Annual Conference 2009

Section 1 Introduction Contents Agenda

2

Whakatau (Opening protocols)

4

Standing orders

6

A short history of TEU

8

Guest speakers

9

TEU governence structure

12

Delegate entitlement

13

Council, sector group and 14 national committe members 2009 Songs and waiata

17

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Agenda Monday 9 November 2009 8.30 am

Registration, Mercure Hotel Willis

9.30 am

Whakatau – mihi, karakia (Te tangi a te Mātūī), and waiata (Tū Kotahi)

10.00 am

Morning tea

10.30 am

TEU President’s address

11.15 am

Apologies Record of delegates

11.30 am

Minutes of inaugural TEU Annual Conference 2008 Matters arising

12.00 pm

Hon Anne Tolley - Minister of Education, Minister for Tertiary Education

12.30 pm

Lunch

1:30 pm

Grahame McCulloch, General Secretary, National Tertiary Education Union (Australia)

1.45 pm

• • • • • •

2.45 pm

Workshops

National Secretary’s report Financial Reports Audited Accounts Draft Budget 2010 (introduction) Membership Report Benevolent Fund Report

Delegate Structure Victoria Room (Suzanne McNabb and Jane Kostanich)

Performance-Based Research Fund (PBRF) Abel Smith Room (Grant Duncan and Michael Gilchrist)

General Staff Willis 1 (Helen Kissell and Jo Scott)

Reviews and Restructuring Willis 2 (Irena Brorens and John Prince)

Campaigns Webb (Stephen Day and Phil Dyhrberg)

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Continued on next page.

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Agenda Monday 9 November 2009 (continued) 4.15 pm

Reports tabled and questions (including afternoon tea)

4.30 pm

Sophia Blair and Jordan King

Co-presidents New Zealand Union of Students’ Associations

4:45 pm

Te Hau Tikanga o te Tiriti - Tiriti Partnership Group. (Karakia whakamutunga and hīmene - He hōnore)

5.00 pm

Caucuses • Women (Victoria Room) • ITP (Willis Room) • University (Abel Smith Room) • University bargaining (Webb Room)

6.00 pm

Bar open

6:30 pm

Conference dinner including service awards and DJ

Tuesday 10 November 2009 7.30 am

Women’s Breakfast, Hazel Armstrong (Victoria Room) Men’s Breakfast, Lloyd Woods (Willis Room)

9.30 am

Karakia tīmatanga and hīmene (E te Atua) Rules amendments and policy papers

10.15 am

Bill Rosenberg - NZCTU Policy Director and Economist

10.45 am

Morning Tea

11.15 am

Pat Forward, Federal TAFE Secretary, Australian Education Union

11.30 am

TEU Goals 2010 (workshops): • Academic Staff (Willis and Victoria rooms - 2 groups) • General Staff (Webb and Abel Smith rooms - 2 groups)

1.00 pm

Lunch

2.00 pm

Tevita Koroi, President Fijian Teachers’ Union

2.30 pm

Adoption of Budget

3.00 pm

Remits continued and general business

4:00 pm

Conclusion and whakawātea – mihi, karakia, and hīmene (Whakaaria Mai)

4:30 pm

Finish

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Whakatau (opening ceremony) protocols This is a brief guide on the protocol for delegates attending the TEU Te Hautū Kahurangi o Aotearoa conference whakatau on 9 November at the Mercure Hotel, 355 Willis Street, Wellington.

welcome), and the TEU waiata (song), Tū Kotahi (refer to page 15).

5. After the formalities of the whakatau are complete and morning tea will follow.

6. The president of TEU Te Hautū Kahurangi o Aotearoa, Dr Tom Ryan, will give his mihi (opening address) which will include a welcome to international visitors.

Prior to entering the conference venue, Victoria Room, delegates will assemble in the foyer and W lounge of the Mercure Hotel (please do not enter the Victoria room before the whakatau). At this time, members from the Te Uepū delegation will run through the whakatau protocols:

7. Following Dr Ryan’s mihi, Te Uepū will lead the delegation in singing the waiata, Ehara i te mea (refer to page 15), twice.

1. The delegation will read a karakia (ritual prayer) together prior to entering the Victoria Room (refer to Karakia 1 below).

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

2. Te Kāhui Kaumātua will then lead the delegation in to the Victoria 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.

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!

3. At an appropriate time the Kāhui Kaumātua, will indicate that the delegation may be seated at their tables and come 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 (refer to Karakia 2, page 5), followed by a mihi whakatau (speech of

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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 A te Mātūī Tūī, tūī, tuituia Tuia i runga Tuia i raro Tuia i waho Tuia i roto Tuia i te here tangata Ka rongo te pō Ka rongo te ao Tuia i te muka tangata I takea mai i Hawaiki-nui I Hawaiki-roa, i Hawaiki-pāmamao Oti rā me ērā atu anō Hawaiki Te hono a wairua Whakaputa ki te whaiao Ki te ao mārama Tihe mauri ora!

I listen To the cry of this bird Of the Mātūī Calling “tūī, tūī, tuituia” That it be woven above Woven below Woven without Woven within Interwoven with the threads of humanity Heard in the darkness Heard in the light Intertwined with the threads of humankind Born from great-Hawaiiki From far-Hawaiiki, from long-distant-Hawaiki And any other Hawaiki The merging of spirits Out in to the world of light And life, light, and enlightenment Sneeze! Oh living spirit and dynamic life-force!

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Standing orders 1. General conduct

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

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

3. Amendments to motions

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

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.

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

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

2. Motions

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

2.1 All motions will be duly proposed and seconded and: 2.1.1 be of an affirmative character;

4. Speakers

2.1.2 be withdrawn only by leave of the proposer and seconder;

4.1 All speeches will be addressed to the chairperson.

2.1.3 may be adjourned to a future meeting;

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

2.1.4 may be amended by additions or deletions; 2.1.5 may be amended before a decision is arrived at; and

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;

2.1.6 may be moved without notice except where otherwise provided by the rules.

4.4 A member can speak only once on any question before the meeting except:

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.

4.4.1 in reply to an original motion, 4.4.2 in explanation or correction of some matter during debate,

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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.

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.

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

(b) The chairperson shall decide the matter promptly and not allow any discussion.

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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.

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.

The TEU is committed to organising collectively to safeguard and enhance the industrial, professional and educational goals of its membership, including: In the mid 1980s, ATTI changed its name to the New Zealand Association of Polytechnic • negotiating collective employment Teachers (NZAPT) which subsequent;ly agreements; merged with the Teachers College Association • advising and representing staff with in 1998 to create ASTE. employment-relationship problems; • monitoring and acting on issues affecting In the 1990s, ASTE membership was members in their workplaces; extended to include staff in private training • developing specialist research and policy to establishments, wānanga and other tertiary promote the working conditions of staff; education providers.

• improving the quality of tertiary education in New Zealand; and The TEU is a democratic union with strong • safeguarding the rights of Māori members membership participation and is governed by and meeting the union’s responsibilities an elected council. Policy is determined by to wider Māori communities through the an annual conference and implemented by a promotion of and adherence to Te Tiriti o number of committees.

Waitangi The TEU employs a number of staff at its Founded in 2009, the TEU was established a national office in Wellington, and has offices in result of the amalgamation of the Association other cities to provide assistance and advice to of University Staff (AUS) and the Association members. of Staff in Tertiary Education (ASTE). Both of those associations have a long history Through membership of Education representing staff throughout the tertiaryInternational, TEU is linked to international education sector. education groups worldwide, and a wide range of education unions and The AUS was founded as the Association of through membership of the New University Teachers (AUT) in 1923 and was Zealand Council of Trade Unions, the originally an informal federation of branch TEU works co-operatively with other associations, representatives of which formed unions to improve the position of all a national standing committee. In 1967, AUT New Zealand workers. became an incorporated society with an office

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Guest speakers Hon Anne Tolley Hon Anne Tolley was re-elected as Member of Parliament for East Coast in the 2008 General Election, with an increased majority, and was appointed Minister of Education, Minister for Tertiary Education, and Minister responsible for the Education Review Office.

MP for East Coast Minister of Education Minister for Tertiary Education Minister responsible for the Education Review Office Hon Anne Tolley was first elected to parliament on the National Party list in 1999.

In the 2005 General Election, Mrs Tolley won the seat of East Coast; a large and diverse electorate, which stretches from Gisborne, around East Cape and through to the Whakatane plains. She was elected Junior Whip, and given the Child, Youth and Family portfolio.

Mrs Tolley and her husband Allan live in Gisborne. They have 3 adult children and 2 grandchildren. She is a former Hawkes Bay Regional Councillor, a Napier City Councillor and was the Deputy Mayor of Napier City for six years.

Before entering Parliament, Mrs Tolley was an active Rotarian, served on the Napier Girls’ High Board of Trustees, and was a Trustee of the Hawkes Bay Community Law Centre.

In 2006, she was elected Senior Whip, the first woman to hold the position in the National Party.

Pat Forward Pat Forward was elected to the position of Federal TAFE Secretary of the Australian Education Union (AEU) in January 2004.

She previously held the position of Federal TAFE President for six years, and was at the same time Vice President TAFE in the Victorian Branch of the AEU. She has taught

in Victorian TAFE Colleges, at university and in schools. She is an advocate of the public TAFE system in Australia, and is committed to maintaining and extending the status of the profession of TAFE teaching, for all TAFE teachers.

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Sophia Blair and Jordan King Sophia Blair and Jordan King are the CoPresidents of the New Zealand Union of Students’ Associations which is a federation of fifteen university and polytechnic student associations in New Zealand.

Sophia currently sits on the Committee of University Academic Programmes and the Tertiary Education Commission Board as the learner participant. She has been involved in student politics for three years now, serving as the Education Vice President in 2008 and National Affairs Officer in 2007 on the Auckland University Students’ Association.

Sophia has an Arts degree from the University of Auckland in political studies and is halfway

through completing her honours degree in the same subject. Sophia will be the NZUSA National Women’s Rights Officer in 2010, based in Auckland.

Jordan King currently sits on the Academic Audit Unit as the learner representative, Student Job Search Ltd as a Board member, a Council Member at Victoria University of Wellington, and was the learner representative on the Teaching Excellence Awards panel.

Prior to being Co-President, Jordan was an education organiser at NZUSA for two years.

Jordan has studied Sociology and Media Studies at Victoria University.

Dr Bill Rosenberg Dr Bill Rosenberg was appointed Director of Policy/Economist at the CTU in May 2009. Bill was previously Deputy Director of the University Centre for Teaching and Learning at the University of Canterbury, and worked for 26 years at Canterbury and Lincoln Universities as a member of general staff, mainly in information technology and educational technology.

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He was active during that period in the Association of University Staff, including three terms as National President, and is a life member of the TEU. Bill is a TEC Commissioner (i.e., a member of the TEC Board). He is widely published on globalisation, trade and education policy issues.

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Tevita Koroi Tevita Koroi is president of the Fijian Teachers Association as well as being president of the Council of Pacific Education (COPE), which is a regional organisation of education unions from the South Pacific Region including Australian Unions the AEU and IEU and New Zealand unions, NZEI te Riu Roa, PPTA and TEU. COPE is a sub-branch of Education International’s (EI) Asia and Pacific regional division.

of Trade Unions, and made a comment that angered the interim government.

Mr Koroi was dismissed in May 2009 from his position as principal of Nasinu Secondary School. He had previously been suspended from his school in December 2008, after his comments at the launch of Movement for Democracy in Fiji (MD Fiji) when he was officiating in his capacity as FTA president, which is affiliated to the Fiji Islands Council

Grahame McCulloch Grahame McCulloch has been General Secretary of the National Tertiary Education Union since its formation in 1993. Prior to that he was General Secretary (1985-1993), Assistant General Secretary (1984) and Industrial Officer (1982-83) of the Union of Australian College Academics (UACA).

He has been a participant and member of the Australian Council of Trade Unions (ACTU) Council and Executive since the mid-1990s. He was a member of the Australian Government’s Trade Development Council (1989-1992) and National Advisory Committee on International Education Training and Services (1989-1993).

He has wide international experience including membership of the Education International (EI) World Executive Board (2004-present)

and its Higher and Further Education Committee (1996-1998). He was a member of an Australian Government Export of Education Services Mission to South East Asia (1985), and has been involved with union development projects in South Africa (19951996) and Fiji (2001).

Before entering the union movement, Grahame studied history and politics at the University of Tasmania (1977-1979) and was a leading student activist holding full time posts with the Australian Union of Students (AUS) as Tasmanian Regional Organiser (1978) and National Education Vice-President (1980). During this period he chaired the Asian Students Association (ASA) Executive Board in Hong Kong (1979).

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TEU national governance structure Annual Conference • Members of Council and Te Toi Ahurangi • Branch representatives (1:100 members)

Subcommittees

National Council

• Finance and Staffing • Awards and Publishing • Rules and Drafting

• National officers of TEU and representatives of sector groups, national committees and fora

Sector Groups • University • ITP • General staff

• Equal number of Māori and Pakeha members

National Committees • Te Toi Ahurangi • Women’s Committee, Te Kahurangi Māreikura

Branches • 25+ members at one site • Elected officers and committee

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Te Tiriti Partnership Group

Fora • • • • • •

Te Uepū Hui-ā-motu Teacher Education Women’s Fora Fono Pasifika Bargaining mtgs

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Delegate entitlement As at June 30 2009 Institution name

# of Members

Aoraki Polytechnic 59 Auckland Institute of Studies 18 Auckland University 1307 Auckland University of Technology 579 Bay of Plenty Polytechnic 60 Canterbury University 1098 Christchurch Polytechnic Institute of Technology 226 Eastern Institute of Technology 98 Lincoln University 290 Manukau Institute of Technology 280 Massey University 1182 Nelson Marlborough Institute of Technology 104 NorthTec 152 Otago Polytechnic 228 Otago University 1141 REAP 42 Southern Institute of Technology 90 Tai Poutini Polytechnic 49 Tairāwhiti Polytechnic 56 Te Tari Puna Ora o Aotearoa 70 Te Wānanga o Aotearoa 46 Te Whare Wānanga Awanuiārangi 59 Telford Rural Polytechnic 2 The Open Polytechnic of New Zealand 109 Trade and Commerce 8 Unitec New Zealand 293 Universal College of Learning 215 Victoria University 851 Waiāriki Institute of Technology 122 Waikato Institute of Technology 214 Waikato University 604 Wellington Institute of Technology 147 Western Institute of Technology at Taranaki 70 Whitireia Community Polytechnic 102

Total

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Delegate entitlement

1 1 14 6 1 12 3 1 3 3 12 2 2 3 12 1 1 1 1 1 1 1 1 2 1 3 3 9 2 3 7 2 1 2

119

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Council, sector group and national committe members 2009 Council Te kāhui kaumātua Mere Broughton Kāterina Daniels Te Huirangi Waikerepuru

ITP academic staff members Glennis Birks Wintec Eric Stone NorthTec ITP general staff members not yet filled

University academic staff vice-president Barry Foster, Massey University

Ngā tumu āwhina Tania Loughlin, Victoria University of Wellington Hamiora Werahiko, Te Whare Wānanga o Awanuiārangi

ITP academic staff vice-president (one year) Michael O’Connell,UCOL

Union staff member Megan Morris

University general staff vice-president (one year) Helen Kissell

IPP AUS national president 2008 Maureen Montgomery, University of Canterbury

ITP general staff vice-president Ken Laraman, Otago Polytechnic

IPP ASTE national president 2008 Tangi Tipene, Waiariki Institute of Technology

Te tumu arataki Māori vice-president Cheri Waititi

University sector group (USG)

National president Te tumu whakarae Tom Ryan, University of Waikato

Women’s vice president (one year) Sandra Grey, Victoria University of Wellington University academic staff members Joce Jesson Auckland University Lyn Boddington, Lincoln University University general staff members Teresa LaRooy Otago University Noeline White Massey University

Te kāhui kaumātua Mere Broughton Kāterina Daniels Te Huirangi Waikerepuru National president Te tumu whakarae Tom Ryan, University of Waikato University academic staff vicepresident Barry Foster, Massey University

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University general staff vice-president (one year) Helen Kissell Teacher Education representative Joce Jesson Hui-ā-motu Marcia Murray, University of Auckland Margaret Taurere, University of Auckland National women’s committee Te kahurangi māreikura Sue Bretherton, AUT University representatives Helen Charters, University of Auckland John Prince, AUT Nan Seuffert, University of Waikato Noelene White, Massey University Stephen Blumenfeld, Victoria University Megan Clayton, University of Canterbury Lyn Boddington, Lincoln University Teresa LaRooy, University of Otago

ITP sector group (ITPSG) Te kāhui kaumātua Mere Broughton Kāterina Daniels Te Huirangi Waikerepuru National president te tumu whakarae Tom Ryan, University of Waikato ITP academic staff vice-president (one year) Michael O’Connell,UCOL ITP general staff vice-president Ken Laraman, Otago Polytechnic Hui-ā-motu Ngaroma Williams, Open Polytechnic (TOPNZ) National women’s committee, Te kahurangi māreikura Adele Stone, NorthTec

Academic staff members Glennis Birks, Wintec Richard Draper, Christchurch Polytechnic Institute of Technology Lesley Francey, Manukau Institute of Technology Sarah Hardman, Unitec Eric Stone, NorthTec Peter McLuskie, Open Polytechnic (TOPNZ) General staff members (2) Fiona Mason, UCOL Gill Ryan, Aoraki Polytechnic

General staff sector group (GSSG) ITP general staff vice-president Ken Laraman, Otago Polytechnic University general staff vice-president (1 year) Helen Kissell Hui-ā-motu Pearl Barron-Matahiki, University of Otago Teresa Cunningham, Lincoln University National women’s committee, te kahurangi māreikura Helen Brett, University of Otago University sector representatives Annie Barker, University of Waikato Rui Li, Victoria University Marian Pearson, Lincoln University ITP sector representatives not yet filled

National women’s committee te kahurangi māreikura Women’s vice president Sandra Grey, Victoria University of Wellington Hui-ā-motu

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Pania Melbourne, University of Waikato Academic staff members Kari Bassett, University of Canterbury Alexandra Sims, University of Auckland Vicki-Lee Tyacke, UCOL Joneen Walker, University of Otago General staff members Lyndsay Ainsworth, Lincoln University Helen Brett, University of Otago Tracey Morgan, University of Waikato Gwen Walker, Otago Polytechnic

Te toi ahurangi Te kāhui kaumātua Mere Broughton Kāterina Daniels Te Huirangi Waikerepuru

Te tumu arataki Māori vice-president Cheri Waititi Ngā tumu āwhina Tania Loughlin, Victoria University of Wellington Hamiora Werahiko, Te Whare Wānanga o Awanuiārangi University sector representatives Marcia Murray, University of Auckland Margaret Taurere, University of Auckland ITP sector group representatives Ngaroma Williams, Open Polytechnic (TOPNZ)

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Waiata and union songs Waiata 1 Tū Kotahi

Waiata 2 Ehara i te mea

Composed by Kahu Tapiata from AIT and gifted to ASTE.

E-ha-ra i te me-a It is not that Nō nāi-a-nei te aro-ha Love is a new concept Nō ngā tū-pu-na It is from the ancestors Tuku iho tuku iho Handed down through

the passages of time

Tū ko-ta-hi Tū ka-ha Tā-tou tā-tou e Ngā piki, ngā heke Tū ko-ta-hi e

Stand as one Stand strong Everyone together In joy and sadness Let’s stand together

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 Chorus 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 Chorus In our hands is placed a power greater than their hoarded gold Greater than the might of atoms magnified a thousand fold We can bring to birth a new world from the ashes of the old For the union makes us strong Chorus

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Whakapiripiri mai, whakatata mai (nā Lucy Te Amo)

Whakapiripiri mai Whakatatatata mai ra Ngā pīpī a te manu nei A Mātaatua whare e Kia romiromi mirimiringia E ngā tīpuna e Kia kore ai tātou katoa auē, mokemoke e E mokemoke e E mokemoke e Kia kore ai tātou katoa auē, mokemoke e

Come closer Yet closer All the fledglings Of the house of Mātaatua To be gently messaged and soothed By the ancestors So that we will not be lonely Be lonely Be lonely So that we will not be lonely

Union Maid

(Dick Greenhaus, ca 1950) There once was a union maid, who never was afraid Of goons and the ginks and the company finks And deputy sheriffs who made the raids.

She went to the union hall when a meeting it was called And when the legion boys came round, she always stood her ground Chorus: Oh you can’t scare me I’m sticking to the union I’m sticking to the union, I’m sticking to the union Oh you can’t scare me I’m sticking to the union I’m sticking to the union until the day I die There once was a union maid, who never was afraid To join in song with a noisy throng Who’d pick their banjos all night long They’d try with all their might to steer the workers right They’d organize, ad nauseum, whoever came in sight.

