achievements, skills and the establishment of a strong foundation for the union over the last two years were acknowledged. Each of the Vice Presidents paid tribute, and comments were made from the floor in acknowledgement of Tom Ryan’s contribution. A presentation was made to Tom who replied with thanks and thanked all members and staff for their valuable contribution.

WHAKAWĀTEA – KARAKIA AND WAIATA: James Houkāmau conducted the closing karakia, followed by himene and Conference concluded at 4.30 p.m.

APPENDIX 1 NOTES FROM SPEECH DELIVERED BY THE HON STEVEN JOYCE, MINISTER FOR TERTIARY EDUCATION Provided his thoughts on recent changes in tertiary education and outlined how these will contribute to what he believes is improving our tertiary education system further to mean we are world leading.

Context: Tertiary sector fits into wider story for growth in New Zealand. Growth important to prevent the country slipping backwards and permit us to compete for professionals in health and education. Growth in economy is of paramount importance.

The only way for us to grow successfully is to grow jobs, incomes. Better shape than many other countries.

Investment in infrastructure, broadband services, change in tax system, encourage savings and investment, cutting

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red tape and regulations particularly in public sector, achieving and obtaining better public services, improving education and skills. Tertiary sector is crucial to plans for long term growth.

Vision for tertiary sector: priorities 1. More young people with degrees and better paying jobs that come with degrees.

2. More learners encouraged strong vocational learning and pathways.

3. Fewer young people falling through gaps between secondary and tertiary education – young Maori males in particular.

4. More second chance learners getting to qualification levels and above.

5. Māori and Pasefika in general achieving more from tertiary institutions.

6. Better numeracy and literacy and computer literacy.

Where are we now?

Universities perform well, international measures perform well. Good vocational training. Wānanga doing well.

Innovative and effective researchers. Produce some of the best and brightest students in the world. Always room for improvement.

Issues: Funding increases over last 10 years across tertiary sector but number of degree qualified students has plateaued.

Too many courses and qualifications that have had unacceptably low completion rates.

Sub-degree sector achievement of qualifications is 50%.

Low qualification and course completion rates for Māori and Pasefika.

Massive number of qualifications on the register, difficult for student and employers to navigate the system.

Focus this year is about laying more flexible foundation for the system.

Spend 4 billion a year on tertiary including student support. Grown 27% in five years.

Challenge – how do we get better results out of every dollar spent.

Investing in areas we are looking for better outcomes.

Last month announced shifting 55 million from ITO sector to university students. Some of money wasn’t being spent in ITO sector, significant money being claimed in ITO which didn’t equate to active trainees.

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2011 highest number of full time places in universities and ITP more core places than ever before.

Quality: Moving to system where how well students perform academically. 5% funding into performance based measurements. Successful course completion, qualification completion, student progress. Performance indicators different depending on level of study.

Want to encourage continuous improvement in pastoral care.

Encourage data being available to the public. This will be an annual event. Measuring performance of tertiary providers From next year, students to pass half of full time courses before having access to student loans.

People must be resident for two years before having access to student loans.

We operate the most generous student support system in the world.

What does it mean for tertiary staff?

Government decisions impact on members. Recognise value you contribute to the sector.

Main aims: Deliver brighter future Value for money Address gaps in the system Keep focus on outcomes for students.

Questions Q: Better outcomes for money in the tertiary sector – about how money is used. Significant widespread competition in the sector and the government had indicated that collaboration is increasingly important, yet to see any decrease in funding for marketing, management, - spend more money on those things. What’s your vision?

A: Not chronically underfunded. There will always be competition. Collaboration is important. Interested in funding good education – wānanga, universities, ITPs, ITOs. Q: In light of the research findings from the recent Waitangi Tribunal report regarding decline of te reo Māori, closing down of 400 kohanga reo and impact on sector including erosion of Māori content and closure of Māori programmes in the tertiary sector in the wake of kahikatea what protections for future generations of all New Zealanders can you offer for the survival of te reo Māori?

A: Very important that te reo Māori survives – great loss for the country if the language was lost. Haven’t read the

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actual report and not in a position to comment outside the tertiary sector and kohanga reo and early childhood. We do have to be really careful to encourage the provision. Minister Sharples is very focused on provision. Have to make sure that young people see the relevance of the language.

Q: Unintended consequences of your policies. Student profile, course completion rates, impact on mature students.

This is an economic driven strategy which would put up barriers. Massey has a reputation of being a second chance university and this would not fit into the performance based strategy.

A: It is the intention to ensure we get the best results we can across the whole sector. It is about the right amount of extra mural students.

Sandra Grey thanked the Minister for answering questions that were posed. We would like to send other questions that have arisen from the floor through to the Minister’s office for response with his permission.

We do want more people with degrees and vocational training, fewer young people falling through the cracks and more second chance learners. Greater accountability for public money.

But from your answers to questions and the vision you have outlined, we don’t feel the actions are matching some of that vision. Undermined by cutting of bridging courses, voluntary student membership bill. Second chance learners in a recession – commitment to continue but concerned institutions are using capping to deny entry to second chance learners.

Transparency of public funds – changes brought in by your govt to our governing bodies in the ITP councils has made them less democratic.

Hard for a sector to continue to be productive when all we see is continued reviews and continued restructuring.

We are committed professionals and we want to work with you on that vision. We challenge you to extend your vision to build a strong citizenry and strong community.

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National secretary’s report 1) Introduction Three years into its new life sees the TEU going from strength to strength despite an industrial, political and economic environment that has seen the union movement take further blows to its role in ensuring fairness in the workplace and in society. Our membership remains steady and in some areas grows, albeit slowly as we make further inroads into the general staff membership in the ITPs and our staff work with branch committees to ensure that new staff are invited to join the TEU. As part of that process of recruitment we have trialled outsourcing some of this work and that comprehensive report will be debated at conference. As you will see in the industrial report, staff have been continuing to deal with a high number of reviews which have not only resulted in good staff losing jobs which in turn has increased the workloads of those who remain, but the job losses have also offset the on-going recruitment work of the union.

As we head into conference week it is important to remember that the country’s election is almost upon us – an election that will determine two critical directions for NZ citizens. The governing party or coalition of parties for the next three years and the outcome of the referendum on MMP will have a profound effect on all of us. It will also have a profound effect on the future shape of tertiary education in this country. While we will be considering a variety of matters at this conference, including a number of important policy remits, as well as some rule changes and recommendations that will pave the way for changes to our governance structures in 2013, we also need to focus on the bigger picture. We will be gathering together as a physical and vocal demonstration of our commitment to public education when we invite other unionists, activists and concerned citizens to join us on Monday night at our public rally in the middle of Wellington. Unionists need to be seen and heard. Unionists need to be seen and heard not just in our workplaces, but in our streets and that is where we will be on 21 November.

2) Governance The council of the TEU is the governing body of the union charged with making decisions between conferences.

Led by the president, Sandra Grey, council is made up of the six vice presidents, te kāhui kaumātua, four university general and academic staff members, four ITP academic and general staff members, two ngā tumu āwhina and a non-voting staff member. This year council has met four times, one of those meetings being at Victoria University’s Te Herenga Waka marae, and the finance and staffing committee (a subcommittee of council made up of the six vice presidents, the president and the immediate past-president) has met three times. One of the major pieces of work undertaken by council this year and driven by the president Sandra Grey, has been to undertake a review of the governance structures of the union as it was charged to do when the two unions amalgamated in 2009. This has been a complex piece of work involving significant consultation with members at branch level and those who sit on the current governance bodies. Conference this year will debate some of the “in principle” recommendations contained in the report to enable new rules to be drafted for consideration at the 2012 conference.

3) Sector Groups There are three sector groups in the union with responsibility for developing, guiding and overseeing the work programmes of the union as they relate to their respective areas.

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The general staff sector group (GSSG) is headed up by the two general staff vice-presidents, Helen Kissell (universities) and Ken Laraman (ITPs) and includes two members nominated by hui-ā-motu, a national women’s committee representative, three ITP representatives and three university representatives. This sector group has met twice this year. This year the GSSG has progressed an extensive work-plan, including finalising a guide for general staff branch representatives, beginning work on a paper on the elements of general staff remuneration (to assist with negotiations and in particular discussions that may take place around performance pay systems), and providing guidance to the Bargaining Forum on priorities for general staff bargaining. As well the group has developed an ITP sector recruitment project plan that focuses on recruiting new general staff members, which will be further discussed

by TEU staff and ITP branches before being implemented in 2012. The GSSG was also pleased to see that their proposal for a TEU award for general staff has been picked up by the Awards sub-committee and further refined.

The university staff sector group (USSG) is led by the Helen Kissell as the general staff vice-president and up until the middle of this year, Kim Dirks as the academic vice-president. That position is currently vacant. The sector group includes a representative from each of the eight universities, a teacher education representative, a national women’s committee representative, two hui-ā-motu representatives and the president. This sector group has met three times this year, in April, June and September.

Following on from the successful bargaining forum in February the USSG established a process for the development of national claims that included opportunity for branch involvement and consultation. A set of national claims has been signed off for 2012 using this process.

The key disputes and issues in the university sector have been: • The University of Auckland academics are now all on individual employment agreements as their bargaining negotiations continue to drag on. At the date of writing this report we are awaiting the outcome of the facilitation process for these negotiations.

• The University of Canterbury continues to struggle post-earthquake. The sharp decline in student numbers, insurance issues and rising costs have already led to a call for expressions of interest in voluntary redundancy and the union expects that forced redundancies will follow.

• All of the other universities are seeing restructure/change proposals which threaten jobs for members.

The ITP sector group (ITPSG) is led by Richard Draper, the academic vice-president and Ken Laraman, the general staff vice-president. Under the current rules it also includes the president, four academic staff representatives, four general staff representatives, two hui-ā-motu representatives and a representative from the national women’s committee. The ITPSG has also met three times this year. In the first year of the union there were transitional arrangements in place recognising that the numbers of general staff in the ITP sector were not great. Those arrangements lapsed at the end of 2009 which meant that there needed be equal numbers of general and academic staff on the sector group. However because of the small pool of general staff members in the ITP sector we had difficulty filling those places. A rule amendment proposed this year should enable us to fill our complement of places as well as ensure that the general staff voice is not lost in this forum.

The work of this group has been dominated by the extremely difficult bargaining environment in the ITP sector.

It has been a challenging year for members of the group as they have dealt with the realities of discussing with staff and branch members strategies for trying to reach agreements that will ensure that our members are covered by a collective agreement. The industrial report will cover this in more detail but in terms of reviewing this year’s work

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it would be safe to say that we have not seen such a sustained attack on our conditions for many years. The core conditions which have guided the industrial strategy in the ITP sector have come under close scrutiny this year and members and staff have worked together to make changes that better reflect the work mode deliveries in this sector while still protecting the working environment of our members. As we head into this conference we are seeing the coming together of some of this work in renewed collectives for many members who have been on individual agreements for too long.

4) National Committees Te Toi Ahurangi This is led by the kāhui kaumātua and the tumu arataki, Cheri Waititi and includes two university sector representatives, two ITP sector representatives and the ngā tumu āwhina. It has met four times this year. Two members resigned from Te Toi Ahurangi in the course of the year, Rotu Mihaka and Te Aroha Lemke. Susan Wātene and James Houkāmau were nominated and co-opted to replace Rotu and Te Aroha until elections at the 2012 hui-ā-motu. To backfill James’ role, Bill Rogers was nominated and co-opted to be the Māori academic ITPSG representative also until hui-ā-motu 2012.

One position that has continued to be difficult to fill since Te Toi Ahurangi was established in 2009 has been the ITP Māori GSSG representative. As at the beginning of September Māori members number 730 (or 7.2%) of all TEU members.

In October Te Toi Ahurangi accompanied the TEU Council on its annual noho marae meeting which was held at Victoria University of Wellington marae, Te Herenga Waka. This noho marae marked TEU’s second annual Council meeting on a marae. The purpose of the noho marae is to affirm TEU’s commitment and obligation to honour Te Tiriti o Waitangi, to demonstrate the Tiriti partnership is a cornerstone of TEU, how it functions as an organisation, and to give effect and practical application to the union rules.

A very productive hui-ā-motu was held in May in Hamilton this year. 30 delegates came from 20 institutions throughout the country and two members from our sister union in Australia, the NTEU also attended. Hui developed four recommendations and remits which will be debated at conference this year. A comprehensive work plan was developed at hui-ā-motu in May and has had much of the work progressed or completed by Te Toi Ahurangi since then. The work plan has a number of strategies for the ten sectors identified by Te Uepū members.

Te Toi Ahurangi at its first hui for 2012 will update and extend the work plan out to 2013 and present to Te Uepū members at hui-ā-motu 2012.

As well as supporting the comprehensive work programme of Te Toi Ahurangi, Lee Cooper the union’s Te Pou Tuarā, has also been heavily involved in collective agreement negotiations at our two wānanga branches. While Lee has worked closely with the organiser responsible for these branches both of these sets of negotiations have been time consuming and complex. Lee is also available to all of the TEU’s staff to give advice on tikanga and in some cases to deal with cases where the worker wants to deal with a Māori staff member or where the matter at issue has a cultural component where Lee’s experience and skills are required.

The substantive work of Te Pou Tuarā involves contributing to advancing and safeguarding the rights of Te Uepū members, the union’s responsibilities to wider Māori communities, promotion of and adherence to Te Tiriti, and

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supporting Te Uepū members in achieving their objectives. Lee also participates in external tertiary and Māorirelated initiatives and works closely with the CTU. He has also developed strategic relationships with various MPs and political parties, government agencies and international education unions.

National Women’s Committee Te Kahurangi Māreikura Alex Sims as women’s vice president leads the national women’s committee, te kahurangi māreikura, which is made up of four general staff members, four academic staff members and a representative from hui-ā-motu. Alex took up the 12 month portion of the role following the election of the previous women’s vice-president, Sandra Grey, to the role of national president and was then re-elected for the 2011-2012 term. The work of the women’s committee is supported by the women’s officer Suzanne McNabb.

The women’s committee met twice rather than the usual three times this year. An important element of the work was the focus on gender equity issues for bargaining and the development of a paper. Priorities also included continuing the support and liaison with the network of branch women’s representatives and developmental work on the prevention of bullying and harassment. This is recognised as a significant factor affecting women in the workplace and the committee expects to see further work and the development of resources for members in 2012.

Pay and employment equity has continued to be an issue of significance and TEU actively supported the CTU equal pay petition through the national women’s committee and branch women obtaining signatures and distributing information at their branches. An implementation working group has been established at Massey branch to follow up on the recommendations of the pay and employment equity review. At Victoria, the tailored review amongst library and IT staff has been completed and results reported back to staff. A start has been made on following up on the actions recommended by the reviews which were conducted in the polytechnic and wānanga two years ago.

TEU women also made a distinctive contribution to the CTU, taking a leadership role in many areas of the CTU Women’s biennial conference. This included facilitation of the conference by TEU women’s officer, Suzanne McNabb who is co-convenor of the women’s council and was recently re-elected to this position. She is the CTU representative on the ITUC Asia-Pacific women’s committee and also represents the CTU on the National Advisory Council on the Employment of Women (NACEW), which reports to the Minister of Labour on issues affecting women in employment.

The activities of each of these groups and committees are reported on separately.

5) Membership As mentioned in other parts of this report we have seen a pattern of increases and then decreases in our membership over the year which has resulted overall in us pretty much treading water. In the context of the continuing decline of union membership overall this is not a bad outcome for us although that national decline continues to be of very serious concern to us all. Maintaining a relatively stable membership in the face of the relentless reviews in the both sectors of the union which have seen long term union members being made redundant has not been easy. A number of strong campaigns around bargaining in the ITP sector in particular has seen unexpected growth that has offset some of the losses. The most significant initiative this year has been the use of an external company to test a pilot recruitment process in a number of our branches. An in-depth report on this project is tabled separately and delegates will be voting at conference on two council resolutions recommending that the union include some form of

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outsourced recruitment as part of our recruitment strategy for 2012.

A number of branches have run “blitzes” this year where branch committees and organisers from other regions have spent two to three days on campuses signing up new members and making the union visible. We have also had strong membership growth off the back of the “union only” benefits that we are having increasing success in getting agreement to in our bargaining. This process has continued to reinforce the importance of being visible and being seen to be active as key strategies for recruitment while recognising that our traditional methods of recruitment are not always as successful as we might like them to be.

Discussions with the other unions in the sector have continued this year in particular with both NZEI and the PSA about their continued presence in the tertiary education sector. We continue to have problems at some of the university branches where the national PSA position about not recruiting new members has not been observed. The PSA’s national position is that they have no strategic role in the tertiary education sector. Unfortunately that view has not been adopted by some local officials! We must also continue to actively debunk the view that TEU is primarily focussed on academic issues.

Recruitment of general staff members in the ITP sector is an on-going priority as we seek to unionise the significant numbers of non- unionised staff in this sector. We face similar recruitment challenges in the two wānanga, one of which has an “employer” union in place. The general staff sector group and the ITP sector group will continue to focus on this work in the coming year to ensure that general staff in the ITP sector increase in numbers and their voice and influence matches that of their colleagues in the university sector. As noted earlier our current general staff membership in the ITP sector means that our rules make it difficult to get appropriate representation. A rule remit will be discussed at this conference to address this.

Our membership database is now much more robust than it was when the two unions merged. Marian Cadman in her role as Administration Manager oversees this work and is constantly reviewing the database to ensure that it is delivering accurate and up-to-date information. Next year we will be considering some other options which could further improve this. Council and the Finance Committee have been pleased with the continued refinement of this vital tool.

6) Staffing Staff have faced another challenging year as the reality of the bargaining environment continues to bite. This has been particularly the case for the organisers working in the ITP sector where concluding collective agreements has been especially difficult as employers demand more and more “productivity increases”. The bargaining agenda hasn’t been as extensive in the university sector where we have a number of two year agreements in place, but the on-going dispute at the University of Auckland has placed a heavy workload on members and staff alike. The earthquakes in Canterbury have taken their toll on TEU staff as they have been dealing with the fallout from the institutions in the Canterbury region and the impact this has had not only on TEU members but on their own families and lives.

The TEU has a staff of 34 which includes 12 administration staff, 15 organisers and 7 professional/advisory staff.

During the year we have also employed two people on fixed term agreements to deal with specific projects and work overload. The staff are located as follows:

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Dunedin office

3 staff (1 admin, 2 organisers)

Christchurch offices

6 staff (1 admin, 4 organisers)

Wellington offices

14 staff (6 admin, 2 organisers, 6 prof/advisory)

Palmerston North office 3 staff (1 admin, 2 organisers) Hamilton office

2 staff (1 admin, 1 organiser)

Auckland office

7 staff (2 admin, 4 organisers, 1 prof/advisory)

The major review of staffing at the national office at the end of 2009 has led to a high degree of stability and cohesion of staff in this office. Under the leadership of Marian Cadman the administration manager the administration staff in the national office and the five regional offices are now working as a cohesive team, refining the processes necessary for the union to run efficiently. Unlike the first two years of the new union there have been very few changes in staffing. While we have had to employ a number of temporary workers to deal with specific projects or crises this is to be expected in an organisation of this size. As this report is being written we are in the process of interviewing for a new appointment to take up the role of one of the organisers in the Wellington region.

This has arisen out of the resignation of long time AUS and then TEU organiser Michael Gilchrist who finishes at the end of this year to concentrate on his PhD studies. Similarly we will be advertising for a new organiser in our Palmerston North office as Russell Taylor resigns to return to Wellington.

The ongoing effects on staff and members of the Christchurch earthquakes has meant that we have needed to put additional staffing into the Christchurch office to deal with in particular, the additional workload coming out of the University of Canterbury. Since earlier this year Suzanne McNabb the union’s women’s officer has been seconded to work part-time in Christchurch providing support to the organisers for personal cases and working with a number of the local unions in the Canterbury region developing the community networks to deal with the aftermath of the earthquakes. This has been critical work to the ongoing recovery work in Christchurch. However it has put pressure on the delivery of the national women’s committee agenda. Similarly releasing Jane Adams to work on the major dispute at the University of Auckland has put pressure on all the Auckland staff. In addition the complex bargaining in the ITP sector arising out of unprecedented attacks on collective agreement conditions and the breakup of the ITP MECA has seen staff coping with high workloads, and the stressful environment of managing industrial disputes. The TEU is fortunate to have some of the most experienced and skilled organising, professional and administrative staff in the union movement. At a time when many unions are losing members we can be proud of the fact that our union is continuing to grow, continuing to have a high public profile and continuing to make a difference for our members.

7) Political Activities Stephen Joyce the Minister for Tertiary Education has continued to be elusive as he fails to recognise the TEU as a significant stake holder in the sector. We meet regularly with the tertiary education spokespeople from the other major parties. We also have regular meetings with the co-presidents of NZUSA and have continued to work closely with them on the VSM Bill and other matters relevant to the student movement. The enactment of this Bill is going to put enormous pressure on NZUSA and students generally and will change the face of the student voice in this country. The TEU will need to continue to work supportively and actively to keep that voice at the forefront.

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National President Sandra Grey has had a significant public profile this year in addition to her role as the person fronting the Campaign for MMP. Sandra’s commentary on a number of important issues in various media is regular and her opinion is increasingly being sought by other commentators in the tertiary education sector.

Stephen Day in his role as communications and campaigns officer has continued to build the TEU’s communication channels, improving its website so that it is now a widely and regularly read medium attracting over 30,000 unique visitors in the past year. The union is continuing to build its use of social media and networking.

The TEU has continued to put out regular media statements (more than 42 since conference last year) as well as providing regular commentaries and articles to other news media, publications and websites. TEU’s main publication Tertiary Update continues to be read by members and others in the sector. Other publications like Kua Rangona have been less successful and Stephen is constantly reviewing the best mediums to be using to get information out to members and to facilitate debate and discussion.

On the campaigning front Stephen has played a key role in the CTU’s election campaign this year as well helping with the MMP campaign. The “Speak Up for Education” campaign which is the theme for conference this year and is providing the framework for our public rally in the week before the election is supporting the very strong campaign that our sister union NZEI is running and we are hoping that this will focus members’ and voters’ minds on what is important in the coming election. We continue to support the CTU’s Stronger Public Services activities and its UnionAID project which Nanette Cormack is also active in.

We also have very active engagement with the CTU in other areas as well. Being part of and supporting the work of the CTU continues to be a priority area of work for the national office staff through giving feedback to their submissions, as well as being part of the CTU structures. The TEU’s women’s officer, Suzanne McNabb co-convenes the CTU women’s council and Lee Cooper in his role as Te Pou Tuarā provides significant support to the runanga as do our kaumātua. We are also active in the CTU’s international, state sector and tertiary education committees.

8) Industrial Matters The TEU’s significant bargaining agenda and timetable is overseen and managed by the deputy secretary Nanette Cormack and the national industrial officer, Irena Brorens. At any one time there are always collective agreements being negotiated and managed within the framework of our bargaining strategy. This work will be presented more comprehensively in the bargaining report to conference.

A significant initiative this year was the two-day bargaining forum held in Wellington in February. Delegates from most branches attended and participated and contributed to a comprehensive work programme which included legal and economic briefings and planning the strategic direction of the union’s bargaining.

2011 has seen us continue to struggle to settle collective agreements in the ITP sector as the employers there have made sustained attacks on our conditions. Many of our members in the ITP sector have foregone pay increases as they have fought to maintain their conditions. As we head into conference we are in the process of members voting to ratify five ITP collectives that have been in a long process of negotiation and we anticipate settling others before the year ends. While the university sector hasn’t had such an intense bargaining agenda with most of our agreements being in the middle of two year cycles, the campaign at Auckland University has involved members and staff in an intense legal and moral contest for most of this year. This particular dispute has ramifications for other branches as the employer seeks to gain more control over workers’ rights.

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Over the course of this year our staff have been involved in negotiating 15 single site ITP CAs (two of which are combined general and academic agreements), two MUCAs (multi-union collective agreements) in the two wānanga, a number of the smaller agreements we have in the university sector and the main Otago University agreements. A first this year has been the initiating for bargaining for an allied staff agreement at AUT. As well as this the union negotiates 20 other CAs which includes REAPs, Te Tari Puna Ora o Aotearoa, PAFT, NZCER, and the not-forprofit and PTE sectors.

While many of our university CAs are multi-union documents, the TEU is the driving force in setting the bargaining agenda, providing the resources and establishing the processes for the bargaining. Funding continues to be an issue impacting on our members and in a capped EFTS environment this trend is here to stay.

The beginning of this year saw the breakup of the ITP MECA as members challenged the employers’ use of this bargaining to undermine the conditions in the sector. We have seen a number of industrial action activities during the year ranging from full blown strike action to withdrawal of goodwill and of course the very successful campaign action undertaken at the University of Auckland which included daily pickets outside the vice-chancellor’s office.

Not only have we been faced with bargaining in a constrained economic environment but we have also seen the SSC continuing to play a much more significant backroom role than they ever have in the past. The push for “productivity gains” to be achieved before pay increases are agreed has become the norm. At a time when student numbers are at their maximum and members are reporting significant workload issues it is difficult to see where employers can squeeze any more productivity gains from. The other trend that we are strongly resisting is employers wanting to pay lump sums as opposed to payments on the rates.

Apart from bargaining, reviews and restructurings account for much of the workloads of our organising staff.

While some of what is happening at Canterbury University has been attributed to the imperatives coming out of the earthquakes and the impact on student numbers, members and staff alike are not confident that the high level of change and restructuring being undertaken at the university all derive from the impact of the earthquakes. TEU staff and members in all of the institutions in Canterbury carry an additional burden and stress that cannot be quantified.

In other parts of the country restructuring continues in many branches as the state of constant change is maintained by employers which of course does nothing to enhance the quality of teaching and other services provided in our sector.

At any one time we also have a number of legal cases underway, either to do with our bargaining or dealing with personal cases. At the beginning of 2011 we took the issue of the ITP MECA to the Court of Appeal where we won the right to negotiate SECAs for our members. Other cases of note this year have been the undisclosed selection criteria in reviews at Massey University and the intellectual property case at Whitireia which we won at the Employment Authority. Peter Cranney of Oakley Moran runs most of our legal cases although it should be noted that many of the cases members come to us with are resolved by the organisers either before or at mediation.

The effect of the changes the government made to the Employment Relations Act have had an ongoing impact this year and all our organisers are now working to ensure that we have good access and union rights clauses in our agreements in preparation for probable further changes to industrial legislation next year.

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9) Professional Matters A significant amount of work undertaken this year by our policy analyst has been submissions in preparation for the 2012 PBRF round as well working to ensure that our Canterbury members are not disadvantaged in this process.

To that end, TEU recommendations to the Tertiary Education Commission have been adopted that recognise the impact of the earthquakes on members’ research capacity.

Teacher education continues to be a concern as Massey becomes the next university to propose changes to the way in which teacher education is delivered. We continue to meet with staff at Ako Aotearoa to discuss teaching and learning in the sector.

We worked alongside NZUSA in a last ditch attempt to stop the implementation of the “Education (Freedom of Association) Amendment Bill”, which will make membership of students’ associations ‘compulsorily voluntary’. We noted this year how important it has been to be able to liaise not just with the national body of students but with local students’ associations especially when we have been involved in disputes. This piece of legislation will further weaken the organisation of students which will impact on our ability to support them and them to support us.

Policy analyst Jo Scott has also continued the work programme she has established to consolidate the policies of the two pre-merger unions. This is significant piece of work that Jo has undertaken and when it is finished the TEU will have a robust policy basis from which to frame our public statements on tertiary education.

Trades education continues to be an issue and in particular the seeming lack of government commitment to skills development for the workplace and the demise of the Skills Strategy as a mechanism for ensuring a co-ordinated approach to industry training is of concern. We have made a significant contribution to the CTU paper on the review of industry training.

10) Conclusion The review of our structures has been a major piece of work for the union this year. Driven by the national president this has seen almost all levels of our union engage in the debate about what the union should look like from a governance perspective and how best this should be delivered. It has seen members engage in debates around the preferred governance style for a union like ours and we hope that this debate will lead to changes that will see the TEU effectively and prudently governed while still ensuring that the voice and views of members are paramount in shaping the type of union that we want to be.

Politically and industrially 2011 has proven to be more of the same as last year as we continue to grapple with an industrial and funding environment that is predicated on doing more for less. Productivity gains have been the employers’ catch-cry in all of our negotiations while members’ workloads continue to increase. The fight to have our voices heard at the policy level will only become worse in a political environment that has no regard for workers’ voices in the way that work is structured and delivered. Changes to the composition of councils, the enactment of the voluntary student union membership Bill, and the increasing disregard that university managements in particular have for academic boards and the role of staff voice in the academic agenda of our institutions has to be of major concern for the future role of tertiary education as a significant influence on the social and economic outcomes for our country.

As I said in the introduction to this report, much of what we will confront in 2012 will be determined by the

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outcome of the election and the referendum on 26 November. While our union is not party political, our members are well placed to observe the impact that tertiary education policies have had on staff and students over the past three years. We are well placed to meet the challenges ahead of us, but the biggest challenge as always is to make sure that we continue to be relevant to our members and our future members, industrially and professionally.

Sharn Riggs NATIONAL SECRETARY November 2011

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1.

Rule remits

Hui-ā-Motu rule remits The following rule remits were developed by Te Uepū members at Hui-ā-Motu on 15 May 2011 at Kirikiriroa marae, Hamilton.

Remit 1 – amendment to Rule 12.3 and 12.9 Change Te Whare Wānanga o Awanuiārangi and Te Wānanga o Aotearoa to “Wānanga” because we now have membership within the three Wānanga (including Raukawa) and these members will decide.

Amendment to rule 12.3: 12.3 The university sector group shall comprise the national president, te tumu whakarae, (the university academic staff and general staff vice-presidents, who shall chair the sector group; two Te Uepū representatives appointed by the hui-ā-motu, a woman member of the university sector appointed by the national women’s committee, te kahurangi māreikura; a representative of each university elected annually by the staff members of that university, a representative from Te Wānanga o Aotearoa elected annually by members of that branch, and a teachereducation representative elected annually by teacher-education staff members. The university sector group shall have the power to call for an additional academic staff or general staff representative to be elected by the members of the appropriate subsector of the union should it consider that either of those subsectors is not adequately represented on the sector group. The university sector group shall elect two academic and two general staff members of the council of the union at its first meeting in each calendar year.

Amendment to rule 12.9: 12.9 The ITP sector group shall comprise the national president, te tumu whakarae, the ITP academic staff and general staff vice-presidents, who shall chair the meetings of the sector group; two Te Uepū representatives appointed by the hui-ā-motu, a woman member of the ITP sector appointed by the national women’s committee, te kahurangi māreikura; four representatives from the academic staff of the sector elected annually by academic staff members in the sector; and four representatives from the general staff of the sector elected annually by general staff members in the sector and a representative from Te Wānanga o Awanuiarangi elected annually by members of that branch. The ITP sector group shall have the power to call for additional members to be elected should it consider all regions of the sector not adequately represented on the sector group in order to ensure that all regions are represented. Such additional members shall be elected by the academic and general staff who are members of the union in the region an additional member is to represent. The ITP sector group shall elect two academic and two general staff members of the council of the union at its first meeting in each calendar year.

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Remit 2 – amendment to Rule 21 21. Election of council members Two academic staff members and two general staff members of the council shall be elected at the first meeting of the university sector group in each calendar year and shall take office immediately upon election. Two academic staff members and two general staff members of the council shall be elected at the first meeting of the ITP sector group in each calendar year and shall take office immediately upon election. Two members of the council shall be elected by the hui-ā-motu each year for a term of two years and take office immediately upon election from 01 January the following year.

Remit 3 – amendment to Rule 20.6 20.6 Nominations should be accompanied by a candidate profile statement provided by the candidate. The names of the candidates, together with their profile statements, shall be circulated to branches at least one month in advance of the election and with ballot papers. A candidate profile statement of up to a maximum length of 250 500 words must be confined to information concerning the candidate, the candidate’s policies and intentions if elected to office, and the candidate’s contact details, and may contain requests for support from the candidate.

Remit 4 – amendment to Rules 36.1 and 36.2 Amendment to rule 36.1 36.

Voluntary dissolution or cancellation of registration

36.1 The union may be dissolved or apply to have its registration as an incorporated society cancelled by a resolution to that effect passed in a postal ballot of the all members of the union by a two-thirds majority of all members entitled to vote and voting.

Amendment to rule 36.2 36.2 In the event of dissolution or cancellation and after satisfaction of all the debts and liabilities of the union, any remaining property shall be disposed of in accordance with the terms of a resolution or resolutions passed by a postal ballot of the all members of the union.

Rationale: this change will allow for postal, electronic, in person, etc. Electronic is cheaper, more efficient, and TEU already has an e-ballot system in place which is being successfully used and is less labour intensive

Remit 5 - glossary Recommend a glossary of terms for clarity e.g. Te Kahurangi Māreikura, Te Uepū, and acronyms, be included as an appendix to the rules.

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Remit 6 - “intent” of all rules – Rule 19.1 19.1 The national officers of the union shall be the national president, the immediate past-president where the position is occupied, and the national vice-presidents elected respectively by university academic staff TEU members., university general staff members, academic ITP staff members, general ITP staff members, women members, and Māori members, te tumu arataki.

2.

Council remits to conference

Remit 7 – amendment to rule 6.1 6.

Subscriptions and levies

6.1 The annual subscriptions of members and associate members shall be set from time to time by annual conference. The annual subscriptions of associate members shall be set from time to time by council. Any change in the annual subscriptions shall take effect from the beginning of the following financial year.

Remit 8 – amendment to rule 32.2 32.2 The treasurer or secretary-treasurer of each branch of the union shall provide the national secretary with a copy of the financial statements report of the branch for the previous year not later than 31 March in each year. Any branch failing to provide the financial statements report by 31 March may, at the discretion of the council, forfeit the voting rights accorded to its members and forfeit the right to any capitation or grants until the financial statements are produced.

Remit 9 – amendment to rule 14.5 14.5 The council shall meet at least four times in each calendar year. The council shall also constitute annually three subcommittees drawn from the president and the vice presidents:

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awards and nominations

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finance and staffing

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remits and policies

Remit 10 – amendment to rules 12.3, 12.9 and 12.15 Change ‘annual’ election to biennial election

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Amendment to rule 12.3 12.3 The university sector group shall comprise the national president, te tumu whakarae; the university academic staff and general staff vice-presidents, who shall chair the sector group; two Te Uepū representatives appointed by the hui-ā-motu; a woman member of the university sector appointed by the national women’s committee, te kahurangi māreikura; a representative of each university elected annually biennially by the staff members of that university; a representative from Te Wānanga o Aotearoa elected annually biennially by members of that branch; and a teachereducation representative elected annually biennially by teacher-education staff members. The university sector group shall have the power to call for an additional academic staff or general staff representative to be elected by the members of the appropriate subsector of the union should it consider that either of those subsectors is not adequately represented on the sector group. The university sector group shall elect two academic and two general staff members of the council of the union at its first meeting in each calendar year biennial cycle.

Amendment to rule 12.9 12.9 The ITP sector group shall comprise the national president, te tumu whakarae, the ITP academic staff and general staff vice-presidents, who shall chair the meetings of the sector group; two Te Uepū representatives appointed by the hui-ā-motu, a woman member of the ITP sector appointed by the national women’s committee, te kahurangi māreikura; four eight representatives from the academic and general staff of the sector elected biennially annually by academic and general staff members in the sector; and four representatives from the general staff of the sector elected annually by general staff members in the sector and a representative from Te Wānanga o Awanuiarangi elected biennially annually by members of that branch. The ITP sector group shall have the power to call for additional members to be elected should it consider all regions of the sector not adequately represented on the sector group in order to ensure that all regions are represented. Such additional members shall be elected by the academic and general staff who are members of the union in the region an additional member is to represent. The ITP sector group shall elect two four academic and two general staff members of the council of the union at its first meeting in each biennial cycle calendar year. Should no general staff members be elected the ITP sector group shall have the power to co-opt two general staff members.

Amendment to rule 12.15 12.15 The general staff sector group shall comprise the university and ITP general vice-presidents (who shall, between them, chair the meetings of the sector group); two representatives who are general staff members appointed by the hui-ā-motu; a member of general staff appointed by the national women’s committee, te kahurangi māreikura; three representatives of the general staff of the university sector elected annually biennially by the general staff members of the university sector; and three representatives of the general staff of the ITP sector elected annually biennially by the general staff members of the ITP sector. The general staff sector group shall have the power to call for additional members to be elected should it consider that any significant general staff occupational group is not adequately represented on the sector group in order to ensure that all significant general staff occupational groups are represented. Such additional members shall be elected by the general staff who are members of the union in the occupational group an additional member is to represent.

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Funding of tertiary education Preamble Tertiary education is part of our public/social infrastructure. It provides opportunities and education for all who are no longer in compulsory education. It also provides skills and education to support our economy and our communities. By investing in tertiary education we give our whole country opportunities, not just those who study.

Tertiary education also provides opportunities for research development and critical thinking that contribute to our understanding of current issues and to finding solutions to future challenges.

As the Tertiary Education Strategy 2010-2015 notes, higher education levels have been linked to better general well-being, better health and greater social mobility. Tertiary-educated people are more involved in the community and are more likely to vote and stand for public office. Tertiary education promotes debate, democracy, culture and expression.

For MÄ ori the opportunity to access tertiary education through a well-funded and accessible public system is one way by which individuals and their whÄ nau, hapĹŤ and iwi can realise their development aspirations, as well as contribute to their communities, society and the economy.

Introduction Tertiary education has the capacity, if well-funded, to provide much needed skills and knowledge that can contribute to a strong and sustainable economy and vibrant, positive communities. Investing in tertiary education is an investment in the future wellbeing of our country.

Tertiary education provides individuals with the opportunity to continue to develop their human and social potential through the advancement of knowledge and the acquisition of skills. The purpose of a tertiary education extends beyond acquiring skills for employment, by providing individuals with the knowledge and skills to contribute to the wellbeing of their communities and our society. Therefore in order to ensure that citizens can make a positive contribution to our communities and societies, the funding available to the tertiary education sector needs to support a broad range of programmes and disciplines and be focused on supporting students and ensuring staff have good working conditions.

Principles underpinning good tertiary education funding policies The TEU believes that the following principles are fundamental to the development of good tertiary education funding policies:

Education is a human right The provision of quality public education for all citizens is a crucial pillar of democratic societies. An adequate level of public funding for education must be sustained regardless of fluctuations of the economy, because it is through education that our society, communities and individuals will flourish. In times of economic difficulty, every endeavour should be made to prioritise additional funding to the tertiary education sector, because it is through investment in education and research that our society develops and maintains the necessary skills and knowledge to withstand such global crises.

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Education is a public good not a commodity Education contributes to the wellbeing of society as a whole and is therefore a matter of public concern; as such, it should be seen as a common, public good, not a privately owned commodity. Whilst education has private benefits, its greatest benefit is to society and communities - it is a resource that can be used for economic gain, but its yield is directly related to what we invest in it.

Education has a vital social and economic transformative role Education plays a key role in building and defending democracy; it contributes to individual fulfilment and wellbeing and to community development; it is a prime mechanism for promotion of equality, non-discrimination, and understanding among people from different backgrounds.

Quality education requires quality teachers and quality researchers Decent working conditions contribute to quality learning environments. Education unions therefore have a vital role to play within the education sector in advocating for these conditions and promoting the features of an ideal education funding system.

Features of good tertiary education funding policies The TEU believes that good tertiary education funding policies should include the following elements: Public funding is reserved for public tertiary education institutions A high quality accessible public tertiary education system gives all citizens the opportunity to participate in higher education and contributes to strong communities and a strong economy. Focusing public funding on resourcing public tertiary institutions also reinforces the principle that education is a public good rather than a private commodity.

Adequate funding levels Funding of tertiary education institutions is maintained at levels that ensure providers can provide quality learning experiences for a broad range of students. Maintaining adequate levels of funding also includes providers having sufficient resources to ensure that working conditions for staff support the provision of high quality teaching, research and support services for students and the institution.

Funding reflects the educational profile of the community the institution serves The funding system needs the flexibility to take into account the educational profile of the community the institution serves, population concentration or spread, ethnicity, and national, regional and industry requirements.

These factors will differ from region to region thus requiring any funding system to be flexible enough to meet identified national or regional needs.

Distribution of funding should encourage a collaborative tertiary education sector

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Collaboration between providers is desirable and should be informed by a detailed national strategy for tertiary education provision that outlines the short, medium and long-term skills and education requirements anticipated for our projected population.

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Public funding of private training establishments Preamble Tertiary education is part of our public/social infrastructure. It provides opportunities and education for all who are no longer in compulsory education. It also provides skills and education to support our economy and our communities. By investing in tertiary education we give our whole country opportunities, not just those who study.

Tertiary education also provides opportunities for research development and critical thinking that contribute to our understanding of current issues and to finding solutions to future challenges.

As the Tertiary Education Strategy 2010-2015 notes, higher education levels have been linked to better general well-being, better health and greater social mobility. Tertiary-educated people are more involved in the community and are more likely to vote and stand for public office. Tertiary education promotes debate, democracy, culture and expression.

For Māori the opportunity to access tertiary education through a well-funded and accessible public system is one way by which individuals and their whānau, hapū and iwi can realise their development aspirations, as well as contribute to their communities, society and the economy.

Introduction The TEU is committed to publicly funded and publicly owned tertiary education in New Zealand. A high quality accessible public tertiary education system gives all citizens the opportunity to participate in higher education and contributes to strong communities and a strong economy.

We recognise that decisions of successive governments to treat tertiary education as a market has led to the development of a private training and education sector. Given this has occurred it is important we clarify our position on the role of private training establishments in the tertiary education sector and within our union.

Public funding The TEU does not support public funding for private training establishments. We believe that New Zealand’s small population base and constrained national tertiary education budget renders public funding of private training establishments economically inefficient and educationally unsound. Continued public funding of PTEs has resulted in duplication of provision, inefficient use of limited resources, and the establishment of providers that lack economic and educational viability. Public funding of PTEs also exposes us to the vagaries of international trade agreements such as GATS. Continued public funding of private training establishments may eventually lead to the erosion of our national system of public tertiary education institutions. First and foremost therefore the TEU will always advocate for public funding to be allocated to public tertiary education institutions.

Quality assurance The TEU also supports greater regulation and control of the quality of education provided in PTEs, including ensuring that there is no further proliferation of providers at a rate that threatens public provision. Regulation and control is crucial for students, for staff who work in PTEs, and for New Zealand’s educational reputation.

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PTE worker rights The TEU asserts the basic and fundamental human rights of workers in private training establishments (as in all workplaces) to organise and unionise. As a union we will endeavour to organise in private training establishments where possible and in line with our organising strategy.

Policy review date: November 2013

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Te Tiriti o Waitangi 1.0 BACKGROUND | TE PŪTAKETANGA ASTE Te Hau Takitini o Aotearoa and AUS have both had a long commitment to Te Tiriti o Waitangi and to Māori members through their respective structures, Te Rōpū Whakaū and Te Kahurangi Whāiti .

This policy was developed by Te Hau Tikanga o Te Tiriti (“Tiriti Partnership Group”) utilising existing policies that ASTE Te Hau Takitini o Aotearoa and AUS had in their individual Associations on Te Tiriti o Waitangi (Schedule A).

The policy is a living document and shall be reviewed at least every two years from the date of approval. This will be to ensure it is realistic, workable, and continues to evolve in accordance with greater understanding and commitment.

Recommendation: The Tiriti Partnership Group recommends that the policy be considered and endorsed by Council at its 14 October 2011 meeting and adopted thereafter by Annual Conference in November 2011.

The Tiriti Partnership Group identified the following reasons for the New Zealand Tertiary Education Union (“TEU Te Hautū Kahurangi o Aotearoa”) to develop, implement, and monitor a policy on Te Tiriti o Waitangi. The policy: a.

affirms Article 3 of Te Tiriti o Waitangi which describes how rights of citizenship are to be conferred equally on tāngata Māori and Pākehā;

b.

gives effect and practical application to the Rules of TEU Te Hautū Kahurangi o Aotearoa;

c.

recognises the responsibility that the TEU Te Hautū Kahurangi o Aotearoa has to continue to recognise its Tiriti partnership relationship;

d.

indicates that we are a union that recognises the history of our country, what happened regarding the Te Tiriti o Waitangi, and the important status of Māori as tāngata whenua;

e.

acknowledges the principles of consultation, and the right of, and need for, equal input by Māori and Pākehā;

f.

shows the union is committed to, and actively involved in, ensuring social justice;

g.

confirms that the Tiriti partnership is a cornerstone of how we function as an organisation;

h.

illustrates commitment by TEU Te Hautū Kahurangi o Aotearoa to the recruitment, retention, and participation of Māori union members.

The original Tiriti partnership, as set out in the Māori text of Te Tiriti o Waitangi, was between tāngata Māori (rangatira and hapū) and the kāwanatanga. The union’s commitment to this partnership between the two Tiriti partners – tāngata Māori and Pākehā – is reflected in its rules through its structures, polices, and processes.

In the context of the TEU Te Hautū Kahurangi o Aotearoa Rules and practices, the terms ‘tāngata Māori’ and ‘Pākehā’ follow directly from their usage in the original Te Tiriti o Waitangi document. Thus, ‘tāngata Māori’ refers to persons descended from the original indigenous people of Aotearoa, while ‘Pākehā’ refers to descendants of all

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subsequent settler groups to Aotearoa New Zealand (Royal 2009 and King 2003).

The aim of this policy is to clarify for the union and its members our mutual responsibilities as Tiriti partners and tertiary education professionals. This policy affirms the principle of maintaining and advancing a Tiriti partnership, and that this objective must be accorded the highest priority by the TEU Te Hautū Kahurangi o Aotearoa.

The proposed policy 2.0 PREAMBLE | TE KUPU WHAKATAKI 2.1 Policy Statement | Te Kaupapa Pūrongo The TEU Te Hautū Kahurangi o Aotearoa has an ongoing commitment to a vision of society in Aotearoa New Zealand that recognises Te Tiriti o Waitangi as the founding document of our nation. As such, the union acknowledges the Declaration of Independence of New Zealand/He Wakaputanga o Te Rangatiratanga o Nu Tireni 1835 (Schedule B), as the precursor to Te Tiriti o Waitangi 1840.

TEU Te Hautū Kahurangi o Aotearoa is committed to upholding its partnership responsibilities to all members through the promotion of, and adherence to, Te Tiriti o Waitangi, as defined by the original Māori text.

The union has in place structures that seek to acknowledge the two partners to the Tiriti relationship (tāngata Māori and Pākehā), and shall implement policies and processes that give practical application to this relationship.

2.2 Purpose | Ngā Whāinga The policy shall: a.

acknowledge and clearly define the union’s commitment to Te Tiriti o Waitangi;

b.

give further effect to Object 3.8 of the union’s Rules: “the safeguarding of the rights of Māori members, Te Uepū, and the meeting of the union’s responsibilities to wider Māori communities through the promotion of and adherence to Te Tiriti o Waitangi, in particular by supporting Māori staff in achieving their objectives within the union, tertiary- and further-education and training institutions, the union movement, and the wider community”;

c.

provide a framework for policy development and implementation that enables the union to continue to demonstrate and give practical application to its commitment to Te Tiriti o Waitangi at branch and national level;

d.

highlight wherever possible the obligations of tertiary institutions to Te Tiriti o Waitangi, including those in relevant legislation, Government policies, and strategies.

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3.0 UNION’S RESPONSIBILITIES | NGĀ TIKANGA WHAKAHAERE 3.1 Governance | Te Rangatiratanga At all levels, the union shall endeavour to give positive application to the principle of tino rangatiratanga in decisionmaking processes. For the purposes of this policy this is understood as Māori self-determination on matters affecting Māori. TEU Te Hautū Kahurangi o Aotearoa shall continue to explore and develop how this might be implemented in practice.

While historically the union has operated a majority decision-making process, TEU Te Hautū Kahurangi o Aotearoa recognises that consensus forms of democratic decision-making better reflects our commitment to the Tiriti partnership and endeavours where practical to model this process of decision-making.

3.2 Annual Conference | Te Hui-ā-Tau The union’s annual conference is the highest decision-making body of the organisation with representation from all branches, and Te Uepū Māori members.

TEU Te Hautū Kahurangi o Aotearoa is committed to ensuring a strong and effective presence of Te Uepū at Annual Conference as defined in Rule 17 (p16).

3.3 Council | Te Rūnanga TEU Te Hautū Kahurangi o Aotearoa is committed to ensuring that each Council member should have the opportunity to become well informed about Te Tiriti o Waitangi and the union’s commitments, obligations, and responsibilities in relation to this.

The Council shall therefore: a.

educate and train its members on Te Tiriti o Waitangi and related issues;

b.

ensure its members are aware of the Te Tiriti o Waitangi related obligations of the tertiary education sector as defined in the relevant legislation, Government policies, and strategies;

c.

support the work of the Tiriti Partnership Group;

d.

hold one Council meeting on a marae each year in consultation with Te Pou Tuarā and Te Toi Ahurangi representatives;

e.

support the aspirations and perspectives of Te Uepū, through consultation with, Te Toi Ahurangi and Te Pou Tuarā;

f.

support the work of and progress the objectives of Te Toi Ahurangi and Te Uepū;

g.

give consideration, when planning dates for TEU Te Hautū Kahurangi o Aotearoa meetings, of other key events that Te Uepū members may attend to avoid clashes e.g. Rātana Day, Te Matatini, Tūhoe Hui Ahurei,

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Koroneihana celebrations, Te Toi Tauira mō te Matariki conference, etc.

3.4 Te Toi Ahurangi | National Māori Committee This committee is selected by Te Uepū members at Hui-ā-Motu and assists Te Uepū representatives in providing kaupapa Māori perspectives to the union and in advancing issues of significance to Māori members.

TEU Te Hautū Kahurangi o Aotearoa shall continue to support the work of Te Toi Ahurangi by: a.

providing opportunities to meet, apart from Hui-ā-Motu;

b.

supporting the participation of Te Toi Ahurangi members in branch and national activity for the union;

c.

incorporating priorities from Te Toi Ahurangi in to the union’s goals.

3.5 Tiriti Partnership Group | Te Hau Tikanga o Te Tiriti The Tiriti Partnership Group is the committee mandated to ensure the structures, policies, and processes of TEU Te Hautū Kahurangi o Aotearoa reflect our Tiriti partnership.

TEU Te Hautū Kahurangi o Aotearoa shall support the work of the Tiriti Partnership Group by: a.

enabling two meetings per year;

b.

promoting the role of the Tiriti Partnership Group to union members and staff;

c.

assisting in fostering dialogue about the Tiriti partnership.

3.6 National and Branch Committees | Ngā Kōmiti ā-Motu/ā-Manga TEU Te Hautū Kahurangi o Aotearoa is committed to the principle that each member of the union’s national and branch committees shall have the opportunity to become well informed about Te Tiriti o Waitangi and the obligations and responsibilities that flow from it.

All committees shall therefore: a.

encourage the provision of education on Te Tiriti o Waitangi and related issues to committee members;

b.

support the aspirations and perspectives of Te Uepū, through consultation with Te Toi Ahurangi and Te Pou Tuarā;

c.

encourage the work of and progress the objectives of Te Toi Ahurangi and Te Uepū.

National committees shall ensure that Te Uepū representatives are appointed to national committees by Hui-ā-Motu and Te Toi Ahurangi Branch committees are responsible for ensuring the election by Māori members of Te Uepū member(s) onto branch committees.

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4.0 ORGANISATIONAL STRUCTURES | TE HANGATANGA WHAKAHAERE 4.1 Te Kāhui Kaumātua | Constellation of Māori Elders TEU Te Hautū Kahurangi o Aotearoa is supported by Te Kāhui Kaumātua whose role is to guide, support, and provide understanding of mātauranga Māori in relation to te reo Māori, tikanga, and kawa for Te Toi Ahurangi, Hui-ā-Motu, Council, the Tiriti Partnership Group, and all members of the union. Kaumātua also support the industrial, professional, and organisational work of the union and, as of right, can choose to participate on any committee of the Council in an ex-officio non-voting advisory capacity.

The positions shall be financially supported on an annual basis to ensure that Kaumātua are able to participate in union and Tiriti partnership activities.

4.2 Te Uepū | National Māori Network Te Uepū is a national network of all Māori members, with representation on each branch committee as per Rule 9.3 (p8).

TEU Te Hautū Kahurangi o Aotearoa is committed to encouraging the continued participation of Māori members through Te Uepū by: a.

supporting the structure to operate effectively, including opportunities to meet kanohi ki te kanohi (face to face);

b.

providing Te Pou Tuarā with a contact person from each branch;

c.

encouraging representation by Māori members on branch and national committees, and in union activity generally;

d.

integrating priorities for Māori members in to the branch’s goals.

5.0 STAFF | NGĀ KAIMAHI TEU Te Hautū Kahurangi o Aotearoa acknowledgment of the Tiriti partnership and the unique status of Māori as tāngata whenua requires ongoing commitment to the position of Te Pou Tuarā.

Staff shall consult with Te Pou Tuarā, Te Toi Ahurangi, and Te Uepū to: a.

encourage the participation and involvement of Māori members;

b.

actively progress TEU Te Hautū Kahurangi o Aotearoa goals that relate to Te Tiriti o Waitangi and Māori aspirations.

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In addition the union shall: i.

educate and train its staff on Te Tiriti o Waitangi and related issues;

ii.

ensure its staff are aware of the Te Tiriti o Waitangi related obligations of the tertiary education sector as defined in the relevant legislation, Government policies, and strategies;

iii. support the work of the Tiriti Partnership Group; iv.

support the aspirations and perspectives of Te Uepū, through consultation with, Te Toi Ahurangi and Te Pou Tuarā;

v.

support the work of and progress the objectives of Te Toi Ahurangi and Te Uepū;

vi. ensure staff observe tikanga Māori processes in seeking resolution of issues relating to Māori members as outlined in the policy .

6.0 INDUSTRIAL | TE WHAKAWHITIWHITI TEU Te Hautū Kahurangi o Aotearoa is committed to collecting, advocating, and supporting claims for Māori and ensuring that these claims are progressed in a manner that is consistent with the strategy for the negotiating process and the union’s bargaining strategy. Further to this the union shall continue to ensure that wherever possible at least one Te Uepū member will represent Māori members on negotiating teams.

7.0 COMMUNICATIONS | NGĀ TIKANGA WHAKAPĀ TEU Te Hautū Kahurangi o Aotearoa communications shall reflect the union’s commitment to Te Tiriti o Waitangi including: a.

using language, designs and art work that are reflective of Māori values;

b.

consulting Te Pou Tuarā and Te Uepū (via Te Toi Ahurangi) in developing communications strategies;

c.

writing stories in Tertiary Update and Kua Rangona on issues affecting Māori staff and their communities and in other TEU Te Hautū Kahurangi o Aotearoa publications such as branch newsletters and website.

8.0 MĀORI LANGUAGE PROTOCOLS | TE REO MĀORI ME NGĀ TIKANGA TEU Te Hautū Kahurangi o Aotearoa is committed to te reo Māori me ngā tikanga.

The union shall: a.

promote the use of te reo Māori me ngā tikanga (i.e. reciting the TEU Te Hautū Kahurangi o Aotearoa karakia at union meetings, carrying out a whakatau at the beginning of annual conference, etc.);

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b.

encourage the correct pronunciation, macronisation convention, and use of Te Reo Māori within union publications;

c.

provide opportunities for TEU Te Hautū Kahurangi o Aotearoa staff and national officers to learn the correct pronunciation and where appropriate to speak te reo Māori.

9.0 AFFILIATIONS AND EXTERNAL RELATIOHSHIPS | NGĀ HONONGA 9.1 The New Zealand Council of Trade Unions | Te Kauae Kaimahi TEU Te Hautū Kahurangi o Aotearoa recognises the interests Māori members have in the wider union movement.

Therefore the union shall: a.

encourage Māori staff and members to participate in wider union movement for Māori such as the Te Rūnanga o Ngā Kaimahi Māori o Aotearoa (CTU Rūnanga) and the CTU Biennial Hui;

b.

promote the interests and concerns of Te Uepū members at CTU meetings and forums.

9.2 International Indigenous | Ngā Iwi Taketake o Te Ao TEU Te Hautū Kahurangi o Aotearoa acknowledges The Mātaatua Declaration on Cultural and Intellectual Property Rights of Indigenous Peoples June 1983 (Schedule C), United Nations Declaration on the Rights of Indigenous Peoples 2007 (Schedule D), and recognises the common interests indigenous peoples have world-wide.

Therefore the union shall: a.

assist Te Uepū members to make links with indigenous peoples and groups through international affiliations such as Education International;

b.

encourage a special relationship between Te Uepū and the indigenous groups within the National Tertiary Education Union, the Australian Education Union, and the Council of Pacific Education by representation at indigenous forums, annual conferences, staff exchanges/visits, and sharing of information.

10.0 RESOURCES | NGĀ RAUEMI TEU Te Hautū Kahurangi o Aotearoa shall ensure adequate resources are provided to give effect to this policy.

11.0 POLICY FORMULATION | NGĀ KAUPAPA OROKOHANGA Recognition and consideration of Te Tiriti o Waitangi responsibilities apply to the development of all union policy, including operational, industrial, professional, and external (for example policy position statements for external audiences). Where there is no specific reference to Te Tiriti o Waitangi rights and obligations within a policy, Object 3.8 of the union’s Rules shall apply.

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Through the Tiriti Partnership Group, the Council has a key role in monitoring the union’s fulfilment of its Te Tiriti o Waitangi obligations. Given its primary responsibility for developing and approving policy, the Council shall address disagreements in policy content and be responsible for addressing concerns or complaints regarding the interpretation or application of policy.