Chorus

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Toro mai tō ringa

(nā Eru me Tā Kīngi Ihaka) Toro mai tō ringa Kia harirtia Tō ringa i awhi pono I awhi taku tinana

Stretch forth your hand That it may be shaken Your hand that truly clasped And embraced my body

Auē, auē te aroha Ki a rātou mā Auē, auē te aroha Ngau whakaroto nei

Alas, alas, the love For those who have passed on Alas, alas, the love That gnaws within me

Hikitia, e ngā iwi Kia rewa ki runga Ngā taonga a ngā mātua Kua ngaro ki te pō

Rise up people Be uplifted The treasures of our ancestors Those who have departed from this life

Auē, auē te aroha Ki a rātou mā Auē, auē te aroha Ngau whakaroto nei

Alas, alas, the love For those who have passed on Alas, alas, the love That gnaws within me

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

Honour and glory Peace on earth Good will To all men So be it!

God my haven and My salvation My salvation

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E te Atua, kua ruia nei o purapura (Tune: Amazing Grace)

E te Atua kua ruia nei O purapura pai Homai e koe he ngākau hou Kia tupu ake ai

O God deliverer of all Things good Broaden our views To enable us to grow

E Ihu kaua e tukua Kia whakangaromia Me whakatupu ake ia Kia kitea ai ngā hua

O Lord let it not be lost To us But let it thrive so that The results may be seen

A mā te Wairua Tapu rā Mātou e tiaki Kei hoki ki te mahi hē O mātou ngākau hou

Let the Holy spirit Guide us Lest our hearts return To evil deeds

Internationale

In our world poisoned by exploitation Those who have taken, now they must give And end the vanity of nations We’ve but one earth on which to live

Words: billy bragg music: pierre degeyter Stand up, all victims of oppression For the tyrants fear your might Don’t cling so hard to your possessions For you have nothing, if you have no rights Let racist ignorance be ended For respect makes the empires fall Freedom is merely privilege extended Unless enjoyed by one and all

Chorus And so begins the final drama In the streets and in the fields We stand unbowed before their armour We defy their guns and shields When we fight, provoked by their aggression Let us be inspired by like and love For though they offer us concessions Change will not come from above

Chorus: So come brothers and sisters For the struggle carries on The internationale Unites the world in song So comrades come rally For this is the time and place The international ideal Unites the human race

Chorus

Let no one build walls to divide us Walls of hatred nor walls of stone Come greet the dawn and stand beside us We’ll live together or we’ll die alone

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E toru ngā mea

(Repeat after kaea - lead singer) E toru ngā mea Ngā mea nunui E kī ana te Paipera Whakapono, tūmanako Ko te mea nui, Ko te aroha

There are three things Spoken about in the Bible They are, faith, hope And the greatest of these, Love (All together)

Purea nei e te hau (nā Hirini Melbourne)

Purea nei e te hau Horoia e te ua Whitiwhitia e te rua Mahea ake ngā pōraruraru Makere ana ngā here

Let the breeze blow The rain wash over me And the sun’s rays Free me from confusion And clear away the concerns

E rere wairua E rere ki runga I te rangi Whitiwhitia e ngā pōraruraru Makere ana ngāhere

Fly free spirit, soar To the breath Of the sky Free me from confusion And clear away the confusion

Hīmene – Whakaaria Mai

(How Great Thou Art) Composed 1886 by Carl Boberg and adapted 1959 by Wi Te Tau Huata & Sam Rangihu Whakaaria mai, tōu rīpeka ki au Tīaho mai, rā roto i te pō Hei konā au, titiro atu ai Ora, mate, hei au koe noho ai Āmine

O Lord reveal unto me thy cross of glory That shimmers for me in depth of darkness To thee mine eyes look intently, Lord In life and death, may I rest in thee Amen

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Section 2 Minutes & Finances Contents Draft minutes of Conference 2008 2 National Secretary’s report

15

Draft budget 2010

20

Financial recommendations

23

Membership report

34

Benevolent Fund

30

ASTE audit reports

seperately numbered

AUS audit reports

seperately numbered

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Draft conference minutes 2008 Minutes of the Conference held in the Kauri Room at the Brentwood Hotel, Kemp Street, Kilbirnie, Wellington 24 and 25 November 2008

Ken Laraman Southern Regional Representative Otago Polytechnic Glennis Birks Central Northern Regional Representative Waikato Institute of Technology Peter McLuskie Central Regional Representative TOPNZ Janinka Greenwood Central Southern Regional Representative University of Canterbury College of Education

Present: ASTE National Executive:

Te Huirangi Waikerepuru Tauheke Kāterina Daniels Kuia Tangi Tipene President Waiāriki Institute of Technology Michael O’Connell Vice-President Universal College of Learning Colleen McMurchy-Pilkington Tumu Ārataki University of Auckland Faculty of Education Gipsy Foster Kaiāwhina University of Canterbury College of Education Bill Rogers Kaiāwhina and Men’s Representative NorthTec Joce Jesson Teacher Education Representative University of Auckland Faculty of Education Sue Bretherton Women’s Representative Auckland University of Technology Eric Herzog Northern Regional Representative NorthTec Susan Wātene Northern Regional Representative Unitec

AUS Council:

Maureen Montgomery National President Nigel Haworth Immediate Past-President Grant Duncan Academic Vice-President Cate Wartho General Vice-President Sandra Grey Women’s Vice-President Fiona Te Momo Tumuaki/Māori Vice-President Dorothy Hayes Tuarua Leighton Robb Tuarua Helen Charters Auckland Branch Tom Ryan Waikato Branch Harvey Jones Massey Branch Stephen Blumenfeld Victoria Branch Emma de Lacey Canterbury Branch

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Lyn Boddington Lincoln Branch Craig Marshall Otago Branch Whaea Mere Broughton Kuia

Mary Paul Chris Good Andrew Cardow Harvey Jones Nelson Marlborough Institute of Technology Bruno Lemke

Branches:

NorthTec Adele Rasmussen

Auckland University of Technology David Nicholls John Prince Jeff Saunders Andy Ballard Janet Bedggood Camille Nikhid Mark Le Fevre Beverley Roser Evan Poata-Smith

Otago Polytechnic Gwen Walker Geoff Simons Philip Edwards Southern Institute of Technology Rosemary Mann-Cardoso Tai Poutini Polytechnic George Tongariro

Bay of Plenty Polytechnic Nick Wallingford Dave Crosby

Tairāwhiti Polytechnic Phyllis Stewart Charlotte Burkhardt

Christchurch Polytechnic Institute of Technology Richard Draper Mahoney May Charmaine Tukua

Te Tari Puna Ora o Aotearoa Perepere Hindmarsh Stella Johnson The Open Polytechnic of NZ Mary Liz Broadley Christopher Burns Ngaroma Williams

Eastern Institute of Technology Ian Grant Donna Foxall Lincoln University Sandra Haydon Lyndsay Ainsworth George Hill Scott Walters

Te Wānanga o Aotearoa Te Aroha Lemke Te Whare Wānanga Awanuārangi Hamiora Werahiko

Manukau Institute of Technology Lesley Francey John Connor Fay Cobden-Grainge

Universal College of Learning Mac MacMillan Fiona Mason Vicki-Lee Tyacke Judy Christie Joe Hodge Colleen De Vore

Massey University Neil Ward Carol Seelye Christine Alexander Barry Foster

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Unitec Sarah Hardman Jan Patterson Suha Aksoy Malia Talakai Pauline Bishop Avian McManus Syd Kingi Miriama Postlethwaite Damian Reddington

Annie Barker Pania Melbourne Cheri Waititi Victoria University of Wellington Frances Matheson David Weatherburn Sarah Proctor-Thomson Tania Loughlin Kristin Stokes Kevin Duggan Paul O’Neil Philippa Hart-Smith

University of Auckland Shiree Lee Gillian Frankcom Marcia Murray Kim Dirks Richard Phillips Kay Wong Cerian Wagstaff Jennifer Graham Paul Taillon Terehia Brock Frederique Vanholsbeeck Emilia Mendes John Crockett

Waiāriki Institute of Technology Noelene Lewis Marie Hutchison Bryce Murray Waikato Institute of Technology Susan Lichtwark Rowland Davies Susan Bennett Margaret Stuart Ian Barrow Jane Lawrence Laura Sommerville Jacquelyn Elkington

University of Canterbury John McKenzie Lawrence Walker Brad Meek Aditja Malik Jennifer Middendorf Warwick Anderson Tim O’Sullivan Grant Bush Diane Gordon-Burns Jack Heinemann

Wellington Institute of Technology Ged Brent Steve Hogan Whitireia Community Polytechnic Fran Richardson John Upritchard

ASTE National Office Staff:

University of Otago Teresa LaRooy Shane Montague-Gallagher Jamin Halberstadt Helen Brett Ruth Gasson Colleen Leacock-Johnson

Sharn Riggs Irene Brorens Andy Smith Muriel Fisher Angeline Tuscher

AUS National Office Staff: Nanette Cormack Marty Braithwaite Karin Currie Jo Scott Lee Cooper

University of Waikato Emilie Sila’ila’i Stan Jones Deb Hill

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Suzanne McNabb Graeme Whimp Stephen Day Sue Wang

Linda Simon AEU Minute Secretary

Jo Dawkins

Karakia and whakatau

ASTE Organisers: Chan Dixon Jenny Chapman Phillip Dyhrberg Russell Taylor Phil Dodds Kris Smith

The Conference commenced at 2.15 pm with a whakatau, followed by a karakia led by Dr Te Huirangi Waikerepuru who handed over to ASTE and AUS Presidents Tangi Tipene and Maureen Montgomery.

AUS Branch Organisers:

1) National presidents’ inaugural conference welcome

Jane Adams Jane Kostanich Megan Morris Lawrence O’Halloran Michael Gilchrist Gaby Moore Cindy Doull Shaun Scott

Maureen Montgomery welcomed all participants to the inaugural Conference of the Tertiary Education Union. Participants represent the diversity of membership coming together to ensure a strong voice in the new union and to work together to further the cause of tertiary education in New Zealand.

Observers:

Whaea Mere Broughton Helen Charters Auckland Frederique Vanholsbeeck Auckland Emilia Mendes Auckland John Crockett Auckland Alex Sims Auckland Pania Melbourne Waikato Stephen Blumenfeld Victoria Andrew Cardow Massey Jack Heinemann Canterbury Scott Walters Lincoln

Tangi Tipene welcomed all members to Te Hautū Kahurangi o Aotearoa and paid tribute to Huirangi Waikerepuru, Kāterina Daniels and Mere Broughton. She spoke of her aspirations for the new TEU. She celebrated recent international historic events: the Australian apology to the Aboriginal and Torres Strait people, the election of the first black American President, and the inclusion of the Māori Party in a National Government cabinet all of which boded well for change. As a union the TEU would be watched and needed to develop a way to negotiate hard issues and settle on a comfortable position. She believed it would be possible to maintain individual views and yet reach a united position. These welcoming speeches were followed by waiata.

2) Inaugural process of gifting the mauri and ingoa māori for the new union

Invited Guests:

Ted Murphy NTEU Paul Falloon NZUSA

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Tangi Tipene invited Huirangi Waikerepuru to conduct the gifting of the Mauri “Te Maioha o Arahura”.

Huirangi Waikerepuru explained the significance of the Mauri and how the pounamu was gifted by the hapū Kati Waewae of Kāi Tahu from the West Coast of the South Island Te Uepū AGM in April 2008. The Mauri signified that each person is a Mauriora; a dynamic life force which will be vested in the union. Mauriora is an individual’s intellect, aspirations and actions that result in significant action.

Te Tumu Whakarae (President) Te Tumu Arataki (Māori Vice President) Te/Ngā Tumu Āwhina (two senior Māori positions) Te Kāhui Kaumātua (Kaumātua Māori of the TEU) Te Pou Tuarā (National Māori Officer) Te/ Ngā Pou Tautoko (Māori Branch Representative(s)) Te Hau Tikanga o Te Tiriti (Tiriti Partnership Group) Te Kahurangi Māreikura (National Women’s Committee) Te Uepū (Māori Members at large) Hui-ā-Motu (Annual Meeting of Māori)

b) Māori Name of the TEU: Te Hautū Kahurangi o Aotearoa

e) Confirmation of the Union Kaumātua

Huirangi Waikerepuru gave an explanation of the name Te Hautū Kahurangi o Aotearoa: Kahurangi being a term given to something precious, honourable and distinguished; Hautū – the domain of wind and the breath of life.

Tangi Tipene invited Fiona Mason and Colleen McMurchy-Pilkington to present the recommendation for the confirmation of Union Kaumātua.

a)

c)

Gifting of the Mauri

It was resolved: That the Māori members of AUS and ASTE move that Mereiwa Broughton, Kāterina Daniels and Huirangi Waikerepuru be affirmed as TEU Kaumātua forming Te Kahui Kaumātua. In the future Kaumātua will be proposed by Te Uepū and Te Toi Ahurangi. Moved: Fiona Mason Seconded: Colleen McMurchy-Pilkington CARRIED by acclamation and waiata

Launch of the TEU Logo

Huirangi Waikerepuru explained the logo incorporating the union values of collectivism and solidarity with contemporary Māori motifs, under pinned by rights and responsibilities of academic freedom and the practice of protection and enhancement. Two central koru represent the voices of general staff and academic staff. Combined they form the heart, mind and soul of the union – with members from diverse backgrounds.

The elongated koru symbolise governance and management, red symbolising ancestral bloodline of membership, and the gold the world of enlightenment and opportunities.

d)

f ) Partnership Working Group (AUS and ASTE) Colleen McMurchy-Pilkington was invited to speak on the Partnership Working Group made up of equal members of Tauiwi and Māori. She invited members to come forward to partake in an activity symbolising weaving and unity - to work together in a unionised sector to support each other in a collective.

Māori Names of Other Groups

Huirangi Waikerepuru provided explanations of the term Te Toi Ahurangi (Te Rōpū Whākaū and Te Kahurangi Whāiti) and referred to the other Ingoa Māori for TEU positions.

The new TEU badges were

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distributed to all members.

Sharn Riggs opened nominations for national positions. Except where indicated all positions were a two year terms and Rules 19 and 20 were included in the booklet for reference.

Maureen Montgomery covered housekeeping arrangements for the remainder of the meeting and the Conference dinner.

a) Nominations for National Positions

Women’s Committee Nominations The Nominations ballot box for Women’s Committee candidates was made available, voting to conclude by 11.00 a.m. the following day. Candidates for the Women’s Committee wishing to do so were invited to stand and introduce themselves. Sharn Riggs was asked to clarify who was eligible to vote for the Women’s Committee: this being women delegates only and those who were on the AUS Council or ASTE National Executive.

Women observers and Te Uepū delegates were not eligible to vote. Te Uepū would elect their Māori woman candidate at their Hui-ā-Motu early in 2009.

In accordance with the Rules of the TEU, nominations were called for the following positions for 2009 with nomination forms available on page 59 of the Conference Book: National Vice President, Te Tumu Whakarae University Academic Vice-President University General Vice-President (one year term) ITP Academic Vice-President (one year term) ITP General Vice-President Women’s Vice-President (one year term) Te Tumu Arataki Māori Vice-President

b) Nominations for National Sector Groups:

The meeting broke for afternoon tea at 3.30 p.m. and resumed at 3.45 p.m.

3) Adoption of the TEU rules

Nominations for national sector groups for 2009 were called for with the nomination form available in the Conference Book and Rule 12 included for reference:

It was resolved: That Standing Orders be invoked and Ken Laraman be appointed as timekeeper.

Moved: From the Chair CARRIED

ITP Sector Group: Academic staff representative (6 positions) General Staff representative (2 positions) University Sector Group: University of Auckland representative AUT representative University of Canterbury representative Lincoln University representative Massey University representative University of Otago representative University of Waikato representative Victoria University of Wellington representative Teacher Education representative

It was resolved: That this inaugural conference of the New Zealand Tertiary Education Union, Te Hautū Kahurangi o Aotearoa, adopt the draft rules as circulated as the rules of the New Zealand Tertiary Education Union.

Moved: From the Chair Seconded: Cheri Waititi CARRIED

4) Nominations for officers of the union

General Staff Sector Group: University sector representative (3 positions) ITP sector representative (3 positions)

Returning Officers Nanette Cormack and

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• The process would be watched as a model Tangi Tipene invited questions on the in the union movement. nominations.

• CTU activities around the union membership issue. 123,000 workplaces in NZ that employ people where there is no 5) Budget introduction union presence. Despite the structure of the economy people benefit from union Tangi Tipene invited Karin Currie, Assistant membership.

Secretary (Administration) for AUS to clarify • Unions not organised in new economies any questions on the budget. The budget but are organised in shrinking traditional would be put for discussion and adoption industries. New ways forward must be at the following day’s meeting. A number of worked on. points of clarification were raised and answered • 40% of teenagers work in the retail sector – to members’ satisfaction. Documented target group. information on the professional indemnity • New ideas need to be pursued to build insurance was requested for members to review union membership. the following day.

• Succession planning, union resourcing, economies of scale.

6) Sector group caucuses • Election outcome, not a worker friendly “organising/planning for 2009” • government.

National will deregulate the labour market University sector group and itp • Reduce union access to the workplace, with employers permission only sector group • Privatise ACC • Open tertiary education to private Tangi Tipene invited members to break into competition – trade training in secondary caucuses for the University Sector Group and schools the ITP Sector Group at 4.25 p.m.

• Cuts to public spending • CTU will continue with campaigns run The combined meeting resumed at 5.45 p.m. before the election: workers’ rights, wages, fighting cuts in public spending.

7) Speaker: Helen Kelly, • Acknowledged Brian Donnelly who passed away this year who was a very good friend CTU President of the tertiary sector.

• CTU offers any support to ensure the Maureen Montgomery introduced Helen Kelly, success of the new TEU. CTU President and summarised her biography for members’ interest with her long association Tangi Tipene thanked Helen Kelly for her with the sector. inspiring and informative speech and presented her with a gift followed by a rendition of Helen Kelly addressed the Conference: “Union Maid” led by the Women’s Committee.

• She brought the greetings of the Council Tangi Tipene also welcomed late arrivals ASTE of Trade Unions to the New Zealand Vice-President, Michael O’Connell , Tertiary Education Union both on the Janet Bedggood, and Gordon Burns. amalgamation itself and the way in which the two unions have gone about their The Conference concluded its first deliberations based on solid principles – day meeting at 6.15 pm with a not personalities or power. karakia by Huirangi Waikerepuru.

• Lauded the way in which members had been involved in the process.

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TEU inaugural conference, Thursday 25 November 2008

CARRIED

10) Adoption of the budget

Conference resumed at 9.00 am on 25 November 2008 with a karakia led by Huirangi Maureen Montgomery opened the budget for discussion. An amendment to page 66 was Waikerepuru. noted, item 7 “set up a reserve fund” should read $50,000.

Sharn Riggs and Nanette Cormack covered housekeeping issues, arrangements for the workshops and the agenda for the day.

Professional Indemnity Insurance Nanette Cormack was invited to speak to the recommendation that the TEU replace the existing AUS members’ professional indemnity policy with an internal fund to cover members’ professional indemnity reserve fund which would be available to all members in the sum of $50,000 for the first five years of TEU.

8) Confirmation of the auditor It was resolved: That BDO Spicer be appointed as the TEU auditor for 2008-2009.

Moved: Maureen Montgomery Seconded: Tangi Tipene CARRIED

Nanette Cormack explained the history of the insurance scheme and for what members were covered. Her view was that AUS had been over-insured and the expenditure was not justified. The paper presented a number of options that TEU might explore under the principle that there continue to be some form of professional indemnity insurance for members. Most universities have their own professional indemnity insurance also, although university support in litigation was not guaranteed, but then neither was the insurance company’s. Most of the cases to date had been defamation cases. Current limit of indemnity for AUS for 2008 was $1million per claim with excesses to be met by the individual claimant. The current scheme runs to March 2009 and any matter that arises during the period of cover would be covered (since 1990, and possibly since 1987-1988).

9) Approval of subscriptions Maureen Montgomery opened the floor for discussion on the remit. The following matters were discussed: • Effect of increasing the cap would increase the union’s income but it was not known whether this would remove the deficit.

• Any increase may cause members to blame the amalgamation, and would reduce salary increases that have been gained after a very difficult two years.

• Current subscription is the same as the current AUS cap which may mean a slight increase for some ASTE members. Cap is $550, on salary of $68,000 per annum.

• Members to set the income, and then determine the budget spend.

There was discussion on the necessity for general staff members to also be covered by any professional indemnity insurance, and the situations where litigation may arise with regard to copyright and other issues. It was also noted that ACC covered areas involving injury.

It was resolved: That the annual subscription for membership of TEU be established at 0.8% of the member’s salary, with a maximum of $550 (GST inclusive).

Moved: Maureen Montgomery Seconded: John Prince

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Grant Duncan, Massey said he chaired the AUS teleconference that put the recommendation forward, but had now changed his mind given the danger that one claim could potentially use all the TEU fund assets. He believed more research on options should be undertaken. Nanette Cormack explained that maintaining the status quo would effectively create a $50,000 increase in the budget giving a $100,000 deficit. This equated to recruiting 182 new members to offset this cost.

was discussed.

Amendment 1: Peter McLuskie moved an amendment to the recommendation that an annual allocation of $20,000 for a self insurance professional indemnity fund be established.

It was moved: That there be an amendment that the TEU retain the Professional Indemnity Scheme that AUS operated prior to the merger.

Moved: Barry Foster Seconded: George Hill CARRIED

Tangi Tipene put the amendments to the vote.

It was moved: That there be an amendment to the recommendation and that an annual allocation of $20,000 for a self insurance professional indemnity fund be established.

Moved: Peter McLuskie Seconded: Chris Burns DEFEATED

There was robust discussion on the amendment and the following issues were raised: • It is the role of the union to protect its members.

• Insurance should not be viewed as an investment – it is a known risk to cover the unknown risk.

• Some members felt they were being expected to make a financial decision based on insufficient information and lack of baseline figures.

• It was clarified that the premium could not be reduced as it was based on generic indemnity figures, ‘no claim’ history would not affect the premium.

• Separate policies for general and academic staff and reduction in indemnity would not result in reduced premium.

• Members came into the amalgamation believing that the status quo would be maintained during this first year of stabilisation, even though this will result in a deficit budget. Other options for this scheme should be considered over the coming year.

Amendment 2: Barry Foster moved an amendment to the recommendation that TEU retain the Professional Indemnity Scheme that AUS operated prior to the merger. The amendment

Tangi Tipene said that substantive discussion on the budget would take place later in the agenda during the consideration of remits.

The meeting broke for morning tea at 10.30 am.

11) Workshops Members participated in workshops on Women, PBRF, General Staff, Growing the TEU, Creating Influence.

12) Speaker: Professor Roy Sharp, Chief Executive, TEC The meeting resumed at 1.00 pm and Tangi Tipene welcomed Professor Roy Sharp, TEC, to the meeting.

Professor Sharp thanked members for the invitation to the inaugural conference.

• He offered congratulations on the new union, and paid tribute to the commitment of ASTE and AUS members to further

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•

•

•

• •

•

the cause in tertiary education in New Zealand.

New minister for Tertiary Education is Anne Tolley. Has met with her this week.

Government are signalling they do not wish to have fundamental change.

Members need to fully understand the emerging tertiary education system in order to maximise their contribution. Reality of current economic environment is that there is no extra funding for the next two years.

Functions of the TEC to Education Act, with particular reference to Section 159 referring to working closely with the providers, and Ministerial authority in relation to the TEC. TEC Strategy important document, potentially could be revised by incoming government.

TEC allocates $3 billion according to funding mechanisms. Would like to move towards more formulaic funding mechanisms.

Professor Sharp gave an overview of the investment management process (synthesise information, provide investment guidance and make judgements) with the ultimate aim to have accountable, autonomous, self improving, self managing TEOs.

Professor Sharp said the TEC was looking forward to working with the NZTEU and wished the organisation well for the future. He welcomed questions.

Q: Is any research being conducted into the collation of data?

A: Money saved in funding cost/benefit has offset costs of TEC. Q: Invisible costs of member’s labour: development of PBRF processes. This is not seen as a costable aspect of people’s workload.

A: PBRF positive effects, emphasised the role of research. On balance the ability to reward organisations based on the quality of their research had been a benefit.

Q: Is the TEC in favour of encouraging individual institution’s scores to be kept

confidential.

A: Has never been of the view that the individual scores should be public.

Q: Where does TEC see the TEU fitting into the consultation process.

A: No single answer.

Q: Is TEC able to withhold specific budgets if institutions don’t need their budgeted EFTS A: Institutions can be + or – 3 percent of provision. If an institution is below 3 percent TEC would look to recover some of the student achievement component.

Q: Staff at universities and unions that represent them were not viewed in the past as stakeholders. Has that changed?

A: Stakeholders are everyone. TEC would regard the staff as part of a tertiary education organisation in general. But alternative view from the Union would be listened to at any time.

Maureen Montgomery thanked Professor Sharp for addressing the Conference. She said the TEU does wish to participate in a true dialogue, and the members were of the firm view that they were clearly stakeholders in the future of the welfare of the tertiary sector. It had been very disappointing in the past that consultation had been exceedingly limited.

The TEU were not impressed by some of the decisions made in the past and felt constructive input from them may have influenced decisions that would have been more beneficial to the sector. The TEU would welcome more open dialogue in the future. Professor Sharp left the meeting at 1.30 pm.

Tangi Tipene welcomed Ray Fargher, the first General Secretary of ATTI, the predecessor of ASTE, to the Conference.

13) Remits Tangi Tipene moved that the Budget

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be adopted as amended in relation to the Professional Indemnity Insurance budget line, seconded by Eric Herzog, and invited discussion.

Nanette Cormack was invited to comment on the legal fees budget item. She said there was significant value for money in the legal advice received, based on both allocation of time and on access to an experience employment lawyer on a regular basis.

It was resolved: That TEU Budget for 2009 be adopted as amended.

Moved: Tangi Tipene Seconded: Eric Herzog CARRIED

a) Announcement of Election Results for National Women’s Committee Nanette Cormack announced the academic positions on the TEU Women’s Committee.

Kari Bassett, Canterbury University Alexandra Sims, Auckland University Vicki-Lee Tyacke, UCOL Palmerston North Joneen Walker, College of Education, University of Otago All members were congratulated by acclaim and waiata.

b) Establishment of Industrial Committee Helen Charters spoke to the remit on behalf of the Auckland Branch.

There was discussion on representation and whether this matter should be decided at conference. Nanette Cormack said the AUS Industrial Committee would be holding its last meeting on 11 December and looking towards planning for 2009. Industrial committee issues would be dealt with in the sector groups, and if it transpired that this was not sufficient this could be determined over time.

It was moved: That the TEU Conference call on the General Secretary and/or National President to establish an Industrial Committee for each sector as Standing Committees of the TEU in good time for the committees to co-ordinate the development of local and national claims before June 2009 at the latest; and that the Industrial Committee adopt the Terms of Reference as presented to the Conference.

Moved: Maureen Montgomery Seconded: George Hill DEFEATED by a show of hands

c) Professional and Education Policy Research Assessment

The remit was put and discussed. Grant Duncan voiced his concern that the remits had been sidelined for twelve months by AUS Council.

A procedural motion was moved by Joce Jesson: That the separate parts of the remit be put and discussed individually.

DECLINED This procedural motion was not accepted by the Co-Presidents as this was considered contrary to the intention of the original remit.

It was resolved: That the issues set out in the following remits advanced by the AUS Professional and Education Policy Committee be discussed and resolved within the structures of the Tertiary Education Union, including branches, during 2009.

Moved: Craig Marshall Seconded: Shane Montague CARRIED

d) Establishment of Men’s Caucus Eric Herzog moved that the Council investigate the establishment of a men’s caucus for the NZTEU. Eric Herzog explained the proposal

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was for the investigation of a formal, structured group considering issues of men’s health, retention of men in the sector, retention of male students and other issues. There was discussion on the motion and speakers for and against the establishment of such a group. In general it was agreed that any group of the union should stay focused on union business rather than social issues. It was acknowledged that the Women’s Committee addressed issues of pay and employment equity within the sector which were of considerable concern amongst other issues.

A point of order was raised by Helen Charters: Late business cannot be accepted into the conference unless accepted by two-thirds of the conference members.

Maureen Montgomery sought the permission of conference to put this remit to the vote.

CARRIED An amendment to the motion was moved: That branches go back to their committees to investigate the establishment of a men’s committee.

Moved: Helen Charters Seconded: Dorothy Hayes A point of order was raised: That the amendment was in direct opposition to the substantive motion as in Section 3.4 of the Rules and should be declined. This was agreed to by the Chairs.

AMENDMENT DECLINED The proposer of the original motion requested that the motion be put to the vote.

It was resolved: That the Council investigate the establishment of a men’s caucus for the NZTEU. Moved: Eric Herzog Seconded: Aditya Malik CARRIED Sharn Riggs thanked the workshop organisers for their work.

Recommendation from Recruitment

Workshop: Nanette Cormack said a recommendation had been received from the recruitment workshop, and it was proposed that this be submitted directly Council.

e) Clarification on the role of the President A request had been received from the floor on clarification of the role and responsibilities of the new National President for the TEU. Sharn Riggs was invited to clarify: • The role is for a two-year term.

• The position is one of taking up political leadership of the union.

• The position is part of the national office team – the work that the national president does is determined by the union.

• The National President attends all national meetings of the union, speaks on behalf of the union within policy constraints and other duties as directed by committees or Council of the union.

• The position is envisaged to be fulltime but many of these issues will be dealt with on negotiation with the successful appointee.

There was robust discussion on the role of the President, including whether the rules would allow the option of co-presidency. It was pointed out that members had voted on the rules, and the intention was to have one President to lead a unified Union.

The meeting broke for afternoon tea at 3.00 pm and resumed at 3.20 pm.

14) Guest speakers: a) New Zealand Union of Students’ Associations Paul Falloon Co-President of NZUSA was welcomed to the meeting. He thanked members for the invitation to attend the conference which had mirrored some of the issues under consideration by NZUSA and

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congratulated the union on its merger. He raised issues of dealing with issues equally, co-ordination of term dates and involvement in discussions with the TEC and Government as stakeholders, and voluntary student membership. Paul Falloon was thanked for his address and a presentation was made.

b) Australian Education Union (Tertiary and Further Education) Linda Simon was welcomed to the meeting.

She passed congratulations of the AEU and look forward to a continued close relationship.

Change in government in Australia had made some progress with the apologies to Aboriginal people and moves to change refugee laws, but industrial relations and school/ vocational education and training had not progressed as well as hoped. Linda Simon was thanked for her address and a presentation was made.

The floor was opened to all participants to make comment.

Dr Maureen Montgomery and Tangi Tipene closed the formal proceedings of the meeting.

16) Whakawātea – karakia and waiata: Bill Rogers conducted the closing karakia, followed by waiata and the Conference concluded at 4.45 pm.

c) National Tertiary Education Union Ted Murphy was welcomed to the meeting as Assistant National Secretary of the NTEU in Australia. He elaborated further on Linda Simon’s comments and the problems encountered in the health and education sectors. Ted Murphy was thanked for his address and a presentation was made.

15) Presidents’ concluding remarks: A vote of thanks was formally passed by standing ovation and acclaim to the two General Secretaries, the Co-Presidents and Graeme Whimp. Thanks were also passed to the Kaumātua, the timekeeper and those who had left the meeting early, and the national office team and all those involved in servicing the conference and ensuring that everything went smoothly. Graeme Whimp and Marty Braithwaite were given a standing ovation in appreciation, this being their last conference.

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National Secretary’s report 1) Introduction

3) Sector Groups

Launching a new union at a time that coincides with the first term of a national government and the collapse of the world economy was hardly an auspicious beginning to 2009 and the Tertiary Education Union, Te Hautū Kahurangi o Aotearoa. Alongside those largely negative forces the AUS and ASTE were faced with the challenge of turning themselves into one united cohesive union, able to represent a much more diversified membership in severely straitened circumstances. That path has not been easy with significant workloads for both staff and members as we have begun the process of transforming ourselves into this new union.

There are three sector groups in the new union charged with developing, guiding and overseeing the work programme of the union as it pertains to their area.

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 and three ITP and three university representatives. This sector group has met twice this year.

2) Governance The council of the TEU is the governing body of the union charged with making decisions between conferences. Led by the president, Tom Ryan, council is made up of the 6 vice presidents, te kāhui kaumātua, four university general and academic staff members, four ITP academic and general staff members, two ngā tumu āwhina, a non voting staff member and for this year only, the two immediate past presidents of ASTE and AUS. This year council has met four times, one of those meetings being at Massey University’s Te Kuratini Marae, and the finance and staffing committee (a sub committee of council) has met twice.

The vice presidents have also met twice this year as a group to discuss their roles and functions.

The university staff sector group (USSG) is led by the Helen Kissell and Barry Foster as the general and academic vice presidents respectively. It 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.

The ITP sector group (ITPSG) is led by Michael O’Connell the academic vice president and Ken Laraman, the general staff vice president. It also includes the president, six academic staff representatives, two general staff representatives (note that this is a transitional arrangement pending an increase in general staff membership in the ITP sector), two hui-ā-motu representatives and a representative from the national women’s committee. The ITPSG has also met three times this year.

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4) National Committees Te Toi Ahurangi This is led by te 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.

National Women’s Committee Te Kahurangi Māreikura Sandra Grey the 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. The women’s committee has met three times this year.

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

5) Membership While we experienced very strong membership growth during the first six months of 2009, this has begun to tail off with noticeably fewer new sign-ups over the last two months. The launch of the new union in February and March, with most branches running “TEU” days on their own campuses and in some cases across campuses, proved to be very successful in presenting the new union to the whole of the sector. It also reinforces the importance of being visible and being seen to be active as key strategies for recruitment.

As the year progressed and the demands on members’ and organisers’ time increased in other areas our focus has shifted. However we are reinvigorating the delegate structures programme and anticipate that this will streamline local activity and involvement of members such that increased recruitment will follow.

Amongst the many compelling reasons for the two unions to amalgamate was the need to rationalise the number of unions in the sector.

We have begun discussions with both NZEI and the PSA about their continued presence in the tertiary education sector and believe that we will make significant progress next year in continuing discussions about a managed exit of these two unions from our sector.

Recruitment of general staff members in the ITP sector continues to be a 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’s” union in place. The general staff sector group and the ITP sector group will be focusing 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.

An unexpected challenge this year was the complexity of bringing together the two membership databases. Both unions ran different databases, collecting different information in different ways. We are confident now that we have a data base with integrity that will be able to provide members and staff with relevant, accurate and up to date membership records and that can be manipulated to produce the reports that we will need to project future trends and patterns.

Marian Cadman in her acting role as assistant secretary (administration) has overseen this complex piece of work.

6) Staffing This has been a challenging year for staff on a number of fronts. Not only has the industrial staff been dealing with an increasingly fraught bargaining environment but they, and other staff have been working through the challenges brought about by the merger of AUS and ASTE. While the benefits that a larger resource base has

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given us are apparent in the broader range of services and capabilities available to members, staff have also had to manage changes in work practices and focuses and in some cases job descriptions.

The TEU now has a staff of 35 which includes 11 administration staff and 24 organising and professional/advisory staff. They are located as follows: Dunedin office Christchurch offices Wellington offices Palmerston North office Hamilton offices Auckland offices

three staff five staff fourteen staff three staff four staff six staff

A number of changes in the staffing at the national office, including the retirement of longstanding AUS staff member Karin Currie, provided the opportunity to review the structure of the staffing needs of the national office. The outcome of this review is being implemented at the moment and I anticipate that we will have a full complement of staff by early 2010. A new collective agreement covering all TEU staff was ratified in the middle of August this year.

7) Political Activities It is remarkable what a change of government does to union engagement with political parties. Our engagement with the minister for tertiary education Anne Tolley has been sparse and unproductive. Wayne Mapp as the minister in charge of research has proven to be elusive. However it is important to continue this engagement with government regardless of who is in power. We have met with other political parties including the tertiary education spokespeople from the Labour party who were instrumental in getting questions in the house asked on our behalf on a number of occasions.

The TEU has had a significant public profile this year in part as a result of the

work that Stephen Day has done in his role as communications officer. The president on behalf of the union has made over 50 press releases so far this year ranging from commentary on the economic crisis to cuts to ACE funding. We also have a very high profile in Education Review which regularly seeks our opinion on significant issues facing the tertiary education sector.

Tertiary Update continues to be the union’s flagship publication coming out on a regular basis every week. We know that this publication is read widely and well beyond our own membership which means that our views and positions are being widely considered.

Similarly our website records very significant traffic which makes it one of the authoritative places to go for information about the tertiary education sector. Stephen has added a weekly Action Bulletin to his publications which allows members easy access to information about campaigns and issues in the wider union movement.

We continue our very active engagement with the CTU. 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.

Via the CTU our union nationally and at branch level has provided moral and financial support to workers in other unions facing hardship in disputes of national significance. Notably this year these were the Telecom Visionstream dispute where Telecom was trying to contract out all their engineering jobs and the Open Country Cheese dispute where the company was refusing to negotiate a collective agreement.

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8) Industrial Matters The TEU has a significant bargaining agenda and timetable. This work is overseen and managed by the deputy secretary Nanette Cormack and the national industrial officer, Irena Brorens. Over 80% of our collective agreements are under negotiation this year.

Over the course of this year and the next two years we will be negotiating one MECA (multi employer collective agreement) in the ITP sector two MUCAs (multi union collective agreements) in the two wānanga, 14 single site

ITP CAs (two of which are combined general and academic agreements), 31 university CAs ranging from agreements covering over a 1,000 workers to specialist agreements covering a small number of members. As well as those we negotiate 20 other CAs which includes REAPs. PAFT, NZCER, and the not-for-profit and PTE sectors. The bulk of those negotiations are underway this year.

Our collective agreements falling due at the same time as the recession and a change of government has seen the bargaining arena take on quite a different face. Not only have we been faced with bargaining in a constrained economic environment but we have also seen

a number of employers in the sector using this set of circumstances to try and make significant changes to some of the terms and conditions in our agreements. The unprecedented involvement of the State Services Commission in the bargaining has meant that some potential settlements agreed between the employer and the union have been vetoed at the last moment. The industrial action taking place in six of our ITP branches at the moment is because the employers are looking for significant changes to hours of work and leave provisions.

The university bargaining round is also proving to be contentious with pay offers mostly below inflation. This, combined with the government’s removal of the tripartite money for university salaries in the 2009 budget means that the salary gap, particularly for academics, will now begin to widen again in relation to overseas universities. The tripartite money over the last three years has arrested this differential but at a time when other countries’ governments are investing heavily in tertiary education, the NZ government is doing exactly the opposite. The tripartite process produced some real financial results for members but it is not a process that this government is interested in pursuing and while the vice chancellors have indicated that they would be prepared to continue discussions with us, their agenda does not include the broader issues that the union wants to bring to the table. Their continued ideological opposition to MECA bargaining in the university sector clearly indicates their unwillingness to engage with the union at a national level over these issues.

The decision earlier this year of the national employer body for institutes of technology and polytechnics (ITPNZ) to disband is yet another indicator that this part of the sector has no sense of itself as a network of national provision. It is apparent with the release of the draft tertiary education strategy that there is every likelihood that we are going to see a return to the competitive mode of student enrolments, funding

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and delivery that generated a number of the financial crises that some institutions have faced and are continuing to face.

Work on the pay and employment equity reviews continued to form a significant part of the work this year for Suzanne McNabb in her role as the union’s women’s officer. Fifteen ITPs, one wānanga and one university have undertaken reviews which has given them the opportunity to critically review their practices and commit to change. Findings of a gender pay gap in all institutions which undertook a review were not a surprise, given that such patterns exist across the economy, but for the first time these reviews have provided a very clear and comprehensive baseline in relation to pay and other employment practices and how gender affects these. What many of the identified PaEE issues demonstrated is that systems for managing people in the workforce are not working and are disadvantaging women. The union will be utilising this information in the formulation of our collective agreement claims.

9) Professional Matters Teacher education continues to have a strong presence in this union, recognising the special place that teacher education has in tertiary education. A day long meeting of teacher educators from across the union was held in Wellington this year to progress that agenda.

We continue to meet with Peter Coolbear from Ako Aotearoa to discuss teaching and learning in the sector.

PBRF continues to be a professional and industrial bane as members struggle with employers’ increasingly inappropriate use of scores. We record our thanks here to Grant Duncan in his role as the TEU representative on the PBRF sector reference group where he has kept the concerns of TEU members live and relevant. Of the 17 submissions that have been written so far this year 12 have been on PBRF alone.

As well as the significant amount of work Jo Scott as the union’s policy analyst has done on the PBRF she has also drafted, consulted on and finalised submissions on a number of other areas. These include the Education (Polytechnic) Amendment Bill which is seeking to reduce the size and representation of Councils, overlapping provision, the review of the TEC, the draft Tertiary Education Strategy and the code of employment practice. In the case of bills, the TEC always speaks to its submissions before the select committee where appropriate.

10) Conclusion In summary 2009 so far has been an exciting albeit challenging year for the TEU. We have established ourselves as the face of tertiary education in this country and as the only credible national voice standing up for the rights (both professional and industrial) of general and academic staff members across the entire sector.

We have a number of goals we need to focus on if we are to be truly representative of our members and strong enough to maintain and improve the conditions of work and rates of pay contained in our collective agreements.

We have to increase our density and relevance in those branches where membership has fallen below 50% and we have to put some real resources into building our membership in the general staff part of the ITP sector. A sound membership base not only gives us the financial basis to fund our activities but more importantly it gives us a real mandate to speak on behalf of our members and to influence the sector.