In resolving disagreements or concerns, the Council shall follow the process as outlined in Rule 4.3 (p3).

12.0 ANNUAL WORKPLAN | TE MAHERE MAHI-Ā-TAU At the first Tiriti Partnership Group meeting of each year the Group shall develop a workplan for its activities, and identify resourcing implications, for the coming 12 months.

13.0 GLOSSARY | TE PAPAKUPU Hapū kinship group(s) Hui

meeting

Hui-ā-Motu Iwi

annual general meeting of Te Uepū Māori members

extended kinship group, nation, people, nationality, race

Karakia ritual chant(s), prayer(s) Kaupapa Māori Māori ideology – a philosophical doctrine, incorporating the knowledge, skills, attitudes, and values of Māori society Kāwanatanga

governorship

Kua Rangona TEU action bulletin Mātauranga Māori Māori knowledge – the body of knowledge originating from Māori ancestors, including the Māori world view and perspectives Pākehā directly from usage in the original Te Tiriti o Waitangi document and refers to descendants of all subsequent settler groups to Aotearoa New Zealand Rangatira

chiefs

Rūnanga

Māori council/committee

Tāngata Māori directly from usage in the original Te Tiriti o Waitangi document to mean rangatira and hapū Te Kāhui Kaumātua Te Pou Tuarā

constellation of Māori elders

national Māori officer

Te Reo Māori Māori language

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Te Tiriti o Waitangi

Māori text of the original Te Tiriti o Waitangi document

Te Toi Ahurangi national Māori committee Te Uepū

dual meaning of a Māori TEU member and also the national network of all Māori members

Tikanga/kawa Māori customs/protocols Tino rangatiratanga affecting Māori Whakatau

for the purposes of this policy this is understood as Māori self-determination on matters

welcome speeches, ceremony

14.0 REVIEW DATE | TE RĀ AROTAKE Date to be advised once the policy goes through Annual Conference 2011 and is approved.

SCHEDULE A TE TIRITI O WAITANGI He Kupu Whakataki Ko Wikitoria, te Kuīni o Ingarani, i tana mahara atawai ki ngā Rangatira me ngā Hapū o Nu Tīrani i tana hiahia hoki kia tohungia ki a rātou ō rātou rangatiratanga, me tō rātou wenua, ā kia mau tonu hoki te rongo ki a rātou me te āta noho hoki kua wakaaro ia he mea tika kia tukua mai tētahi Rangatira hei kaiwakarite ki ngā Tāngata Māori o Nu Tīrani kia wakaāetia e ngā Rangatira Māori te Kāwanatanga o te Kuīni ki ngā wāhi katoa o te wenua nei me ngā motu, nā te mea hoki he tokomaha kē ngā tāngata o tōna iwi kua noho ki tēnei wenua, ā e haere mai nei. Nā ko te Kuīni e hiahia ana kia wakaritea te Kāwanatanga kia kaua ai ngā kino e puta mai ki te Tāngata Māori ki te Pākehā e noho ture kore ana. Nā, kua pai te Kuīni kia tukua a hau a Wiremu Hopihona he Kāpitana i te Roiara Nawi he Kāwana mō ngā wāhi katoa o Nu Tīrani e tukua aianei, āmua atu ki te Kuīni e mea atu ana ia ki ngā Rangatira o te wakaminenga o ngā hapū o Nu Tīrani me ērā Rangatira atu ēnei ture ka kōrerotia nei.

Ko Te Tuatahi Ko ngā Rangatira o te Wakawinenga me ngā Rangatira katoa hoki kīhai i uru ki taua Wakaminenga ka tuku rawa atu ki te Kuīni o Ingarangi ake tonu atu, te Kāwanatanga katoa ō rātou wenua.

Ko Te Tuarua Ko te Kuīni o Ingarangi ka wakarite ka wakaāe ki ngā Rangatira ki ngā hapū, ki ngā tāngata katoa o Nu Tīrani te tino rangatiratanga o ō rātou wenua ō rātou kāinga me ō rātou taonga katoa. Otia ko ngā Rangatira o te

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Wakaminenga me ngā Rangatira katoa atu ka tuku ki te Kuini te hokonga o ērā wāhi wenua e pai ai te tangata nōna te wenua, ki te ritenga o te utu e wakaritea ai e rātou ko te kaihoko e meatia nei e te Kuīni hei kaihoko mōna.

Ko Te Tuatoru Hei wakaritenga mai hoki tēnei mō te wakaāetanga ki te Kāwanatanga o te Kuīni. Ka tiakina e te Kuīni o Ingarangi ngā tāngata Māori katoa o Nu Tīrani. Ka tukua ki a rātou ngā tikanga katoa rite tahi ki āna mea ki ngā tāngata o Ingarangi.

W Hopihona, Kāwana Rūtene.

Nā ko mātou ko ngā Rangatira e te Wakaminenga o ngā hapū o Nu Tīrani ka huihui nei ki Waitangi ko mātou hoki ko ngā Rangatira o Nu Tīrani ka kite nei i te ritenga o ēnei kupu. Ka tangohia ka wakaāetia katoatia e mātou. Koia ka tohungia ai o mātou ingoa o mātou tohu. Ka meatia tēnei ki Waitangi i te ono o ngā rā o Pēpueri i te tau kotahi mano, e waru rau e whā te kau o tō tātou Ariki.

A literal English translation of the Māori text signed at Waitangi, February 1840, and afterwards by about 500 chiefs.

Victoria, the Queen of England, in her kind (gracious) thoughtfulness to the Chiefs and Hapus of New Zealand, and her desire to preserve to them their chieftainship and their land, and that peace and quietness may be kept with them, because a great number of the people of her tribe have settled in this country, and (more) will come, has thought it right to send a chief (an officer) as one who will make a statement to (negotiate with) Māori people of New Zealand. Let the Māori chiefs accept the governorship (Kāwanatanga) of the Queen over all parts of this country and the Islands. Now, the Queen desires to arrange the governorship lest evils should come to the Māori people and the Europeans who are living here without law. Now, the Queen has been pleased to send me, William Hobson, a Captain in the Royal Navy to be Governor for all places of New Zealand which are now given up or which shall be given up to the Queen. And she says to the Chiefs of the Confederation of the Hapūs of New Zealand and the other chiefs, these are the laws spoken of.

This is the First The Chiefs of the Confederation, and all these chiefs who have not joined in that Confederation give up to the Queen of England for ever all the Governorship (Kāwanatanga) of their lands.

This is the Second The Queen of England agrees and consents (to give) to the Chiefs, hapūs, and all the people of New Zealand the full chieftainship (rangatiratanga) of their lands, their villages and all their possessions (taonga: everything that is held precious) but the Chiefs give to the Queen the purchasing of those pieces of land which the owner is willing to sell, subject to the arranging of payment which will be agreed to by them and the purchaser who will be appointed by the Queen for the purpose of buying for her.

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This is the Third This is the arrangement for the consent to the governorship of the Queen. The Queen will protect all the Māori people of New Zealand, and give them all the same rights as those of the people of England. William Hobson, Consul and Lieutenant-Governor.

Now, we the Chiefs of the Confederation of the Hapūs of New Zealand, here assembled at Waitangi, and we, the chiefs of New Zealand, see the meaning of these words and accept them, and we agree to all of them. Here we put our names and our marks.

The Fourth Article Two churchmen, the Catholic Bishop, Pompallier and the Anglican Missionary William Colenso recorded a discussion on what we would call religious freedom and customary law. In answer to a direct question from Pompallier, Hobson agreed to the following statement. It was read to the meeting before any of the chiefs had signed the Treaty.

E mea ana te Kāwana ko ngā whakapono katoa o Ingarani, o ngā Wēteriana, o Roma, me te ritenga Māori hoki e tiakina ngātahitia e ia.

Translation: The Governor says that the several faiths (beliefs) of England, of the Wesleyans, of Rome, and also Māori custom shall alike be protected by him.

English version Preamble Her Majesty, Victoria, Queen of the United Kingdom of Great Britain and Ireland, regarding with her Royal Favour the Native Chiefs and Tribes of New Zealand, and anxious to protect their just Rights and Property, and to secure to them the enjoyment of Peace and Good Order, has deemed it necessary, in consequence of the great number of Her Majesty’s Subjects who have already settled in New Zealand, and the rapid extension of Emigration both from Europe and Australia which is still in progress, to constitute and appoint a functionary properly authorised to treat with the Aborigines of New Zealand for the recognition of Her Majesty’s Sovereign authority over the whole or any part of these islands. Her Majesty therefore being desirous to establish a settled form of Civil Government with a view to averting the evil consequences which must result from the absence of the necessary Laws and Institutions alike to the Native population and to Her Subjects has been graciously pleased to empower and authorise me William Hobson, a Captain in Her Majesty’s Royal Navy, Consul, and Lieutenant-Governor of such parts of New Zealand as may be or hereafter shall be ceded to Her Majesty, to invite the confederated and independent Chiefs of New Zealand to concur in the following Articles and Conditions.

Article the First The chiefs of the Confederation of the United Tribes of New Zealand and the separate and independent Chiefs who have not become members of the Confederation, cede to Her Majesty the Queen of England, absolutely and without

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reservation, all rights and powers of Sovereignty which the said Confederation of Individual Chiefs respectively exercise or possess, or may be supposed to exercise or to possess over their respective Territories as the sole Sovereigns thereof.

Article the Second Her Majesty the Queen of England confirms and guarantees to the Chiefs and Tribes of New Zealand and to the respective families and individuals thereof, the full exercise and undisturbed possession of the Lands and Estates, Forests, Fisheries, and other properties which they may collectively or individually possess, so long as it is their wish and desire to maintain the same in their possession; but the Chiefs of the United Tribes and the Individual Chiefs yield to Her Majesty the exclusive right of Pre-emption over such lands as the proprietors thereof may be disposed to alienate, at such prices as may be agreed upon between the respective proprietors and persons appointed by Her Majesty to treat with them in that behalf.

Article the Third In consideration thereof, Her Majesty the Queen of England extends to the Natives of New Zealand Her Royal Protection and imparts to them all the Rights and Privileges of British subjects. W. Hobson, Lieutenant-Governor.

Article the Fourth Now, therefore, We the Chiefs of the Confederation of the United Tribes of New Zealand being assembled in Congress at Victoria, in Waitangi and We the Separate and Independent Chiefs of New Zealand claiming authority over the Tribes and Territories which are specified after our respective names having been made fully to understand the Provision of the foregoing Treaty, accept and enter into the same in the full spirit and meaning thereof. In witness of which, we have attached our signatures or marks at the places and the dates respectively specified.

Done at Waitangi, this sixth day of February in the year of Our Lord, one thousand eight hundred and forty.

SCHEDULE B HE WAKAPUTANGA O TE RANGATIRATANGA O NU TIRENI DECLARATION OF INDEPENDENCE OF NEW ZEALAND 28 October 1835 On 28 October 1835 James Busby called a hui (meeting) at Waitangi. Thirty-four northern chiefs, known as the Confederation of United Tribes, signed ‘A Declaration of the Independence of New Zealand’ and called upon King William IV of Britain to become their ‘father and protector’. They also thanked the King for acknowledging their flag.

The handwritten declaration of four articles was later printed by the mission printery and asserted the independence of Nu Tirene (New Zealand) under the rule of the ‘United Tribes of New Zealand’. This body planned to meet in

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Congress at Waitangi each autumn to frame laws.

Maori had no say in the preparation of this document. Nevertheless, by 1839, 52 chiefs had signed the declaration, which was acknowledged by the British government. Busby saw it as a significant mark of Maori national identity and believed it would prevent other countries from making formal deals with Maori.

Transcript 1. KO MATOU, ko nga Tino Rangatira o nga iwi o Nu Tireni iraro mai o Hauraki kua oti nei te huihui i Waitangi i Tokeraui te ra 28 o Oketopa 1835, ka wakaputa i te Rangatiratanga oto matou wenua a ka meatia ka wakaputaia e matou he WenuaRangatira, kia huaina, Ko te Wakaminenga o nga Hapu o NuTireni.

2. Ko te Kingitanga ko te mana i te wenua o te wakaminenga o Nu Tireni ka meatia nei kei nga Tino Rangatira anake i to matou huihuinga, a ka mea hoki e kore e tukua e matou te wakarite ture ki te tahi hunga ke atu, me te tahi Kawanatanga hoki kia meatia i te wenua o te wakawakarite ana ki te ritenga o o matou ture e meatia nei matou i to matou huihuinga.

3. Ko matou ko nga tino Rangatira ka mea nei kia kia huihui ki te runanga ki Waitangi a te Ngahuru i tenei tau i tenei tau ki te wakarite ture kia tika te hokohoko, a ka mea ki nga tauiwi o runga, kia wakarerea te wawai, kia mahara ai ki te wakaoranga o to matou wenua, a kia uru ratou ki te wakaminenga o Nu Tireni.

4. Ka mea matou kia tuhituhia he pukapuka ki te ritenga o tenei o to matou wakaputanga nei ki te Kingi o Ingarani hei kawe atu i to matou aroha nana hoki i wakaae ki te Kara mo matou. A no te mea ka atawai matou, ka tiaki i nga pakeha e noho nei i uta, e rere mai ana i te hokohoko, koia ka mea ai matou ki te Kingi kia waiho hei matua ki a matou i to matou Tamarikitanga kei wakakahoretia to matou Rangatiratanga.

KUA WHAKAAETIA katoatia e matou i tenei ra i te 28 Oketopa, 1835, ki te aroaro o te Reireneti o te Kingi o Ingarani.

English Translation Declaration of Independence of New Zealand 1) We, the hereditary chiefs and heads of the tribes of the Northern parts of New Zealand, being assembled at Waitangi, in the Bay of Islands on this 28th day of October, 1835, declare the Independence of our country, which is hereby constituted and declared to be an Independent State, under the designation of The United Tribes of New Zealand.

2) All sovereign power and authority within the territories of the United Tribes of New Zealand is hereby declared to reside entirely and exclusively in the hereditary chiefs and heads of tribes in their collective capacity, who also declare that they will not permit any legislative authority separate from themselves in their collective capacity to exist, nor any function of government to be exercised within the said territories, unless by persons appointed by them, and acting under the authority of laws regularly enacted by them in Congress assembled.

3) The hereditary chiefs and heads of tribes agree to meet in Congress at Waitangi in the autumn of each year, for the purpose of framing laws for the dispensation of justice, the preservation of peace and good order, and the regulation of trade; and they cordially invite the Southern tribes to lay aside their private animosities and to

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consult the safety and welfare of our common country, by joining the Confederation of the United Tribes.

4) They also agree to send a copy of this Declaration to His Majesty, the King of England, to thank him for his acknowledgement of their flag, and in return for the friendship and protection they have shown, are prepared to show, to such of his subjects as have settled in their country, or resorted to its shores for the purposes of trade, they entreat that he will continue to be the parent of their infant State, and that he will become its Protector from all attempts upon its independence.

Agreed to unanimously on this 28 day of October, 1835, in the presence of His Britannic Majesty’s Resident.

(Here follow the signatures and marks of thirty-four hereditary chiefs or Heads of tribes, which form a fair representation of the tribes of New Zealand from the North Cape to the latitude of the River Thames.)

English witnesses: (Signed) Henry Williams, Missionary CMS George Clarke, CMS James Clendon, Merchant Gilbert Mair, Merchant I certify that the above is a correct copy of the Declaration of the Chiefs, according to the translation of Missionaries who have resided ten years and upwards in the country; and it is transmitted to His Most Gracious Majesty the King of England, at the unanimous request of the Chiefs.

(Signed) JAMES BUSBY, British Resident at New Zealand. http://www.nzhistory.net.nz/media/interactive/the-declaration-of-independence

SCHEDULE C THE MĀTAATUA DECLARATION ON CULTURAL AND INTELLECTUAL PROPERTY RIGHTS OF INDIGENOUS PEOPLES – JUNE 1983 In recognition that 1993 is the United Nations International Year for the World’s Indigenous Peoples.

The Nine Tribes of Mātaatua in the Bay of Plenty region of Aotearoa/New Zealand convened the First International Conference on the Cultural and Intellectual Property Rights of Indigenous Peoples (12 - 18 June 1993, Whakatāne).

Over 150 delegates from 14 countries attended, including indigenous representatives from Ainu (Japan), Australia, Cook Islands, Fiji, India, Panama, Peru, Philippines, Surinam, USA and Aotearoa.

The conference met over six days to consider a range of significant issues, including; the value of indigenous knowledge, biodiversity and biotechnology, customary environmental management, arts, music, language and other

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physical and spiritual cultural forms. On the final day, the following was passed by the plenary:

DECLARATION PREAMBLE Recognising that 1993 is the United Nations International Year for the World’s Indigenous Peoples: Reaffirming the undertaking of United Nations member States to: “Adopt or strengthen appropriate policies and/or legal instruments that will protect indigenous intellectual and cultural property and the right to preserve customary and administrative systems and practices” - United Nations Conference on Environmental Development: UNCED Agenda 21 (26.4b); Noting that the Working principles which emerged from the United Nations Technical Conference on Indigenous Peoples and the Environment - held in Santiago, Chile from 18 22 May 1992 - (E/CN 4/Sub. 2/1992/31); Endorsing the recommendations on Culture and Science form the World Conference of Indigenous Peoples on Territory, Environment and Development - held in Kari-Oca, Brazil, 25–30 May 1992; WE Declare that indigenous peoples of the world have the right to self determination and in exercising that right must be recognised as the exclusive owners of their cultural and intellectual property.

Acknowledge that indigenous peoples are capable of managing their traditional knowledge but are willing to offer it to all humanity provided their fundamental rights to define and control this knowledge are protected by the international community.

Insist that the first beneficiaries of indigenous knowledge, cultural and intellectual property rights must be direct indigenous descendants of such knowledge.

Declare that all forms of discrimination and exploitation of indigenous peoples, indigenous knowledge and indigenous cultural and intellectual property rights must cease.

1.

RECOMMENDATION TO INDIGENOUS PEOPLES

In the development of policies and practices, indigenous peoples should: 1.1 Define for themselves their own intellectual and cultural property.

1.2 Note that existing protection mechanisms are insufficient for the protection of Indigenous Peoples Intellectual and Cultural Property Rights.

1.3 Develop a code of ethics which external users must observe when recording (visual, audio, written) their traditional and customary knowledge.

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1.4 Prioritise the establishment of indigenous education, research and training centers to promote their knowledge of customary environmental and cultural practices.

1.5 Reacquire traditional indigenous lands for the purpose of promoting customary agricultural production.

1.6 Develop and maintain their traditional practices and sanctions for the protection, preservation and revitalisation of their traditional intellectual and cultural properties.

1.7 Assess existing legislation with respect to the protection of antiquities.

1.8 Establish an appropriate body with appropriate mechanisms to: (a) Preserve and monitor the commercialisation or otherwise of indigenous cultural properties in the public domain. (b) Generally advise and encourage indigenous peoples to take steps to protect their cultural heritage. (c) Allow a mandatory consultative process with respect to any new legislation affecting indigenous peoples cultural and intellectual property rights.

1.9 Establish international indigenous information centres and networks.

1.10 Convene a Second International Conference (Hui) on the Cultural and Intellectual Property Rights of Indigenous Peoples to be hosted by the Co-ordinating Body of the Indigenous Peoples Organisations of the Amazon Basin (COICA).

2. RECOMMENDATIONS TO STATES, NATIONAL AND INTERNATIONAL AGENCIES In the development of policies and practices, States, National and International agencies must: 2.1 Recognise that indigenous peoples are the guardians of their customary knowledge and have the right to protect and control dissemination of that knowledge.

2.2 Recognise that indigenous peoples also have the right to create new knowledge based on cultural traditions.

2.3 Note that existing protection mechanisms are insufficient for the protection of Indigenous Peoples Cultural and Intellectual Property Rights.

2.4 Accept that the cultural and intellectual property rights of indigenous peoples are vested with those who created them.

2.5 Develop in full co-operation with indigenous peoples an additional cultural and intellectual property rights regime incorporating the following: •

Collective (as well as individual) ownership and origin.

•

Retroactive coverage of historical as well as contemporary works.

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•

Protection against debasement of culturally significant items. Co-operative rather than competitive framework.

•

First beneficiaries to be the direct descendants of the traditional guardians of knowledge.

•

Multi-generational coverage span.

3. BIODIVERSITY AND CUSTOMARY ENVIRONMENTAL MANAGEMENT 3.1 Indigenous flora and fauna is inextricably bound to the territories of indigenous communities and any property rights claims must recognise their traditional guardianship.

3.2 Commercialisation of any traditional plants and medicines of indigenous peoples, must be managed by the indigenous peoples who have inherited such knowledge.

3.3 A moratorium on any further commercialisation of indigenous medicinal plants and human genetic materials must be declared until indigenous communities have developed appropriate protection mechanisms.

3.4 Companies, institutions both governmental and private not undertake experiments or commercialisation of any biogenetic resources without the consent of the appropriate indigenous peoples.

3.5 Prioritise settlement of any outstanding land and natural resources claims of indigenous peoples for the purpose of promoting customary, agricultural and marine production.

SCHEDULE D UNITED NATIONS DECLARATION ON THE RIGHTS OF INDIGENOUS PEOPLES Adopted by General Assembly Resolution 61/295 on 13 September 2007 The General Assembly, Guided by the purposes and principles of the Charter of the United Nations, and good faith in the fulfilment of the obligations assumed by States in accordance with the Charter, Affirming that indigenous peoples are equal to all other peoples, while recognizing the right of all peoples to be different, to consider themselves different, and to be respected as such, Affirming also that all peoples contribute to the diversity and richness of civilizations and cultures, which constitute the common heritage of humankind, Affirming further that all doctrines, policies and practices based on or advocating superiority of peoples or individuals on the basis of national origin or racial, religious, ethnic or cultural differences are racist, scientifically

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false, legally invalid, morally condemnable and socially unjust, Reaffirming that indigenous peoples, in the exercise of their rights, should be free from discrimination of any kind, Concerned that indigenous peoples have suffered from historic injustices as a result of, inter alia, their colonization and dispossession of their lands, territories and resources, thus preventing them from exercising, in particular, their right to development in accordance with their own needs and interests, Recognizing the urgent need to respect and promote the inherent rights of indigenous peoples which derive from their political, economic and social structures and from their cultures, spiritual traditions, histories and philosophies, especially their rights to their lands, territories and resources, Recognizing also the urgent need to respect and promote the rights of indigenous peoples affirmed in treaties, agreements and other constructive arrangements with States, Welcoming the fact that indigenous peoples are organizing themselves for political, economic, social and cultural enhancement and in order to bring to an end all forms of discrimination and oppression wherever they occur, Convinced that control by indigenous peoples over developments affecting them and their lands, territories and resources will enable them to maintain and strengthen their institutions, cultures and traditions, and to promote their development in accordance with their aspirations and needs, Recognizing that respect for indigenous knowledge, cultures and traditional practices contributes to sustainable and equitable development and proper management of the environment, Emphasizing the contribution of the demilitarization of the lands and territories of indigenous peoples to peace, economic and social progress and development, understanding and friendly relations among nations and peoples of the world, Recognizing in particular the right of indigenous families and communities to retain shared responsibility for the upbringing, training, education and well-being of their children, consistent with the rights of the child, Considering that the rights affirmed in treaties, agreements and other constructive arrangements between States and indigenous peoples are, in some situations, matters of international concern, interest, responsibility and character, Considering also that treaties, agreements and other constructive arrangements, and the relationship they represent, are the basis for a strengthened partnership between indigenous peoples and States, Acknowledging that the Charter of the United Nations, the International Covenant on Economic, Social and Cultural Rights (2) and the International Covenant on Civil and Political Rights,2 as well as the Vienna Declaration and Programme of Action,(3) affirm the fundamental importance of the right to self-determination of all peoples, by virtue of which they freely determine their political status and freely pursue their economic, social and cultural development, Bearing in mind that nothing in this Declaration may be used to deny any peoples their right to self-determination, exercised in conformity with international law, Convinced that the recognition of the rights of indigenous peoples in this Declaration will enhance harmonious and cooperative relations between the State and indigenous peoples, based on principles of justice, democracy, respect for

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human rights, non-discrimination and good faith, Encouraging States to comply with and effectively implement all their obligations as they apply to indigenous peoples under international instruments, in particular those related to human rights, in consultation and cooperation with the peoples concerned, Emphasizing that the United Nations has an important and continuing role to play in promoting and protecting the rights of indigenous peoples, Believing that this Declaration is a further important step forward for the recognition, promotion and protection of the rights and freedoms of indigenous peoples and in the development of relevant activities of the United Nations system in this field, Recognizing and reaffirming that indigenous individuals are entitled without discrimination to all human rights recognized in international law, and that indigenous peoples possess collective rights which are indispensable for their existence, well-being and integral development as peoples, Recognizing that the situation of indigenous peoples varies from region to region and from country to country and that the significance of national and regional particularities and various historical and cultural backgrounds should be taken into consideration, Solemnly proclaims the following United Nations Declaration on the Rights of Indigenous Peoples as a standard of achievement to be pursued in a spirit of partnership and mutual respect:

Article 1 Indigenous peoples have the right to the full enjoyment, as a collective or as individuals, of all human rights and fundamental freedoms as recognized in the Charter of the United Nations, the Universal Declaration of Human Rights(4) and international human rights law.

Article 2 Indigenous peoples and individuals are free and equal to all other peoples and individuals and have the right to be free from any kind of discrimination, in the exercise of their rights, in particular that based on their indigenous origin or identity.

Article 3 Indigenous peoples have the right to self-determination. By virtue of that right they freely determine their political status and freely pursue their economic, social and cultural development.

Article 4 Indigenous peoples, in exercising their right to self-determination, have the right to autonomy or self-government in matters relating to their internal and local affairs, as well as ways and means for financing their autonomous

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functions.

Article 5 Indigenous peoples have the right to maintain and strengthen their distinct political, legal, economic, social and cultural institutions, while retaining their right to participate fully, if they so choose, in the political, economic, social and cultural life of the State.

Article 6 Every indigenous individual has the right to a nationality.

Article 7 1. Indigenous individuals have the rights to life, physical and mental integrity, liberty and security of person.

2. Indigenous peoples have the collective right to live in freedom, peace and security as distinct peoples and shall not be subjected to any act of genocide or any other act of violence, including forcibly removing children of the group to another group.

Article 8 1. Indigenous peoples and individuals have the right not to be subjected to forced assimilation or destruction of their culture.

2. States shall provide effective mechanisms for prevention of, and redress for: (a) Any action which has the aim or effect of depriving them of their integrity as distinct peoples, or of their cultural values or ethnic identities; (b) Any action which has the aim or effect of dispossessing them of their lands, territories or resources; (c) Any form of forced population transfer which has the aim or effect of violating or undermining any of their rights; (d) Any form of forced assimilation or integration; (e) Any form of propaganda designed to promote or incite racial or ethnic discrimination directed against them.

Article 9 Indigenous peoples and individuals have the right to belong to an indigenous community or nation, in accordance with the traditions and customs of the community or nation concerned. No discrimination of any kind may arise from the exercise of such a right.

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Article 10 Indigenous peoples shall not be forcibly removed from their lands or territories. No relocation shall take place without the free, prior and informed consent of the indigenous peoples concerned and after agreement on just and fair compensation and, where possible, with the option of return.

Article 11 1. Indigenous peoples have the right to practise and revitalize their cultural traditions and customs. This includes the right to maintain, protect and develop the past, present and future manifestations of their cultures, such as archaeological and historical sites, artefacts, designs, ceremonies, technologies and visual and performing arts and literature.

2. States shall provide redress through effective mechanisms, which may include restitution, developed in conjunction with indigenous peoples, with respect to their cultural, intellectual, religious and spiritual property taken without their free, prior and informed consent or in violation of their laws, traditions and customs.

Article 12 1. Indigenous peoples have the right to manifest, practise, develop and teach their spiritual and religious traditions, customs and ceremonies; the right to maintain, protect, and have access in privacy to their religious and cultural sites; the right to the use and control of their ceremonial objects; and the right to the repatriation of their human remains.

2. States shall seek to enable the access and/or repatriation of ceremonial objects and human remains in their possession through fair, transparent and effective mechanisms developed in conjunction with indigenous peoples concerned.

Article 13 1. Indigenous peoples have the right to revitalize, use, develop and transmit to future generations their histories, languages, oral traditions, philosophies, writing systems and literatures, and to designate and retain their own names for communities, places and persons.

2. States shall take effective measures to ensure that this right is protected and also to ensure that indigenous peoples can understand and be understood in political, legal and administrative proceedings, where necessary through the provision of interpretation or by other appropriate means.

Article 14 1. Indigenous peoples have the right to establish and control their educational systems and institutions providing education in their own languages, in a manner appropriate to their cultural methods of teaching and learning.

2. Indigenous individuals, particularly children, have the right to all levels and forms of education of the State without discrimination.

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3. States shall, in conjunction with indigenous peoples, take effective measures, in order for indigenous individuals, particularly children, including those living outside their communities, to have access, when possible, to an education in their own culture and provided in their own language.