Sharn Riggs NATIONAL SECRETARY November 2009

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Draft budget 2010 YTD

Budget YTD

Budget 09

Budget 2010

8036 full time equivalents (FTE)

8182 FTE

INCOME Subscriptions

2,655,622.77

2,568,911

3,928,920

4,000,000

Rental Income

34,424.72

30,496

45,748

46,000

Commission

26,195.20

2,664

4,000

4,000

Interest

27,024.11

32,000

48,000

48,000

Meeting Room

210.00

TOTAL

2,743,476.80

2,000 2,634,071

4,026,668

4,100,000

NATIONAL OFFICE EXPENSES Rent (Education House)

79,173.36

75,224

112,835

118,000

Tolls & Postage

59,613.01

33,336

50,000

40,000

Internet service provider ISP

2,002.08

2,736

4,100

4,000

Website Maintenance

3,970.00

2,200

3,300

3,000

Office Sundries

26,135.94

19,000

28,504

5,000

Insurance

15,066.98

12,040

18,065

18,000

Memb Prof Ind Insurance

53,819.49

66,664

100,000

80,000

Repairs & Maintenance

7,623.99

10,000

15,000

5,000

Utilities & Cleaning

14,811.21

13,600

20,400

20,000

Stationery

2,709.21

3,336

5,000

5,000

Printing & Copying

31,064.30

26,176

39,269

20,000

Union Journal

0.00

12,587

0

Subcriptions & Book 10,092.32 Purchases

3,336

5,000

10,000

Rental Property Expenses

7,974.50

7,664

11,500

10,000

Depn & Loss on Asset Disposal

66,666.64

100,000

50,000

TOTAL

380,723.03

525,560

388,000

275,312

BRANCH OFFICE EXPENDITURE Branch Offices

75,002.04

112,384

168,572

140,000

Resident withholding tax (RWT)

470.84

17,536

26,309

18,000

TOTAL

75,472.88

129,920

194,881

158,000

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Draft budget 2010 YTD STAFF SALARIES TOTAL

1,602,657.41

STAFF DEVELOPMENT/ TRAINING

Budget YTD

Budget 09

1,428,848

2,185,297

1,428,848

2,185,297

29,136

43,706

Budget 2010 2,550,000

Professional Development

3,124.32

20,000

Staff Training

2,211.37

10,000

TOTAL

5,335.69

29,136

43,706

30,000

20,000

10,000

FINANCIAL/LEGAL SERVICES Audit/Accountant fees

27,372.03

General Consulting Fees

32,465.19

4,736

7,100

10,000

Legal Fees

41,096.12

66,664

100,000

80,000

TOTAL

100,933.34

71,400

127,100

100,000

124,336

186,500

TEU ACTIVITY Organising

25,889.02

40,000

Bargaining

36,351.74

55,000

Personal Grievances

8,767.94

13,000

Other Legal

0.00

Staff Meetings

55,619.04

20,000

TEU Meetings

83,466.80

0

External Meetings

-77.58

Women’s Fiesta

1,439.62

3,336

5,000

5,000

TOTAL

211,456.58

127,672

191,500

148,000

20,952

31,428

VEHICLE EXPENSES

15,000

Leased Vehicles

21,846.42

33,000

Owned Vehicles

7,621.89

11,000

Fringe Benefit Tax

8,166.53

10,000

15,000

15,000

Car parking

0.00

4,000

6,000

0

TOTAL

37,634.84

34,952

52,428

59,000

OTHER ACTIVITY Recruitment & Campaigns

8,752.85

18,128

27,200

25,000

Capitation Levy

8,206.91

76,136

114,209

115,000

Union Education

588.46

20,664

31,000

20,000

TOTAL

17,548.22

114,928

172,409

160,000

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Draft budget 2010 YTD TEU GOVERNANCE

Budget YTD

Budget 09

Budget 2010

National President

37,810.10

99,328

149,000

149,000

Vice Presidents

13,463.61

36,664

55,000

55,000

Kaumātua

3,554.98

10,664

16,000

16,000

Conference

-2,515.55

111,889

112,000

Council

25,996.86

26,632

39,951

35,000

Hui-ā-motu

15,009.70

15,016

22,527

20,000

Inter Branch Activity 0.00

4,664

7,000

5,000

TOTAL

192,968

401,367

392,000

85,280

127,918

93,319.70

COMMITTEE/SECTOR GROUPS Women’s Committee 10,186.43

10,000

Te Toi Āhurangi

14,633.79

20,000

General Staff Sector Group

3,978.54

4,000

University Sector Group

9,480.84

12,000

ITP Sector Group

23,423.20

14,000

Fono TOTAL

2,000 61,702.80

85,280

127,918

62,000

EXTERNAL RESPONSIBILITY Affiliations & Org Subscriptions

35,258.83

50,429

64,227

65,000

Grants/donations

-2,050.00

6,664

10,000

10,000

Crozier Scholarship Fund

5,337.50

5,000

5,000

5,000

Election Year Fund

0.00

6,000

6,000

TOTAL

38,546.33

62,093

85,227

86,000

EXPENDITURE TOTAL

2,625,330.82

2,552,509

4,107,393.00

4,133,000

INCOME TOTAL

2,743,476.80

2,634,071

4,026,668.00

4,100,000

SURPLUS (LOSS)

118,145.98

81,562

-80,725.00

-33,000

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Financial recommendations Resolution No 1 That BDO Spicer be appointed as TEU Auditor for 2010.

Resolution No 2 That the annual subscription for membership of the TEU for 2010 be 0.8% of the member’s salary, with a maximum of $550 (GST inclusive).

Resolution No 3 That the budget for 2010 be adopted.

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Membership report This first year of amalgamation has been a challenge for those of us who have worked in the membership section of the union. Firstly, thanks go to all those who have contributed many positive and helpful suggestions on how to improve the database and to those who have provided support during often difficult times.

The AUS and the ASTE databases were not fully merged until late February this year – this was due to insufficient lead in time; new staff members; office renovations and to some extent timing problems that were outside of our control. Because of the differences between the two databases, when they were merged much of the data did not fall into the correct fields entailing considerable staff time updating and correcting the information.

During the year we have also spent a great deal of time updating the information we hold on our members as both unions had quite a different emphasis on the various types of information collected. For example, date of birth; faculties; campuses; date joined. There have also been challenges for us getting used to different ways of working and different reporting methods.

We have been successful in improving the database so that it provides considerably more information than either of the two unions’ previous databases. We are now working more efficiently in our day to day processes as well as developing new reports and systems for members and for the industrial staff. We are now in a position to be able to look to the future to develop and refine the database even further.

A significant improvement in the accessing of the information has been the development of the website database for use by staff; branch personnel and some members. An online manual has been produced and sent to Branch

presidents; administration and industrial staff.

The feedback we have received has been very positive on this method of accessing members’ information. Our IT people are updating and streamlining the website access continuously.

We appreciate it has been difficult for some branch personnel to adjust to this method of accessing membership data but overall, we have had very positive responses. Our view is that once people are familiar with the new systems we will have a database with integrity that will be able to provide the tools necessary for maintaining accurate data as well as providing staff and branch committees with a number of different reporting functions that they haven’t had in the past.

Recruitment activities Branch members and industrial staff were very active in a recruitment campaign throughout February, March, April and May. New members totalling 445 were signed up during these four months. This has proved to be a significant and positive gain to the union numbers and funds.

Industrial action over the past few weeks has also seen an increase in members with only a few members resigning due to the strikes.

The graphs and tables on the next few pages will show an overview of membership statistics for the new union over the last nine months.

These are not comprehensive figures but will give you an idea of the flow of numbers both increases and decreases during this time.

Marian Cadman Assistant Secretary Admin (Acting) October 12 2009

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Membership numbers Financials

Branch

Unfinancials

Aoraki Polytechnic

61

3

Auckland Institute of Studies

20

0

Auckland University

1341

26

Auckland University of Technology

566

29

Bay of Plenty Polytechnic

57

1

Canterbury University

1136

21

Christchurch Polytechnic Institute of Technology

237

9

Eastern Institute of Technology

94

4

Lincoln University

298

3

Manukau Institute of Technology

272

13

Massey University

1188

30

New Zealand Council for Educational Research

55

0

NorthTec

155

4

Otago Polytechnic

231

10

Otago University

1192

23

REAP

41

1

Southern Institute of Technology

91

2

Tai Poutini Polytechnic

53

0

Tairāwhiti Polytechnic

55

0

Te Tari Puna Ora o Aotearoa

71

2

Te Wānanga o Aotearoa

47

3

Te Whare Wānanga Awanuiārangi

59

2

Open Polytechnic of NZ

109

0

Unitec New Zealand

316

13

Universal College of Learning

207

11

Victoria University

856

30

Waiāriki Institute of Technology

122

6

Waikato Institute of Technology 216

15

Waikato University

600

9

Wellington Institute of Technology

141

4

Western Institute of Technology 75 at Taranaki

8

Whitireia Community Polytechnic

3

108

Unfinancials

10653

345

Unknown

23

2

Female

5737

210

Male

4888

133

Maori

745

20

Other Ethnicity

300

13

Pakeha/European

3871

165

Unknown Ethnicity

5730

84

ITP

2708

108

PTE/OTEP

276

9

University

7185

171

Wānanga

107

5

Members Gender

Ethnicity

Sector

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Financials

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Membership by sector University

Academic General Staff

Joint Clinical Staff

Main/ Clean

Medical/ Other Dental Code

Technicians

Auckland University

789

524

2

2

46

1

Auckland University of Technology

585

2

Canterbury University

538

576

3

26

8

1

Lincoln University

154

143

Massey University

716

470

1

5

3

1

Otago University

606

515

40

Victoria University

570

309

3

3

1

115

8

1 21

53 1

Waikato University

420

191

Totals for University Sector

4378

2730

Aoraki Polytechnic

50

13

Bay of Plenty Polytechnic

59

Christchurch Polytechnic Institute of Technology

234

4

Eastern Institute of Technology

93

4

Manukau Institute of Technology

279

2

Nelson Marlborough Institute of Technology

103

NorthTec

154

2

Otago Polytechnic

213

26

Southern Institute of Technology

91

1

Tai Poutini Polytechnic

50

3

Tairāwhiti Polytechnic

53

1

Telford Rural Polytechnic

2

3

Te Tari Puna Ora o Aotearoa

70

1

Te Wānanga o Aotearoa

39

9

Te Whare Wānanga Awanuiārangi

60

Open Polytechnic of New Zealand

109

1

Unitec New Zealand

322

3

Universal College of Learning

156

56

Waiāriki Institute of Technology

125

Waikato Institute of Technology

222

Wellington Institute of Technology

143

Western Institute of Technology at Taranaki

78

Whitireia Community Polytechnic

109

Totals for ITP Sector

2814

130

Totals for Other Sectors

434

52

OVERALL TOTALS

7626

2912

1

1

46

52

1

4

ITP

1

1

1

1

1 1

1

1

3

Others

105

53

116

26 TERTIARY EDUCATION UNION Te Hautū Kahurangi o Aotearoa

46

116

4

Membership numbers New members by month

150 120 90 60 30 0

Jan

Feb

Mar

Apr

May

Jun

Jul

Aug

Sep

Oct

Full time equivalents through 2009

12000 10000 8000 6000 4000 2000 0

Jan

Feb Mar Apr May Jun

27 TERTIARY EDUCATION UNION Te Haut큰 Kahurangi o Aotearoa

Jul

Aug Sep

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Aoraki Polytechnic Auckland Institute of Studies Auckland University Auckland University of Technology Bay of Plenty Polytechnic Canterbury University Christchurch Polytechnic Eastern Inst of Technology Lincoln University Manukau Institute of Technology Massey University NMIT NorthTec Otago Polytechnic Otago University REAP Southern Institute of Technology Tai Poutini Polytechnic Tairāwhiti Polytechnic Te Tari Puna Ora o Aotearoa Te Wānanga o Aotearoa Te Whare Wānanga Awanuiārangi TOPNZ Unitec New Zealand UCOL Victoria University Waiāriki Institute of Technology Waikato Inst of Technology Waikato University Wellington Institute of Technology Western Inst of Tech at Taranaki Whitireia Polytechnic Other Inst & Organisations

0

TERTIARY EDUCATION UNION Te Hautū Kahurangi o Aotearoa

20

40

60

80

New members signed by institution

100

120

New member numbers

28

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New members by month Branch

Jan

Aoraki Polytechnic

Feb

Mar

1

2

Apr

May

Jun

Jul

Aug

2

1

1

Sep

Oct

Totals

2

9

Auckland Institute of Studies

1

2

1

1

2

7

Auckland University

1

11

13

3

8

6

7

6

9

10

74

Auckland University of Technology

2

6

11

2

4

7

5

2

5

44

3

1

1

6

Bay of Plenty Polytechnic

1

Canterbury University

1

22

7

11

5

8

Christchurch Polytechnic

1

3

4

2

4

2

3

4

2

5

2

1

4

Eastern Inst of Technology Lincoln University Manukau Institute of Technology

10

8

5

5

3

5

8

13

NMIT

1 1

6

5

2

6

4

3

3

Otago University

6

10

9

2 12

REAP Southern Institute of Technology

2

3

4

2

3

Tairāwhiti Polytechnic

2

8

Te Tari Puna Ora o Aotearoa

1 3

Te Whare Wānanga Awanuiārangi TOPNZ

1

2

1

5 2

2

1

1

3

103

1

18

2

17

4

2

23

1

1

1

38

8

4

4

1

2

3

4

4

29

1

3

2

21

15

3

8

5

5

73

1

1

2 2

1

2 1

18 1

9

4 1

10 27

1 1

9 6

6

2

1

2

3

12

12

4

45

3

2

1

4

1

5

2

1

23

6

9

10

2

72

3

1

6

9

5

17

8

5

5

2

1

1

1

5

1

2

5

1

4

6

2

7

5

1

4

3

2

2

1

2

3 2

12 13

2

Waiāriki Institute of Technology Waikato University

1

1

Victoria University Waikato Inst of Technology

47 7

1

2

4

8

1 3

7 3

20

4

1

4

1

Unitec New Zealand UCOL

2

1

Tai Poutini Polytechnic

Te Wānanga o Aotearoa

4

3

Otago Polytechnic

12

1 3

Massey University NorthTec

1

9

Wellington Institute of Technology

1

1

18 27 1

25

2

1

5

4

2

22

7

17

Western Inst of Tech at Taranaki

2

2

5

4

2

1

Whitireia Polytechnic

1

1

1

1

4

2

Other Inst & Organisations

10

2

6

8

3

5

5

14

2

55

Totals

37

132

100

114

98

61

102

123

56

922

99

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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 taxdeductible.

During 2009, the trustees of the Fund have approved two grants totalling $8,000.

As at 30 September 2009, the balance in the Benevolent Fund account was $91,975.

The Fund continues to receive commission from Sovereign Assurance for the Careplan insurance scheme available to members through Privilege Marketing.

Tom Ryan Maureen Montgomery Tangi Tipene Sharn Riggs Trustees 28 October 2009

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Section 3 Rule remits and policies Contents Rules amendments

2

Research and degree teaching policy

12

Research assesment policy

15

LIANZA Professional Registration Scheme policy

17

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Rules amendment 1 Proposed changes to Rules relating to membership and subscription and levies for casual and fixed term employees in the tertiary sector.

agreement (of short duration) in the tertiary sector shall be continuous for a year from the first payment of a membership fee by that member. b) That annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning less than $5,000 per annum gross from their tertiary sector employment shall be capped at $15 per annum;

Proposed by

National Women’s Committee, Te Kahurangi Māreikura

and that annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning between $5,000 and $10,000 per annum gross from their tertiary sector employment shall be capped at $30 per annum.

That the Membership (5) and Subscriptions and levies (6) rules be amended to encourage and facilitate membership of TEU for casual and fixed-term (of short duration) staff in the tertiary sector and to ensure continuity of membership for these tertiary sector staff.

Note: an accompanying paper with an explanation of these rule changes is provided on page 7.

New wording a) That membership in the TEU for an employee on a casual or fixed-term

Rules amendment 2

That each branch of the union have a Te Uepū (Māori) representative

(f ) (iii)).

New wording: Rule 9.3 There shall be a president, treasurer or secretary-treasurer, and Te Uepū representative in each branch and, in addition, there may be such other officers as the branch may from time to time determine. The additional officers may, wherever possible, include an immediate past-president or presidents, a vice-president, a membership officer, a women’s representative and sector representatives.

Proposed by

Hui-ā-motu and Te Toi Ahurangi That each branch of the union have a Te Uepū (Māori) representative.

Background: The aim of this remit is to reflect the Tiriti partnership and interrelationship of the union with its Māori members. It is also in line with Object 3.8 of the union and the rules and long-standing practices of both ASTE Te Hau Takitini o Aotearoa (Rule 17.14 (e)) and AUS (Rule 15

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Rules amendment 3 That nomenclature of the union rules is consistent.

those used within the Tiriti e.g. “tauiwi” be replaced with “Pākehā” and “tangata whenua” with “tāngata Māori”. Te Uepū also recommend that this remit be further discussed at union meetings of Te Toi Ahurangi (on 1 October), Council (2 October), Tiriti Partnership Group (30 October), Te Uepū preconference meeting (8 November), and that the Tiriti Partnership Group speak to this remit at national conference in November.

Proposed by:

Hui-ā-motu and Te Toi Ahurangi That nomenclature of the union rules is consistent.

Background:

Object 3.8 of the union rules refers to the “promotion of, and adherence to, Te Tiriti o Waitangi” and rule 13.10 states that Te Toi Ahurangi “shall take full responsibility for the management of all matters Māori”, accordingly Te Uepū members at hui-ā-motu recommend that the nomenclature of the rules emulate

New wording:

That the Te Uepū representative on Te Kahurangi Māreikura be a member of Te Toi Ahurangi.

membership and hui-ā-motu. Amending the rule would be consistent with what is already in the rule 13.9, that is, the sector groups representatives on Te Toi Ahurangi are also members on other sector groups such as the university sector group.

Proposed by:

New wording:

All references within the rules to “tauiwi” are replaced with “Pākehā”; “tangata whenua” with “tāngata Māori”; “Māori representative” and “te pou tautoko” with “Te Uepū”.

Rules amendment 4 Hui-ā-motu and Te Toi Ahurangi

Rule 13.9 Te toi ahurangi shall comprise te kāhui kaumātua, the national Māori vicepresident, te tumu arataki (who shall chair the meetings of the committee), the other two Māori representatives on the council, ngā tumu āwhina, and one academic and one general staff member from the university sector group, and one academic and one general staff member from the ITP sector group and two general staff members from the general staff sector group and one te kahurangi māreikura representative, appointed by the hui-ā-motu

That the Te Uepū representative on Te Kahurangi Māreikura be a member of Te Toi Ahurangi.

Background:

Currently under rule 13.3 the Te Uepū and hui-ā-motu representatives on the general staff sector group and Te Kahurangi Māreikura only attend these meetings and are therefore very much disconnected with Te Uepū, hui-ā-motu, and Te Toi Ahurangi. The aim of this remit is to remedy this disconnect by linking up the Te Uepū representatives on the general staff sector group and Te Kahurangi Māreikura with Te Toi Ahurangi and therefore wider Te Uepū

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Rules amendment 5 Proposed Rule Change to 13.3 (National Committees)

general positions of the national women’s committee, te kahurangi māreikura, not later than 31 August in the year of the election, giving not less than one month’s notice of the closing date for their receipt.

Proposed by:

National Women’s Committee, Te Kahurangi Māreikura

13.5 In the event that an election needs to be conducted, the national council shall appoint a returning officer, who may be the national secretary. Candidates for the national women’s committee, te kahurangi māreikura, shall not be eligible to be returning officers, but shall be permitted to nominate, on their behalf, scrutineers to attend the counting of any relevant ballot.

Delete the words ‘four members elected from academic staff members and four members elected from general staff members of the union by women voting members present at the annual conference’ and replace them with the words ‘four women representatives of the academic staff members of the union and four women representatives of the general staff members of the union elected biennially by women members of the union’, so that the subclause shall read:

13.6 Nominations for the national women’s committee, te kahurangi māreikura, may be made by any two financial women members of the union or by any branch committee or by resolution of any branch meeting.

13.3 The national women’s committee, te kahurangi māreikura, shall comprise the national women’s vice-president (who shall chair the meetings of the committee), a member appointed by the hui-ā-motu, four women representatives of the academic staff members of the union and four women representatives of the general staff members of the union elected biennially by the women members of the union.

13.7 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 women members at least one month in advance of the election.

A candidate profile statement of up to a maximum length of 250 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.

Explanation: This part of the amendment addresses three matters – namely that the committee should be elected by women members, rather than at annual conference; that the rules need to be clarified so that it means that the representatives on the committee need to be women and that the committee members term will be for two years.

13.8 If the number of nominations does not exceed the required number to fill the relevant positions, the candidates shall be declared elected unopposed by the returning officer.

New wording:

13.9 If the number of nominations exceeds the required number to fill the relevant vacant positions, the returning officer

13.4 The national secretary shall call for nominations for the four academic and four

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committee • Additional instructions about profile statement (or candidate’s nomination statement) i.e a limit of 250 words • Declaring candidates elected unopposed.

shall make all the necessary arrangements for an election by secret ballot of all members eligible to vote. No endorsements shall be included on or with information distributed to members. (An endorsement is an expression by a person other than the candidate of support for any particular outcome of a ballot.)

The date nominations need to be called by: We are proposing a slightly later timeframe than that for election of national officers, which is currently required to be notified by 30 June. We think it will be useful to separate the elections, particularly as the women’s committee is keen to explore the possibility of an electronic vote. It will also mean that the women’s VP is elected prior to the election of the committee.

There is still ample time before those elected take up their role.

13.10 Only financial women members of the union shall be eligible to vote for the election of the national women’s committee, te kahurangi māreikura.

13.11 The returning officer, together with any scrutineers, shall count the ballot and the successful candidates shall be declared elected and take office on 1 January in the following year.

Who may nominate women for the committee: At present the Rules are silent on this. The rule that was used for the election of the women’s committee in 2008 is what is proposed. It was the previous practice of AUS also.

13.12 The returning officer shall take all reasonable steps to ensure that all ballot papers and other documents used in connection with the ballot are preserved and delivered to the national office of the union after the election. The national secretary shall ensure that all such documents are kept at the national office for at least one year after the completion of the ballot or, where an inquiry is instituted in relation to the ballot, until at least two months after the determination of the inquiry.

Additional instructions about profile statement (or candidate’s nomination statement) i.e a limit of 250 words: It is our view that this is useful to include.

Declaring candidates elected unopposed: A minor point but it is included in the rules for national officers but not the ballot section.

Comment on Additional Clauses These additional clauses are taken from those pertaining to the election of national officers, 20.3 to 20.11. Minor amendments have been made for gender.

Although we were advised that the information above is contained in the section of the Rules relating to Ballots, there are a number of clauses we consider to be important that in fact are not contained in the Ballot section of the rules.

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These include • The date nominations need to be called by • Who may nominate women for the

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Rules amendment 6 Change to Branches Clause 9.3

be formally provided for. We believe it is a backward step to leave it up to each branch to decide, or potentially decide not to, incorporate specific women’s representative(s).

It is also an unnecessary decision for branches to have to re-make. Both unions discussed this issue previously and endorsed it.

Proposed by:

TEU National Women’s Committee Te Kahurangi Māreikura Proposed Rule Change to Branches Clause 9.3

We believe that saying that branches shall (rather than may) have women’s representative(s) sends a clear message to all members about the status and respect accorded to women members in each branch.

Amend the first sentence as follows: Clause 9.3

New wording

We also see it as a recruiting and organising tool. In particular, this includes opportunities for allied staff women to become actively involved in TEU. Many women have begun their involvement and participation in broader union activities through first starting with women’s activities.

There shall be a president and treasurer or secretary-treasurer and women’s representative(s) in each branch...

Explanation From 1987 AUS had an established system of a Women’s Representative at each branch, these women then formed the national committee.

More recently AUS was aiming to have both an academic and a general women’s representative at each branch. ASTE also have had a tradition of a women’s representative at each branch.

We understand that some branches may not always be able to fill such positions, in which case they shall just remain unfilled.

Current national women representatives wish to see this continue and for the positions to

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TEU membership

which recognises a changing tertiary sector workforce Paper prepared by TEU Women’s VP Sandra Grey and the National Women’s Committee, Te Kahurangi Māreikura, September 11, 2009

1

Second, it is expected that encouraging new workers to join unions will pay dividends, as union membership is likely to become a habit for life. An example of the effectiveness of enrolling new workers can be seen in campaigns by Unite to unionise casualised labour in the retail sector. For example, tracking of youth who joined Unite while working in movie theatres shows some have gone on into full-time jobs in banks, joined FINSEC, and in one case even taken up an active delegate role.

Introduction

Casualisation of the labour force is one of the issues which has been detrimental to union density worldwide. The New Zealand tertiary sector is not immune from the trend towards short-term and casualised work, and needs to consider ways in which it can ensure growth in union density in this environment.

Drawing on youth engagement in politics more generally provides us with a lead about creating ‘active citizens’. Literature on youth engagement in politics and voting, gives us an indication of the importance of building habits for a lifetime when we are young. Presentations by the New Zealand Electoral Commission’s Helena Catt in 2007 and 2008 highlighted that it is crucial for New Zealand and other advanced democracies to engage youth in voting, because voting was a habit that needed to be fostered early in life. Similarly, we would argue that union membership is something that should be fostered when people first become workers, and the TEU must play its part in encouraging youth to look at union membership as normal.

A number of unions and the NZCTU have in recent years been actively looking at ways to engage youth and casualised workers in unions and extend the opportunities for workers to access union membership. The National Women’s Committee feels that our union should also take an active role in trying to engage the most disaffected and vulnerable in our workplaces. In particular TEU needs to consider how it will encourage into the union younger workers, such as research assistant and tutors. As such we are recommending that TEU make changes to membership structures and fees.

Increasing the involvement of short-term, casualised workers in TEU has a number of benefits, short- and long-term. First, the most vulnerable part of tertiary sector budgets are those which go toward hiring part-time tutors, research assistants, and guest lecturers. An increased density of union membership of this vulnerable sector would provide strength in fighting cuts to such areas and perhaps even assist in countering the trend towards increasing casualisation.

There is limited research into youth joining unions, however what exists does indicate that there is some importance in ‘exposing’ people to unions before they hit the full-time job market. Graham S. Lowe and Sandra Rastin (2000: 203) note that one of the two major challenges facing unions is demographic – that

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union membership in western industrial nations is ageing and tends to be concentrated in declining or slow-growth sectors. In terms of ‘exposure effect’, Lowe and Rastin (217) note that if there is an exposure effect, it is through “prior union membership – which tends to predispose young people to future membership if they move into a non-union job.” As such the authors argue that unions must target educational campaigns at young people before they make the transition into the labour market.

The TEU is in a unique position not only to provide education campaigns to young people, but to offer them a first opportunity to be involved actively in a union which builds for some a predisposition towards union membership in future.

The casualisation of the workforce in the tertiary sector raises three problems: • continuity of membership; • cost of membership; and, • ensuring active membership each of which will be addressed in this paper.

Figure One: Work status of selected groups of workers in the Tertiary Sector, 2007

Universities 2007 FULL TIME

Male Academic

Total

Male

Female

2,373

5,897

1,812

2,170

3,982

541

615

1,156

268

563

831

47

239

286

13

95

108

2,994

4,532

7,526

921

2,628

3,549

7,106

7,759

14,865

3,014

5,456

8,470

Advisory and other teacher support staff

ITPs 2007 FULL TIME

Male Principal lecturers/Senior Lecturers Senior Tutors/Tutors

Female

PART TIME Total

Male

Female

Total

389

301

690

48

114

162

1,416

1,007

2,423

605

1,133

1,738

15

13

28

66

123

189

996

2,001

2,997

366

1,266

1,632

2,816

3,322

6,138

1,085

2,636

3,721

Tutorial Assistants Executive and support staff

role. Statistics from TEC show that women are more likely than men to be in part-time roles within both Universities and ITPs (See Figure One)

2 Why is the NWC concerned with this issue?

Within the tertiary sector there are large numbers of women in part time and casualised roles. While the gendered differences with regard to casualised labour are not available, we can infer that it is likely to be women who are affected more by casualisation because within the tertiary sector being part time is often a signal that you are in a temporary or casualised

3 Continuity of membership in TEU The casualisation of the labour force within the tertiary sector poses a number of problems which need to be considered. The first is the

8 TERTIARY EDUCATION UNION Te Hautū Kahurangi o Aotearoa

Total

3,524

Research Only Staff

Other Staff

Female

PART TIME

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continuity of membership for workers who are on repeated short-term or fixed-term contracts. For casual staff in the tertiary sector, many of whom work on short term contracts over a period of four or five years, having to re-join the TEU every quarter or half year is a disincentive for involvement in the union.

What’s more it is likely that when many of the major events, such as AGMs and other important Branch or National meetings are being held, our casualised staff will not be ‘active members’ as their contract and therefore membership will have lapsed.

However, for many of our tutors, research assistants, and casual general staff members the membership fee seems prohibitive. The cost factor can be demonstrated by looking at membership for a few different categories of casual workers. One category of worker covered by this paper would be tutors whose work is being increasingly casualised due to constrained budgets at many institutions.

In order to illustrate the typical tutoring contract, we have used examples from the School of Social and Cultural Studies (SACS), Victoria University of Wellington. Within this school until 2009 most of our tutors received 10 weeks work each semester earning them between $1,105.65 and $1,586.52 per semester. In terms of union membership costs, for a current SACS tutor their total union dues would be between $17.60 and $25.40 each semester. For those of us on full-time salaries, this amount seems insignificant, for casualised staff (many of whom are students) this often seems prohibitive. Another example may be the very part time research assistant employed to do a summer internship at VUW. It is common for these people to be employed for between 100 and 150 hours, earning an average of $2,000 to $3,000 over the period of a contract. Union fees for this part time worker would be between $16 and $24 for each contract they accept.

Recommendation: That membership in the TEU for an employee on a casual or fixed-term agreement (of short duration) in the tertiary sector shall be continuous for a year from the first payment of a membership fee by that member.

The changes to the membership rules of TEU must be accompanied by discussions with the respective institutions in which members are employed to ensure that the end of a shortcontract is not seen as the end of membership in the union. There is nothing which precludes the employers from ensuring that once a member has joined TEU, no matter whether for a casualised or fixed-term contract, that they remain an active member until formally notified otherwise (by the union or employee).

For many part-time and casualised staff in the tertiary sector, their employment will involve two or three contracts per year – even at the lowest amount this would mean $33.60 per year in union dues; at the top end it could be as much as $80 in membership fees per annum. For workers, who are often students living on very low incomes, this membership fee level is prohibitive.

4 Cost of membership in TEU The second issue which must be addressed is the fee schedule for membership of the TEU. Our current membership fees at first glance do not seem prohibitive to casualised and part time staff:

A number of existing unions in the education sector perhaps provide the lead in how we should think about new and casualised labour. The tutors, research assistants, and part time administrators of today will go on to be the full time employees of the future tertiary sector. Our

Subscriptions The annual subscription for TEU membership is 0.8% of annual salary, up to a maximum of $550 per year.

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sister education unions, the PPTA and NZEI, recognise the importance of ensuring ‘trainees’ into their profession are enrolled in union membership, so offer teacher trainee membership to their respective organisations free or for a nominal fee: Teacher trainee members: Trainee teachers are entitled to free membership of the PPTA. Teacher trainee members do not have voting rights and cannot act as delegates (http://ppta.org.nz/).

It only costs $5 per annum to join us as a student teacher member!

Payment by cheque or cash (no coins) should be attached to this form and sent to the freepost address. Please note that this fee only covers you for one year while you are training. When you start working in paid employment, you’ll need to contact us so we can send you out an application form for full membership. (http://www.nzei.org.nz/) In recognition of the need to engage casualised workers in unions, the PPTA also offers membership using an annual fee to Adult and Community Education Staff: CE teachers: Membership for adult and community education teachers is $50 per annum (GST incl). ACE teachers have full voting rights and the right to be nominated as a delegate to the PPTA annual conference.

Membership in the PPTA and NZEI is extremely high, and perhaps some of this is due to their strategies to enlist ‘trainees’. Within the primary sector, NZEI has 47,988 members, and in the secondary schools there are 16,913 PPTA members (Union Membership Returns 2008). Union density is greater in these two parts of the education sector than in our tertiary institutions.

The NWC of TEU recommends a cap on membership fees for staff who are employed on short-term contracts. We currently provide a cap for the upper limit of our union fees at $550, as a matter of equity, and to encourage

greater membership from the casualised workforce in the tertiary sector, we recommend a cap for low-paid, casualised staff.

Recommendation: That annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning less than $5,000 per annum gross from their tertiary sector employment shall be capped at $15 per annum; and that annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning between $5,000 and $10,000 per annum gross from their tertiary sector employment shall be capped at $30 per annum.

While this change will see a small drop in the amount paid annually by some individual casual employees who choose to join TEU, it is hoped this is offset by a rise in the number of tutors, research assistants, temporary administrators, and other casualised staff who join our ranks.

We also think that such a ‘straightforward’ fee means that such members may be more likely to pay in a single or two payments which would reduce the difficulties they encounter trying to get the employer to re-commence deductions each time they are re-employed.

5 Ensuring active membership Finally, the TEU needs to make membership in the TEU as easy as possible by ensuring new staff, particularly those in casualised positions, are provided with accurate and up-to-date information on joining our union and feel empowered to act on issues which affect them.

As part of this, the TEU at Branch level must work with employers to ensure all new employees have easy access to membership forms – though with changes in continuity rules, they should only need to be asked to join once.

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The TEU should investigate a campaign to enlist delegates from the ranks of casualised tutors, research assistants, and administrators in the tertiary sector and encourage a network of delegates to set up an annual event at which to recruit new members and encourage activism amongst this group.

Proposed Changes to Rules relating to membership and subscription and levies for casual and fixed term employees in the tertiary sector.

Proposed by the National Women’s Committee, Te Kahurangi Māreikura

Recommendation:

Remit:

That the TEU investigate the establishment of a network of delegates from those members who are on casualised or fixed-term contracts, to encourage further activism within the union.

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Summing up

NWC urges the TEU to encourage new comers to the tertiary sector to become part of the unionised workforce and to make union membership a habit that they carry into their full time employment in later life be it as workers in the tertiary sector or other workplaces. This is both an issue for the long-term survival of our own union, for the good of the tertiary sector, and an equity issue which ensures our most vulnerable workers are protected and have active input into the future direction of our sector and union.

That the Membership (5) and Subscriptions and levies (6) rules be amended to encourage and facilitate membership of TEU for casual and fixed-term (of short duration) staff in the tertiary sector and to ensure continuity of membership for these tertiary sector staff. a) That membership in the TEU for an employee on a casual or fixed-term agreement (of short duration) in the tertiary sector shall be continuous for a year from the first payment of a membership fee by that member. b) That annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning less than $5,000 per annum gross from their tertiary sector employment shall be capped at $15 per annum; and that annual membership of the TEU for casual or fixed-term agreement (of short duration) employees earning between $5,000 and $10,000 per annum gross from their tertiary sector employment shall be capped at $30 per annum.

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Research and degree teaching Draft policy for conference Background to the policy

Prior to the formation of the Tertiary Education Union Te Hautū Kahurangi, both ASTE and AUS took strong positions in submissions and other forums in support of the requirements that degree-level programmes be taught mainly by people engaged in research. This position arose from a firm belief in the importance of recognising the research-teaching nexus – that active involvement in research by teachers helps pass on new knowledge to students, ensuring the capabilities developed through undertaking research become part of students’ learning.

This position was also informed by research findings that demonstrated involvement in teaching helps stimulate ideas for research, and encourages the researcher to place their activities within a wider context.

In supporting the requirement for engagement in research, both unions also stressed the need to ensure that staff are provided with appropriate workloads to meet both their teaching and research responsibilities. This stance was given practical application during bargaining, with many collective agreements negotiated by the two unions having workload provisions placing parameters around timetabled teaching hours and administrative/ pastoral care and other duties for staff with research obligations.

in the sector resulted in the unions frequently needing to raise this point at government and institution level, as a number of TEOs sought to maximise their funding by over-focusing on established researchers who could attract more funding.

The current policy seeks to reinforce these messages, as well as taking a position on the research-teaching nexus that acknowledges the different career paths that academics may take in developing as teachers/researchers.

The challenge that the sector faces is ensuring an academic environment that supports research development and a broad definition of research , whilst simultaneously acknowledging the central role that teaching plays. Providing a quality learning experience for students is after all a primary function of TEOs. This policy encompasses TEU’s view on how this might best be achieved.

Policy statement {Insert whakataukī}

Introduction

The Tertiary Education Union Te Hautū Kahurangi believes that degree-level programmes should be taught mainly by people engaged in research. Our Additionally both unions were strong advocates view is that active engagement in research by teachers helps pass on for a balanced research profile in institutions that includes a mix of new/emerging and more new knowledge to students, ensuring the capabilities developed through established researchers. The advent of the performance-based model for research funding undertaking research become part of students’ learning. Additionally

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we believe that involvement in teaching helps stimulate ideas for research, and encourages the researcher to place their activities within a wider context of teaching and learning.

In establishing a balance between research and teaching however, consideration must also be given to the differing requirements for discipline areas. In some disciplines, teaching and related activities (such as assessment of practicuum) requires a much greater degree of direct student contact.

The teaching-research nexus Research activity for those engaged in degreelevel teaching should relate to the process of teaching in some way – such as finding new and better ways to teach, deepening understanding of the learning process, or exploring new knowledge relevant to the subject matter being taught (i.e pure or basic research). In the same way research outcomes should be able to be discerned in the process and practice of teaching - whether actually in front of students or in planning, preparation and assessment. Such an approach gives equal value to both teaching and research, and recognises that both activities are needed to ensure a quality learning experience for students.

Ensuring a collaborative research environment In TEUs view a vibrant teaching and research environment is one that recognises and values individual staff strengths in teaching and research and that maintains a mix of experience in both areas i.e. a profile of teaching and research capability ranging from more experienced to those new to the profession of teaching or in an earlier stage of their research career. Each individual staff member will be working at a different level, but will benefit from a collegial environment where research and teaching knowledge and practice is shared.

Maintaining a diverse staff profile for teaching and research does not mean that individual staff will remain at the same stage of

development for the duration of their career; over time individual staff will gain experience, upgrade qualifications etc. However an institution’s profile should normally include such a mix, thus ensuring ongoing growth and development of its staffing resource.

This position differs somewhat to the principles for staff engagement in research provided by NZQA in that the TEU recognises that many subject or discipline areas recruit staff directly from the profession. The NZQA position that at some point all staff will be recruited ‘research and/or teaching-ready’ does not in TEU’s view adequately reflect the requirements of all parts of the sector, particularly ITPs and wānanga. New staff taking up a degree-level teaching position may have strong professional or industry experience which is valuable in terms of being able to provide current, indepth subject knowledge. Such individuals may however have little or no experience in undertaking academic research or teaching, and must be supported with appropriate professional development time to acquire these skills, rather than the TEO losing the opportunity of including them in their staffing mix. The TEU therefore supports systems that recognise diverse paths, both entering the career of teacher-researcher and during the course of that career.

Employment conditions The TEU will continue to ensure that processes are in place to support or develop those who teach in degree-level courses, including provision for workload planning, professional development opportunities etc. Additionally the TEU will continue to advocate for workload allocation that accurately reflects research and teaching commitments at degree-level, through collective agreement negotiations and involvement in reviewing institution and government policy.

The TEU will continue to lobby to ensure that the sector adheres to

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guidelines developed as a result of legislation (such as that relating to PBRF) that define which staff are required to undertake research.

This includes staff who may be involved in limited and directly supervised teaching activities (such as those employed to run tutorials) and are not required to be researchactive, but experience institutional pressure to do so.

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Research assessment Draft policy for conference Background to the policy Prior to the formation of the TEU, both AUS and ASTE had indicated guarded support for the introduction of the Performance Based Research Fund (PBRF). In the initial stages of the development of the model the two unions hoped that it might be a mechanism by which research performance and research excellence could be better recognised and rewarded.

However as the PBRF model began to operate in the sector, a number of problems associated with it emerged. The area of most concern to AUS and ASTE, and latterly to TEU, was the reporting of individual scores to institutions, with a resultant misuse of these in employment relationships. A number of other significant issues were also reported by members, including: • a sense of being stigmatised for ‘low’ PBRF-rated staff; • increases in workplace stress for some staff as further demands were placed on them to produce research, often without appropriate workload adjustments; • a sense that the role of teacher is devalued under this model, and that the vital connection between teaching and research is compromised in the quest to maximise funding opportunities; • the model inadequately measuring the value of local, indigenous, NZ-focused research.

Many TEU members have also expressed general concerns about the increasing frequency of internal and external monitoring/ assessment of academic staff research and teaching performance, and the resulting rise in

internal competition and erosion of academic culture. As well, general staff members have commented that little recognition of their contribution to research, or additional funding to provide the support required by the increased level of research activity, has been forthcoming.

A number of the concerns that the two unions raised in the early stages of the PBRF system also remain, including that institutions or disciplines with a more emergent research culture would be financially disadvantaged, and the potential for the model to create a bias against certain types of research (such as New Zealand-based research and multidisciplinary or collaborative research).

Some positive outcomes have resulted from the PBRF system, in terms of the sector giving a sharper focus to research activities, with some TEU members commenting that they feel better supported in their work. However this is outweighed by the many instances where institutions have used the PBRF model as a tool for increasingly onerous and uneccessary internal evaluation processes.

This has led to the TEU advocating for a comprehensive review of research assessment and funding systems post 2012. Our position is that the current model of research assessment contains too many flaws, chief among them the high cost of administering the system (both in actual dollars and staff time) and privacy issues relating to the use of individual scores, for it to continue to be a useful model.

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Policy statement

submit a portfolio of research outputs and additional research income, dividing these numbers by the number of employees to arrive at their institutional score)

{Insert whakataukī} The TEU has consistently advocated for institutional processes that are structured to provide the best setting possible for quality research, teaching and learning. Our view is that the optimum environment for these activities to flourish is one of high trust, recognising that individual academic staff already participate in processes of scholarly critique through avenues such as peer review of their work, community feedback on research outcomes, and through each institution’s performance review system.