Article 15 1. Indigenous peoples have the right to the dignity and diversity of their cultures, traditions, histories and aspirations which shall be appropriately reflected in education and public information.

2. States shall take effective measures, in consultation and cooperation with the indigenous peoples concerned, to combat prejudice and eliminate discrimination and to promote tolerance, understanding and good relations among indigenous peoples and all other segments of society.

Article 16 1. Indigenous peoples have the right to establish their own media in their own languages and to have access to all forms of non-indigenous media without discrimination.

2. States shall take effective measures to ensure that State-owned media duly reflect indigenous cultural diversity.

States, without prejudice to ensuring full freedom of expression, should encourage privately owned media to adequately reflect indigenous cultural diversity.

Article 17 1. Indigenous individuals and peoples have the right to enjoy fully all rights established under applicable international and domestic labour law.

2. States shall in consultation and cooperation with indigenous peoples take specific measures to protect indigenous children from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development, taking into account their special vulnerability and the importance of education for their empowerment.

3. Indigenous individuals have the right not to be subjected to any discriminatory conditions of labour and, inter alia, employment or salary.

Article 18 Indigenous peoples have the right to participate in decision-making in matters which would affect their rights, through representatives chosen by themselves in accordance with their own procedures, as well as to maintain and develop their own indigenous decision-making institutions.

Article 19 States shall consult and cooperate in good faith with the indigenous peoples concerned through their own

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representative institutions in order to obtain their free, prior and informed consent before adopting and implementing legislative or administrative measures that may affect them.

Article 20 1. Indigenous peoples have the right to maintain and develop their political, economic and social systems or institutions, to be secure in the enjoyment of their own means of subsistence and development, and to engage freely in all their traditional and other economic activities.

2. Indigenous peoples deprived of their means of subsistence and development are entitled to just and fair redress.

Article 21 1. Indigenous peoples have the right, without discrimination, to the improvement of their economic and social conditions, including, inter alia, in the areas of education, employment, vocational training and retraining, housing, sanitation, health and social security.

2. States shall take effective measures and, where appropriate, special measures to ensure continuing improvement of their economic and social conditions. Particular attention shall be paid to the rights and special needs of indigenous elders, women, youth, children and persons with disabilities.

Article 22 1. Particular attention shall be paid to the rights and special needs of indigenous elders, women, youth, children and persons with disabilities in the implementation of this Declaration.

2. States shall take measures, in conjunction with indigenous peoples, to ensure that indigenous women and children enjoy the full protection and guarantees against all forms of violence and discrimination.

Article 23 Indigenous peoples have the right to determine and develop priorities and strategies for exercising their right to development. In particular, indigenous peoples have the right to be actively involved in developing and determining health, housing and other economic and social programmes affecting them and, as far as possible, to administer such programmes through their own institutions.

Article 24 1. Indigenous peoples have the right to their traditional medicines and to maintain their health practices, including the conservation of their vital medicinal plants, animals and minerals. Indigenous individuals also have the right to access, without any discrimination, to all social and health services.

2. Indigenous individuals have an equal right to the enjoyment of the highest attainable standard of physical and mental health. States shall take the necessary steps with a view to achieving progressively the full realization of this

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right.

Article 25 Indigenous peoples have the right to maintain and strengthen their distinctive spiritual relationship with their traditionally owned or otherwise occupied and used lands, territories, waters and coastal seas and other resources and to uphold their responsibilities to future generations in this regard.

Article 26 1. Indigenous peoples have the right to the lands, territories and resources which they have traditionally owned, occupied or otherwise used or acquired.

2. Indigenous peoples have the right to own, use, develop and control the lands, territories and resources that they possess by reason of traditional ownership or other traditional occupation or use, as well as those which they have otherwise acquired.

3. States shall give legal recognition and protection to these lands, territories and resources. Such recognition shall be conducted with due respect to the customs, traditions and land tenure systems of the indigenous peoples concerned.

Article 27 States shall establish and implement, in conjunction with indigenous peoples concerned, a fair, independent, impartial, open and transparent process, giving due recognition to indigenous peoples’ laws, traditions, customs and land tenure systems, to recognize and adjudicate the rights of indigenous peoples pertaining to their lands, territories and resources, including those which were traditionally owned or otherwise occupied or used. Indigenous peoples shall have the right to participate in this process.

Article 28 1. Indigenous peoples have the right to redress, by means that can include restitution or, when this is not possible, just, fair and equitable compensation, for the lands, territories and resources which they have traditionally owned or otherwise occupied or used, and which have been confiscated, taken, occupied, used or damaged without their free, prior and informed consent.

2. Unless otherwise freely agreed upon by the peoples concerned, compensation shall take the form of lands, territories and resources equal in quality, size and legal status or of monetary compensation or other appropriate redress.

Article 29 1. Indigenous peoples have the right to the conservation and protection of the environment and the productive capacity of their lands or territories and resources. States shall establish and implement assistance programmes for indigenous peoples for such conservation and protection, without discrimination.

2. States shall take effective measures to ensure that no storage or disposal of hazardous materials shall take place in

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the lands or territories of indigenous peoples without their free, prior and informed consent.

3. States shall also take effective measures to ensure, as needed, that programmes for monitoring, maintaining and restoring the health of indigenous peoples, as developed and implemented by the peoples affected by such materials, are duly implemented.

Article 30 1. Military activities shall not take place in the lands or territories of indigenous peoples, unless justified by a relevant public interest or otherwise freely agreed with or requested by the indigenous peoples concerned.

2. States shall undertake effective consultations with the indigenous peoples concerned, through appropriate procedures and in particular through their representative institutions, prior to using their lands or territories for military activities.

Article 31 1. Indigenous peoples have the right to maintain, control, protect and develop their cultural heritage, traditional knowledge and traditional cultural expressions, as well as the manifestations of their sciences, technologies and cultures, including human and genetic resources, seeds, medicines, knowledge of the properties of fauna and flora, oral traditions, literatures, designs, sports and traditional games and visual and performing arts. They also have the right to maintain, control, protect and develop their intellectual property over such cultural heritage, traditional knowledge, and traditional cultural expressions.

2. In conjunction with indigenous peoples, States shall take effective measures to recognize and protect the exercise of these rights.

Article 32 1. Indigenous peoples have the right to determine and develop priorities and strategies for the development or use of their lands or territories and other resources.

2. States shall consult and cooperate in good faith with the indigenous peoples concerned through their own representative institutions in order to obtain their free and informed consent prior to the approval of any project affecting their lands or territories and other resources, particularly in connection with the development, utilization or exploitation of mineral, water or other resources.

3. States shall provide effective mechanisms for just and fair redress for any such activities, and appropriate measures shall be taken to mitigate adverse environmental, economic, social, cultural or spiritual impact.

Article 33 1. Indigenous peoples have the right to determine their own identity or membership in accordance with their customs and traditions. This does not impair the right of indigenous individuals to obtain citizenship of the States in

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which they live.

2. Indigenous peoples have the right to determine the structures and to select the membership of their institutions in accordance with their own procedures.

Article 34 Indigenous peoples have the right to promote, develop and maintain their institutional structures and their distinctive customs, spirituality, traditions, procedures, practices and, in the cases where they exist, juridical systems or customs, in accordance with international human rights standards.

Article 35 Indigenous peoples have the right to determine the responsibilities of individuals to their communities.

Article 36 1. Indigenous peoples, in particular those divided by international borders, have the right to maintain and develop contacts, relations and cooperation, including activities for spiritual, cultural, political, economic and social purposes, with their own members as well as other peoples across borders.

2. States, in consultation and cooperation with indigenous peoples, shall take effective measures to facilitate the exercise and ensure the implementation of this right.

Article 37 1. Indigenous peoples have the right to the recognition, observance and enforcement of treaties, agreements and other constructive arrangements concluded with States or their successors and to have States honour and respect such treaties, agreements and other constructive arrangements.

2. Nothing in this Declaration may be interpreted as diminishing or eliminating the rights of indigenous peoples contained in treaties, agreements and other constructive arrangements.

Article 38 States in consultation and cooperation with indigenous peoples, shall take the appropriate measures, including legislative measures, to achieve the ends of this Declaration.

Article 39 Indigenous peoples have the right to have access to financial and technical assistance from States and through international cooperation, for the enjoyment of the rights contained in this Declaration.

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Article 40 Indigenous peoples have the right to access to and prompt decision through just and fair procedures for the resolution of conflicts and disputes with States or other parties, as well as to effective remedies for all infringements of their individual and collective rights. Such a decision shall give due consideration to the customs, traditions, rules and legal systems of the indigenous peoples concerned and international human rights.

Article 41 The organs and specialized agencies of the United Nations system and other intergovernmental organizations shall contribute to the full realization of the provisions of this Declaration through the mobilization, inter alia, of financial cooperation and technical assistance. Ways and means of ensuring participation of indigenous peoples on issues affecting them shall be established.

Article 42 The United Nations, its bodies, including the Permanent Forum on Indigenous Issues, and specialized agencies, including at the country level, and States shall promote respect for and full application of the provisions of this Declaration and follow up the effectiveness of this Declaration.

Article 43 The rights recognized herein constitute the minimum standards for the survival, dignity and well-being of the indigenous peoples of the world.

Article 44 All the rights and freedoms recognized herein are equally guaranteed to male and female indigenous individuals.

Article 45 Nothing in this Declaration may be construed as diminishing or extinguishing the rights indigenous peoples have now or may acquire in the future.

Article 46 1. Nothing in this Declaration may be interpreted as implying for any State, people, group or person any right to engage in any activity or to perform any act contrary to the Charter of the United Nations or construed as authorizing or encouraging any action which would dismember or impair, totally or in part, the territorial integrity or political unity of sovereign and independent States.

2. In the exercise of the rights enunciated in the present Declaration, human rights and fundamental freedoms of all shall be respected. The exercise of the rights set forth in this Declaration shall be subject only to such limitations as

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are determined by law and in accordance with international human rights obligations. Any such limitations shall be non-discriminatory and strictly necessary solely for the purpose of securing due recognition and respect for the rights and freedoms of others and for meeting the just and most compelling requirements of a democratic society.

3. The provisions set forth in this Declaration shall be interpreted in accordance with the principles of justice, democracy, respect for human rights, equality, non-discrimination, good governance and good faith.

(2) See resolution 2200 A (XXI), annex.

(3) A/CONF.157/24 (Part I), chap. III. (4) Resolution 217 A (III). http://www.un.org/esa/socdev/unpfii/en/drip.html

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Remits for 2011 conference arising out of the review of structures paper October 2011 Please note – these are not rule remits. If conference passes these remits then where necessary rules will be drafted to enact these proposals which will then be voted on at conference in 2012 a.

That national conference endorses the establishment of a branch presidents’ forum to be held annually.

b.

That the national conference endorses the proposal to combine the GSSG, USG, and ITSP into a single Industrial and Professional Committee to take effect in 2014.

c.

That national conference endorses the proposal to alter the composition of the national council and committees as set out in Appendix A and in Figure 2.1. of the Review of structures paper.

d.

That national conference endorses the proposal to alter the composition of the national conference with the allocation of seats to branches to be based on the following from 2013: •

up to 100 members = 2 seats;

•

between 101 and 600 = 4 seats;

•

between 601 and 1000 = 6 seats;

•

over 1000 members = 8 seats.

And that conference attendees will from 2013 be: Te Kāhui Kaumātua; President and Vice-Presidents; all nationallyelected committee/working group members; representatives selected by branches; national secretary and all industrial, professional and organising staff (advisory).

Please note: There will be no change to the rules around voting at conference e.

That national conference endorses moving to a two-year cycle for annual conference. This will mean a goalsetting conference held in 2011; a rules/policy/campaign conference held in 2012.

f.

That national conference endorses the proposal for all national positions to be elected for two year terms and by the membership of the relevant constituencies.

g.

That conference endorses the proposal for time limits to be placed upon the positions of national president and all other national body positions (including those of VPs)

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Financial Resolutions Resolution 1 That the associate membership subscription be set at $25.00 per annum commencing 01 January 2012.

Resolution 2 That BDO Spicer be appointed as TEU Auditor for 2012.

Resolution 3 That the budget for 2012 be adopted.

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AIS St Helens TEU AIS St Helens Branch Annual Report October 2011 The TEU branch here at AIS St Helens started out life as an ASTE branch, which in turn had its beginnings in an in-house Staff Association that was formed in 2001.

Over the last year our membership numbers have hovered around the 20 mark. We have lost members through people leaving AIS and moving on, but thankfully we have been able to pick up new members to keep the numbers up. Up until recently our membership has been spread among the teaching departments of the Institute, but in the last few weeks we have been able to sign up people working in administration. One ongoing issue for attracting new members is tackling the ‘what’s in it for me?’ question. Non-union members often feel that their pay and conditions are more or less on par with those of union members, and so they would argue their union subscription would only be paying for something they already have – so why join? Of course, it is interesting how quickly non-members can see the light and want to join the Union when they run into employment issues.

This year we have been in bargaining for a new CEA as our current Agreement actually expired at the end of July.

We are at present in the process of ratifying a proposal that would see current pay and conditions rolled over until the end of January 2012. AIS St Helens is an export-oriented enterprise and as such is subject to the variables of the exchange rate and competition from other education providers offshore.

We hope that 2012 will see better circumstances to negotiate improved pay and conditions and that more staff at AIS St Helens will see the benefits of joining the TEU.

Peter Wilkie Branch President

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Aoraki Polytechnic Carol Soal, Michael Armstrong, Branch Co-Chair, Aoraki Polytechnic Branch, Tertiary Education Union Report to Annual Conference of the TEU October 2011 At the 2010 (16th September) AGM Carol Soal and Mike Armstrong were elected co-chairs and Frances Walker accepted the role of Branch Secretary.

There have been several Branch Meetings during the year.

7th February ·

Trades, workload issues and workshop safety concerns regarding numbers of students per workshop and per tutor,

4th March, at the Timaru Campus 21st April ·

Trades, regarding the compressed trades courses to start in July, which tutors found out about only through the media; many problems discussed including negative or indifferent response from industry

4th May, Timaru Campus, ·

Claims for new CA, Trades proposal, HR not following legal process, start of general Staff salary review (supposed to be implemented by Feb 11)

15th May , Timaru Campus 18th May, with TEU President Sandra Grey, ·

Branch meets with the CE and executive management, alterations of roles outside job descriptions

15th June, Branch Meeting Timaru with CE; the Branch reaches 100 members, farewell to Barbara Hill 23rd June, Branch meeting at the Dunedin Campus again with the CE and Executive management 14th September, Branch meeting at Ashburton Campus 21st September, CA Negotiations begin ·

Branch Meeting to discuss CA negs

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4th October; Negotiations #2 ¡

Branch Meeting, Sandra Grey, TEU President in attendance, members linked via video;

¡

Branch takes Vote of No Confidence in CE , passed unanimously.

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AUT BRANCH PRESIDENT’S REPORT For the 2011 TEU CONFERENCE It has been another busy year for the AUT Branch with a useful growth in Branch membership and two rounds of bargaining almost completed. I am confident that the TEU is providing an effective and professional service for members at AUT. This report summarises some of the main Branch issues and activities for 2011.

AUT Bargaining Oct & Nov 2010 The main points in the 2010 Terms of Settlement are: Salary we received a 2% increase from 01 Jan 2011 Union pass-on benefit it was agreed that a 10 week period would pass before non union staff would get any new terms, effective from 01 January 2011 Parental leave it was agreed to increase the 6 week ex gratia payment to 9 weeks of paid parental leave Professional Development it was agreed that the grant will remain at $1200 pa, but that staff may carry over the days and the money up to a max of three years of accumulated entitlements Progression within the Associate Professor and Professor salary scales It was agreed to defined salary scales for Associate Professors and Professors. The Associate Professor salary scale has six defined steps and the Professor scale has eight defined steps. Salary reviews shall be carried out regularly at intervals of not more than 12 months and one or more increments may be approved if there is demonstrated meritorious performance over the previous year.

Current AUT Bargaining Talks 2011 At the date of this report the Branch is in formal negotiations for two separate employment collective agreements at AUT, one for academic staff and a second new agreement for allied (or general) staff.

For the Academic Collective Negotiations Salary we have received a 2.4% pay offer from the employer, due early Jan 2012 Union pass-on benefit the employer has offered an 8 week period Promotions & Progression The employer has proposed an alternative promotion and progression process to the current one at the University and this is under discussion. This doesn’t involve any claw back of conditions.

For the Allied Collective Negotiations The TEU has 10 allied (or general) staff members at AUT who are all currently on individual employment agreements. In 2011 the TEU made a decision to initiate bargaining for an Allied Collective Agreement on their

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behalf. In order to recruit allied staff effectively it is important for the TEU to be able to offer them a Collective Agreement.

Consolidation AUT requested that the TEU consolidate bargaining with TIASA, which both unions have agreed to.

Therefore the agreement will become a MUCA (Multi Union Collective Agreement).

Salary we received a 2.0% pay offer from the employer Union pass-on benefit the employer has offered an 8 week period

TEU National Membership The TEU national membership is stable and we remain the biggest union in the tertiary education sector. TEU National Office puts membership at 10,597 financial members (as at July 2011). As a comparison the 2010 DOL Union Membership Survey records TIASA’s national membership as 1,747 members.

The same DOL 2010 survey (the latest figures that I have available) shows that the TEU is the tenth largest union in the country and that the top ten unions account for about 77% of the (approximately) 400,000 union members in NZ.

AUT Branch Membership TEU Branch membership is growing slightly and the AUT Branch has one of the highest union densities in the tertiary education sector (at 63%). The Branch undertakes regular membership activities including: attending regular staff orientation days, monthly membership administration days and the twice a year membership drives.

In order to maintain our membership we need to replace all members who resign from the University, this means about 60 – 70 new members must be recruited each year just to stay in the same place. For the Branch to grow we need to recruit on top of this 60 – 70 target.

This year we managed to do that and grew by 30 new members (570 financial members in Jan 2011 and 600 in Aug 2011. Also the Branch had 619 members (by head count and including non financial members) on 21 Oct 2011, compared to 601 in Nov 2010.

Welcome and thanks to all members who have joined so far this year.

Formal Branch advice and support for members For the period 30 Sep 2010 to 01 Aug 2011 The Branch represented members in 10 separate discipline cases involving AUT HR. The Branch advised and represented members in 7 separate compliance cases that concerned issues with their terms and conditions of employment at AUT. The Branch gave other types of advice to members in 34 formal meetings.

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This table shows previous years’ figures for a comparison.

Year

No Discipline Cases

No Compliance Cases

No all other Cases

Sep 2006 to Aug 2007

4

N/A

N/A

Sep 2007 to Aug 2008

9

N/A

N/A

Sep 2008 to Aug 2009

14

N/A

N/A

Sep 2009 to Aug 2010

10

7

34

Sep 2010 to Aug 2011

13

8

48

Did the 2011 year have a lot of cases? It works out as 13/630 or about 2 discipline cases per 100 members per year.

For a comparison the TEU was involved nationally in 148 discipline cases for the two month period of June – July 2011. Which was about 8.5 cases per 100 members per year (148 X 6/10,597).

Update on AUT Staffing Reviews AUT has conducted seven separate staffing reviews since Sept 2010, see the details below. Note that three of these reviews (those asterixed) were to do with reorganisation of the management structure and not redundancies.

Staffing review

Approx EFTS involved

Approx staff FTE

Approx Surplus staff FTE

Dates

Bachelor of Dance

30

2.6

2.6

20/09/2010

Cert of Health Studies

87

4.5

4.5

27/09/2010

Centre for Learning & Teaching

N/A

8

3

13/10/2010

Research Institutes IIP & ICDC *

N/A

10

0

8/10/2010

Social Science *

N/A

60

0

8/10/2010

Languages *

N/A

25

0

8/10/2010

Eng School Technicians

N/A

10

1

(+ 1 TIASA member)

4/07/2011

Totals

117

120.1

8.1

* reviews concerned of the Dept management structure only

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Since August 2007 there have been 21 redundancy rounds at AUT resulting in the closing of programmes totalling 5100 EFTS and costing 120 FTE staff their jobs. One common theme with many of these redundancies has been the pressure from the Tertiary Education Commission (TEC) on AUT to increase its Degree offerings and to reduce its Certificate and Diploma programmes.

The AUT Strategic Plan 2007-2011 had as one Key Performance Indicator the goal to increase the percentage of students studying in degree or post grad programmes to 75% of all EFTS by 2011. By 2010 AUT had 82% of its students in degree or post grad (up from 77% in 2009).

Therefore the 2011 target has been achieved by the University two years earlier than planned. As AUT has clearly exceeded the target it has set itself and more than met the TEC’s requirements this particular pressure should be reduced, but recent reviews indicate that AUT will continue to close more Certificates and Diplomas. Staff should continue to have serious concerns for the future of any remaining Certificate and Diploma programmes.

Professional Issues Membership drive A targeted membership drive was held on 15 & 16 Feb at the Wellesley & Akoranga campuses focusing on asking existing staff to join the TEU. Over 30 new members signed up in the following two weeks.

TEU National Bargaining Forum The Branch President and Wellesley Vice President attended this Bargaining Forum in Wellington on the 22 & 23 Feb.

Video recording of lectures The Branch President met with AUT’s Legal Counsel on the 24 Mar to discuss members’ concerns about the video recording of lectures. AUT has agreed that recording can only occur with the lecturer’s consent.

Academic Staff Contribution Framework AUT proposed an Academic Staff Contribution Framework document which describes the nature of academic work at AUT. The Branch received extensive feedback from members on this document over several months. At the May Academic Board meeting the Branch President spoke against adopting the Framework as it was, though the Board voted to adopt it. In a follow-up meeting with the VC Derek McCormack compromise wording was prepared that was acceptable to members. This amended version is now the officially adopted document and has been endorsed by the TEU.

Evaluation of Teaching, Papers & Programmes Working Group The Branch President is attending this Working Group which is considering student appraisals of lecturers, papers & programmes.

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AUT Health & Safety Strategic Advisory Group The Branch President is a member of this advisory group which oversees AUT’s health and safety planning and governance issues. Recent meetings discussed the following specific areas of concerns to the TEU: Earthquake rating of AUT buildings especially the WT block Pedestrian access to the Manukau campus across Grt Sth Rd Smokefree campus and associated concerns University of Auckland Branch dispute and picket line There has been an AUT Branch presence in support of UoA members on their picket line and at their mass meetings (thank you to those who came along). The UoA Branch is engaged in a long running industrial dispute with their VC about settling their collective agreement.

AUT Harassment Policy The Branch President has been advocating for AUT to adopt TEU Branch Member Lydia Smith’s Proposed Harassment Policy. After a long period of lobbying AUT is about to adopt this policy – congratulations and thanks to Lydia.

AUT Policy Revision The Branch President along with a TIASA representative, have had numerous meetings with AUT to discuss proposed revisions to many AUT policies (over 20 in total). We have made three combined TEU/TIASA formal submissions to AUT with detailed recommendations on them. AUT has responded positively to many of our suggestions.

CMC meetings The TEU reps on the Collective Agreement Monitoring Committee are: Sue Bretherton, Julie Douglas, Mark Le Fevre, Hamish McCraken and John Prince. The CMC has met seven times in the last 12 months and some key issues covered include: The Pay Equity Project Harassment Policy Fixed term appointments, regarding ongoing work and rolling over of FTAs Post Graduate Supervision

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Thanks again to all those who work for the local Branch and the TEU nationally. A special thanks to all TEU members at AUT for their support of their colleagues.

I am grateful to the following Branch Officers: Andy Ballard, Janet Bedggood, Sue Bretherton, Julie Douglas, Brian Farley, Ailsa Haxell, Mark Le Fevre, Hamish McCracken, Camille Nakhid, Dave Nicholls, Evan Poata-Smith, Bev Roser, Messina Shaw, I’u Tuagalu and Tafili Utumapu-McBride.

I get many comments and emails from staff expressing appreciation for the work done for them by TEU staff and elected officials so I would also like to thank; Irena Brorens (our Auckland Organiser) and all the staff at TEU Auckland Office and Wellington National Office for their hard work and support.

Regards John Prince Branch President 21 Oct 2011

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Bay of Plenty Polytechnic TEU TAURANGA BRANCH REPORT Branch President Pam Fleming DATE October 2011

INSTITUTION/BRANCH Bay of Plenty Polytechnic, Tauranga

OUR BRANCH I would like to acknowledge the camaraderie and support that I receive personally and professionally from TEU Branch members – it is much appreciated.

We have an executive that consists of Branch President, Communications (manages email and local website), Women’s Rep, Treasurer and because the BOPP is divided into four schools plus Student Support we have a TEU representative based in each area.

A special thank you to the School Reps for all their efforts in what is a particularly difficult environment.

SECA NEGOTIATIONS It is a very difficult time for us at BOPP because of the efforts being made to de-unionise the site and we have low density of membership. We continue to negotiate in good faith but that at times is very disheartening.

Thanks to Chan, Enzo, Robyn, Ian as the main negotiating team, and the ‘observers’ – Corrine and Nick – we all value all the time and effort that is put into this.

RECRUITMENT ACTIVITIES School Representatives The school reps have contacted all new staff and followed up with those interested in joining the union. Our density continues to be an issue with the enticement of higher rates of pay for non union staff.

BRANCH CONCERNS Inequities of employment conditions Workload – this is being ‘tinkered with’ without any union consultation

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Programme Reviews Pay rates/promotion – again favouring non-union staff Active anti-union stance

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CPIT Greetings Everyone!

Welcome to the report of the Branch President for TEU at CPIT for 2010-2011. In this report, I’ll look back over the past year, look ahead to what’s coming up. Overall, I am extremely proud of the support, dedication and energy of members in our struggles this year. Lots of fun memories: time on the picket lines, passionate speeches at our meetings, and fun “flex-aerobics”!

Of course, no review of this last year could avoid mention of the earthquakes. These caused massive disruption to our lives and to our city, and the effects are still being felt. Some scars are visible - the missing people, the missing buildings, and so on. It’s the scars that aren’t so obvious that are a worry - on-going stress, anxiety, lack of resolution to housing and future in general. I’ve noticed that when I go elsewhere in New Zealand, people seem happier - they smile more and laugh. Let’s hope that some of that sparkle comes back to us over the next few months. Having said all of that, I must say that the response of staff to the earthquakes here at CPIT have been magnificent. We got things up and running so quickly, in all sorts of interesting venues. From trying to cram us all into our Sullivan Ave (trades) campus, to teaching at Lincoln University, in school and church halls and so on. Well done!

Unfortunately, our efforts haven’t seemed to be recognised by CPIT itself - where it counts anyway, in our negotiations for a new collective. We have been under major attack over our conditions. You name it, hours of work, teaching days, loss of leave - it’s all under attack. And when you combine it with the settlement last year - a 0% pay increase - things are a bit bleak. It doesn’t stop at negotiations either. The attitude of senior management to staff in general and TEU members in particular is poor. CPIT seems to regards consultation as an unnecessary indulgence all part of a pattern of obsessive control maybe.

But there are some good things to report. CPIT itself is doing well in terms of financial performances (first in NZ I believe) and course completions (second on NZ). So we are obviously doing what we do very well.

And more important for me is the amazing amount of support we have received from around the country from TEU members. I haven’t been able to keep up with all the messages we’ve received - but thanks so much to you all!

Last, but certainly not least, I’d like to pay tribute to our TEU Executive for 2010-2011: Charlie Catt, Mahony May, John Schischka, Charmaine Tukua and Robert Watson. Thanks team! Next year we welcome Ryan Baker on to our executive - welcome Ryan!

Plus the invaluable input into our negotiations from Alistair Smith, and to the many members who attended negotiations and provided stirring input, ideas, and cartoons (thanks Henry!). Plus to our very hard working field officer Phil Dodds, with fantastic assistance from Kris Smith. Elections. There’s a general election on this year.

I’m not going to include a guide to voting here, just a reminder to look over the policies and record of each party involved. Look for people who support things you believe in. As a union member, for me that’s rights of workers to bargain, against unfair dismissal and the like. Your vote will count!

So, to sum up - it’s been another interesting year. As I said last year, CPIT is a great place to work and does wonders for its students. But sometimes, as an institution, the major reason for these wonders happening - the staff - seem to figure as an afterthought. We’ll keep working on this!

There are sure to be exciting times ahead - make sure you are part of it all with TEU!

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Kia kaha!

Richard Richard Draper Branch President TEU at CPIT

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Lincoln Clare Churcher Lincoln Branch President October 2011 It has been a busy year at Lincoln with several issues underway.

Earthquakes Apart from the general distress and disruption for everyone in Canterbury, the earthquakes led to a number of issues at Lincoln. The September earthquake caused quite severe damage to one heritage building (fate still unknown) but we were fortunately spared too much serious damage in February. Obviously there was considerable disruption.

After the February quake we were disappointed that the union was not included in discussions about the restart and information about the details of the building inspections were not forthcoming. The VC would not release the engineers’ reports on the grounds that while the buildings were deemed not to have suffered structurally there is never any guarantee they will not fall down sometime. He thought this would cause alarm, but predictably the withholding of the reports caused even greater concern and gave rise to many rumours. We expressed our discontent in one of our newsletters which did not please management at all! However when tempers cooled we eventually got some concessions.

Minutes of a meeting with the engineers were distributed to the whole university and a critical management protocol was drafted to ensure the union will be consulted immediately any incidents arise. This all worked well for the June earthquake.

The national president has been working very hard with TEC and the managers of Canterbury organisations to reach agreement on how PBRF will be handled in the wake of the earthquake. This has been appreciated by our VC and those involved with PBRF at Lincoln.

Consultation Policy Early in the year a consultation policy was finally agreed between the University and the Union for all proposals affecting the working conditions of our members. While the law requires parties to negotiate in good faith this policy formalises what this means for processes such as presenting the plans, providing rationale and information, and for allowing reasonable timelines for submissions and comments. It has proved very useful for a number of issues.

Mergers and Restructures This year has been significant in that Lincoln has merged with Telford Polytechnic in Balclutha. We welcome 18 new members from Telford and are pleased to have two Telford members sharing a virtual position on the committee. The merger was followed by a restructuring of the three top management positions. Telford is now regarded as a division of Lincoln and has a new CEO who is currently a TEU member.

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The end of 2010 saw a merging of Teaching and Learning Services with the Library. This caused considerable angst.

Now with a new librarian appointed yet another restructure of the new Library and Teaching Learning Services unit has been proposed. The process seems very hasty and we have called on our new consultation policy to slow it down.

The end of 2010 also saw a restructuring of marketing, liaison and recruitment which resulted in a number of redundancies. Cindy was able to support our Lincoln members to ensure they were aware of their rights and to make submissions as required. For those whose jobs we could not save, the union was able to help with ensuring the best possible outcomes for redundancies or redeployment.

Christmas Closedown In 2009 the union agreed to a few days before Christmas being made into university holidays to help the university reduce its large leave accrual. This was done as a one off occurrence with the understanding that the union and university would work together to ensure that employees took the leave they were entitled to in a timely manner.

The following year a longer pre Christmas compulsory holiday period was effected with the rationale that this was now current practice. While the university did give some consideration to those employees with especially difficult circumstances the union objected strongly to the practice being considered customary.

We undertook mediation with the university in mid 2011 but this was unsuccessful. A statement of problem was filed with the Employment Relations Authority and this is scheduled to be heard in October 2011.

Since then the plans for this year’s closedown have been circulated. We are pleased that some of the holidays are now after Christmas which suit families better, however we still do not believe that employees should be forced to take up to 25% of their holidays at this specific time. We see this as a change of employment conditions over which there has been no consultation and we also think the university should have waited until the outcome of the authority hearing before announcing this year’s closedown.

We suggested to members a number of actions they can take about the enforced leave and await the authority decision with interest.

Superannuation for Academic Staff For a number of years academic staff have been obliged to essentially pay their own and the employer’s contribution to superannuation by having their salaries reduced if they are members of the NZ Universities Superannuation Scheme. This is euphemistically called a total remuneration package. We have been unable to reach agreement with the university for many years. Recently a working party have suggested a number of options to the VC and the TEU have put forward a compromise position. We await the outcome with interest.

Intellectual Property and Open Access The current university IP policy was supposed to have been reviewed in January 2009. The Union has been making urgent representation to the university to carry out this long overdue review especially in light of numerous new ways teaching materials are being developed and disseminated. The VC promised a review would commence in July 2011. This coincided with the appointment of our new librarian who was commission with the task. Instead of reviewing the policy it has been proposed that Lincoln become Open Access – with teaching and (non commercial)

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research materials available under Creative Commons licences. There are no mechanisms or processes contained in the proposal and the union is strongly advocating it is withdrawn until the IP policy is reviewed and sufficient details are provided to allow informed consultation.

Study Leave Last year the VC did not call for expressions of interest in study leave. He said that the number of good quality applications was low and wondered whether the traditional study leave was as relevant now as in the past. We encouraged the VC to set up a group to review study leave – looking at aspects such as leave spent at home or abroad, different time spans and so on. We are pleased to see that the review group has been formed and is meeting.

Thank You The Lincoln membership is extremely grateful to Cindy Doull for her wonderful work on behalf of us all at Lincoln.

She does a huge amount of work continually pressing for action on our issues and supporting a large number of members individually.

The 2010-2011 committee have been excellent and I would like to thank them for all their work. I must make special mention of George Hill who is retiring from Lincoln next year. He has been a major player in every aspect of the union for decades and we will miss him very much. We wish him every happiness in his retirement.

We are fortunate to have good communication channels with the Vice Chancellor, Roger Field and the Manager of Human Resources, Julie Williamson. We have meetings every couple of months with Roger and fortnightly meetings with Julie. It is excellent that we are able to put our concerns and suggestions directly. Although that doesn’t necessarily result in a speedy resolution of problems it is a good start. I would like to wish Roger well in his retirement next year.

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Manukau Institute of Technology Branch President’s Report for 2010-2011 2010 ended with reviews in the faculties of technology and business. It was a very stressful time for all concerned but fortunately resulted in very few compulsory redundancies.

We are now approaching the end of 2011 and are facing a huge restructure of the organization (yet again!) which I fear will result in a great number of job losses. Our CE has called this restructure ‘right-sizing’ MIT and it has been instigated in order for the institution to make a 7% surplus!

At the time of writing this, there has been a restructure at director level and members are waiting on tender hooks for the details of phase 2 to be revealed.

We are also about to initiate bargaining and hope that some of the other ITPs will have settled before we start.

The delegate structure at MIT is working really well and I am going to having a mini recruitment drive to coincide with the restructure.

Outlined below are some of the things that have kept me busy this year: CEA Working Party meetings with management Meetings with CE and directors TEU bargaining forum in Wellington CEA negotiations for Learning Advisors ITP Sector Group meetings in Wellington National Council meetings in Wellington CTU Skills of Organising Course (5 days) Employment mediation for members Career Path Reform meetings Branch delegate meetings TEU structure review meeting (stopwork) QPEC meeting in Auckland National Treaty Partnership Group meetings in Wellington Ready 2 Go launch (supporting ex-Meca Polytechs) at TEU Auckland Involvement in several disciplinary cases Advising members of their rights under our CEA

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I would like to thank Chan Dixon our TEU Organiser for her hard work, professionalism, patience (with me) and total commitment to representing TEU members at MIT. Lesley Francey Branch President K305, Ext: 8349

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Massey University Annual Committee Report 21st September 2011

Massey Branch Committee The Massey Branch of the Tertiary Education Union (TEU) spans the North Island and includes campuses of Massey University at Auckland, Palmerston North and Wellington. A Massey Branch Committee is comprised of academic and general staff from each campus. Communication is generally via email lists with monthly meetings held by video conference.

We have two paid organisers serving the interests of our members. Jane Kostanich supports our Albany campus members, while Lawrence O’Halloran supports members at Palmerston North and Wellington. Sandra Allison provides administration support from the Palmerston North office.

My thanks to the organisers, Branch Committee members and bargaining team, who have sacrificed their time and energy toward the interests of members over the past 12 months.

Reviews and Restructuring While the extensive reviews and associated restructuring of 2010, called Shared Services and Academic Reform, have not been repeated in 2011, the impact is still being felt. Most of the casualties, in the form of redundant staff, left before Christmas 2010. A number of members from disestablished positions were able to successfully apply for the new positions, following the Union’s concerted efforts to have these jobs advertised internally within Massey University. There has been some dissatisfaction with some of the interview and selection processes, but overall the process went well due to Union involvement through this ‘management of change’. The signalled 9 reviews forecast in the final report are yet to be felt, although some of the new structures developed still need refining to make them workable.

The Academic Reform process managed to remove a number of paper offerings and programmes. Union pressure to expand the consultation process wider than the hierarchical process originally proposed has delayed further consolidation of offerings while the disputed areas were discussed within various committee structures.

The Engineering programmes on the Wellington campus were reviewed at the end of 2010 and offerings were closed to the dismay of staff and students alike. The loss of the programmes and suggestions that students transfer to the Palmerston North campus created some negative publicity for the university, while an estimated 25 staff had to find alternative employment.

Massey University’s various policies are reviewed on a regular basis. While many do not directly affect our collective agreements, we try and maintain an oversight and proper consultation on any reviews and changes of policies which may affect members’ working relationships. Some of the key policies, such as Intellectual Property, Leave and other research related policies, which used to be listed within the collective agreement, are to be tagged for union consultation, while others will be listed for Union notification of any changes.

Various discussion documents requesting staff input have been released to administrative staff in the College of Business and College of Humanities & Social Sciences. A similar strategy has been used regarding the proposal

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to create a College of Health and recently for a proposal to change the structure of the College of Education into a smaller Institute. The university management does not believe that this constitutes a formal restructuring process triggering Union involvement. However, the uncertainty for the staff involved increases their stress as they attempt to make submissions while trying to maintain their current workload and outputs. Their goodwill toward the University is further eroded as the information provided will be used to determine a formal restructuring document to which they will again need to make a submission.

TEU took a case to the Employment Relations Authority with regard to the release of documentation related to job interviews of redundant staff following restructuring. After losing that case, Massey appealed the decision and again lost the case in the Employment Court. This Wrigley/Kelly case has now set a legal precedent for the behaviour of management in these situations.

Bargaining Bargaining as a result of the agreement which expired June 2010 was concluded in record time and the revised CEA was ratified by members in December 2010 to expire 30 June 2011. Besides minor amendments the primary points were a 1.8% rise in salaries and printed rates from 10 Jan 2011 + $250 lump sum and an 8 week union member benefit of these increased rates over non-members.

Negotiations are currently underway and making slow progress toward an update of the collective agreement which expired 30 June 2011. We hope to have a revised agreement in the near future, despite the difficult financial constraints facing the education sector.

Employment Relationship Issues One of the primary issues the union has dealt with in the past year has been related to annual leave processes and the ongoing pressure and coercion by management for staff to have a year-end leave balance of ten days or less.

Numerous meetings and mediation sessions have been attempted to resolve this issue. The combination of a yearend financial balance date and annual leave saved for Summer create a financial burden of outstanding leave on the University which management are trying to minimise. Massey’s provision for use of accrued leave (ie use of leave as it is earned) rather than entitled leave has led to a difference of opinion between the Union and management. The Union continues to assert the view that management cannot require staff to take leave which is not yet entitled and must discuss options individually with staff members as needed. The current status is that legal options are not being pursued while management refrain from email and personal communications ‘requiring’ staff to take leave.

Massey was the first university to conduct a survey of its staff on the Pay and Employment Equity Review in association with TEU. The final report and summary has now been released within the Massey intranet under People and Organisational Development > My Work Environment > Social responsibility. An Implementation Team has been created to implement the findings of this extensive study. An early finding requiring immediate attention with regard to advertising procedures to counteract bullying and harassment problems still seems to be limited to using Massey web search options.

Engagement with Employer/Council The Vice-Chancellor meets with representatives of the Combined Unions on a quarterly basis to answer queries we may put on the agenda. The Vice-Chancellor also provides information on anything he may care to share with us.

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Other opportunities for discussion with the Vice-Chancellor or other members of the Senior Leadership Team can be made as the need arises.

The consultative committee which used to exist between the Union and Massey Council was abolished by the previous Chancellor. While a staff presentation to Council was made in 2010 following repeated requests, this option has been discontinued this year. In response, we have made a case and gained agreement from Council that a meeting with the Council’s Governance Committee to focus upon governance matters can be made, as and when the need arises.

Links with Allied Groups TEU continues to have a close relationship with Massey’s student unions’ executive. Contact is maintained with the NZUSA national body. We are also in regular contact with the UCOL branch of TEU which exists in Palmerston North.

Industrial relations Various sections of employee rights have been eroded over past years in relation to probation periods, union access and holiday law. TEU attempts to convert previous legal rights into additional clauses in our collective agreement as required. Ongoing assault on workers’ rights is continuing as economic and commercial philosophies are promoted at the expense of social justice and fairness. The Union Movement will need to be alert and challenge these changes as they occur in the months and years ahead.

Membership Total membership of the TEU Massey Branch is approximately 1280 as of September 2011.

Harvey Jones Massey Branch President September 2011.

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NMIT TEU NMIT AGM : 14 September 2011 : Branch Chair Report

Introduction • This year has again seen many changes at NMIT, including : • The removal of all Head of School positions.

• The introduction of two new Group Manager positions.

• The introduction of many new Programme Area Leader positions.

• Many changes to individual programmes (e.g. the Bachelor of Nursing).

• The opening of the Arts & Media building.

• Many changes to the Library Learning Centre.

• Many changes to other buildings.

• The introduction of the Learning Coach role.

• The introduction of Individual Learning Plans.

• The introduction of A++ in addition to Artena.

• The recording of detailed student attendance in A++.

• The recording of detailed learning outcomes and course results in A++.

• The start of the three year SMS project to replace Artena with EBS4.

• The Digital Literacy Programme.

These changes, and many others not identified above, are having a significant impact on the way TEU staff work at NMIT.

TEU Organisation : National • Our work with TEU national office continues to go well, with a few small areas that need some thought.

• The main area that needs some thought is the date of the annual national conference. At the moment this is still at the point where our students have their main work peak at the end of semester 2, which makes it difficult for many of our staff to take time away from teaching. This needs a rethink, so national conference is at an easier time (e.g. the start of term 4, or the last week of November).

• Another area that needs some thought is the set of terms used for office holders. At the moment we are

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continuing to use the older ASTE term “Branch Chair”, rather than the TEU term “Branch President”, which still feels somewhat ostentatious.

• In early 2010 our branch became a part of the area looked after by our South Island organiser, Phil Dodds, so this is the first year our branch has been completely in his area. We thank Phil for his work, which has been excellent.

TEU Organisation : Branch at NMIT As noted above, NMIT continues to change at a rapid pace. This has given our TEU staff in the local branch many areas to work on over the year. Our work has included : • Successful Hardship Grant Application to TEU National for one of our members hurt in a serious accident. We thank TEU National for their support.

• Support and advice for members in misconduct proceedings.

• Support and advice for members whose positions have been under review.

• Feedback to the consultation process during organisational change.

• Extensive discussions with our CEO regarding the consultation processes being used by NMIT at times of organisational change.

• Continuing to challenge the current interpretation of redundancy being used by NMIT, which has the potential to have a vast impact on staff who are made redundant within a year of taking unpaid leave.

• Successful conclusion of a Collective Employment Agreement for the year ending March 2011.

• Current negotiations for a new Collective Employment Agreement for the year starting March 2011.

• Extensive discussions in the Agreement Monitoring Committee and associated working parties about the operation of staff employment processes (e.g. probation).

• Extensive discussions in the Agreement Monitoring Committee and associated working parties about changes to NMIT policies and procedures (e.g. a new Staff Misconduct policy).

• Extensive discussions with our CEO on workload guidelines.

• Extensive discussions in CEO-Union meetings throughout the year about a wide variety of other staff concerns (e.g. how we provide effective professional development opportunities, staff management processes in different schools and programme areas, principles for handling of student surveys and student evaluation processes, support for students using NMIT Online).

• Monitoring of the staff progression round as independent process observers.

During the year, these core branch Executive functions have been handled by four people : • Bruno Lemke

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• Chris Turton • David Ayre • Monique Day This arrangement, of intense work by a small number of people, has been a pattern for the last four years. It is not practical in a period of rapid change and significant threats to our terms and conditions of employment, such as those that are evident in our current negotiations for a new Collective Employment Agreement, and something different needs to happen in 2012. There are several reasons why continuing with the present pattern is not practical.

These include : There are many different areas where we are engaged in discussions with NMIT management about significant change, and we do not have enough branch members active in these discussions to cover them all to the level that is now necessary.

Having only a small number of people involved means that there are times when it is very difficult to make sure that we can always offer the support that individual members need, either in times of change or when unexpected events occur.

Two members of the current core Exec are nearing possible retirement age and in a short time may not be employed at NMIT. It is very important to the effective functioning of the branch that their experience and knowledge is passed on to other TEU members rather than being lost.

In the present time of rapid change, any of the members of the core Exec could themselves be made redundant, which in a small core Exec would cause the same loss of experience and knowledge.

The individual positions of the four of us in the core Exec for 2012 are these : • Bruno Lemke Currently a core Exec member working on individual issues as they arise. Bruno is willing to continue this role in 2012.

• Chris Turton Currently a core Exec member and women’s representative. Chris is willing to continue these roles for a short while longer, but has a preference to step down from them in 2012.

• David Ayre Currently branch chair. I believe that this branch needs two co-chairs to cover the branch roles and responsibilities effectively. I am very willing to be a co-chair in 2012, but will not accept the role of single chair in 2012.

• Monique Day Currently a core Exec member, secretary and treasurer. Monique is willing to continue these roles in 2012.

What we need for the branch in 2012 is therefore a minimum of some change in the core Exec, plus preferably a wider extended Exec such as one member from each programme area. This wider extended Exec in 2012 might take the form of a meeting of about one hour per month, or some other equivalent time.

The branch chair role is currently supported by NMIT to the extent of a 0.1 staffing allowance; this can be provided as 0.1 relief staffing, or (for staff in proportional positions) as a 0.1 additional position. In 2012 I am very happy to stand as co-chair and for the incoming co-chair to have all of the 0.1 chair allowance while they get used to the co-

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chair role. Regardless of how it happens, some change is needed here. Continuing with the present pattern is not an option.

The current core Exec looks forward to the continued effective operation of the branch with this new Exec pattern in 2012.

David Ayre Branch Chair of TEU at NMIT

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NorthTec Branch President Report 2011 Presented at the Annual General Meeting (AGM) Friday, 16 September 2011 Kia ora, Tena koutou katoa A disciple, who went to learn at the feet of a great master, became frustrated because she never knew how long meditation would last. The master always rang a bell - sometimes after five minutes, sometimes five hours. The disciple became so infuriated that one day she grabbed and rang the bell when she wanted the meditation to end.

The master bowed to her. She had learned.

In Bolton, G. (2001, p. 42). Principles of reflective practice.

Welcome to our AGM.

THE YEAR THAT WAS From the 1 December we were all on individual employment agreements based on the expired collective agreement.

Our employer continues to grease the palms of lawyers to fight the very workers (us) who earn the money. Many members see the continual requirement for the use of the legal system as a delaying tactic by the employer to prevent us from settling a collective agreement and getting on with the job of doing what we are employed to do - high quality, teaching and learning for our students in Tai Tokerau. The Employment Relations Authority and Employment Court have both ruled on the side of your union. Many members talk about the indirect costs of this behaviour and the impacts on productivity through the disengagement of the workforce and the impact on students.

Every hour engaged in discussion or thinking about the poor industrial climate at NorthTec is one less hour potentially discussing teaching and learning. The Ready 2 Go campaign highlighted our need to progress bargaining and get on with the job of teaching our students. Negotiations for a new site agreement have kicked off and there have been two days of negotiations. We have not had a pay rise on our salary rates for over three years. The cost of living has increased meaning your earnings now buy less than they use to. You will recognize the impact of this as you pay at the supermarket checkout or require discretionary funds to support work/life balance activities. Speaking of which, often we hear senior managers mention the importance of work/life balance for NorthTec employees but there is incongruence with this statement and reality. The employer who claims work/life balance as important is the same employer, as a claim, would like to be able to direct you to work your duty hours anytime seven (7) days a week Mon - Sun from early in the morning until late at night and also increase time-tabled teaching hours (TTH). This of course has the potential to impact on your work/life balance and time with whanau, kids’ sports, your own sports and also church, community and other commitments. This is an unusual approach to fostering a work environment conducive to the needs of 21st century knowledge workers and work/balance. Organisational change and workload as like the previous year are the two predominant issues where members sought support, advice and assistance. At least 39 members on the expired collective employment agreement required assistance over the period, categorised as follows (with the four previous year’s figures in brackets): Supply of Agreement 0; (0,1,1,0); Terms of Appointment 2; (6,10,2,20); Disciplinary Process 4; (1,4,1,0); Career Progression and Remuneration 5; (2,8,12,2); Workload 7; (10,6,2,4); Leave 4; (6,0,3,4); Training and PD 0; (3,1,0,0); Allowances, expenses and grants 3; (3,4,2,0); Working Conditions 0; (1,1,10,2); and Organisational Change 14; (23,1,5,0). In addition five members who are on new

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individual employment agreement required assistance. This represents a summary of major issues and does not include the myriad of other supportive interventions completed by the branch and organisers.

It is not surprising due to the expiry of the MECA that membership has altered this year. There are about 105 members on the expired MECA. It has been good to note many tutors joining the union on IEAs. Overall membership dropped towards the end of 2010 but has steadily increased and at one stage we matched last year’s maximum. There had been a slight tailing off recently. Here are the numbers: Currently 127 members (2011) and for the same period: 134 (2010), 152 (2009), 145 (2008) 135 (2007) and 100 members (2006). The TEU Branch Executive are committed to retaining our current conditions of employment, ensuring healthy workloads, working smarter and not harder, increasing workplace democracy and improving workplace culture and climate. To achieve this we work with National TEU staff, TEU members and NorthTec management.

BRANCH PEOPLE AND EVENTS A summary of Branch people and events follow.

Branch Executive Members Four Branch Executive meetings (includes one special industrial strategy huihuinga) were held this year (August to September). The NorthTec Branch Committee members for the year (Oct - Sep) were: Eric Stone - President, Bill Rogers - VP/Te Uepu Representative, Mautini Bryers - VP/Treasurer, Maureen Frayling - VP/Women’s Rep Te Kahurangi Maareikura, Natalie Hydes - Health and Environment Rep, Peter Bruce and Pat Weller - Commerce Reps, Clinton Ashill - Creative Industries Rep, Steve Sandford-Hill, Neil Pemberton and Simon Phelps- Trades Reps, Stephen Rameka - Kaitaia Rep, Berny Kiro - Rawene Rep and Clare Vallom - Bay of Islands Rep. Local TEU involvement at NorthTec There were two Agreement Monitoring Committee Meetings this year to firm up minor changes to this year’s academic progression round. Kiriwai Te Whero and Sude Walters served periods employed by National TEU as the NorthTec Branch Administration Support Person. Susan da Silva was the TEU Representative on the Progression Sub-committee for the 2010 academic progression round. The new branch structure has worked well in having a representative in each learning centre to be the union’s eyes, ears and activists. The new structure also served well in the current union membership density mapping.

Regional Involvement Chan Dixon, TEU Organiser made regular trips to Tai Tokerau to support TEU members and activities.

National Involvement Eric Stone served on the National TEU Council and TEU ITP Sector Group. Bill Rogers and Eric were members of the TEU Te Hau Tikanga o Te Tiriti. Bill, Eric and Steve Sand-ford Hill attended the TEU National Conference in November last year.

Executive members, our TEU Organisers (Chan Dixon) and National TEU staff are thanked for their time and commitment. There are many other members that have contributed to the operations of the NorthTec Branch of

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TEU. You are thanked for your mahi.

In solidarity Eric J. Stone TEU National Council Member TEU ITP Sector Group Member NorthTec TEU President

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NZCER Branch of TEU: Annual General Meeting (Tuesday 20 September 2011) TEU 8th floor

Current committee Acting president/secretary: Sally Boyd Membership secretary: Susan Tompkinson Treasurer: Diana Todd Te UepĹŤ representative: Trina Taupo Committee member: Ben Gardiner, Cathie Benson

Actions during 2010-2011 During the 2010-2011 year as well as the branch executive, a number of staff have acted as representatives of the union. Our thanks to the people who have: Approached new staff with information about the benefits of joining TEU (Susan T) Worked with staff to problem-solve workplace related difficulties (Susan T, Sally B, Trina T) Responded to TEU queries about organisational policy and kept NZCER members informed about TEU activities and petitions (Susan S, Sally B, Trina T) Organised information and activities relating to the TEU Fairness at Work campaign and supported the Day of Action for the Fairness at Work rally (Ben G, Trina T, Verena W, Paul O) Organised information and activities relating to the TEU Election campaign (Diana T) Represented staff on the 2010-11 Collective Agreement negotiations and worked to ensure that the Collective Employment Agreement (CEA) and Personnel Policy Manual (PPM) were updated to reflect these changes (Susan T, Trina T, Ben G) Presented TEU branch submissions and supported staff through the process of the 2010 management organisational review (Susan T, Sally B, Trina T, Ben G, Cathie B, Diana T) Represented staff on the 2010 organisational review team (Chris J, Jonathan F) Represented staff on the 2010 Promotions Committee (Sue McDowall, Jenny Whatman) Attended the TEU Annual Conference (Susan T, Ben G) Attended the TEU Hui-Ä -Motu (Trina T, Helen P)

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Our grateful thanks also to Suzanne McNabb the TEU union organiser, for her continued support of NZCER staff.

Financial report: (Diana T: Treasurer) Branch funds have been accessed through TEU to fund attendance at the Hui-Ä -Motu and to fund refreshments for the AGM.

New committee elected for 2011-12 (Positions and job-shares to be decided at a later date) Trina Taupo, David Ellis, Ben Gardiner, Diana Todd, Nicole Johnson, Sally Boyd

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The Open Polytechnic REPORT TO A.G.M. OF BRANCH PRESIDENT FOR YEAR 2010 TO 2011.

Your committee has achieved the following over the past year: Strong support of members both here and in the 2 regional centres losing their jobs. The work of Tom McGrath’s and Phil Dyhrberg in support of the involuntary severances early this year is commended. Phil’s pursuit of justice for several affected since then is also valuable.

Resolution, some by mediation, of a number of (confidential) personal cases, usually with Phil and Keyur Anjaria’s help.

Agreement on Health and Safety Participation for another 2 years. [John Bathurst and David Hicks.]

Active critique of Faculty downsizing process, especially criteria applied in staff [de]selection. We ensured that voluntary severance was properly applied first, unfortunately involving many members.

With the help of committee accountants Richard and Nazir, getting better control of our substantial Kiwibank deposits.

Monitoring of new policies and procedures, consistent with Collective Agreement 12.15. This will include a revision of the [unilaterally imposed] Policy on Policy Development and Review and Starting Salaries.

Active participation in the development of the new [imperfect] promotions policy and midyear review system.

Continuing mediation of a resolution of the arrears of income consequential flowing out of the 34/36 Employment Court ruling.

Remuneration review problems satisfactorily resolved, although concern about the process used continues, and has led to the current 3 panel review.

Appointment of Tom McGrath as part time “administrative assistant”, currently investigating OP H&S policies and procedures.

A useful working relationship with Keyur and Mark Nichols.

An excellent working relationship within the committee that continued in my recent absence. [I am happy to serve for another term.]

ADDITION. The branch committee wishes to present Gordon Halsey with a meritorious award, as permitted by the rules, to be conferred on him at his time of choosing. He helped signally with the 34/36 case, and therefore with the last wage round and claim for restitution. Most of us have benefited from his thoughtful assistance.

Chris Burns, Branch President.

11/10/11

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Otago Polytechnic TEU Branch Presidents Report September 2011 As we close in on the fourth term another academic year has seemed to flash by. 2011 has proven to be a year of financial consolidation for the polytech which seems to be in working its way to period of relative stability. The branch continues to hold its membership with a slight increase in the general staff membership. Other work done has seen a variation to the collective to enable head and associate heads of school retain collective coverage, the on-going negotiation of the collective for 2011 - 12 recruitment of new staff and support of existing staff with employment issues which included workload and performance/salary review.

After three years in the Branch president and two as a vice president feel that it is time to step down and allow another to take the reins. The position has allowed me to gain a valuable inside look at the workings of the polytechnic and now have a much better appreciation of the structures and systems that keep the place ticking over.

As an associate head of school and branch president I have sometimes found it difficult to separate the two roles and have found myself in the headmaster’s office on more than one occasion but on the whole have enjoyed the challenges of the role. I have especially enjoyed negotiating the collective agreement, supporting staff members and councils of war in my office with Kris, Craig, Geoff and Danny and attending conference in Wellington. I have enjoyed less the number of redundancies over the past few years including Danny Farrington whose role in Capable was disestablished earlier this year. I would like to thank the membership for its support and thank Geoff Simons for his work as branch treasurer, Craig West Secretary and Kris Smith for telling me what to do and when to do it.

I look forward to continuing to support the branch as my schools representative on the executive and hopefully a position at a national level.

Kind regards Phil Edwards

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Southern Institute of Technology Branch Report presented at the AGM Tuesday 18 October, 2011.

Compared to previous years this one has not been too eventful. Of course ongoing employment issues including workload and bullying have been an issue for our branch. Negotiations went very well and I am sure not all were entirely happy with the outcome as we all know that work pressures and students demands have all increased which has not been reflected in our salary and wages. There are many who still make the trek to my door, although I feel our working environment is somewhat more settled and we have not had to spend many hours in bargaining the fast wage settlement is more a sign of goodwill from the employees in recognition of the tough economic environment that we are operating in.

Kris sends her apologies; she has had a funeral to attend and was also driving Sharn down so hopefully Kris can give us a heads up on what is happening around the country at our next meeting. I’m sure you are all aware that many of our colleagues at other polytechnics are involved in industrial action including strikes following difficult negotiations and restructuring.