The TEU does not therefore support government assessment and funding policies that require individual staff to provide additional evidence of their performance for the purposes of distribution of research funding at the institutional level. Analysis of individual academic staff performance should occur within the appropriate department or faculty, and use of this information beyond that level must only be in an aggregated form, where the individual is not able to be identified.

Any future government policies seeking to assess the quality and/or quantity of research outputs in the tertiary sector must therefore focus at the macro-level (the institution), where funding is distributed, rather than using individual staff performance and outputs as the key driver for the disbursement of research funding.

Features of such a model may include: 1. A simplified system of recording/reporting research outputs, with a focus on auditing institutional capability (one measure could be taking a simple overall research outputs based approach, where institutions

2. A greater emphasis on scoring (for the purposes of funding and assessing ongoing development needs) at an aggregate level, with individual performance and outputs remaining within departments or faculties.

Aggregate scoring at department or faculty level would also lead to greater recognition of the contribution made by general staff to the department’s success.

3. Recognition of the different stages of development of a research culture, such that the model encourages ongoing development, and is able to measure improvements/change.

4. Recognition of and the ability to appropriately measure the contribution of a range of research methodologies to the institution’s overall research outputs.

5. Being cost-effective – implying therefore an administratively streamlined process with minimal impact on academic and general staff within institutions.

6. The ability to appropriately measure the impact of research nationally and to local communities, where often its primary function is to build local social capital.

7. Recognition of and the ability to appropriately measure the contribution of both academic and general staff to research outputs.

8. The ability to assess adverse or perverse effects (such as negative gender or ethnicity outcomes that are attributable to the application of the model) and quickly address these.

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LIANZA Professional Registration Scheme Draft policy for conference Background

On the 1st July 2007, the Library and Information Association of New Zealand (LIANZA) introduced a voluntary scheme for registration based on continual professional development for its members or members of affiliated professional organisations. (For more information on the scheme please refer to the LIANZA website http://www.lianza.org.nz/ registration/)

Current applicable policy According to the AUS policy on Professional Development “The Association expects universities to establish appropriate opportunities for staff to develop, obtain and maintain recognition for competence in the areas of professional responsibility. Such opportunities for staff should be provided both initially and at appropriate times in their career”. (AUS Annual Conference 1999)

Policy statement The LIANZA professional registration scheme provides a framework for which ongoing professional development for librarians can be achieved and maintained. As such, TEU supports the scheme but not to the exclusion of recognising, or supporting the provision of other professional development opportunities for librarians and other library staff.

TEU support for the scheme is also provisional on the following conditions being met by the employer: 1. Fairness and equity in the recruitment process must be maintained. TEU does not accept that the lack of LIANZA registration would be the sole reason for non-appointment to a position.

2. Where LIANZA registration is identified as a requirement of a position the employer must fully fund registration costs.

3. TEU expects that a good employer will provide opportunities for training that should include those endorsed by LIANZA as suitable/required to maintain the skill levels expected for professional registration.

These training opportunities should not be provided to the detriment of other staff training, including for library staff who are not eligible for professional registration or who do not wish to be a LIANZA member.

4. TEU expects that institution support for the library profession would also be reflected in the maintenance of appropriate career paths in their employment structures and not merely in supporting professional registration.

5. TEU would oppose registration becoming a mandatory or ‘de facto’ mandatory registration scheme.

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Section 4 Reports Contents Branch reports

2

Aoraki Polytechnic Auckland University of Technology Bay of Plenty Polytechnic Eastern Institute of Technology Lincoln University Manukau Institute of Technology Massey University Nelson Marlborough Institute of Technology NorthTec The Open Polytechnic of NZ Otago Polytechnic Parents as First Teachers Te Tai Poutini Tairāwhiti Polytechnic UCOL Unitec University of Auckland Faculty of Education University of Canterbury University of Otago University of Waikato Victoria University of Wellington Te Whare Wānanaga o Awanuiārangi Waiariki Institute of Technology

2 3 5 6 8 9 10 14 16 18 19 20 21 22 23 24 26 27 28 29 31 32 34

Other reports

36

University sector (Academic and general) General staff ITP sector Academic staff ITP sector National Women’s Committee Te Tumu Arataki General staff Teacher Education

36 38 39 40 42 44 46

TEU goals for 2010

47

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Aoraki Polytechnic August 27 2009.

Report from the Chair.

Mike Armstrong, Branch Chair.

The Branch is most frequently called upon to explain the CA and to assist members identify and solve issues relating to their individual situation and negotiating with management on behalf of individual members with workload and pay issues. The CA is often referred to for clarification.

Kris Smith visits all campuses on a regular basis. Gill Ryan General Staff Representative ITP sector, travelled to Wellington for support staff training late last year and extended her awareness of activism in that sector. Gill is booked to go there again in September. My own annual trip to Wellington for the National Conference was cancelled owing to the death of my mother on the morning I was to depart.

Kris Smith and Barb Hill have been taking part in the Pay and Equity Committee during 2009. That Committee has now reached the end of the consultation phase and Ben Lee is at present collating the findings before taking the report back to the committee before releasing the final report to staff.

Branch Executive met on the 7th May and there has been a Branch claims meeting held on the 10th August.

Kris Smith and members at Dunedin Campus have been involved in negotiations with Otago Polytechnic re Aoraki Polytechnic’s delivery of programmes out of region. These discussions have been underway during this past year and aspects relevant to the jobs and workload of our members have been ongoing. TTH issues

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are still being resolved, as Otago calculates their certificate TTH differently.

Otago Polytechnic had desired the total takeover of our media area programmes under the “out of region” delivery of programmes.

AP programmes offered did not correspond or compete with theirs, being at a different level and covering more specific areas. Negotiations mean that the Dunedin Campus Media programmes are to run in conjunction with Otago and be taught by our tutors.

Since the last CA settlement the branch has been involved in ongoing work with management to secure clearer pay and progression for general staff. Currently management are working on job descriptions and a structured set of salary scales for support staff. Following a Review in Registry in February of this year, there was a restructuring of positions. Jeremy Hogan, the then manager, left, and this work is currently being undertaken my Ben Lee and Lyn George for AP management.

Recruitment is continuous, as members leave and new members are recruited into the ranks. There were 63 members in November 08, currently Branch numbers stand at 64, therefore we are looking at approximately (some members are on long leave) 12 departures and13 new members. Many thanks as always to Carol Soal who actively engages with new staff as they appointed to inform them of the role and importance of the union.

All members should discuss the advantages of belonging with new co-workers in their faculty.

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Auckland University of Technology Branch support

Salaries $ pa: all academic staff

• represented 16 members in discipline cases • advised 22 members concerning conditions of employment • gave formal advice to 57 other members

AUT Staffing Reviews since Sept 2008 review

No

Mean

Std Dev

Minimum

males

452

86982

20604

45062

females

542

78682

15125

37506

Lower quartile

Median

Upper Maximum Inter quartile quartile range

70099

85528

91278

148732

21179

70099

77481

85528

148732

15429

Review

EFTS

Approx Staff Surplus

Starting date

Certs of Art & Design

?

2

Aug 08

Membership

TAs of Art & Design

?

1

Aug 08

Science

16

1

Sep 08

Psychotherapy

10

1

Jun 09

Manukau

40

7

Jul 09

Dips of Art and Design

150

6

Aug 09

TOTAL

216

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Membership at AUT has been stable over the last three years at between 600-620 members and we have just updated our membership mapping for 2009.

Other Activities Nov

Pay Equity Research

The Branch voted to accept the Terms of Settlement for the new collective, salaries increased by 3.3%.

The Branch requested information from AUT about salary grades by gender and a pay equity report was prepared, its main findings are below. I intend to continue pushing this issue at AUT and welcome comments from other Branches.

Feb The TEU hosted an Academic Freedom Forum chaired by Sir Paul Reeves (AUT Chancellor) with speakers: Derek McCormack (AUT VC), Alan Cocker, Grant Duncan and Jill Poulston.

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Apr

• Clinical Teaching • Special Responsibility Allowances • Associate Professor/Professor Remuneration

The Branch held a meeting of candidates for the academic staff position on AUT Council.

Alan Cocker (TEU member) was elected.

Aug

May

AGM elected a new Executive for 2010

The Branch voted for a MUMECA with a 99% yes vote.

Regards John Prince Branch president

Ran two promotion workshops for staff.

June * Branch meetings endorsed the national claims as presented and supported the bargaining team having flexibility to negotiate.

July The following Working Parties between the TEU and AUT began:

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Bay of Plenty Polytechnic Pam Fleming, branch president October 2009

Recruitment activities

Member recognition

School Representatives

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

The school reps have contacted all new staff and followed up with those interested in joining the union. We have plenty of posters about but continues to be an issue, with the enticement of higher rates of pay for non union staff.

Thanks to the School Reps for all their contributions.

Social activities

Organisational activities

Have not had any!! But hopefully will celebrate towards the end of term 4.

Structure Our new way of working this year is proving to be successful. 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. This is first point of contact for members.

With the increase in programme reviews and pseudo reviews this has placed an increasing load on the President’s and field officer’s time.

Branch concerns * Inequities * Workload * Programme Reviews * Pay rates/promotion * Active anti union stance

MECA Negotiations Thanks to Robyn Tucker for the time she puts into this. It has been a stressful time for all branch members – striking is never an easy stance to take. But the situation is so unfair at our branch. Thanks to Nick and Corrine for their wonderful letters to the editor of the BOP Times.

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Eastern Institute of Technology Introduction

in Dunedin. They have worked very hard on our behalf. Negotiations took five full days this year. Thank you, Helen Stewart McKenzie, Chris Drown and Ian Grant for your hard work in this difficult year.

This is my first conference as branch president.

I have undergone a rapid transformation into a political animal. It is early days, but I am enjoying the challenge and the opportunity to meet fair minded people.

The negotiations this year have been an arduous affair, dragging on from April to mid September with much behind the scenes work.

The influence of the government through the SSC has been a negative one with the EIT Chief Executive being reluctant to “stick his neck out” in case funding is withdrawn as punishment for over stepping the mark set by the SSC. A very galling aspect of the current situation is: that when we looked like we were nearing agreement in June the tutors on Independent Employment Agreements were sent a letter offering them the same salary increase we had negotiated with no changes to conditions. We still have not received the increase.

Membership In 2007 our membership was 84. Last year we had 93 and at one stage we had 98 this year although one or resignations to go to other jobs has dropped this number. We only have about 50% density.

I acknowledge the work of Ian Grant in boosting the numbers with his personal visits and letters to prospective members. Ian also took my place at an induction meeting in July when I was swanning off in Turkey. Thanks Ian.

Ian Grant

While our (yet to be received) monetary recompense is small… 1.5% to salary and 1.7% lump sum we have not yielded any conditions. This is reasonably satisfactory in the current economic climate. At the time of writing this report the branch are being polled to seek ratification of the settlement.

Ian arrived at the EIT at about the same time as me in 2003. He very quickly stepped into the President role and has been there for the last 5 years. Ian’s quiet friendly manner has seen the growth of ASTE now TEU. He has been instrumental in creating a close working relationship with management which I intend to follow. Thanks for all your hard work Ian.

Fortunately we have negotiated a 0.2 time allowance for the chairs role which is very helpful, although still not enough. I find it interesting that when consultation is required for say policy changes that they “consult” with TEU and not people on IEAs. Yet, mention to them that we might be recompensed differently and they run a mile. It seems to me that the IEAs get a free ride in more ways than one.

Representation and Negotiations I would like to acknowledge the work of Russell Taylor who represented us at early negotiations until illness caused a hiatus and since July the astute work of Kris Smith.

Russell is based in Palmerston North and Kris

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One good thing to come out of the last negotiation round is that the 23 people on mirror Collective agreements, because they had not signed to either the CA or an IEA, have all signed an IEA and therefore do not get the same privileges as on the CA.

825 tth has certainly become the goal not the maximum and the EIT is putting pressure on, for increased research outcomes that many members think are unrealistic. One refereed journal output per year is just not achievable with 200 tth.

Helen Stewart McKenzie is stepping down as Vice President and Malcolm MacKay was elected at the AGM. Helen has been a great source of advice to me and I have really appreciated her cool head in times of crisis.

Malcolm has a long history of union activity with TIASA and I look forward to working with him.

I would like to talk to other ITPs and university branches to see what is happening in other areas.

I have been asked to participate in a workload policy review along with two other staff members who are both TEU. I suggested that they might like representation from the IEAs. This seemed to create difficulties for management.

The TEU head office has recognised the importance of the branch secretarial role and has agreed to fund a paid branch administration person. As a result of this initiative Colleen MacKay has agreed to act as an administrative support person.

The TEU discourages members from selling discretionary leave although it is reluctantly agreed to. However, it is the EIT that does not allow members to sell leave. I think this creates a problem at two levels. The first is, it creates a barrier for people who would like to join the union. The second is that the EIT is creating situations where the workload is such that that people cannot do it without using their leave. I would like members’ feedback on this issue.” (From the presidents’ report to the AGM in 2009.) I would like to canvas members opinions on this delicate matter at the conference.

I believe one unintended outcome of the EITs prevarications is that the members have become much more active. The unfairness of the situation angered many mild mannered people and they were genuinely ready to take industrial action. Fortunately this was not required, but we were within two hours of action when the CE signed the agreement. Talk about brinkmanship!

Workload Issues

Programme Sustainability Projects

“Increasing workloads are an issue with many academic staff, but few seem willing or able to address the matter. This year has seen the introduction of TEC’s new funding model. It seems to have created expectations of greater staff commitment to a new model of teaching that is impacting on members workloads. E learning preparation and delivery allowances are also a cause for concern in some areas.” (Ian Grant 2008) If anything has changed from Ian’s comments last year they have gotten worse. All ITPs have been expected to “consult” with the SSC. This has been little more than meddling across the sector with efficiency being the catch cry.

The reports from these reviews have now been released and submissions by affected staff made. The review in the Grape and Wine school has made little practical difference to the day to day happenings. However, the review of the Agriculture programmes has resulted in the programme being taught by Taratahi. The outcome was announced on Friday the 25th of September. One member will be made redundant as a result of this.

Gordon Reid TEU branch president

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Lincoln University We maintain strong links with both our local student union officials and have effectively increased our University Council’s awareness of our staff representation role. We have a bi-monthly meeting with our Vice Chancellor and HR Director. Generally we have found these meetings to be constructive and feel that our perspective has been heard (which doesn’t always means that it is acted upon – but we are working on this).

We have had a wonderful branch committee this year, and with the great support of our Organiser, Cindy Doull, we have moved forward in a number of ways. We have been running a significant recruitment project (mapping where potential members are in the University, hosting events for non-members, and personally contacting all non-members and answering their questions about the TEU).

The progression of Senior Lecturers to the bar has been, with the help of Peter Cranney (TEU’s lawyer), been successfully resolved.

The possible merger between AgResearch and Lincoln University, which created quite a lot of activity for the TEU, is no longer going ahead.

There are a number of areas we wish to work towards resolving in the coming year, including getting our Intellectual Property Policy reviewed, and sorting our total remuneration so as to be more equitable to staff who have various superannuation schemes.

As a branch we put on several big social events for members (e.g., the welcome back BBQ, the International workers day BBQ, and a Suffrage Day breakfast) and some TEU awareness raising events (e.g., handing out cookies at the start of semester one to the returning students and staff).

Scott Walters Lyn Boddington Co-presidents 14th October 2009

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Manukau Institute of Technology CEA Negotiations

Community

The year started with us trying to get a quicker than usual settlement to our CEA negotiations by initiating bargaining at the earliest allowable date. Once again, MIT members had to strike and we only achieved a ratified settlement at the end of July.

We held a May Day sausage sizzle to raise food donations for the local community. The donations were well received and it also helped to raise the profile of TEU across the institute.

Significant Issues

Our industrial action was well planned and, in our opinion, highly effective. Morale was high on the picket lines and our specially adapted songs directed at the CEO added to the high spirits.

Workload was and continues to be the area of most concern for members with regard to their conditions of employment. The investigation into workload that was part of our settlement is progressing well.

Membership

A drive toward performance management, coupled with the appointment of line managers from outside MIT, may be contributing to a noticeable increase in disciplinary meetings.

As a result of our industrial action we lost a few members but we also gained substantially more new members. There has been an increase in the number of activists and the branch seems to be getting stronger and more involved in union matters.

Lesley Francey Branch President

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Massey University Bargaining and Industrial Action The 2008 Massey University Combined Collective Employment Agreement was finally ratified and signed in November 2008.

• • • • • •

Massey members received a 4.53% increase for Academic staff members and 3.51% for General staff members.

The University agreed to a new job evaluation scheme for General staff Working party on allowances and a retention strategy Additional university holiday at Christmas Flexible working conditions included in the EEO policy Trades and garden members reverted from 40 to a 37.5 hour week

This year, MECA (Multi Employer Collective Agreement) bargaining has been initiated but has not progressed at all as yet as the Employer parties are unable to agree on a Bargaining Process Agreement.

Restructuring and Reviews of University Structures and Policies After much discussion and consideration, the Massey branch was of the understanding that a document called “Human Resource Advice for Managers regarding Management and Implementation of Workplace Change” that was agreed to by the Employer and the Union over a year ago, was going to make the review and restructure process at Massey much more open and transparent. However this has not been the case, with reviews at the Wellington campus and Turitea site causing much distress to members and a great deal of input from the union to ensure proper process was followed. A

lot of branch committee and organiser time has been invested into these review negotiations which is disappointing as we thought real progress had been made. Meetings with the Vice-Chancellor, AVC People, Organisation and Planning and the Employment Relations Manager occurred in trying to resolve the issues that arose from these reviews.

Generally however, the last twelve months have seen fewer formal reviews than in the past twelve months.

Redeployment as part of the review process is still an issue that has not been resolved satisfactorily and continues to cause concern for the Union. The employer continues to insist that all positions available after a review, be advertised widely, outside the university.

The Union’s view is that these positions should be available for redeployment to affected staff in the first instance before being advertised outside the University.

Engagement with Employer/ Council Branch Committee members and our Organiser continue to have regular meetings with the Vice-Chancellor, AVC People Organisation and Planning and the Employment Relations Manager.

We first met with the VC prior to his formal start date. In October 2008 we established procedures for future meetings and agreed to meet 4 times a year between March and November. We have also arranged other meetings with the VC as required. Items on the agenda for these meetings have included redeployment, budget, implications for the Massey budget after the National budget was announced and

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In 2008 the Union sent a letter to the Massey Chancellor requesting that the Joint Consultation Committee (Union and Massey Council) be reinstated. It has been discussed at Council but deferred to future meetings for a decision to be made.

for the new job evaluation methodology that is being assessed for general staff at Massey University. Massey Auckland Organiser Jane Kostanich is also a member of this group. At the time of writing the benchmarked jobs have been evaluated according to the methodology factors. How these will be implemented will be Stage 2 of the project and as yet undecided.

Meetings with the then new AVC People Organisation and Planning (POD) resulted in the Union being given a copy of the Strategic Direction paper for POD. There has been discussion around joint education sessions and TEU input to some of the initiatives.

Barry attended the final AUS Council Meeting in February this year. Subsequently he is the Academic Vice-president sitting on the TEU National University Sector Group and TEU National Council and is a member of the TEU Finance Committee.

Regular meetings with the Employment Relations Manager cover mainly issues of concern to staff (workload, sick leave, managed attrition…); working groups that have been set up (allowances, redeployment, retention) and input to policy changes (Intellectual Property, PBRF…)

Noelene has been the Massey representative on the TEU University Sector Group (USG) and the general staff representative from the USG on the TEU National Council. She will not remain on these groups next year.

managed attrition.

Professional Issues TEU has made strong submissions to the Tertiary Education Commission (TEC) on the view of PBRF for 2012. The most contentious issue has been the release of PBRF individual scores to the Universities. In our submissions we opposed this measure, however, we are not opposed to individual members releasing their scores to the university. We want to put on record the work that Grant Duncan, TEU’s representative on the review committee, Jo Scott National Office research officer and all those members who made individual submissions.

Organisational Networks Co-President General (Noelene White) attended the CTU Biennial Women’s Conference in August. This was a great opportunity to understand issues for women unionists over a wide range of employment areas.

Noelene has been a part of the Steering Group

The branch has agreed to support our Health and Safety representative to attend the National Tertiary Education Health and Safety conference this month

Employment Relationship Issues Both co-presidents meet with the Organiser on a weekly basis. This is when we are updated on any issues that arise at Massey that we need to be aware of and any subsequent meetings we need to attend – meetings such as those with the AVC POD and ER manager as discussed above or with managers regarding reviews.

The Union now has a regular small speaking spot in the Big Picture presentation that occurs 2 or 3 times a year – the Big Picture is an orientation to the University for new staff.

We need to note here that there are issues that were to be dealt with in working parties from last years ‘problem solving’ (local negotiations) that are yet to be resolved, in particular allowances and

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a retention strategy which included research and study leave and having standard retirement provisions.