I will take this opportunity to thank the executive very much for the continued support they offer to me and to you the branch. I would also like to thank Kris for her ongoing battles she fights on our behalf and for the great personal service she has given to many of us. A big thank you also to Barry for keeping us honest for another year. Your ongoing work and commitment is very much appreciated.

There is still a space for an observer to attend the conference with me if anyone is interested in this. It will be on Monday and Tuesday 21 & 22 November. See me asap.

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Te Wānanga o Aotearoa Branch Annual Report to TEU Te Hautū Kahurangi o Aotearoa Annual Conference Whakataka te hau ki te uru, whakataka te hau ki te tonga, kia mākinakina ki uta, kia mātaratara ki tai, e hī ake ana te atakura, he tio, he huka, he hau hū. Tīhei mauri ora!

Tēnā anō rā koutou katoa Ko Cat McIsaac toku ingoa. I am a Pouako with the Diploma in Adult Education, base in the Waiariki rohe. In July I was co-opted to pick up the mantle of Branch President, and kaimahi representative on the TEU Collective Agreement (CA) negotiations team, from Te Aroha Lemke, who stood down from office.

The Branch is in good heart for a dispersed membership, from Invercargill to Kaitaia, currently running at 106 financial members. We are indebted to Russell Taylor and Lee Cooper, the two principle TEU staff who work closely with the membership to keep us regularly posted on issues, cases, and events around the country as well as assisting our participation in the union and servicing of members.

There continues to be review of programmes and staffing where tauira numbers have fallen off, and a focus on integrating the former Tairāwhiti Polytechnic forestry programme (Papatoa) into various rohe around the country.

Eight members in Whirikoka have experienced restructuring, with 5 losing their positions and taking severance.

Issues relating to salary reviews have seen a major number of cases and hui in the course of the year (we have no wage scales in the CA). In 2010 we began emphasising a greater focus on recruitment and the branch has gone from a low 20 members to a peak of 120. I am keen to see membership expansion a priority in 2012.

Negotiations The major focus of the Branch so far has been the renegotiation of the CA and we are bargaining on the eve of Annual Conference. The negotiating environment is tough, and there’s a strong David and Goliath element to it. Both Russell as advocate, and Lee, assistant advocate, are true professionals and know exactly how to respond and counter-respond to the lead negotiatior for the employer, Peter Huntley (HR Director). The capping of student numbers, commercial emphasis, and focus on youth and league table KPIs of the TEC are of concern and its clear we are in difficult times.

The highlight, to date (the only highlight, I might add), has been the agreement of the employer (finally) to acknowledge the place of Kaupapa Wānanga (the philosophy and principles of the organisation) in the negotiating process and it is now written in to the Bargaining Process Agreement. It may, in time, lead to a less adversarial type to values –based negotiations. It is always tough to reach consensus/agreement when parties have such conflicting values.

I am pleased to report that relations, with our CTU affiliate TUIA, the in-house union subsidised by the employer have warmed and communication channels have improved. We are keen to nurture the relationship to the point we present a joint front at future CA negotiations. While the Te Wānanga o Aotearoa is ideologically opposed, we are committed to finding common ground and nurturing whanaungatanga with our fellow unionists.

Ko ngā mihi nui nā Catley McIsaac, Branch President

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UCOL TEU Branch President’s Report October 31st 2011.

The end of 2010 saw TEU heavily involved with negotiations of the collective agreement (CEA). Our initial modest claim of only four (4) points including a 4% add to base increase was further reduced to a 2% claim as the employer took a strong stance. Facing a continued resistance from the employer TEU took UCOL to Labour Department facilitated mediation in an effort to improve the offer made to staff. Staff accepted a settlement offer for two (2) years which included no add to base increase but one- off payments in the December of each year. We also succeeded in ensuring that this payment was paid (pro-rata) to staff on fixed term contracts, there was no loss to conditions and that a working party was established with clear guidelines to consider the career progression and remuneration of general staff.

2011 has been a more successful year for TEU @ UCOL with a number of efforts beginning to see results. A team building session for the committee in February confirmed that we needed to raise membership and the union profile at UCOL as part of a two year strategy for the 2012 negotiations. Between April and October we have gained 44 new members which is a 20% increase in our membership. This has occurred despite limited numbers of new staff being employed by the institution. We have also recruited the remaining TIASA members and TEU now covers all academic and general staff at UCOL. We have been attempting to raise the profile of TEU with the assistance of some national office initiatives, such as TEU lanyards and TEU cups. We have also had a number of functions, such as our beginning of the year function where people had the opportunity to meet the new president Dr Sandra Grey, the general staff morning tea - where we were successful in gaining an extended morning tea break for general staff, and our Suffrage day celebrations. We have also established a “TEU @ UCOL” Facebook page (special thanks to Lorna Johnson for this initiative). Early this year a proposal for a consultative committee was accepted by the CEO. The purpose of the Consultative Committee was to “provide an opportunity for UCOL and TEU to demonstrate partnership and engage in positive, constructive discussion and debate in an organised way. It would be a venue to raise issues that are currently either not being addressed, that are difficult or that are new and progressive”. This committee has met twice and focused on retirement pathways for staff. A number of positive suggestions and proposals have come out of this and a report is in progress that should be extended to staff for consultation. The next meeting hopes to begin to address the more complex issues around staff development for staff.

The working party on general staff career progression and remuneration has had a number of meetings and robust work is taking place. Currently a scoping document has been completed and a range of models are being researched. We have also, after some concerted efforts, been making progress with having fixed term contracts progressed to permanent contracts and more careful consideration being made of all potential positions as permanent appointments. We have supported a number of members with contract negotiations and have been able to gain improved revised contracts. We have also successfully advocated for members who were existing employees in December 2010 who did not have the balance of the lump sum considered when they moved from fixed term to permanent contracts. These achievements have occurred despite the continuing constrained financial situation and pressures around staff workloads, which continue to be a major issue. Currently staff are facing further pressure with the “Safer Buildings project”. Additionally, TEU has also had to take a strong stand regarding a few health and safety issues that have affected staff. Keeping consideration of staff as a high priority in the face of outputs based around retention and completion of students is on-going work for the branch.

The branch committee has also faced its own changes with the loss of members, mainly from people leaving UCOL.

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We were sad to farewell our secretary Jeanette Talbot, Sharon Crombie & Tracy Maniapoto from the Whanganui branch and then Fiona Mason, from the Palmerston North Branch, a long term committee member and our national general staff representative stepped down to focus on other things. Fiona has made a great contribution in her time on the executive and her input is greatly missed. At the end of July we lost a stalwart of the committee, our treasurer and vice president, Colin MacMillan (Mac). Mac was synonymous with the union in Whanganui, being the “go to” person on that campus and a person who was respected and loved by all. His contribution to the staff, students and union were immense over the 18 years that he worked for firstly Whanganui Polytechnic & then UCOL. Mac was always willing to help anyone and he was someone you could count on to do what he said he would. His belief in unionism, of standing up for what was right and always supporting ones colleagues, was integral to who Mac was. He provided balanced and fair representation while being personally supportive but he was always willing to challenge both staff and management should the need arise. Mac called a spade a spade (or a ‘dumb arse’ if it was necessary!). He was about the collective, of people standing together and about fair and safe working conditions.

Things we as union members and colleagues need to always remember. His fantastic sense of humour and ability to succinctly respond with a cryptic comment or witty saying are greatly missed.

However, the work and the challenges continue and the branch is lucky to have a number of wonderful people who continue on the committee and who provide their colleagues and the branch as well as me with support and effort to make UCOL a better place to work. I wish to thank each and everyone of them for their contribution. I ask that as we move forward in uncertain political and financial times, that we remember that the purpose of TEU at UCOL is that we are stronger together, we have a stronger voice for our students and the important role we play in the institution and the wider community. We are also part of the wider union movement that believes in working together to make things fairer and better for everyone.

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Unitec TEU UNITEC BRANCH PRESIDENT’S REPORT AUGUST 2011 MEMBERSHIP • Active,246 • Casual,

9

• Leave Without Pay, 4 • Life Member Active, 1 • New, 2 • No Sub Received, 8

BARGAINING At this time last year, the branch settled a 6-month collective agreement expiring on Dec 1 2010 and members received a lump sum payment. This CA duly expired and we have not so far been successful in negotiating a new one. In some ways this is the complete story of our year. It is hard to believe that we are still mired in the mud of this seemingly endless struggle to achieve the most basic thing that we need in order to fulfil our role of advocating for our collective rights, of being the collective voice of 250 or so people: what, after all is so extraordinary about wanting a collective agreement , a simple cost-of-living payrise and the ability to get on with our busy working lives?

Well it seems like we work in an environment where the baseline is constantly shifting. At Unitec, in the last two years, administrative and academic staff management systems that were, admittedly, somewhat flawed but which nevertheless got the job done, have been changed in a “one-size-fits-all” fashion that has caused massive disruption and stress and now has probably had an impact on enrolments and ultimately programme viability. When we raise concerns, we have either been ignored or treated rudely. The things that we have said have turned out to be true numerous times, which is no satisfaction.

Unitec made a substantial “margin” last year and as a union we do not think that a public institution should be making a “profit” any more than we think that they should not be genuinely consulting with staff about their future plans.

It seems pretty clear that senior Unitec management have a far-right or neo-liberal type of agenda, which they cloak in language like “flexibility” and “responsibility”. They are not above putting about misleading statements either, on their medium aka “the nest”. Meanwhile, our members continue to demonstrate yoga-like flexibility and strong personal commitment while they continue to educate students. Members of this branch would probably be gobsmacked if they knew some of the individual-case stories that our organisers deal with- and thank goodness for Enzo and Jane. Suffice it to say that I have I think helped some members this year and they have worked to sort out many more problems. Unitec continues to be a place where there are more than a few pockets of stunningly inept management. Excessive workload continues to be a recurring and complex problem.

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I think that there are some things we should turn our attention to while we are still trying to sort out a CA. Two of them to be going on with are:

Membership.

We need to recruit more members - if every member recruited one person that would be magnificent.

Promotion Too many members are not applying for promotion when eligible. We need to sort this out.

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University of Auckland Presidents’ Report for 2011, University of Auckland Branch The key issues for the University of Auckland branch for 2011 revolved around our on-going dispute with our employer over the academic staff contract and our continuing efforts to push for a fair pay model for general staff.

Academic staff employment dispute, bargaining update (more info at: ) At the time of this report, the dispute with our employer over our collective agreement remains unresolved. At the heart of the dispute is the employer’s demand to withdraw certain key terms and conditions from the collective agreement and place them solely in policy. These terms and conditions include research and study leave, disciplinary procedures, outside work, and promotion procedures and criteria for academic grades. Another issue as involved the new Professional Teaching Fellow (a new category with which the employer wants to replace Senior Tutors, performing the same work but at inferior terms and conditions).

The dispute entered a new phase in November 2010 when the employer made an offer to academic staff on individual agreements offering them a 4% pay rise and the removal of these terms and conditions from their contracts. (The offer was made in such a way that if they did not respond to the letter by a stated date in February 2011 they were deemed to have accepted the offer.) The employer made the same offer to the branch negotiating team shortly thereafter. The negotiating team rejected the offer. In a series of mediated sessions in early 2011, the team attempted to reach a settlement, an effort that included genuine compromise on the union’s part. However, the employer refused to move from his basic position.

With this stalemate, the branch conducted a members’ vote on industrial action at the beginning of the first semester in early March. Members voted conduct various forms of symbolic protest as well as pledging to not cooperate with the University’s PBRF process. The branch formed an Action Group composed of activist members to coordinate this campaign. This symbolic and industrial action failed to move the employer by the end of the period of the collective agreement’s coverage, June 30, 2011.

With the expiry of coverage, the branch attempted to persuade the employer to agree to facilitated bargaining with the Employment Authority. When the employer refused, the branch conducted a vote to boycott the University’s Courses and Careers Day, an action that persuaded to drop his opposition to the application. At present, the branch is preparing its case for facilitation, which is scheduled for later this week.

General staff Fair Pay campaign and bargaining Through successive meetings and mediation, a revised offer was reached with the employer for the general staff collective, which was ratified by members in January 2011. This was settled through to June 2011 with minimal gains to either party. For TEU members this meant accepting the inflation-based salary offer which was also made to non-union staff, with the additional outcome that we would participate in a review of general staff remuneration at the University of Auckland to be carried out by Mercer (NZ) Ltd, with a view to continued involvement in developing a new remuneration strategy with the University.

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The Fair Pay campaign for general staff was relaunched in April with functions held on campus. The TEU remuneration model was brought back to the bargaining table when negotiations began again in July. Early meetings seemed promising, with a presentation on the Mercer focus groups on remuneration and discussion of the Evolve performance review system identifying common concerns with fairness and transparency in general staff development and salary progression. However, there was very little agreement reached with opposing claims tabled, and no pay offer from the employer for the year ahead. Members’ meetings delivered a mandate to reject the employer’s offer, to continue developing the TEU remuneration structure for the University of Auckland, and to explore an interim alternative to the annual salary review process by making a percentage-based increment to all members’ salaries. This option was rejected by the employer, who currently stand on their claims to remove the existing salary review provisions, as well as disciplinary procedures, from the collective agreement, in order to substitute references to internal policy.

Negotiation will continue with mediation assistance in November, while an industrial campaign has already begun, with members working to rule and staging lunch-time pickets of the vice-chancellor’s offices.

See www.payfairly.org.nz for more information on the Fair Pay campaign and resources for members.

Employer’s linking of Evolve to GSASR “Evolve” is the name of the professional development and performance review system implemented at the University of Auckland in the past year. As a new system for performance management, it is subject to on-going refinement, with a major review carried out by the employer between February and June. TEU members were invited to participate in focus groups, and the review findings were discussed in initial bargaining meetings in July. While we recognise the value for many staff in having better access to professional development opportunities through Evolve, the use of performance evaluations for salary review purposes remains a serious concern for TEU members and organisers. Given that existing salary review processes are set out in the collective agreement, Evolve has ostensibly been designed as separate from pay, concerned only with continual improvement of performance and development.

Unfortunately, in the absence of a consistent HR policy on salary review processes, managers have been directed this year to use individuals’ overall performance ratings from Evolve to directly “inform” their salary recommendations.

This is the kind of equivocation which contributes to members’ frustration with performance pay and strengthens our commitment to a fairer remuneration system for general staff.

Recruitment and building the TEU Community The branch’s attention to recruitment has been drawn off by the time and energy demanded by the industrial dispute. However, the branch plans to re-engage in matters of recruitment and building the larger TEU community in a number of ways: • developing and extending the delegate network in 2011; • exploring fresh, new ways to engage potential members, especially younger and newer members of staff; • continuing such traditional means of bringing member together like the end-of-year BBQ. The branch is also begun to reach out and develop relationships with students by engaging them in matters of interest common to both students and staff. In particular, the branch has built a relationship with a new grass-

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roots student collective, We Are the University (WATU), which has arisen as a result of student concerns over the Voluntary Membership bill, university fees, and broader matters of university governance. The branch has endorsed WATU rallies and co-hosted a number of forums on topics like the future of the university and the current occupation movement. The branch sees this outreach to students and student-activists as a priority for the reason that their concerns dovetail with the broader concerns of staff around matters of university governance.

Moreover, in engaging with and supporting students in their activism, the branch envisions students engaging with and supporting union staff in their campaigns. Of course, these initiatives complement the existing and productive relationship our branch has with the University of Auckland University Students Association.

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University of Canterbury October 2011 As it has been for our colleagues in our sister institutions and for people all over the region, the year in the University of Canterbury branch has been dominated by the experience of the Christchurch earthquakes and their aftermath.

Branch members experienced bereavement, loss of homes and possessions and extended loss of amenities and few have been spared the massive general disruption to professional and family life as a result.

Following the February quake the university assumed a position of “business as usual” and there was considerable pressure on all staff to make this achievable. Teaching in unheated and unventilated tents was one of the widestknown examples of this, but it also included the redrafting of entire courses and assessment schedules, coping with week-by-week timetable changes and for general staff the provision of support for the entire administrative operation.

For many union members the gap between the message the institution communicated to the public in order to preserve its business and the reality of providing teaching and assessment for students in such an altered environment was distressing. In particular, those making the extended commute from the badly-affected eastern suburbs to the university in the west experienced the gap between image and reality.

It was noted in an internal report on the September 2010 earthquake that the same qualities that made university staff resistant to the changes of Project STAR and unwilling to bend as they were instructed, made possible the postFebruary restoration of services in extraordinary circumstances. There is, as a result, understandable bitterness and disappointment among members that vice-chancellor appears to be continuing with a programme of aggressive restructuring whose causes are now attributed to the post-quake funding crisis, but whose conception preceded them and was originally thought of as the long tail of Project STAR. The loss of student enrolments, both domestic and international, as a result of the earthquakes has brought about a funding shortfall for the institution, for which the employer is currently seeking government support in exchange for making “savings” that will include significant numbers of academic and general staff redundancies. There is a strong feeling among managers and some members that to discuss publicly the potential loss of programmes and staff will further discourage students from enrolling in the university, which creates a conflicted position for staff who seek publicity and support in our circumstances.

The branch has been organising actively around the projected crisis and its briefing paper is attached with this report. An action group, the engine of an extended campaign, is convened by Helen Kissell (National General Staff Vice-President, University Sector) and branch member Christian Long and is working on multiple fronts and across multiple activities, in consultation with the branch committee and the senior representatives.

There is significant engagement among academic members for this enterprise which has facilitated, in addition to the usual campaign staples of posters, meetings and forums, a “think tank” to discuss broader cultural and intellectual approaches to the crisis and a proposal whereby staff could make donations to the university’s Foundation in order to offset budget cuts. Members have also voted on a series of resolutions in support of staff and students at the university in this time of crisis, which form the key principles around which further action will be taken.

The branch’s collective agreements are on a three-year term which expires in 2012. In the interim, branch representatives have been engaged in variation bargaining. In 2011 this has achieved acknowledgement in the CEAs of the role of Māori and Pasifika TEU representatives, and an agreement of the terms of an informal gender equity audit which is still proceeding. There is also the previously-agreed intention to develop a working group on coverage,

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but this has been delayed due to earthquakes and the movement of staff.

There have been a variety of small-to-medium-sized change proposals in the branch this year, along with a call for voluntary redundancies in the primary and ECE programmes of the College of Education, and a wider call for voluntary redundancy across campus as a result of the funding crisis. The union continues to observe a variety of ways of handling change proposals among the pro-vice-chancellors. In all cases there is a strong element of information-seeking simultaneous with triggering change, and it continues to be frustrating that the union is forced to attempt to correct factual errors in its submissions in this regard. In some areas of work the consultation process has been highly effective, with roles preserved in new structures, but in others it has been more frustrating, including disagreement with management about the practical application of the requirement to consult.

This year in the branch has been one like no other and we have been grateful for the messages of support from our colleagues in other branches all over New Zealand. We are looking at an extended period of industrial struggle to preserve the university for its staff and students and defend it from the threat of terminal decline due to nderfunding.

At the same time, levels of member engagement are high and the branch committee is hopeful that the energy and dedication that has seen us through the past three years will continue to increase among the members as we face the challenges of the future.

Megan Clayton TEU Branch President University of Canterbury

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University of Waikato PRESIDENT’S REPORT FOR THE ANNUAL GENERAL MEETING OF THE TERTIARY EDUCATION UNION, WAIKATO BRANCH WEDNESDAY 21 SEPTEMBER 2011

1. REDUNDANCIES This has been an eventful year for the Waikato Branch. In three Faculties there was the spectre of redundancies.

What is remarkable that in each case the Faculty/human Resources handled the situation in a different manner.

In FASS there was a recommendation from the Dean in which 17.5 redundancies were proposed, plus another 6 redundancies to make place for new research positions. Following submissions from the TEU 5 redundancies were withdrawn and the further 6 ‘research positions’ redundancies were dropped as well. The latter of course was a bizarre proposal, because it entailed basically ‘constructive dismissal’. The question is why did Human Resources allow this recommendation to be sent out? In the end FASS proceeded with just a 0.5 redundancy case.

The question which need to be raised here is: Why were so many colleagues put under so much unnecessary pressure. A simple request to academic staff who planned to retire and or take ‘voluntary severance’ would have been sufficient.

A second case was Management Studies, where about 8 Senior Tutors were in danger of losing their jobs. The TEU met with the staff concerned and it was pointed out that elsewhere in the University, Computing and Mathematical Sciences, the Dean was dealing with this matter in a collegial manner: nobody felt threatened, Senior Tutors were assured that job loss was not being considered and a solution agreeable to all was arrived. We would like to congratulate Computing and Mathematical Sciences for having dealt with this matter in such a forthright collegial manner. In the end nobody in Management Studies lost their job. This happened after the TEU had pointed out that, elsewhere in the University, the same problem was dealt with in a completely different manner.

We have to ask the question, of course, why it is that there is no coordination from Human Resources on these important staff policies. It appears that the left hand does not know what the right hand is doing. This is very damaging to staff morale and emphasized ‘management prerogative’ over the principle of ‘collegiality’.

We will work with the University to ensure that such chaotic policy formulation belongs to the past and there will be no recurrence.

2. ACADEMIC FREEDOM AND MANAGEMENT PREROGATIVE The TEU Waikato has had some concerns about the occasional intrusion of ‘Management Prerogative’ over ‘Academic Freedom’ in the administration of Graduate and Post graduate Research. Following a recent meeting with the Pro Vice Chancellor Postgraduate Research we are satisfied that the principle of Academic Freedom will be scrupulously maintained.

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3. CHANGING MARKS OF GRADUATE PAPERS WITHOUT CONSULTATION One of the very important principles of ‘’academic freedom’ is that an academic staff member judges her of his student’s academic work and marks it. No mark can be changed without adequate consultation with the academic staff member concerned. There is currently an important test case in the University where graduate marks were changed by a senior academic manager without any consultation with the teacher. We are very unhappy with the manner the University has handled this case and unfortunately the case may end up in the legal system.

4. HUMAN RESOURCES There is a view, shared among many of our members, that the overwhelming number of cases referred to Human Resources are then decided to the detriment of general staff and academic staff. This situation creates a lack of confidence in the senior leadership in the University.

There was a time in the University where the success rate of cases referred to Human Resources was about fifty/ fifty. If the University wants to improve the very low morale prevalent on this campus, it must review their Human Resources policies.

During the last few years we have had several morale surveys. The results of these surveys were not very complementary for the University. We do not think that much has been done to alleviate the concerns which were expressed by staff in these surveys.

With improvement of University /staff relations will comes the benefit of decreased legal costs for the University. We received the following data under the Official Information Act; 2006 $ 58,358 2007 $ 54,136 2008 $ 94,947 2009 $ 158,819 2010 $ 11,578 ( to 31 March 2011) Total $ 453,035 A number of cases which involved legal action, were, in our opinion, completely unnecessary and with adequate consultation could have been easily avoided. The University’s policy to backing its senior management team at all costs should be changed. The legal merit of the case should be the primary consideration.

5. APPOINTMENT POLICES Recently the University has made two senior appointments without advertising the position. This has disadvantaged other staff who could have applied for this position. We have written to the Vice chancellor and indicated our

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displeasure and hope that this will not happen again.

Elsewhere the Vice Chancellor has made three very senior appointments in which internal candidates have been successful. Our feedback indicates that academic staff have been very supportive of these outcomes and we would like to encourage the Vice Chancellor to continue this practice. The fact is that we have some very good people on this campus.

6. THE FACILITIES OUTSIDE THE SHOPS ON CAMPUS Earlier in the year we wrote to the Vice Chancellor congratulating him and his team for the building of the new shops. This venture has been very successful and outside the coffee shops students and staff meet regularly. In fact, this place has together with Oranga has become the social centre of the University.

7. TEU OFFICE Megan Morris has done a splendid job this year. Her case load has increased and as you know she is also working on the other campus in town. Cheerful and competent, Megan is a great asset to the TEU. She is ably assisted by our Administrative assistant, Tony O’Sullivan. Both of them deserve our thanks.

And last but not least my colleagues on the TEU Committee. We have a relatively large committee with representation from across the campus. Our meetings are always well attended and I can assure you it is a lively scene. I would like to thank them for their support and cooperation, especially our excellent Secretary Anne FerrierWatson and our Treasurer Grant Harris.

8. MEMBERS We have had a good increase in our membership. This seems mainly due to the redundancy issues. Taking the economic crisis into account, it would appear that tertiary education funding nationally is facing difficult times. My advice is for colleagues to join the TEU. We need your support and you may need us as well.

Professor Dov Bing TEU Waikato President

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Victoria University of Wellington Branch Report 2011 Report based on Presidents Report to AGM 2011 This has been an event filled year for this branch. We have managed to achieve many of our goals for the year some of which are: •

Gaining a new president for the current and coming year: Frances Matheson

• Regular branch meetings - Committee ever third Friday of the month, HR meeting once a month and a VC meeting once every two months with the branch organizer, branch president and other members of the committee who have the skills for the main issue/s of the meeting.

• We have had the committee meetings at different campus throughout the year a high light was the meeting at the Marae with a lunch to follow. We would like to do this once a year.

• Have regular events to mark yearly occasions – we have marked Suffrage day with a breakfast for woman members, general staff day barbeque and welcome back cakes at the beginning of the year. 125 general staff shared lunch and 48 cakes were delivered on General Staff day.

• We have had workshops on structures’ of the TEU and have tried to have delegate training with little interest particularly in the latter. More progress needs to be made in developing a delegate structure at the VUW branch.

• There has been a joint Pay and Employment Equity Review, focused on Library and IT staff ,with a report back beginning soon and a comprehensive joint review of salary scales and job evaluations in the General Staff Collective Agreement has begun, partly stimulated by the Pay and Employment Equity Review. These are both significant positive developments for General Staff.

• We have lifted recruitment. The regional TEU recruitment team has been particularly successful at VUW since it started its trial in June this year. It has recruited 86 members at VUW of a total of 126 recruitments in the region. At least 130 new members have been recruited this year at VUW and we are making net membership level gains with a firm membership of about 940 – still chasing 1000 members but making renewed progress towards that goal.

• The second half of the year has been dominated by change proposals in the Library and in different faculties with campaigns run on behalf of staff both directly and indirectly affected.

• ·We have successfully opposed unfair performance management processes around the PBRF. However, we face a critical situation with factitious and destructive change proposals creating unjustified dismissals of staff, the motives for which appear to be mixed.

• The loss of democratic oversight of academic change in the university is a key aspect of this critical situation.

• ·We have had many meetings of staff and students from Political Science and International Relations programme and the Crime and Justice Research Centre affected by the change proposals and have put forward six resolutions and an amended sixth resolution after AGM to the VC regarding the action of “grey listing” academic vacancies at Victoria • We have not had collective barging this year as we had a two year term from last year. This has given us some

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time to work on a more proactive way forward for this coming years bargaining. Meaning we can use some of the information gathered in the reviews being under taken more affectively.

VUW NZTEU Committee we wish to thank Roger Harvey who was branch president TEU for 2010 and to Kevin Duggan branch treasurer who has, as always, kept the books immaculately. Rui Li, Kevin Duggan, Tania Loughlin and Frances Matheson who have ably represented general staff, MÄ ori, women and the Victoria Branch respectively on committees of the national organisation. Sarah Proctor-Thomson for taking on the role of Academic Rep for University Sector Group 2012 Thank you to the members of the branch committee for their hard work and friendship. It has been graciously given and much appreciated by me in my first term as president and by fellow members of this branch. A job well done for 2011 under such strained circumstances with the ever changing environment.

One of the major changes for this branch is the resignation of Michael Gilchrist; branch organizer. We would like to take this opportunity to say thank you to Michael for his long years’ of service and support of the VUW branch TEU and wish that his time as a full time PhD student beginning next year is fun and successful.

These are just some key points of the year. This report does not cover the on-going work done at the personal level by committee or by the branch organizer for individual members who are directly affected in change proposals or other employment related matters.

Yours in union Frances Matheson Branch president Report based on Presidents Report to AGM 2011

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Wintec Annual Report September 2011

Members of Branch Executive: Branch President - Susan Bennett Vice President – Martin Lockwood Treasurer - Rowland Davies Membership Officer - Joanna Clarke Health and Safety Officer – Matt Foulkes Maori Representative – Vacant Women’s Representative – Jacqui James

Branch Officers Ed Corbett –School of Information Technology Beverley Taylor - School of Business Shelley Wilson – School of Science & Primary Industries Ruth Leonard – School of Education Glennis Birks – School of Health Malcolm Herrick Branch Organiser Megan Morris

Branch Activities Glennis Birks continued to represent us on the national ITP sector group. Glennis has now stood down from this role. We thank her for her contribution to the TEU at national and local level. Elections will be held shortly by national office to fill the places on the ITP sector group.

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We are now in the process of negotiating a SECA directly with Wintec. Please see attached timeline diagram for the MECA-SECA story. Our employers will continue to use government policy and the economic situation to push us for changes in our terms and conditions.

TEU Organiser Megan Morris is the local TEU organiser and has contributed many hours to attending meetings at Wintec over the last 12 months. Megan is based at Waikato University and is the TEU organiser for both institutions.

Departmental Reviews There have been 2 school reviews this year. One area was reviewed twice in a period of less than six months. The result of this was the eventual disestablishment of the teaching area and the redundancy of 8 union members.

In addition there has been an institute wide review of programme management with the resulting Team Manager positions being created and instituted throughout the organisation. This has had a significant impact on TEU members, both those who have filled the Team Manager positions and those who previously held Programme Manager positions. The restructure is also now affecting TEU members who are completing the programme coordination activities.

TEU have made submissions during these reviews and continue to play a part in ensuring the organisation follows the correct process, based on correct information when making decisions that impact on staffing numbers.

HR Meetings Fortnightly meetings have been held with Human Resources over the year as a forum to discuss staff and employer issues and concerns. These meetings have ensured that issues are addressed as early as possible and enable us to provide members with early information about organisational plans and projects.

The branch president has been a member of the ‘Performance Criteria’ establishment project team which developed a set of academic performance criteria. The process for how these criteria will be embedded into CDC and promotion round activities is not yet clear. At this time it is felt there needs to be more consultation before the proposed changes are confirmed.

Advocacy There have been advocacy meetings with individual staff and their managers over the year. These have produced favourable outcomes for union members. I offer sincere thanks to Megan Morris for her work with members. There have been increasing numbers of disciplinary matters this year that have involved the union, this is of great concern as there appears to be some sort of movement away from informal conversations when issues arise.

Membership Membership numbers have declined over the last year and now stand at 160. I believe this is due to the combined effect of restructuring in some highly unionised areas of Wintec and the retirement of some TEU members. As a

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result of the expiration of our MECA we are now all on Individual Employment Agreements. Some union members have chosen to move to the Wintec IEA and end their relationship with TEU. As TEU also represents allied staff in other institutes we are now working to recruit allied staff at Wintec. There has been some small progress in this area and the executive hope to recruit further allied staff.

Acknowledgements The branch executive has done a great job over a very difficult year, and I wish to thank them for the remarkable job they do in supporting me. They continue to give their time to the union on top of their academic workload. We have a lunchtime meeting most weeks, and on most occasions we furnish a quorum Susan Bennett Branch President

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ITP Academic Vice President Kia ora koutou.

This year, 2011, has been a dramatic one.

It’s been a shaky one for the people of Christchurch. A rocky one for the people of finance and banking. And a triumphant one for the rugby people of Aotearoa.

So what’s happened in 2011 and what’s ahead in 2012?

The global economic crisis is seemingly never far from the news. Its effects continue to be the reason (or at least justification) for changes in New Zealand, in education, and in the ITP sector.

We were aware of the stakes in 2011, so TEU approached this year boldly, starting with two initiatives. Our first, voted at Conference in 2010, was the plan to use “Work Partners” to help us recruit new members. The second was our decision to hold a Bargaining Forum in February 2011.

It is hard to understate how important these two initiatives were.

As a union we rely on our membership. We rely on our members to be active in support of our actions – the actions we all decide on. And these actions are so much more effective when they supported by our members and where we have high density (a high proportion of TEU members).

Over the whole ITP sector we seem to find it hard to recruit new members. Actually that isn’t quite right – we find it hard to increase the numbers of members we have. Given how many changes and redundancies there have been in the sector, our efforts in recruitment are holding our membership numbers, not increasing them.

This is why, last year, we took the difficult decision to engage Work Partners in a trial to help us with recruiting new members. This trial has been somewhat successful – I am sure we will discuss this further!

Our second initiative, the Bargaining Forum, helped prepare the ground for our industrial work in 2011.

TEU has a large number of collective agreements (CEAs) to negotiate – and 2011 was another big one. Add in the complexity of an expired MECA (multi-employer collective agreement), with hundreds of our members on individual agreements, and a real enmity to the whole sector from the Government by way of the State Services Commission (SSC), and there was a recipe for tough times.

And so it proved.

While we enjoyed some successes in bargaining and in legal actions, we have in many cases been given a stark reminder of where the power really lies: with institutions that are prepared to operate with little apparent regard for staff or students.

So while many ITPs make handsome profits (over 10% in some), and individual Chief Executives (CEs) do exceptionally well in remuneration (presumably with the rest of senior managers), we have needed to make some significant changes to our conditions in order to obtain and to keep CEAs in some of our institutions. Even to the extent that many of our core conditions are now under significant threat.

As noted previously, a key factor (pun intended) in the difficulties in our negotiations in 2011 has been the attitude of the Government.

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The Minister of Tertiary Education was asked (in late 2010 or early 2011) about the tertiary sector. He replied that the sector was doing well. “The Universities are doing well. The Wānanga are doing well.” A year on and still waiting for “The Polytech sector is doing well”… Not holding my breath though.

In 2010, the Government changed the governance structures of our ITPs. Most are populated with a small number of business people, who are often also in support of the Government’s agenda.

To say this has added to the difficulties in negotiations is an understatement!

At this rather bleak point it is important to note and thanks all of our hardworking staff and branch committees for their efforts in negotiations. Particular thanks must go to Irena Brorens for her efforts as TEU Industrial Officer, and as lead advocate on a number of negotiations. And personally, as a great support for me and the ITP Sector Group.

There was another significant event in the ITP Sector in 2011: Metro Group of Polytechs began to emerge as a significant power.

Don’t believe me? They take a more united approach than we have seen before in the sector. Many of the ITPs in this group use the same consultant for bargaining. They routinely share information. And they have a logo…

In September, the group produced a document outlining some interesting ideas for the sector. The shock for me was their attitude to staff – they appear to have a low opinion of us. (Why it should be such a shock continues to baffle me!)

In contrast with NZITP, this group could very well become a more powerful in the coming years.

So what lies ahead then?

We will need to maintain and grow our membership, and this will be difficult, with possible legislative changes already being mooted. We may even come under pressure to maintain our existence as a union.

We will be engaged in a difficult struggle to maintain our core conditions.

We will need to deal with the Metro Group of Polytechs, whose strength and purpose will increase.

We will need to face changes in the whole sector, with mergers and closures. Competition. Marketing.

We will need to be strong.

The good news is that we are strong. We can still stand up for what is right and proper.

Again, thanks to members of the ITP SG, to co-chair Ken Laraman, mentor Irena Brorens, and to the staff and members of TEU. Bring on 2012!

Kia kaha!

Richard Draper, ITP Academic VP, November 2011

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University Sector Group Report 2011 National Claims for 2012 In response to feedback from the Bargaining Forum, the USG trialled a process for developing national claims this year. The process was designed to have branches identify the priority areas for claims development, which the USG, Deputy Secretary and National Industrial Officer would then work into draft claims for consultation before being endorsed by the final USG of the year. The aim was to ensure the process was transparent, timely and relevant to branches. This is a new way of developing the national claims and USG, with advice from the branches, will review the process next year to see where it can be improved. The proposed Branch President’s Forum would be an ideal place to start this review process (and future national claims development process).

Branches will still be able to pursue local claims during 2012 bargaining.

Bargaining 2011 Bargaining has been a relatively quiet affair at most branches this year. The notable exception to this is University of Auckland (more on this below). Branches where there was bargaining this year were AUT where we are bargaining for the first time ever for general staff. Negotiations have not concluded there but are close. Massey – again not quite concluded but close, and Otago where the negotiations were concluded very quickly with a pay increase of 3%

PBRF With the 2012 PBRF Quality Evaluation almost upon us, this continues to be a serious issue for our academic members. The TEU has had reports that some members have faced changes to working conditions, employment and academic freedom as institutions attempt to maximise their potential funding levels from the PBRF allocations.

The issues with PBRF can be viewed as symptomatic of a wider problems within the sector; the prevalence of a managerialist/audit culture and chronic underfunding.

TEU Council, under advice from USG, passed a policy earlier this year on the use of individual PBRF scored. USG made the decision not to draft a specific policy on PBRF but instead to focus on broader policies which address the root causes of the problems: managerialism (still being developed for 2012 conference) and public funding of tertiary education (for debate at this year’s conference). Having broader policies allows us to be more flexible and responsive to changes in PBRF (expected in 2013) but also addresses other instances where underfunding and manageralism affect our members e.g. performance pay models for general staff. This approach is also, in part, an acknowledgement of the diversity of opinion with our membership on whether a TEU policy should simply reject PBRF or whether it should describe a better model of research assessment.

This diversity of opinion was highlighted again in the differing ideas on how TEU should respond to the effect which the Canterbury Earthquakes had on PBRF and particularly for the University of Canterbury. Following extensive consultation and work TEU was successful in attaining improvements to the process originally proposed by

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TEC. Deserved thanks go to Canterbury delegates and members, organisers, policy analyst Jo Scott and National President Sandra Grey for this achievement.

In addition to policy work, USG has also endorsed the development of a guide for members on PBRF. Work on this is underway and will be available before the end of the year.

Reviews and Restructuring Sadly, the university sector is facing prolonged and increasing numbers of reviews and restructuring. Not only are members facing redundancy but increased workload, as a result of fewer staff through both redundancy and attrition. TEU council has approved the formation of a working group on this issue and USG members will be participating in this early in the New Year. In addition, we are working on a kit for delegates leading through review and restructuring which we anticipate will be available in the first part of the 2012.

Local Issues All of our branches have faced challenges during the year but the key local issues which have concerned USG were at University of Auckland and University of Canterbury.

Academics at UoA are now all on IEAs and about to enter non-binding facilitation as their contract negotiations enter a second year. They are battling to keep conditions within their CEAs which the employer wishes to move to policy which can then be more easily amended than if they remained in the CEA. Negotiations on the recently initiated general staff CEA are also showing signs of stalling.

Members at the University of Canterbury have faced extraordinary challenges both personally and within their workplace this year following the February earthquake. The employer has announced a voluntary redundancy round and significant compulsory redundancies are expected to follow. Working conditions remain challenging for many with buildings still closed and chronic understaffing in some areas.

Academic Vice-President (university sector) USG welcomed Kim Dirks, as our new AVP this year. Sadly, Kim resigned from the position mid-way through the year. The recent AVP elections resulted in no nominations.

(On a side note: Helen Kissell was elected unopposed as General Staff Vice-president but has indicated that this will be her last term in this role.)

It has been a busy and productive year for USG but we are keen to ensure that our work is both relevant to and supportive of the challenges being faced by branch committees and the wider membership. As such, we are thankful to branches who have responded to requests for information and guidance in our work. It is our hope that the proposed Branch Presidents’ Forum may also better inform our work next year and in the future.

Finally, on a personal note, I would like to thank members of USG and Kim Dirks for a stimulating and challenging year on USG. I would also like to acknowledge the unflagging and professional support of National office staffespecially, Nanette Cormack, Jo Scott, Sharn Riggs, Stephen Day, Sue Wang, Marian Cadman, Susannah Muirhead and Trina Combs. Also awe-inspiring has been the enthusiasm and energy of our national president Sandra Grey-

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thank you for all the advice and support. Lastly, I would like to take the opportunity to acknowledge my colleagues at UC, particularly Megan, Jennifer, Gaby and Paul-it has been an unimaginably stressful and exhausting year for them and I, for one, am hugely grateful for their commitment and efforts on behalf of myself and the wider membership at UC. Helen Kissell General Staff Vice-President (university sector) November 2011

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Te Tumu Arataki Report Ngā mihi nui ki a koutou katoa As Te Tumu Arataki it continues to be a privilege to be a national officer and member of the elected national council to govern the union between annual conferences. All well knowing the annual conference of TEU Te Hautū Kahurangi o Aotearoa is the supreme governing body of this union and our branches and committees give us foundation to participate with our sector, having Te Toi Ahurangi selected by Te Uepū members which enables us to provide leadership from the lens of Māori in the various sectors of TEU Te Hautū Kahurangi o Aotearoa.

As we reflect on a year that begun full-heartedly with our bargaining forum in February which was interrupted by the Christchurch earthquake; and the awakening that this event would have a huge impact on many of our members, our staff and their institutions from the Canterbury region and those connected with them around the country. We therefore consider that this year for those members, their families and institutions have found this an extraordinarily adverse year. At this point it is with admiration that their stamina and fortitude that amongst adversity they continued to contribute to our union in various ways especially with the structures review to giving our union stability and foundation for our membership and management in the future.

Acknowledgement Firstly to our Tauheke Dr Te Huirangi Waikerepuru, our two Kuia Kāterina Daniels and Mere Broughton who continue tirelessly to give us guidance and wisdom; our Te Tumu Whakarae Dr Sandra Grey for her total commitment and determination to lead our union and along with Suzanne McNabb carry out the structures review; fellow vice-presidents Ken Laraman, Richard Draper, Helen Kissell, Alexandra Sims, and Kim Dirks for their support, consultation, leadership and decision-making; our Ngā Tumu Āwhina Ngāroma Williams, Te Aroha Lemke and James Houkāmau (who recently replaced Te Aroha as interim); other members of Te Toi Ahurangi for their support of the Te Tumu Arataki position, Tania Loughlin, Dr Margaret Taurere, Miriama Postlethwaite, Diane Gordon-Burns, Wayne Maynard, Tania (Naumai) Edwards, Rotu Mihaka, Susan Wātene, and Bill Rogers for their tireless work and commitment to Te Toi Ahurangi; our multi-talented, multi-skilled Te Pou Tuarā Lee Cooper for his dedication and commitment to his work, to the welfare of our Kāhui Kaumātua, and the members Te Toi Ahurangi and vigorous advocacy for justice for our Te Uepū members; to all those other members, staff, and branches who have supported our members of Te Toi Ahurangi in fulfilling their roles and along with Sharn Riggs our national secretary and our national staff who have like all the above supported the role of Te Tumu Arataki and the various facets that it entails. He mihi nui, he mihi aroha ki a koutou katoa.

Te Toi Ahurangi Another busy year for us, unfortunately we didn’t have the privilege of having one of a meeting in the Matangireia Room at Parliament Buildings, however we continued to meet at National Office with full agendas and prepared to do the work. Issues and topics members have had to discuss/debate/be involved with have been around our Te Whare Whakaruruhau framework that gives a purpose, foundation and a platform for the kaupapa principles and tikanga practices of Te Toi Ahurangi. Over the year we have worked away at defining the stable points (heke) the concepts that enable us to be. Te Toi Ahurangi will continue to complete this in 2012 leaving a well-founded document for Te Uepū members who will continue the work of this sector. We also developed our tuākana/ tēina support system of mentorship within Te Toi Ahurangi to help and support teina (new members) into their national positions by tuākana (already established members). Our TEU Te Hautū Kahurangi o Aotearoa structures review created good positive forward thinking discussions. Various forums available have given ample amount of

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opportunities for Te Toi Ahurangi to be part of the process and involved in the decision-making for our sector for the future to make our structures more streamlined.

We continue to face indigenous adversity shared by our members within our institutions and hopefully educating our membership through Te Hau Tikanga o Te Tiriti (Tiriti Partnership Group) and other forums we will help to diminish this. The recurring issue of a Māori organiser arose again this year at our Hui-ā-Motu; Te Uepū members identified a need for a Māori organiser who is strong in Te reo, cultural knowledge, and working with Māori. We look forward to healthy debate around the recommendations and remits presented to annual conference 2011 from our Hui-ā-Motu. It is excellent to see that for this annual conference we have a workshop Te Tiriti o Waitangi: what’s it all about? At the workshop members will discuss our commitment to this at various levels of the union ensuring positivity by sharing how individually, committee, branch to national office we can practice to create this understanding that underpins this union’s commitment. If we consider our goal is to demonstrate a Te Tiriti partnership as a cornerstone of TEU Te Hautū Kahurangi o Aotearoa, how it functions as an organisation, and to give effect and practical application to the union’s constitution and objects.

Hui-ā-Motu Sadly this year CPIT were unable to host due to the earthquake in Christchurch. Fortunately Te Aroha Lemke from Te Wānanga o Aotearoa offered at short notice to take the hui to Kirikiriroa Marae, Hamilton from 13-15 May. We had an excellent response from our Te Uepū branch members with over 30 attending and another very successful hui themed “Te Ara Matatū – Future Pathways”. Elections took place for all positions on Te Toi Ahurangi. Thanks to our staff members Megan Morris in assisting our Te Pou Tuarā Lee Cooper, having our Te Tumu Whakarae Dr Grey presenting along with other members of Te Toi Ahurangi. We enjoyed having Hōne Harawira attend and give his perspective on tertiary education to the hui. We had the pleasure again to have our special manuhiri Terry Mason (Deputy Chair of Indigenous Policy Committee) and Celeste Liddell (National Indigenous Officer) from NTEU who freely shared narratives on their challenges and indigenous evolvement within NTEU, the union movement in general, and Australia indigenous communities. We also developed from workshops a Work Plan, Te Māhere Mahi a Te Uepū 2011-2012 (Te Māhere), as a strategic plan for Te Toi Ahurangi to progress or complete from June through to November. Te Māhere has a number of strategies identified by Te Uepū members i.e. general and academic staff, wānanga, OTEPs, ITPs, universities, wāhine and tāne Māori, teacher education, and recruitment. Te Toi Ahurangi will update at its first hui for 2012 and further extend Te Māhere out to 2013 and present to Te Uepū members at Hui-ā-Motu 2012. Four recommendations and remits were also created at the hui. A special thanks of gratitude and appreciation to our Te Pou Tuarā Lee Cooper, our Te Tumu Āwhina Te Aroha at the time and those who supported them in hosting all in Hamilton for another successful hui for our sector. Te Uepū looks forward to be hosted by Naumai Edwards and the whānau of WITT in Taranaki from 23-25 March for Huiā-Motu 2012.

Conferences/Meetings I finished last year off with attending the UNICEF/COPE/EI roundtable conference on “Children Protection and Teacher Code of Ethics” from 6-8 December and COPE (Council of Pacific Education) bi-annual from 9-10 December in Nadi, Fiji with Whaea Kāterina, Sharn and Lee. From this experience in Fiji, it is more than obvious that we should be part of and contribute to these forums along with our fellow South Pacific union membership and support. I attended the QPEC (Quality Public Education Coalition Inc.) Conference from 3 April to 1 May

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in Ponsonby with our Te Tumu Whakarae Dr Grey and other colleagues from Auckland. I was involved in healthy discussions around privatisation in education, early childhood, Pacific education and inequality in education. I also attended the NTEU National Tertiary Education Union Indigenous Forum “The Pathway to Action Respecting Culture, respecting Staff” in Melbourne, Australia from 6-7 May with our Te Pou Tuarā where we had an opportunity to address the forum in respect to giving our perspectives on the tertiary sector in Aotearoa New Zealand and education becoming a commodity. It must be mentioned that attending the COPE and NTEU forums full credit must be given to our Kuia Kāterina Daniels, Sharn Riggs and Lee Cooper for the relationships that they have solidified with COPE and NTEU and how valuable that this relationship continue for our contribution to be given and vice versa. It is excellent to be also part of our local branch with our general staff day and other activities the branch organises along with attending local and regional political meetings with other educational unions about education in light of this being election year.

Finally, thanks and appreciation to our members and staff in particular to staff Irena Brorens, Nanette Cormack and the team of organisers who negotiate and advocate (for their timeless work with industrial relations with the institutions) for our Te Uepū members and all our members, ngā mihi nui ki a koutou katoa. To our Te Tumu Whakarae Dr Grey, well done you have led our union well, settled into your position with vigour, giving a face to our union like our immediate past president, Dr Tom Ryan, especially with this year being election year, and your commitment to the MMP campaign, reviewing of our union structures, we continue to be impressed with your strength, integrity and dignity. To those on Te Toi Ahurangi who resigned this year, your contribution has been priceless we wish you well with your future goals. To all those who are moving from their positions on various committees and council over the past year thank you for giving the privilege to be at the table to discuss, dialogue and debate those issues that we were put there to do, to give voice to our members. Wishing you all the best in your future endeavors.

The position as Te Tumu Arataki brings a Māori physical presence, voice and leadership for Te Uepū members at the governance (council) level and this happens because of the structural linking with our Te Tumu Whakarae, our Kāhui Kaumātua, the other Vice-Presidents, Te Toi Ahurangi, sector groups, national committees, regions, branches and staff. Over the last year we have had to reflect honestly on our structure as a new union and we are now ready to cement the foundations and work the structure for future pathways especially for our sector for Māori representation of succession within all levels of the union. We have a dedicated and committed whānau of people who are representing this sector and supporting the position of Te Tumu Arataki and Te Toi Ahurangi to guide through leadership, direction and foundation.

Ngā mihi nui ki a koutou katoa mō tō koutou tautoko, tō koutou āwhina, tō koutou manaaki, tō koutou tiaki, tō koutou kaha, tō koutou mahi ki a mātou, ki a tātou mahi, ki a tātou huarahi mō ngā mema Māori me ngā mema katoa o Te Hautū Kahurangi o Aotearoa.

Cheri Waititi Te Tumu Arataki (Vice-President Māori)

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Women’s Vice-President and National Women’s Committee, Te Kahurangi Māreikura Report 2011 was a challenging year for the NWC. Sandra Grey’s leadership, enthusiasm and hard work as the former Women’s VP were greatly missed as she stepped down from the Women’s VP role to take over the TEU Presidency.

However, what the NWC lost, the TEU gained with Sandra as the President. Suzanne McNabb, who as the Women’s Officer is an integral part of the NWC year, has spent much of the second half of the year working in Christchurch to assist TEU members and staff as well as the wider Christchurch community. Finally, the NWC was sad to say farewell to Rotu Mihaka the Te Toi Ahurangi rep after Rotu’s husband died suddenly.

In addition to its normal work, the NWC, as have the other sector groups, was involved in the review of the TEU Structures and took part in a workshop run by Sandra Grey and Suzanne McNabb.

Industrial goals The NWC refined the gender focused claims for the draft bargaining paper for the 2011 Bargaining Forum that the NWC had created in 2010. Those claims included paid parental leave; sick leave/domestic leave; care of dependants ; family friendly hours/ flexible working hours; breastfeeding; job evaluation (especially general staff); job descriptions; timetabling of teaching hours; professional development; EEO; days of work/hours of work; Pay and Employment Equity/Gender Equity. This paper was submitted to both Council and the Bargaining Forum early in the year as “TEU National Women’s Committee, Te Kahurangi Māreikura, Report and Recommendations on Gender Equity Issues for Bargaining”.

Professional goals The NWC continued work on a campaign around harassment/bullying. A number of NWC members attended the CTU Women’s Biennial Conference in June and harassment/bullying came through as a strong theme as it is endemic in the workforce.

Organising Goals The NWC members have continued to maintain and strengthen the liaison roles between the NWC and women’s representatives at worksites. The liaison roles ensure we establish and maintain contacts through the structures already at the branch, whether this is the women’s rep, a woman on the branch committee or simply a woman member at that institution. Some branches are still without identified women’s network representatives. It is only through this network that the members of the NWC (10 in all) can stay in touch with the wider issues of women members. We urge branches to continue to work with the NWC to identify women’s representatives to be part of this process.

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Other events NWC members have been active at their own branches on a range of issues. Frances Matheson (Victoria University) and Lyndsay Ainsworth (Lincoln University) were involved in hosting Suffrage Day breakfasts for women members of their branches. Marie.Hutchison at Waiariki was involved in organising a series of events during Suffrage day with a strong focus on encouraging women to enrol for the upcoming election and referendum. Pip Ferguson at Waikato University was involved with the Waikato Women in Leadership day and has been active throughout the year in a Waikato Branch initiative to provide a ‘drop-in’ desk for TEU members on campus.

Both NWC members and branch women’s representatives were active in getting members at their branch to sign the Equal Pay petition calling on the Department of Labour to investigate their workplaces.

As Women’s VP I have been involved in issues which affect women and also those that affect TEU membership more broadly. This has included: •

Attending and asking a pre-arranged question in the Suffrage Day Debate (on Thursday 22 September) “Women’s Choice 2011” in Auckland

• Getting the CTU/Greens Equal Pay petition signed by employees at The University of Auckland requesting that a Pay Review be carried out The University of Auckland.

• Attending the CTU Women’s Biennial Conference in June • Attending the CTU Biennial Conference in August

Other things As a member of the TEU Council and Women’s VP I have reviewed a number of TEU Policies, these include the AUS and ASTE Childcare Policies.

Wearing my research hat, I have provided advice and written material for the TEU on how members can exercise the moral rights they have over the works they create and how to assert their ownership of copyright in certain works.

At my institution, The University of Auckland, we have been involved in protracted and acrimonious bargaining which began in August 2010 (so it has been going on for well over a year). I have been on the bargaining team, action group team and now the facilitation team. As a result of facilitation it now looks as though we are very close to a settlement. The staunch stand of members at Auckland and the encouragement of TEU members generally and the assistance of National Office has been greatly appreciated.

Acknowledgements I want to acknowledge the NWC members and especially the work of the Women’s Officer Suzanne McNabb.

Suzanne has continued to support the NWC in addition to her extensive work in Christchurch to assist TEU members and staff as well as the wider community.

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Finally, but not least While pressures of work and family are often cited as a reason for the reluctance of women to put their hands up to be a NWC member, a women’s rep on a branch committee or just generally to become more active within the TEU, however, the rewards outweigh any work involved. For example, even just by talking and consulting with a broad range of people within your institutions and other institutions often valuable insights and connections arise which can be both beneficial to women members, members in general and even your own work. Moreover, the next time you think, “Someone should do something about [something] in [your institution]…” why not take the first step?

Often the problems have been identified by others, but nothing has been done. Often it just needs a person with a passion to make a positive change.

Alex Sims TEU Women’s Vice-President and TEU National Women’s Committee, Te Kahurangi Māreikura November 2011

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Benevolent Fund Report TERTIARY EDUCATION UNION (INC.) TE HAUTĹŞ KAHURANGI O AOTEAROA ANNUAL CONFERENCE 2011 Annual Report of the TEUNZ Benevolent Fund The TEUNZ Benevolent Fund is a registered charitable trust and is, therefore, a separate legal entity. It exists to provide emergency financial grants to members and/or their families in the event of sickness, accident or death.

Donations made to the trust are tax-deductible.

During 2011, the trustees of the Fund approved one grant totalling $4,000.

As at 30 September 2011, the balance in the Benevolent Fund account was $91,254.

The Fund continues to receive commission from Sovereign Assurance for the Careplan insurance scheme available to members through Privilege Marketing.

Tom Ryan Sandra Grey Sharn Riggs Trustees 07 October 2011

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TEU Recruitment Project Work Partners Trial The TEU signed Work Partners to recruit new members for us on a trial for four months, concluding on 7 October. The Work Partners’ fee schedule is attached as appendix 1. Work Partners were assigned to the following institutions: Massey (Wellington and Palmerston North campuses), Victoria, UCOL, Whitireia (Porirua and Wellington campuses), and WelTec (Petone and Wellington campuses). It was intended that the project would also include Otago (Wellington School of Medicine) but due to access issues (discussed below) this did not occur during the trial. Below are the recruitment figures and a comparison of weekly recruiting across a 20 week period for 2010 and 2011:

Work Partners Recruiting Figures Employer

Total Resigned

Massey

29

2

Victoria

110

10

UCOL

1

WelTec

18

Whitireia

9

Total

167

A further two members were also recruited from the NZ School of Music which is jointly operated by Massey and Victoria but where we have no collective arrangements yet.

Work Partners initially recruited a small number of staff to recruit for us (and the PSA). These staff were then scheduled to recruit at the different campuses. A series of fortnightly teleconferences was set up between TEU and Work Partners to monitor progress and resolve any issues that might arise. An initial meeting was held so the organisers and relevant branch presidents could meet the Work Partners team leaders. During the project organisers had close interactions with both the recruiting staff and the team leader, providing orientation for Work Partners staff on the campuses, arranging meetings with branch committee members and HR staff, and going out on some occasions with the recruiting staff.

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TEU Recruitment comparison for four months in 2010 and 2011

June

July

August

September

Total

2010

2011

2010

2011

2010

2011

2010

2011

2010

2011

Victoria

16

18

11

25

87

14

23

54

137

111

110

Massey

9

7

14

5

18

20

7

28

48

60

29

Whitireia

1

2

1

3

4

4

6

10

11

9

UCOL

8

8

8

10

13

1

2

19

31

1

WelTec

1

6

3

7

13

7

27

18

4

Work Partners

Work Partners report that they found many potential members who had never been asked to join, or not asked in a way that resonated with them. Their method was to make initial contact with such potential members and then ensure that they were followed up. Signed membership forms were delivered to the national office for processing.

The recruitment project did generate extra administrative work in the national office, particularly around membership and finance. The total amount paid (and to be paid) to Work Partners is $59,000. The expected annual fees from the members they have recruited is $47,500.