We have also requested a review of the shortleave provisions when overseas, however this is proving difficult.

We are also noticing more feedback from members regarding hours of work, workload, overtime and time-in-lieu. This needs to be monitored closely, so please feedback any concerns you have to branch committee members, or the Massey TEU organisers.

In one of our discussion with AVC POD, workplace stress at Massey was recognised as a significant health and safety issue for staff. It was decided a wellness plan would be developed in conjunction with the Union

Information and Communication Communication channels internal to Massey consist of 2 email lists – one for members that is automatically added to when new people join, for information sharing purposes, and a voluntary one that members can subscribe to for the purpose of discussion and feedback.

While the second list is not heavily used it has provided opportunities for discussion at times over the year.

Early in 2009 we ‘launched’ the new amalgamated union at all campuses. We provided a light lunch and the TEU General Secretary addressed the Manawatu campus launch.

May Day we organised a sausage sizzle to raise goods/funds for local food banks. We also took the opportunity to have a display that explained May Day and marketed TEU at Massey. We were able to raise $200 to share between the two main food banks in Palmerston North.

The branch decided to purchase TEU badges for all members of the Massey branch. These

have been distributed with notices of the 2009 AGM. Barry organised a candidate’s forum in 2008 at the Turitea site to bring together candidates running for election in the Palmerston North and Rangitikei electorates.

Finances The Massey Branch continues to be in a healthy financial position. The branch has decided not to send any local funds to National Office until questions have been answered satisfactorily around signing authorities and investment plans for the fund.

This year we employed an accounting firm to review our accounts and we also agreed to set up an accounting system that ‘speaks’ directly to the bank so financial accounts can be produced quickly and easily on a monthly and annual basis.

The ASTE Massey Wellington branch has agreed to transfer their funds to the Massey TEU Account.

General Issues Amalgamation of ASTE and AUS was a major issue for branches in the last 12 months. It has been a time of some uncertainty and ‘discovering as we go’ as to how these structures will work. The Massey Branch has been fully involved in the new structure having representation in all the sector groups and council. We hope that will continue into next year as well. The first full conference of the amalgamated union will be held in November.

Massey University is currently the only university to have agreed to a Pay and Employment Equity review.

There has been a lot of discussion to date and we hope the review proper to start in the very near future. We encourage your participation in this review. The committee that will be set up to organise the review will have a

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union presence.

In summary, the year that’s been has been a busy year for the presidents and the committee.

Amalgamation, reviews, bargaining and input to policy and ensuring union member’s rights are protected has been a time consuming activity.

Thank you very much to the branch committee and the TEU Organisers for the input and assistance given over the year. Particular thanks to Carol Seelye who has been a fantastic secretary for the last 3 years and treasurer as well as, for the last 2.

While Barry and I are standing down as co-presidents, we will still be active on the committee and in ensuring that the Massey TEU community is taken into account in matters that affect them.

Noelene White Barry Foster August 2009

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Nelson Marlborough Institute of Technology 29 October 2009

Promotion

Working as co-chair

Many academic staff are stuck at the top of ASM and SASM. Its difficult to move from SASM to PASM (like needing a Masters or equivalent). Management sets these rules and have unfortunately not budged in relaxing them.

The co-chair model is working extremely well. There is someone available to bounce ideas off, and available almost all the time for emergencies.

Most importantly it allows people to move in and out of the chair role much more smoothly than in the past.

Where things are “broken” In our monthly union-CE meetings we take every opportunity to point out to the CE things that are not working. We definitely are not short of material. Management acts on issues that they regard as important.

Probation This has been a long term issue. In some schools staff on probation have been working their full load instead of 0.8 of their full load.

We think we have fixed this for the future, by including in the probation record a signed statement that management have met the probationary obligations of the collective contract.

Policy confusion Implementation of NMIT policies is very confusing. We are working with management to make the policies clearer and processes more transparent.

Workload The union has done an immense amount of work on the development of a fair and equitable workload process where most aspects of workload were included and weighted. This was ready in October 2008 but has been stalled by management (for numerous reasons) since then.

Review process Clearly the Directorate want to be in charge of the review process at the end of 2009. We have pushed for long term planning rather than the ad hoc process used last time that seemed to target most staff. We think management now has a more robust system in place.

Educational Quality forums We wished to initiate education quality forums this year. However the Director of Teaching and Learning has picked them up and a few have run this year.

Pay equity The pay and employment equity

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committee presented its final report to the Directorate earlier in the year. A summary report was released to staff in September. The report identified several gender inequities and an overall pay gap at NMIT, and also identified where NMIT was doing well.

The NMIT report was part of the wider sector review, the Department of Labour recently released a summary report from 15 of the ITP’s who managed to complete or partially complete the PAEE process before the funding was cut.

Management Survey We were successful in getting the CE to undertake a staff survey. The results have been released to Council and we are expecting the release to staff in the near future.

and forwarded comments to the Director of Teaching and Learning and there are encouraging signs that they might modify their initial rigid stance.

TIASA We continue to work well with our colleges in TIASA.

Contract Negotiations The industrial action committee has been working to clarify outstanding issues with the Institute. We are hopeful that this will result in an outcome that we can recommend to members for settlement.

Class-room observations These were sprung on us a few months ago.

We reacted with a questionnaire to staff

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NorthTec Life is not about waiting for the storms to pass, it’s about learning how to dance in the rain.

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.

The year that was I acknowledge all the smart work that members have done as part of their job at NorthTec. It is no doubt that this contributes to positive student experiences at NorthTec. Students appreciate this special bond and generally are also thankful and supportive of their kaiako.

On 2 March 2009, our MECA expired.

Settlement of a new agreement has not happened at the time of writing this report and industrial action has been overwhelmingly supported by members across the six ITP’s in the MECA. The bargaining environment is one where there is high unemployment, more demand for tertiary education, most institutions are recording increases of student numbers and are likely to reach or exceed their budgeted student numbers, there is a global recession, a National party in Government.

NorthTec has a forecasted surplus in excess of $1,000,000. There has been much in the news about the Government’s Expectation in Pay and Employment Conditions in the State Sector and how this impacts on our negotiations. Of importance for members to note is that our CE, Mr. Terry Barnett is not required to obtain agreement from the State Services Commissioner to proposed conditions of employment to be included in any collective employment agreement.- – he has to listen to comments, but ultimately the decision is his and likewise for the five other CE’s in the MECA. The TEU Branch Executive are committed to retaining our current conditions of employment, ensuring healthy workloads,

The following TEU members served full terms; Bill Rogers as an ex officio Kaiawhina, Eric Stone as President, Guntram Gross as Vice President, Mautini Bryers as Te Uepu Representative; Lou van Es as Treasurer, Adele Stone as Recruitment Officer, Women’s Representative and TEU Health and Safety Committee Representative, Jane Scripps as TEU Representative on the Staff Wellness Advisory Group and Steven Sandford-Hill as Roving Regional Representative. Julia Iri served as a co-opted member on the Branch Executive to complement her staff representative role on the NorthTec Council.

Five Branch Executive meetings, one claims meeting, one special meeting and one stop work meeting were held this year (August to September). Susan da Silva was ASTE’s Representative on the Progression Subcommittee. Terry Corridan, Janine McVeagh, Charlotte Tane, and Desiree Wikaira have kept the Branch Executive aware of Learning Centre and regional issues.

Eric Stone served on the National ASTE Executive and TEU Council and ITP Sector Group until present. Bill Rogers, Adele Stone, and Eric Stone participated in the last ASTE and inaugural TEU Conference last year. Zona-May Heta participated in Te Ara Taumata –Maori Leadership and Organising and Taina Savage participated in the TEU Hui-a-tau.

Executive members, TEU Organisers (Chan and Lionel), and National

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TEU staff are thanked for their time and commitment. A special thanks to Lou van Es for keeping the Branch in good hands while I was in Samoa. There are many other members that have contributed to the operations of the NorthTec Branch of 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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The Open Polytechnic The Open Polytechnic Branch is about to enter bargaining for a new Collective Agreement.

Preparatory members meetings to discuss bargaining have been well attended.

A number of personal grievances have risen throughout the year (approximately 8).

Some have been able to be resolved through negotiations with management, with others currently being dealt with by our Organiser.

The 34/36 hour argument was litigated in July. To date there has been no further communication from the ERA as to when a decision can be expected.

The CEO, Paul Grimwood, retired this year and was replaced with Caroline Seelig. At the same time the HR Director Bill, Shields, resigned to work for VSA. Both had shown support for ASTE/TEU. It is noted that the HR situation at the Open Polytechnic does make it very difficult to negotiate with Management, as there are two separate HR systems in place, with management able to choose which system that they wish to operate, with the existence of both Human Resources and the Legal and Employee Relations Directorate. It makes it very difficult for the TEU to operate, as managers can undo any negotiations between the union and HR by redirecting the matter to the LERD.

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Otago Polytechnic 2009 sees the Otago Polytechnic branch of TEU in good heart membership wise but unfortunately this is offset by funding cuts and staffing reviews. Several schools are in gun with the School of Art featuring for the third time in 3 years. Ongoing cuts have slashed staff numbers and the effect on programme delivery and staff moral have been devastating. Other areas under review are the Community Learning Centres and the School of Hospitality.

Recruitment and retention activities have involved meeting new staff at inductions and department morning teas for existing and intending members. These have been a good way of touching base with existing members and allowing intending members to talk to them to find out the benefits of membership.

the work she has done supporting the branch in this position. I would also like to thank Kris Smith and Shaun Scott for their tireless work in the field and work supporting staff at Otago Polytechnic.

Government interference has also seen protracted collective negotiations. It needs to be said that after early resistance the employer has acted in good faith and appears to be genuinely committed to reaching a fair settlement for members which recognises their contribution to the organisation A mutually acceptable agreement is on the horizon.

Kind regards Phil Edwards Branch President

2009 sees the resignation after 19 years of sterling service of Linda Kinniburgh as branch treasurer. We wish to formally that Linda for all

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Parents as First Teachers (PAFT) Members of the PAFT team in the TEU Please note that one claim was withdrawn from branch of Palmerston North have chosen the bargaining round to stay with the union after their Union 1. External supervision. In hindsight we regret Representative Jane Kostanich, two of the the decision that was made at the time as Palmerston North branch PAFT members and some PAFT areas are not getting this much one other PAFT member from Whangarei took needed service in light of what their role up the mantel to represent 40 other members is with families in diverse communities, throughout the country to bargain six claims (especially high need families). with their employer.

The PAFT TEU members are excited that Thank you to Jane and the team for the hard, Jane Kostanivch chose to stay on as our full day of bargaining. The electronic system of representative and work collaboratively with communications and the numerous telephone our employer in the next round of negotiations calls kept members informed and the wheels June 2010 with the Ministry of Social moving forward.

Development.

Thank you to Russell for handing over the reins and National office asking Jane to represent us, her expertise has led us to a point of favourable resolve for all concerned.

The bargaining team continues to churn out good results.

1. More PAFT parent educators joining the union.

2. Gaining permanent employment status.

3. Co-ordinators’ roles and remuneration are being looked into.

4. The employer looking at becoming a provider with the teachers’ council for PAFT parent educators to have their Teachers Full Practising Certificates and qualifications recognised as part of their employment.

5. Professional development clause for parent educators was re-written.

On behalf of all the PAFT TEU members Palmerston North Branch TEU With respect Pamera Ngatai

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Tai Poutini Polytechnic Organisational activities The branch has had a relatively quite year, being the year in between contract rounds.

Recruitment has dropped slightly with members moving onto other things owing to the fast approaching restructuring.

Social activities We have just had a wonderful BBQ that we organised with TIASA members, thanks to Maureen Simpson, Angela Stratford, and Kylie Ngamo for their work in putting this together.

Significant issues for your branch.

Generally the issues central to our branch have been a very long period of consultation being undertaken by consultants Lynn Brash and Kris Cooper. To be fair to them there report

notices that we do quite a bit of work using a small staff. Their report has been completed in conjunction with a review being taken out by Deloites into the financials of the organisation.

Many members and employees have remained unsure of their positions in at TPP because of the review process. On top of all this reviewing some individual departments have also undergone reviews with the outcome as yet to be reviled.

With my resignation from Tai Poutini Polytechnic, Simon Dixon and Alex Hayward have taken over as Co Branch Chairs. I would like to say that one of the highlights for me this year has been getting to know you all over recent years and wish you all the best for the future.

John Kennedy Outgoing Chair Tai Poutini Polytechnic.

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Tairﾄ『hiti Polytechnic Tairawhiti began 2009 with the loss of 14 members following the ceding of Papatoa Forestry School Te Wananga o Aotearoa. But in spite of this, we have ended the year with 51 members, due mainly to positive Management encouragement to join. Only TEU members now get CA terms and conditions, and the percentage increase. No roll ons.

Review in the light of loss of 15% of annual funding with the withdrawal of the regional top up fund has lead to the probable redundancy of up to 30 staff, mainly allied but

including six TEU members. We are in the consultation period at time of writing.

CA negotiations were suspended in June with no move from a nil offer. On a positive note, no settlement meant that an employer claim of a freeze on increments ran out of steam.

Bring on 2010!

Phyl Stewart Branch Chair

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Universal College of Learning UCOL Branch of TEU has hosted a number of activities focusing on profiling organisational concerns where possible, bringing membership together over formal and informal gatherings for the purposes of organising and information sharing.

These have included a round of membership meetings across the three campuses early in the year where the Branch Field officer has had the opportunity to personally meet membership.

Hosting the President at meetings across the three campuses which also provided members an opportunity to discuss and raise topical issues that were impacting on their employment relationship. A meeting was held by videoconference where 25 General and Allied staff discussed and debated concerns about ‘job creep’ and ‘stress in the workplace’ While no formal recruitment campaigns have been held, Branch executive have moderate

success with recruiting new members and our membership has grown over the last 12 months.

The recent AGM in September provided an opportunity for 30 members to enjoy a meal (post AGM).

Union representation on organisational committees are typically good with representation on Staff Council, a new Academic Staff Capability Panel and as observers on Career advancements and Remuneration panels.

There remains significant and ongoing issues around remuneration, staff resourcing, and upcoming reviews that point to the probability of staff redundancies.

Michael O’Connell Branch President

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Unitec 2009 has been quite an eventful year for Unitec branch. The TEU database has 317 members listed at Unitec and our email mailing list has 302 names on it so the true number of members must lie somewhere in between; in any case, membership has been maintained quite well and may even have increased since 2008. This is despite very little recruitment of new staff by Unitec; new employees are frequently on casual or limited tenure contracts, which is an issue for us. At least 40 of our members are casual staff but many have been employed for long periods and are most definitely not truly casual.

In semester 1, we had a publicity day during which posters, balloons and lollipops were distributed.

Three members from this branch participated in branch training in July. Also on July 16, this branch hosted a regional gathering at Carringtons, our on-campus bar; members came from most of the other branches in the area, they said they enjoyed it and we decided jointly with AUT to have another gathering on October 23.

Unitec started a major restructuring following the arrival of a new CE in 2008.

This year “round 2” of what is known as the “sustainability project” affected our members even more directly than the changes effected by “round 1”, which had involved an almost whole scale departure of the senior management team in 2008 and the hiring of new executive managers, deans etc. These new brooms arrived with a vengeance and the sweeping and scrubbing has been vigorous and just plain scary at times.

There have been two kinds of reviews this year.

In semester one, 6 reviews were announced which had been prompted by programmes having apparently been identified as having unacceptably low staff:student ratios. TEU

has had trouble working through review processes with Unitec in the past and we had hoped that this was behind us after having a better experience with part 1 of sustainability in 2008, from the point of view or communication and co-operation.

However, our hopes were not realized in the 2009 reviews; the 6 reviews could best be described as a complete dog’s breakfast. Five of them ended inconclusively with no one having lost their jobs but with our members (and no doubt their non-unionised colleagues) having experienced unnecessary levels of stress and uncertainty. One of them ended in job losses and we have ongoing issues with how this one was conducted.

There were also reviews of programme administration, programme leadership and workload policy. Taken together, these three have a huge impact on our members’ ability to carry out their jobs. The branch president (Sarah) wrote to the CE and senior management saying that we were seriously concerned about the effect these were going to have on the institution and on our members’ working conditions and continuing employment. Similar concerns have also been expressed by the academic staff rep on Council (Jan). However the response has not been to make any changes and our concerns are unalloyed.

Negotiations for the ITP MECA were initiated at the start of the year and moved slowly during semester one. Eventually an employer offer was received which resulted in our participation in industrial action which thus far has included a whole day strike, 2 one-hour lightening strikes and a “wear red” day. At the time of writing, we are back to talking again.

One issue which is major for Unitec members in this dispute is that staff on the IA were given a 4% payrise in

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January and TIASA members got a similar deal in March.

The branch president’s report to the AGM listed the following activities:

We also picketed the student graduation day when we were on strike and a Council meeting the following Monday : Unitec CE Rick Ede came out and talked to us, which was interesting. He started out by saying that he couldn’t talk to us because of good faith but Irena popped up and said that she gave him permission to do so. Probably one of of our better moments this year.

• Endless emails (please read)- keeping members updated.

• Liaison between members and organizers.

• Advice to members, based on C/A. • Support for members facing disciplinary action.

• Collating /facilitating response to employer’s organizational change plans.

• Writing submissions: 8 in first ½ of 2009, have lost track of how many in 2008.

• Meetings/ discussions with Unitec management – at all levels.

• Raising issues re CA with management: consultation (clause 1.10.a), leave, special sick leave for a pandemic. Etc. • Liaison with other on-campus unions.

• Liaison with national /regional union.

• Representing issues raised by members to national union e.g. plumbing and the ITO. • Participation in wider union movementCTU /government forums, delegate to CTU womens’ conference.

• Representing branch at CA negotiations.

• 0.5 time allowance in 2009.

We held our AGM on Aug 12. Sarah Hardman was re-elected branch president, Nadesa Goundar was re-elected treasurer and Avian McManus, Susan Watene and Peter Thompson were re-elected to our exec. The deputy president and other exec positions remain open.

Liz Nicholson has represented the branch on the Equal Pay committee which is about to complete its report.

Susan Watene attended Te Uepu.

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University of Auckland Faculty of Education University of Auckland Faculty of Education branch successfully merged itself with the University of Auckland branch from the beginning of this year. We have tried to maintain branch meetings but this has been more difficult. However the general staff from the old AUS branch and from PSA have been very interested in creating a Faculty sub branch of the UoA TEU. We had a very successful tea dance night on 26th June as and end of semester celebration and occasion at which the big band of one of our members played.

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University of Canterbury Organisational activities at Canterbury have been twofold this year: general recruitment and promotion of the new union, and bringing together members of the former ASTE and AUS. The May Day barbecue was a popular event that brought many members to TEU House for the first time. A number of hui for Māori members have taken place and have been important both in terms of dealing with member issues and also in strengthening networks between members on our two campuses. Pasifika Staff have also had their own fono which was successful socially and industrially.

TEU House is proving a significant social hub for organisers and members alike, and branch committee and other active members can often be found enjoying the facilities in the cosy setting of our unrenovated bungalow.

Spontaneous and planned social activities are a continuing feature of branch life.

The branch continues to strive to build its partnership with the university and in many areas this is going well. Issues around PBRF and performance management remain of concern for academics and the ongoing restructuring of the service units will affect more staff in 2010. We have strong relationships between the organisers and the branch committee and improving communication networks on campus and are hopeful that in the coming year we can do more to build upon our strengths.

Megan Clayton UC TEU Branch President.

A flow-on effect from the many changes occurring under Project STAR – the new ViceChancellor’s restructuring of the university’s SMT and service units – has been considerable visibility of for the union and the recruitment of a number of new members. Even as the restructuring creates challenges for members of staff whose positions may be affected, member bonds within the union are strengthened.

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University of Otago Much of the year has involved establishing process within the TEU, and working closely with the old ASTE branch based at the College. After this AGM, we will finally be operating as one committee, although there will still be an effective TEU College committee operating, much as the Library committee has done in our previous structures.

Joneen Walker and Chris Linsell in particular have ensured this is a smooth transition, and it is great that both are now formally part of the Otago University TEU Branch committee, along with some of their colleagues.

also represented in mediation, or if legal advice supports, through the employment Relations Authority and Court. It reflects well on the union that most issues are able to be resolved without recourse to litigation, with advocacy and negotiation skills and quality advice available throughout the union to ensure the best outcomes possible for members.

We have also shared some social occasions with our fellow TEU members at the Otago Polytech, and look forward to continuing to work with them.

Much of the work the committee does is unseen by most members.

Along with union staff, we may be involved in assisting members through disputes, reviews, pdr processes, general employment matters and the like. We also ensure that there is union representation on various bodies within the universityacademic promotions committees, the parental leave working party, and are in discussion with the university about how we can participate in the review of the ethical behaviour policy.

The Branch Organiser deals with may individual and collective employment issues, ranging from disciplinary and performance issues, to bullying or harassment situations, or general enquiries around employment agreement terms and conditions. While most matters are resolved internally, members are

The remainder of 2009 and onwards look to be a challenging time for union members at Otago University, with the VC recently announcing likely staff reductions. The union will certainly be active in advocating on behalf of members in what is clearly a difficult environment within the sector, and is looking to ensure that throughout this period of review, the collective voice of union members is heard.