Looking at the recruitment outcomes for the branches who were part of the trial, with the exception of Victoria, all have recruited more new members in the 20 week sample above in 2011 than in 2010. At Victoria, we had a successful recruitment drive in 2010 resulting from the union benefit achieved during bargaining. The low figure for UCOL was the result of the fact that Work Partners only recruited at Whanganui. The discussion about Work Partners at the UCOL branch committee led to that branch running their own successful recruiting campaign at Palmerston North – with very good results. Much of this recruitment was done by the branch president who has buy-out time.

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(source: Work Partners) We did encounter a few unexpected issues which led to a slow start to the trial. The staff initially employed by Work Partners tended have a sales background and this resulted in some situations where there was zealous recruiting which did not accord with TEU approaches. When this was brought to the attention of Work Partners they immediately responded and reassigned the staff in question. Later staff appointments to Work Partners have tended to focus on people who have an affinity with our values rather than a sales background and no further incidents have occurred.

The other initial problem was access. The Work Partners team leader worked with each organiser over access and scheduling. At Victoria we encountered absolutely no issue with access, and Work Partners have suggested that this alone is the single biggest factor in the difference in the numbers recruited as it allowed Work Partners staff to just pop in at free times to carry out follow up discussions. At Massey, access was not denied, but the employer did want us to go through a process of letting them know some time in advance the timing and location of recruitment visits which did not allow for unscheduled visits. However, another factor was that the Work Partners staff were all Wellington based at the time of the trial, so visits to the Palmerston North campus were often limited due to travel time. Access at WelTec and Whitireia was very problematic initially. Once it was resolved those employers required the same sort of notice that Massey did. At Otago access was not achieved in time for the project. This was partly due to the organiser and the HR staff being based in Dunedin, but also, I suspect, by delaying tactics on the part of the employer. By the end of August most of these problems had been identified and largely resolved and the recruitment figures reflect that, with 65 new members being recruited in September and 20 in just one week in October. If we are to continue with any recruiting project in the future we will need to ensure that issues of access do not become barriers. One of the ways this will happen is that we must not communicate to the employer that this recruitment work is any different from our business as usual.

During the course of our project I had several discussions with the PSA who have also been using Work Partners.

They experienced similar teething problems but overall are very happy with the results achieved. The TEU organisers from Massey, Victoria, WelTec and Whitireia all support the continuation of an outsourced recruitment project.

Since our pilot project ended Work Partners in Australia has undergone some major changes. The company Work Partners has gone into voluntary liquidation, and a new company (The Benefits Team) owned by two senior staff of Work Partners has been formed to continue the work with union recruiting. Zyan Arsova, the team leader based here in New Zealand has decided not to work for the new company and is setting up a New Zealand based recruitment company. The PSA is already in discussion with her about taking on their work. The Benefits Team will not be operating in New Zealand.

Union Recruitment Most of us would characterise trade unionism as a movement for justice and social change based on the power emanating from worker solidarity and the values it breeds. We expect our recruiting to be based on those values – solidarity, social change, workers’ rights; that we will draw in new members when they are mobilised against the injustice they experience and see unionism as the answer. And we have examples of this – eg the new members we recruit during bargaining, particularly if the bargaining is difficult, eg University of Auckland academics.

Additionally there is the minority of workers in our sector that will join the union anyway. It can be argued that we rely on this model very heavily in TEU at the moment.

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Difficulties arise if we rely on this model alone for our recruiting – it can be summarised by the familiar ‘anger-hopeaction’ (experience injustice-see the union as the answer-join the union). Firstly, this relies on people to be in the ‘anger’ phase before they join. When we are campaigning or bargaining, this is the case. However, our members do not want to feel they are constantly ‘at war’ with their employer – which, arguably, may be different from other workers. And we find it hard to resource constant campaigning and bargaining in our institutions. Secondly, we need people to have some awareness of unions and what we are all about – this is difficult when the majority of workers today have never been union members and probably have little conception of who we are and what we do. The old transmission mechanisms whereby workers got to know about the value of unions have gone. The Employment Contracts Act which abolished compulsory unionism was enacted 20 years ago, and we now have a generation who grew up with their parents not being in unions. Thirdly, it is just not delivering growth for us – see appendix 2.

Our challenge is that we need to win over workers to union membership, to entice them to join even when we are not in the middle of a dispute with their employer. We have clear selling points: we are a force for equity in the workplace; we are valuable to workers and employers in grievance handling and change management processes; our members enjoy a wage premium; etc. But the immediate benefits of membership are often hard to perceive.

Workers often resort to us in times of crisis (how many of us have seen people join the union when the employer announces a change proposal) but see no imperative reason to join us when they are not in trouble.

In order to meet this challenge we need to resource recruitment. We cannot rely on the organiser and/or the branch committee members and activists to do this on their own without extra resources, even if we may have been able to do this in the past. The demands on organisers’ time have increased over the past 10 years, particularly around the increasing number of individual grievance cases they have. For members and organisers, the huge increase in employer change processes is also sucking up our union resources. In addition, members have been faced with work intensification and now often do not have the capacity to contribute to union matters that they had in the past. We do not have the choice to stop this servicing work, so we must consider applying extra resources for recruiting.

In looking at the examples of unions who have successfully turned around their membership numbers, the common factor is that the union has set aside specific resources in order to do this. Examples from Australia seem to fall into two camps – in-house and outsource. The unions using the in-house model set up separate sections within their unions that focus on recruitment. They employ teams made up of recruitment staff, administration staff and team leaders. Usually, these teams focus on green-field recruiting. The unions outsourcing are all using Work Partners, or the Benefits Team as it is now, as far as I can tell.

There are positive and negative factors for each of these options. The advantages of outsourcing are around administrative ease, it is much quicker to get up and running, the financial risk is not carried by the union, it is cheaper and it is easier to stop the project if the need arises. The negatives include having less control over the staff, there is not the direct capacity-building for the union or movement, and the political fall-out.

If using the in-house option a union has the advantage of keeping full control over the staff, they are potentially building capacity within their union and in the union movement as a whole, and recruitment staff are generally assigned to only one project at a time. The disadvantages of in-house are primarily around cost and resources, it is more expensive to employ and equip staff including salaries, training, travel, office accommodation and equipment.

This all involves a major investment that makes it harder to stop such a project should circumstances change. The unions using in-house recruiting tend to be the larger unions, who may have the capacity to manage adding a new

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team to their existing structures. For example, if TEU were to look at building an in-house team we might look at having two recruiters in each of the South Island, Wellington and Auckland, with an additional team leader and administration support person – that is eight extra staff. We would then have to look at the accommodation and office support for each of them, cover travel and training and other expenses. I would suggest that this would be a very big commitment for TEU to make. Given that, I make the following recommendations: Recommendation 1: That the TEU commit to a recruitment project for 2012, with an assessment made in the last quarter of 2012 about whether to continue the project.

Recommendation 2: That the 2012 recruitment project is outsourced.

Nanette Cormack, 9 November 2011 

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Appendix 1: TEU/Work Partners’ Fee Table Annual Salary Range

Union Dues per week Union Dues per year Work Partners Fee

$79,000 & above

$12.15

$632

$650

$78,000

$12.00

$624

$650

$74,000

$11.38

$592

$650

$70,000

$10.77

$560

$650

$66,000

$10.15

$528

$650

$62,000

$9.54

$496

$650

$58,000

$8.92

$464

$650

$54,000

$8.31

$432

$650

$50,000

$7.69

$400

$650

$46,000

$7.08

$368

$500

$42,000

$6.46

$336

$500

$38,000

$5.85

$304

$500

$34,000

$5.23

$272

$350

$30,000

$4.62

$240

$350

$26,000

$4.00

$208

$350

$22,000

$2.92

$152

$350

$18,000

$2.77

$144

$350

$14,000

$2.15

$112

$100

$10,000

$1.54

$80

$100

$6,000

$0.92

$48

$100

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Appendix 2: TEU Historic Membership Figures

Mar-10 May-10 Jul-10 Sep-10 Jan-11 Mar-11 Jul-11 Growth

ITP sector

2622

2594

2617

2635

2456

2502

2645

23

University secto

7353

7317

7352

7359

7245

7414

7343

-10

WÄ nanga

78

84

95

102

119

133

126

48

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Purpose, voice and participation: Proposed revised TEU structures report to conference 25 October 2011 Author: Sandra Grey

Section 1: The rationale and process of the review of structures 1.1.

On 1 January 2009, the Association of Staff in Tertiary Education (ASTE) and the Association of University Staff (AUS) amalgamated to form the Tertiary Education Union (TEU). The amalgamation included an agreement that a review of the governance structures of the new union be undertaken after two years.

1.2.

A small team of elected officials and staff of the TEU was charged to carry out this review. Over the past 12 months, the team has met with a wide range of members seeking their views on: the ideal union; the important democratic values they want to underpin the TEU; what works well in our union; and what they would like to see changed.

1.3.

The review involved two processes: face-to-face workshops; and an on-line survey. The workshops were designed to allow for in-depth debate and discussion of the ideals, aims and values which members want to underpin the structures of our union. While nothing was ruled out of bounds, the workshops focused on questions around democracy, representation and how best to ensure members were involved in the governance of our union. 204 members took part in the workshops at their branches and at national meetings of the TEU. 476 members completed the on-line survey.

1.4.

At the completion of the workshops, the report and executive summary were sent to all branches and presented to all national representative bodies for discussion and comment. The comments, critiques, and suggestions forwarded by members in response to the full report have been incorporated into this set of proposals.

1.5.

An initial set of proposals was considered by the TEU Council at its October 2011 meeting. Some revisions were made to the proposal as a result of the Council discussions and these are reflected in the minutes of the October Council meeting.

1.6.

The 2011 conference of TEU members is being asked to endorse the new structures in order that rule revisions can be drafted for consideration at the 2012 conference.

1.7.

I would like to thank all those who have helped with the review process so far and who have offered their knowledge so freely. It is the dedication of our members that will continue to ensure we are the voice for a strong,

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vibrant and publicly-funded tertiary education sector.

Section 2: Proposed governance structures and processes 2.1 On the whole there has been support for the proposals put forward in the full report, so much of what is found below will now look familiar to branches and national representatives who read these reports. If you have not seen a copy please email Sandra.grey@teu.ac.nz for a copy of the main report and executive summary.

2.2

For ease of reading the section is divided into three sections:

• Proposed structures • Proposed rule changes • Proposed changes to governance processes

Proposed structures 2.3 On the whole the structures proposed reflect fairly closely the existing TEU structures. The main decisionmaking bodies continue to be conference and council; there are working groups which provide advice to conference and council; and, there are dedicated structures which actively promote our te tiriti partnership obligations.

2.4 The two significant modifications are the creation of a branch presidents’ forum and the amalgamation of the ITPSG, GSSG, and USG into a single body which will debate and advise on industrial and professional issues.

2.5 It is proposed that an annual forum for branch presidents be established to further provide advice for council from branches, in particular with regard to the major proactive goals of the union including bargaining and campaigning strategies. This meeting would be attended by the national president and national secretary (as well as other paid staff members) to ensure the views expressed by branches, through their branch presidents, are passed to council and working groups.

2.6 It is proposed to amalgamate three sector groups (USG, GSSG, and ITPSG) into one major body, but within that to have designated positions to ensure the diversity of our membership has representation at the national level. As many review participants noted, the problem with the current model of distinct groups is that groups are often disconnected from each other. If we move to having designated positions rather than entire committees for each of the major groups we both recognise diversity and allow for a voice from those groups, while being able to promote a more united approach to our priorities and actions.

2.7 Industrial advice and debate will be a crucial role of the Industrial and Professional Committee, however, where additional advice be sought a number of mechanisms be used: caucuses at the national conference; the BPs’ forum; and, teleconference of all national representatives of the relevant industrial grouping (that is from Council, the Industrial and Professional Committee, the BPs’ forum, the NWC, and Te Toi Ahurangi). For example, if the industrial issue to be discussed is about general staff remuneration then a conference call could be convened for all general staff members from across all national committees of the TEU. 2.8 Figure 2.1 below (Membership of committees proposal of TEU council August 2011) shows that there are identified positions for the major groups of our union on all decision-making and working groups. These groups are

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further described in Appendix A. 2.9 With regard to the membership of council and national committee there is one issue that will be taken back to the membership for discussion in 2012 and that is with regard to the number of VPs TEU should have. Currently there are three proposals on the table with regard the number of VPs. ‘ • That there continue to be six VPs - VP general staff ITPSG; VP general staff USG, VP academic staff ITPSG; VP academic staff USG; VP Women; VP Maori.

• That there be four VPs: VP general staff; VP academic staff; VP Women; VP Maori.

• That there be two VPs: VP Maori and one other VP. In this proposal the positions would be half-time positions.

It was felt buyout would be necessary to ensure the VPs were able to provide the support needed to the President and their work with Council and the many committees of the TEU. In this model there would be a Convenor of the National Women’s Committee rather than a Women’s VP. 2.10 As part of this discussion regarding committee membership and the number of VPs, members will need to consider the size of our national executive and the associated costs. Currently we have a total of 770 meeting days in Wellington (number of people x number of days they meet); the proposal to have six VPs would increase the total number of meeting days in the new structure to 808 (because of the addition of the Branch President’s forum); the proposal to have four VPs would see 789 total meeting days; and the proposal for two VPs would see 770 meeting days in Wellington.

2.11 As well as the cycle of meetings made up of conference, council, and working groups, it is proposed that TEU continues to hold a range of forums at which the diverse groups of our union can meet including – Pacific Forum; Teacher Education Forum; Women’s Fiesta; LGBT Forum. Some of these may be annual, others biennial.

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Figure 2.1: Membership of committees. Proposal of TEU council August 2011 ITP Sector National officers*

Kaumātua

Council

8 or 6 or 5

Executive Subcommittee

7 or 6 or 5

Industrial and Professional Committee/ Working Group

5 or 3 or 2

BPs’ Committee/ Working Group

1

National Women’s Committee/ Working Group

2

Te Toi Ahurangi

2

General Staff

3

1

University Sector Academic staff

General Staff

1

1

Other**

Māori

Women

TOTAL

Academic staff 1

3

2

18-20*** 7

2

2

2

2

2

2

2

30 8

19

31 1

11

(four general and four academic representatives) 3

10

1

1

17

(four general and four academic representatives, the two Tumu Āwhina)

* As is noted above there are three proposals with regard the number of VPs that should be considered appropriate for the TEU and as such there are three variations with regard the number of national officers which will sit in each group. **

Will include wānanga rep and REAP/OTEP/PTE rep or any other group from time to time.

*** The Council can from time-to-time co-opt two additional members from sectors it feels are under-represented.

Proposed rule changes 2.12 For national representatives to be accountable to all members they represented they must be elected at large by their respective constituencies (ITP representatives by those in the ITP sector; university representatives by those in the university sector) as is the current practice in most cases. However, in a number of cases at present sector groups ‘appoint’ their representations to council or to national committees. It is recommended that the rules be amended and that all national positions be elected by a vote of the relevant membership.

2.13 At present we have some national representatives elected for two year terms and others elected for single year terms. It is recommended that we move to a two year cycle of elections for ALL positions at the national level. The timing of the election for all national representatives would be no later than three months before the goal setting conference.

2.14

It is recommended also that branches consider two year terms for office holders.

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2.15 It is proposed that in the elections of national representatives include time limits for holding office. The limits are not life-time limits, merely ones with regard consecutive terms. Also the time-limits do not preclude an individual moving between roles. For example, an individual might be on the Industrial and Professional Committee for six years, then be elected as a VP for six years, and then be elected as President for four years. The aim of the rule would only be to preclude someone remaining in the same national role for more than four or six consecutive years.

• the national president role be limited to two consecutive terms; • for all other positions at the national level there be limits of three consecutive terms; and • that branches discuss the issue of succession planning and possible time limits at the branch level in order to consider what implications this might have at a branch level.

Proposed changes to governance processes 2.16

It is proposed to move to a two-year cycle for conferences:

Year one • governance/AGM (financial reports and reports from elected officials); • goals and priorities setting; and • networking opportunities.

Year two • governance/AGM (financial reports and reports from elected officials); • policy and rule decisions; and • education and training opportunities for delegates/officers.

Figure 2.3:

Broad objectives of the proposed meeting cycles for the TEU

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Figure 2.4:

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Other proposed changes in process 2.17 That branch presidents and/or a branch liaison person complete a short report to go to each council meeting noting the major industrial and professional issues facing the membership.

2.18 That council work with national office staff to develop a communications protocol which sets out the types of information council should feedback to members and how this would be done (via branches; through the website; in a regular publication). That communications with branch presidents also be sent to at least one other member of the branch (perhaps a branch liaison person).

2.19 That any communications protocol considers the way in which branch presidents and branch committees communicate with the membership at large.

Section 3: Remits and rules for 2011 conference Please note – these are not rule remits. If conference passes these remits then where necessary rules will be drafted to enact these proposals which will then be voted on at conference in 2012

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a. That national conference endorses the establishment of a branch presidents’ forum to be held annually. b. That the national conference endorses the proposal to combine the GSSG, USG, and ITSP into a single Industrial and Professional Committee to take effect in 2014. c. That national conference endorses the proposal to alter the composition of the national council and committees as set out in Appendix A and in Figure 2.1. of the Review of structures paper. d. That national conference endorses the proposal to alter the composition of the national conference with the allocation of seats to branches to be based on the following from 2013: • up to 100 members = 2 seats; • between 101 and 600 = 4 seats; • between 601 and 1000 = 6 seats; • over 1000 members = 8 seats.

And that conference attendees will from 2013 be: Te Kāhui Kaumātua; President and Vice-Presidents; all nationallyelected committee/working group members; representatives selected by branches; national secretary and all industrial, professional and organising staff (advisory).

Please note: There will be no change to the rules around voting at conference e. That national conference endorses moving to a two-year cycle for annual conference. This will mean a goal-setting conference held in 2011; a rules/policy/campaign conference held in 2012. f. That national conference endorses the proposal for all national positions to be elected for two year terms and by the membership of the relevant constituencies. g. That conference endorses the proposal for time limits to be placed upon the positions of national president and all other national body positions (including those of VPs).

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Appendix A Composition of TEU’s governing structures A.1 The composition of each of the governance and working groups proposed has been based on the following values, concepts and processes drawn from the workshops: • the TEU should recognise the diversity of members but ensure it has a united and clear vision/set of priorities; • our union should be governed by representatives who make decisions for the good of all members and remain connected to the membership through regular elections and on-going communication channels; • regular elections and on-going communication will allow for effective representation of members and are necessary to ensure their legitimacy; • representatives must: have the space and time to debate issues that affect the sector (industrial, professional and political); bring to discussions their own ‘expertise’; and take advice from other groups of members and paid staff; and • we need to have effective meetings that have clearly defined roles and rules.

Governance bodies A.2 The full report discusses each group in turn, beginning with the national governance bodies of the TEU, conference and council, then moves to the committees/working groups which must advise these governance groups.

Key information is set out below, with the proposed composition of the governing structures as follows:

Conference A.3 Conference attendees are: Te Kāhui Kaumātua; President and Vice-Presidents; all nationally-elected committee/working group members; representatives selected by branches; industrial, professional and organising staff (advisory).

A.4 There is a need to balance a number of ideals at conference – providing space for the diverse range of voices to be heard and the desire for a more united approach to our priorities, vision and actions. Some of the balance can be facilitated by: examining the conference programme; how we arrange our venue; and, how we allocate places to ensure all branches have a voice. It is also suggested that we can aid this by separating the ‘voice’ given to each branch, working group and committee at conference from the formal ‘voting power’ each branch has. This would mean the following arrangements could be used for conference in terms of ‘voice’ and ‘voting: A.5

Branches will be allocated seats at the conference based on their size:

• up to 100 members = 2 seats; • between 101 and 600 = 4 seats;

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• between 601 and 1000 = 6 seats; • over 1000 members = 8 seats.

A.6

Where a vote is necessary on an issue at conference, voting (as is currently done) will be arranged as follows:

• one vote to each council member; • one vote per working group (excluding branch presidents’ working group, as branch presidents will vote as part of their branch delegation); • one vote per 100 members of each branch.

Te Uepū and Hui-ā-Motu • Te Kāhui Kaumātua; • Māori Vice-President; • two Tumu Āwhina; • one Māori member from each branch; • Te Toi Ahurangi members; • National President (as observer); • Te Pou Tuarā (advisory).

Council • Te Kāhui Kaumātua (advisory); • President; • Immediate Past President; • A number of VPs (a final proposal will be developed and circulated for the 2012 annual conference); • a member of general staff from an ITP; • a member of general staff from a university; • a member of academic staff from a university; • a member of academic staff from an ITP; • a member representing an institution not an ITP or university;

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• two Māori members (Tumu Āwhina); • a TEU staff member (non-voting and elected by staff); • two places which from time to time can be filled by council if it is felt that additional expert knowledge is required from the membership; • National Secretary (advisory); • other TEU staff as deemed necessary (advisory).

Executive Committee of Council • President; • A number of VPs (a final proposal will be developed and circulated for the 2012 annual conference) • National Secretary (advisory).

Te Tiriti Partnership Group • one Kaumātua; • Immediate Past President or experienced VP (Pākehā); • three Māori members of Hui-a-motu; • three Pākehā members chosen by Council from within the pool of Pākehā members on national committees; • Te Pou Tuarā (advisory); • one Pākehā staff member (advisory).

Branch committees Branches should be composed of the following groups of members: • general staff; • academic staff (including where appropriate a teacher education and trades training representative); • Māori representatives; • women’s representatives.

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Branch Presidents’ Committee/Working Group • National President; • Immediate Past President; • President from each branch; • National Secretary (advisory); • Deputy National Secretary (advisory); • National Industrial Officer (advisory); • other TEU staff as required (advisory).

Industrial and Professional Committee/Working Group • National President; • A number of VPs (a final proposal will be developed and circulated for the 2012 annual conference) two general staff university; • two general staff ITP; • two general staff university; • two academic staff university; • two academic staff ITP; • two Māori representatives; • two women’s representatives; • one wānanga representative; • one representative from REAP/OTEP/PTE or any other non-ITP and university institution; • Deputy National Secretary (advisory); • National Industrial Officer (advisory).

The Industrial and Professional Committee/Working Group is designed to allow it to work in sub-groups at any meeting. For example, general staff from across the tertiary sector may need to talk about an issue like performance pay; or all ITP sector representatives need to discuss the current bargaining strategy. But once the discussions are held it is possible to seek the input, support, and feedback of the broader working group on each discussion.

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Te Toi Ahurangi • Te Kāhui Kaumātua; • Vice President Māori; • two Tumu Āwhina; • four Māori academic staff members; • four Māori general staff members; • one wānanga representative; • women’s representative; • Te Pou Tuarā (advisory).

National Women’s Committee/Working Group – Te Kahurangi Māreikura • Women’s VP; • four academic staff women; • four general staff women; • one Māori woman representative; • National women’s officer (advisory).

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Administration and Membership Report The Union enjoys a full complement of administration staff both in the national office and in the regional offices. We are fortunate that staff have chosen to stay with the union over the past year, working hard and participating fully in the union activities. New ideas, processes and new procedures have been introduced this year and have been welcomed by the staff. The changes to the E-ballot procedures, updates and changes to the membership database, travel booking changes, the introduction of new financial programmes have meant efficiencies in our work which also brings advantages for our members. The following staff members are congratulated for their commitment and their hard work.

National office administration staff Trina Coombs, Natasha Mills, Susannah Muirhead, Sue Wang and Ed Goode

Regional office administration staff Naomi Carvell (Dunedin), Carol Grant (Christchurch), Dayna Kosega (Wellington), Sandra Allison (Palmerston North), Toni O’Sullivan (Hamilton) and Lucy Fowler (Auckland) In 2012 we will be investigating the possibility of either upgrading our existing database or perhaps moving to a new programme to support our membership data. A new server is planned for our Auckland office which will offer substantial benefits in terms of backup security and disaster recovery. It will also provide a better work environment for staff in the Auckland office. The completion of risk management policy and data management and disaster recovery policies will provide security and safety of our equipment and our data.

2011 has been an unsettling year for New Zealand and for the union. The February Bargaining Forum was interrupted by the February earthquake in Christchurch and our members have experienced real struggles in trying to maintain their conditions of work and fend off the attacks from their employers. The earthquakes continue in Canterbury, industrial action continues in some areas and we now have the MMP campaign plus the general election. Consequently, it has been a testing year for all staff and all members.

The union has suffered some losses in membership numbers due to the industrial disputes during the year.

For example, 61 academic staff resigned from the union at Auckland University and 30 members left the union at the Christchurch Polytechnic Institute of Technology. Redundancies within the ITP sector have meant a drop in membership within some institutes such as The Open Polytechnic of NZ. Difficulties have been faced at the University of Canterbury during the latter part of 2011 which has and will mean a drop in union membership. In some institutions, we are faced with the prospect of losing members to other unions onsite which hinders union development and progress with industrial disputes.

The union was fortunate to undertake a pilot recruitment project this year in some of our major institutions with the result that we have managed to keep our membership losses to a minimum. 170 new members joined the union during the recruitment project and at the time of writing only 12 members have resigned and 12 members are still to commence the payment of fees. A full report on the recruitment project is to be presented to Conference this year.

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Positive growth in membership at UCOL, Aoraki Polytechnic, AUT, Wintec and Victoria University along with a recovery at Auckland University has resulted in losses being kept to a minimum. The net loss from September 2010 to September 2011 has been 55 members.

The following graphs show a snapshot of union membership incorporating gender, ethnicity, and sector statistics. A comparison between 2010 and 2011 of new members signups shows an encouraging picture for the future. The hard work of branch members, staff and activists is appreciated by the union.

Marian Cadman Administration Manager November 2011 MEMBERSHIP NUMBERS BY BRANCH as at 30 September each year

Institution Name Members 2011

2010

2009

Aoraki Polytechnic

106

86

61

Auckland Institute of Studies

19

20

20

Auckland University

1389

1337

1341

Auckland University of Technology

599

573

566

Bay of Plenty Polytechnic

35

42

57

Canterbury University

1055

1104

1136

Christchurch Polytechnic Institute of Technology

209

230

237

Eastern Institute of Technology

147

98

94

Lincoln University

314

308

298

Manukau Institute of Technology

300

308

272

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206

Massey University

1267

1293

1188

Nelson Marlborough Institute of Technology

90

96

103

NorthTec

126

124

155

NZ Council for Education Research

56

54

55

Otago Polytechnic

231

236

231

Otago University

1185

1216

1192

REAP

35

39

41

Southern Institute of Technology

97

96

91

Tai Poutini Polytechnic

55

54

53

Tairāwhiti Polytechnic

n/a

49

55

Te Tari Puna Ora o Aotearoa

60

62

71

Te Wānanga o Aotearoa

97

79

47

Te Whare Wānanga o Awanuiārangi

27

23

59

Telford Rural Polytechnic

n/a

6

5

The Open Polytechnic of New Zealand

80

111

109

Unitec New Zealand

254

270

316

Universal College of Learning

219

204

207

Victoria University

948

926

856

Waiāriki Institute of Technology

118

116

126

Waikato Institute of Technology

153

172

216

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207

Waikato University

579

600

605

Wellington Institute of Technology

153

140

141

Western Institute of Technology at Taranaki

78

76

75

Whitireia Community Polytechnic

129

120

108

Members not in Branches

434

429

466

OVERALL TOTALS

10,644

10,697

10,653

GRAPHS SHOWING MEMBERSHIP NUMBERS BY BRANCH as at 30 September

Sector

2011

2010

2009

ITP

2580

2635

2708

PTE/OETP

558

562

612

REAP

35

39

41

University

7342

7359

7185

Wānanga

129

102

107

Ethnicity

2011

2010

2009

Māori

768

740

738

Other Ethnicity

694

555

302

Pakeha/European

3799

3701

3851

Unknown Ethnicity 5383 5701 5762

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208

Gender

2011 2010 2009

Female

5826

5836

5742

Male

4791

4838

4888

Unknown 27 23

23

Institution Jan- Feb- Mar- Apr- May- Jun- JulName 11 11 11 11 11 11 11

Aug- Sep11 11

ITP

8

36

36

46

29

34

37

61

36

University

35

67

122

41

102

64

76

66

82

WÄ nanga

0

8

6

2

1

3

2

5

6

REAPs

0

0

1

1

2

1

2

0

1

PTE/OTEP

3

8

1

3

8

2

8

3

7

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209

Jan Feb

Mar

Apr

May

Jun

Jul

Aug

Sep

2011

46

119

166

93

142

104

125

135

132

2010

128

120

242

99

103

104

97

216

108

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210

STAFF SECTOR GROUP as at 17 November 2011 Sector

Academic staff

General staff

Joint Mainten- Medical/ Other clinical ance/Dental Code cleaning

Research TechTotal nicians

ITP

2455

146

0

0

1

0

0

0

2602

Uni

4407

2681

43

137

119

3

1

7

7398

REAP

30

6

0

0

0

0

0

0

36

WÄ nanga

106

22

0

0

0

0

0

0

128

PTE/OTEP

102

35

0

0

0

0

0

0

137

Non Branch

114

13

0

1

0

1

0

0

129

7214

2903

43

138

120

4

1

7

10430

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211