To that end, it is important that we continue to grow our membership, which is currently at just over 1300- an increase of nearly 50 since this time last year.

Teresa La Rooy

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University of Waikato 16

September 2009

1.

Organisational activities

The major event this year has been the formal merging of the two university branches (AUS and ASTE) to form a combined university branch which is representative of all our members. This has gone ahead relatively unnoticed in a practical sense largely due in part to the good relationships that existed between the two branches in the past.

There has been a number of members’ meeting on the incessant reviewing and restructuring of this university, and latterly on the pay negotiations. A number of the issues also relate to the changes in government policy particularly that relating to the changes in adult and community education, of which the branch organized a successful rally on campus and participated in a large public rally in the city centre.

The overall impression is that members are getting quite shellshocked by needing to adjust to constant change.

This is a common ploy used elsewhere in the

public service to advance particular agendas.

Currently the entire staff is awaiting the outcome of a proposed reorganization of all academic and support units in the university which has the potential to see a number of support and administrative roles affected; in addition to the ongoing reviews of the Faculty of Arts & Social Sciences and the School of Maori & Pacific Development.

In terms of the national pay negotiations the branch put forward a resolution which was picked up at subsequent meetings to the effect that if we can’t settle all local bargaining at each site then none would be settled, and this has offered some support and strength to members at Waikato who are concerned at a possible nil pay offer, and hence getting poorer by [remaining] working at Waikato.

2.

At the end of the 2008 year the AUS branch lost our active member and branch president, Deb Hill, who left the University to move to Canterbury and hence I stepped into the role for 2009. The formal merging of the two branches saw the branch run a co-presidency (ex-AUS and an ex-ASTE), and the branch concentrated on bringing the members together in a variety of social activities, thinking and doing activities on a regional basis with our colleagues at the polytechnics and wanangas. The branch membership seems to be fluctuating as per usual primarily to do with the constant reviews/restructuring and non-renewal of a number of fixed-term and casual contracts, so that the combined branch membership is not too much bigger than usual. That said; it is time to get ‘over’ the amalgamation phase and start going back to more directed recruitment efforts.

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Recruitment activities

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3.

its budget for up to 100 redundancies, although as yet the numbers are not anywhere near that; • The affect of the continuing capping regime in times of high demand – the branch is already seeing some of the detrimental aspects of this with the ludicrous situation of successful programmes like those in the Pathways College facing significant cuts because of government policy; • Restructuring, capping of student numbers, and internal budget setting models and rounds is coupled with the lack of information on the financial rationale behind major changes proposed which creates a climate of unease and distrust; and • The overall context of the present government’s disdain for public service and natural dislike of Unions.

Social activities

This year has been a real ‘up and down’ year for the branch; we have been very busy with a number of activities as we aim to continue raising our presence on campus, and yet stuck in a cycle of reviews which suck up huge amounts of time and energy for members and industrial staff alike.

Members have enjoyed the opportunities to participate in the wider union community forums as well as local initiatives this year, which have included:• May Day Soup Kitchen - members participated in soup and a roll for a donation to local food banks; • Women’s network event to bring members together from the university and polytech in the city; • Hui-a-motu for Te Toi Ahurangi members held in Wellington this year, three members attended; • CTU Biennial Women’s Conference – two members plus organiser attended; • Public Rally re cuts to Adult and Community Education; • Rally on campus re proposed cuts to the Pathways College programmes; • Bargaining meetings; • Ministry of Women’s Affairs consultative meeting with women in the Waikato; and • Phil Goff, Leader of the Labour Party was on campus and meet with members recently.

4. Significant issues for the branch in the future A number of issues have been identified by the branch committee as items of major concern for the rest of this year and likely to continue into 2010, they include:• The abovementioned waves of restructuring and reviewing and the affect of that on morale. We anticipate another wave of redundancies in the near future, and note that the university has made provision in

Stan Jones and Cheri Waititi Co-Presidents University of Waikato Branch

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Victoria University of Wellington Financial constraints due to declining Government funding, weaker student numbers in some areas, a fiscally ambitious capital works programme, and higher than necessary surpluses removed in advance of annual outturns—have impacted cuts in real spending at VUW. The sharpest impact has been felt in redundancies at the College of Education and severe cuts to the sub-lecturer pool in the Arts Faculty.

Many of the recent change proposals involving loss of jobs have been aimed at altering the employment structures of the University to develop areas of disciplinary and interdisciplinary strength. In discussions with the V-C and SMT, TEU has attempted to advance an alternative model that recognises and develops the real strengths of the University—those that reside chiefly in the staff and students themselves, their unique composition and diverse experience and interests.

David Crabbe, to discuss the centralized approach to workloads and the current use of the COGNOS, about which the TEU has expressed serious misgivings.

At least 350 academic staff received objectionable letters from their PVC/Dean in the initiative that followed the internal/mock PBRF round at the end of 2008. The TEU had a number of meetings on this with the DVC Research, Neil Quigley. There appears to be some improvement in understanding as a result of those meetings; however, it may be that Senior Management will never fully appreciate just how badly misjudged this process was!

Stephen Blumenfeld (Apparently permanent) Most Recent Past (Acting) President—TEU Victoria Branch TEU University Sector Group Representative 2009/10 National Bargaining Team Delegate 2009—Victoria Branch

TEU representatives have held meetings with Associate Vice Chancellor (Academic),

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Te Whare Wānanga o Awanuiārangi He Pūrongo – Report

ngā kaupapa, e whakaauau ana i te wānanga, ā kua waiho noa ki te taha. I te marama kua taha ake nei, mātou hui tahi ai anō.

13 o Whiringa-ā-nuku 2009

He Mihi He hōnore, he korōria ki te atua, he maungarongo ki te whenua, he whakaaro pai ki ngā tāngata katoa Arohaina ngā teina me ngā tuākana.

Whakanuia tō tātou arikinui me tōna whānau whānui. Paimārire ki a rātou.

Me mihi ki ngā tini aitua kua wheturangihia, moe mai rā, okioki ai i ngā ringa o te atua Ko tātou ngā morehu o rātou mā, kia mataara, kia ita, ki te pupuru me te manaaki i ngā taonga, hei oranga mōu otirā mō ā tātou tamariki, mokopuna e haere ake nei.

Hei kupu whakakapi ake, me aro ki te hā o te whaktaukī nei: “Ehara taku tū i te tū takitahi Engari he tū takitini.”

Co-Branch Chairperson Message E rere tonu ana aku mihi matakuikui ki a Hamiora rātou ko Jenny, ko Makuini, ko Yvonne e whakapau werawera ki te whakatutuki i ngā mahi o te tau kua pahure ake nei. Ko tētehi kaupapa nui tonu kei mua i te aroaro, koia ko te whakawhiti kōrero mō te ‘Collective Agreement’. Ahakoa i tīmata ai ēnei mahi i te tīmatanga o te tau, kāore anō kia tau. Ko te tikanga kua āta whakatauhia i te marama o Paengawhāwhā, heoi, nā te nui o

Ko tētehi o ngā kaupapa nui kua puta ake i tēnei tau, e hāngai ana ki ngā kōrero e whai nei;

Restructuring Decision • To proceed with the proposal to cease offering Te Ataarangi programmes at the end of 2009.

• The Wānanga wants to emphasise that this decision is not related to the kaupapa of the Te Ataarangi programmes or the performance of staff within the programmes.

• We want to emphasise that the commitment of Te Ataarangi staff has been exemplary and that the Wānanga will continue to support the kaupapa of these important Te Reo Māori language programmes The implication of this is that: • Te Ataarangi academic staff positions will be disestablished effective from 18 December 2009 (excluding BMIT positions which will be disestablished at a later date) • Te Ataarangi Programme Co-ordinator, administrative and general staff positions will be disestablished effective from 29 January 2010 (With the exception of the Administration Co-ordinator position which will be disestablished effective from 30 April 2010)

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Ahakoa he kaupapa pōuri, ā ko te anga whakamua tonu te rongoā. Hei tā whaea Katerina, “E mau ki te kaupapa.” Kia kaua mā te waewae tutuki, engari mā te ūpoko pakaru mātou ora ake ai anō hei ngā rā e haere ake nei.

Paimārire.

mutu ake Te Ataarangi i raro i a Awanuiārangi, ā e 37 ērā mema ka ngaro atu, ā ko ahau anō tētehi. Ka toe mai ko te 26 noa ngā mema. E taea ana te pēwhea.

Finance

Branch Chairperson Hamiora Werahiko Co-Branch Chairperson Tamara Hapi Deputy Branch Chair Yvonne Shepherd Treasurer/Secretary Makuini Hohapata

He $1301.36 te rahi o te moni kei te whare pūtea o ASTE/TEU Awanuiārangi, ā ko ngā kaitāmoko mō tēnei pūtea ko Makuini Hohapata rāua ko Yvonne Shepherd

Strategic Plan and Goals 20092010

* Balance as per statement 14th August 2009 Kia mārama mai, ko ahau (Tamara Hapi) te Co-Branch Chairperson, ā ko Hamiora Werahiko kē te Chairperson, heoi, kua mutu kē i a ia ana mahi ki Awanuiārangi. Nō reira māku tēnei whāwhārua e whakakī mō tēnei wā. Taihoa ake rā ka rapu haere i tētehi tangata hei takawaenga, tiamana ki Awanuiārangi, ā ka pai kē atu me he tangata e mahi atu ana ki Whakatane, Awanuiārangi hoki.

Membership

E whā ngā tirohanga nui hei āta kōkiri, hei whakaarotanga ake mā mātou: a) People Focus – He Aronga Tangata, b) Proficiency Focus – He Aronga Kaiaka, c) Place Focus – He Aronga Wāhi, d) Process Focus – He Aronga Tukanga.

Mā te titiro me te aro ki ēnei kaupapa, ā e tōtika ai te tautoko ka ahu atu ki ngā mema o Te Hautū Kahurangi o Aotearoa. He tirohanga noa nāku i tēnei wā, heoi mā te mahitahi o ngā mema e tutuki ai ngā mahi i roto i ēnei tirohanga e whā nei.

Nāku noa, nā Tamara Hapi Co-Branch Chair

E 63 ngā mema TEU ki Awanuiārangi. Ko ētehi kei Whakatane, Awanuiārangi, ā ko ētehi hoki kei Te Ataarangi. Heoi, ko tētehi āwangawanga nōku, ā hei te mutunga tau ka

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Waiariki Institute of Technology Good afternoon and welcome to you all.

A special welcome to Tangi Tipene, former National President of ASTE, and to Field Officers, Paul Haley and Jenny Chapman.

Noeline Lewis & Onny Holdaway have been the TEU Waiariki branch co-chairs for the last two years. Our branch has been lucky to have been operating in an overall positive atmosphere over the past year and this atmosphere was no more obvious than at Waiariki’s mid-year party. We would like to acknowledge the efforts of the CE, Pim Borren, and the Waiariki management staff who have “turned Waiariki around” and created a focused and productive place to work, with a lot of new opportunities for staff.

We are pleased to say that our branch has continued to enjoy open dialogue with our employer, represented by the HR Manager, Richard Bird. This has included meetings to share current issues and joint work on projects such as Health and Safety, T2 progression, pay equity and the upcoming Collective Agreement negotiations.

While there are a lot of positives at Waiariki, it is our duty to speak out where we see areas for improvement and during the year we have supported members through a variety of challenges including workload issues, working conditions, student complaints, pay equity matters, disciplinary matters, reviews and redundancies. Fortunately, these have been few, and I thank those people concerned for stepping forward and speaking out so that the issues have had less chance of being repeated.

Communications • Regular updates to members continue and the member’s list is updated.

• The organizer, Paul Haley, is notifying of new members and branch exec are contacting.

• Exec monthly meetings have continued and minutes are put on the e-campus site.

• Notices from TEU National Office are on e-campus and urgent ones circulated.

• A special TEU day and BBQ was held with branch exec, organizers and national president Tom Ryan, outgoing chair Sharon Stevens and UW organizer, Megan Morris.

• Monthly liaison meetings with HR Director, Richard Bird and with the TEU Organizer(s) continue.

• Quarterly liaison meetings continue with Waiariki Council reps. Thomas George and Mereheeni Hooker and with the CTU’s rep on Council, NZEI’s Rose Hallam.

Collective Agreement Negotiations The claim underway.

T2 Progression Working Party Talks have concluded with the new performance based pay scale for T2 increases.

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Workload Working Party No progress and this has been referred to the collective bargaining round.

PAEE Ministry of Education and Pay and Employment Equity Unit

I would like to express a special thank you to Paul Haley who is a wonderful support to us at Waiariki on all campuses in the absence of Jenny Chapman. Paul is an expert in the field of Health and Safety, and we are lucky to have him as our field officer.

Requests

We would like to encourage you all to speak to someone on your TEU branch exec or to In abeyance.

Paul directly if there is something about your working conditions that does not seem right.

Health and Safety Your union can only act on your behalf if you tell us what the problem is. This is particularly A number of issues have been raised and acted the case for workload issues. Also, please make upon, including staff facilities on two campuses sure any new staff members in your area have and international student welfare. received a TEU enrolment pack or the TEU URL, and have filled their application form in.

Thank you

Thank you to the exec members who have worked hard on your behalf: Co-chair Noeline Lewis, Secretary and H&S Rep Rika Otto, Treasurer Yvonne Rika, Recruitment Officer Sandy Macdonald, Women’s rep Marie Hutchison, Te Uepu rep Bryce Murray, as well as all the school and campus reps. They have all contributed to raising the awareness of TEU and have brought your concerns and ideas to the table. Congratulations to the new Recruitment Rep, Juliet Lux.

To finish, our CE has said he aims for Waiariki to be the best ITP in the country with the bestpaid staff. We are confident you are doing your best for Waiariki so we look forward to the completion of the negotiations. Good luck to the negotiating team!

Onny Holdaway Co-chair, ASTE Waiariki Branch 2 September 2009

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University Sector report This year has been a settling in process and trying to determine what our role is in the TEU and this been the most difficult. The challenge is to get all the committees working within and between each other. The USG met for the first time in March of this year and attempts were made to work out what was our role and how should we communicate.

Unfortunately not much progress has been made. The subsequent meetings of the USG in June and September have attempted to wrestle with its role. However, a discussion paper was presented to the September meeting which spelt out the roles and purpose of the sector groups and we hope this gives clarity to the various sector groups role. At the time of writing of this report the Vice-Presidents are meeting on 16 October and hopefully something will be decided and put to Council in 2010.

To improve communications to members of this sector we have suggested that all minutes and reports are put up on TEUs website unfortunately this has not happened. It may be down to the staffing shortages that TEU are experiencing at present, however communicating to our member is important.

What issues have been discussed at USG Bargaining strategy It was decided that TEU would initiate MECA bargaining for all of the universities.

Unfortunately the employers have taken a united stance against this and we have returned to SECA bargaining and at the time of writing this report these negotiations have just got underway. On behalf of the USG we would like to thank Nanette Cormack for the effort that she put into this.

PBRF (release of grades) This matter has been widely discussed and it would appear that some progress may have been made and an amended proposal from the PBRF sector reference group will be put out for further consultation. The USG would like to thank the work that our representative on that committee, Grant Duncan has done and also Jo Scott for putting a well crafted submission together. The USG passed a resolution condemning the actions of Victoria University in their use of an internal PBRF round as a performance management tool.

This resolution was passed by Council.

Recording of Lectures This matter became evident that in a number of universities there is a move to record lectures but there were no policy guidelines on this matter other than at Otago. It was decided that TUE come up with policy on this matter and use Otago’s as a starting point.

Pay and Equity Review The USG supported Massey University’s initiative in introducing a PE review and we would like to thank Su McNabb for progressing this review. Other universities are carrying out Equity audits but only in certain parts of their university

Lincoln Ag Research proposed merger This merger did not go ahead but the USG was concerned about the implications if it had gone ahead and we need to develop policy on this matter.

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Reviews and restructuring As university budgets are coming under pressure especially with the present government not providing new monies for universities and cutting back on funding that the previous government had provided will result in more reviews and possible restructuring. This is going to put our members under considerable pressure.

Tripartite Discussion The USG supported continuing dialogue with the NZVCC despite disinterest of Government and this may have to be redefined as bipartite.

Academic Voice/Forum With the new structure there is not a place for academics in this sector to debate issues of particular concern to them as there was under the AUS structure. It was agreed that more discussion was needed and this matter be referred to Council. Hopefully during 2010 a policy document can come out of these discussions.

Other matters that have been discussed are • • • • •

Delegate structure Job Evaluation Compulsory tertiary teaching qualification Research and degree teaching Research assessment.

In conclusion, if further government measures that are planned for the university sector then it is our duty as a union, to take the case to the public and inform them of the consequences and this is where this sector group can play an important role.

Barry Foster VP University Sector (Academic Staff) Helen Kissell VP University Sector (General Staff)

In 2010 TEU is going to hold Seminar on the Role of Universities in the 21st Century and USG gave its full support for this initiative and we would like to thank Maureen Montgomery.

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General Staff ITP Sector report I have found the National Council this year a stimulating experience. Some considerable time was taken up with developing the detail out of the broad brush strokes of the amalgamation document .I am in awe of Tom, the President’s, ability, along with the paid staff, to capture so much attention of the national media. This strong, forthright approach has given the whole union a prominent place on the political landscape. This bodes well for the future of the TEU, even under a short term National government.

promote a ‘General Staff Manifesto’.

2010 will see strong campaigns to highlight the pivotal role and added value general staff give to our organisations. ‘A general staff appreciation day’ will be part of our strategy for bringing general staff skills into focus. We would like to make this an annual event. It is also the intention of the National Council to

Kia kaha Ken Laraman ITP general staff VP

As the TEU structure matures over time, we may well find that the number of Vice Presidents is too many and that a rotation of 4 VPs covering general and academic staff and the various sectors, may well be adequate and cost effective. That is for the membership to decide.

In the meantime it is important to us that there are open channels of communication to the Council and that members feel that As this was our first year of the amalgamation we are responsive in a timely manner to of our two great unions, most of this VP’s time their queries and concerns. I would like to was taken up coming to grips with this new thank the General Staff VP for the University role. (It also coincided with some significant Sector, Helen Kissell and the VP of the ITP time in Europe).

Academic Sector, Michael O’Connell. I have found the National Council this year to be a The university sector has a grand tradition really stimulating place and am in awe of the of general staff membership. However for President’s ability, along with the paid staff, the ITP sector this is largely a new area of to capture so much attention of the media. responsibility. It is important to the TEU that This strong, forthright approach has given the we grow membership now that TIASA as opted whole union a prominent place on the political to go it alone. There is a degree of delicacy landscape. This bodes well for the future, even required in this: we do not want to tread on under a National government. another union’s toes, but at the same time we are conscious that one voice representing I commend the staff and the Council for their the sector is a stronger one. The emphasis unfailing enthusiasm and support. You have has therefore been on a drive to recruit non made this first year one to remember. unionists across the ITP sector first and forge closer relationships with general staff in other I look forward to a robust exchange of views at unions at a local level. the conference.

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Academic Staff ITP Sector report This sector report represents over 45 branches and multiple TEOs ranging from the small Private Training Enterprises and Rural Education Activity Programmes through to the 21 Crown owned and under resourced Institutes of Technology and Polytechnics.

2009 has and remains a challenge for the ITP sector and is an ‘abrasive’ culmination of government underfunding over many years. While the membership hold an inward optimism about its collective strength and spirit it is difficult to feel warm toward the current government’s outright attack on its own crown educational resources. In brief, the government budget announcements in May 2009 signalled significant funding reductions for Institutes of Technology and Polytechnics from 2011. The funding cuts announced included the end of the Quality Reinvestment Fund and Regional Funding, a 50% reduction in ACE funding, removal of Special Supplementary Grants (SSGs) and the end of funding for programmes aimed at Regulatory Compliance and health and safety.

The effect of these sector wide funding reductions on many of the ITPs is significant with some institutions standing to lose up to 17 million by 2011. Together with an expected move by the Tertiary Education Commission (TEC) to a new funding system based on performance from 2011, the current cap on funded places, increased enrolments in ITPs driven by rising unemployment, and the Minister of Education’s resolve not to bail out financially unviable institutions, there is a real imperative on ITPs to significantly reduce costs. In short – the majority impact of all of the above will of course sit squarely on our members’ shoulders with redundancies

the only fruit of small minded government decisions.

All this and I haven’t even mentioned the ‘Bill’. The National Government’s concerted attempt to remove the autonomy of ITPs and implement centrist control – will see the communities that the ITP sector serve become pawns to a right wing agenda that smacks of privatisation and a controlled educational agenda.

I have spoken to many members over my year as Vice President (Academic) and I have been amazed at the resilience of educational staff in a very difficult work environment. Their willingness to go the extra mile to ensure students get fair deal in their educational endeavours and their support needs is a credit to our members’ work ethic.

There could be much to comment on about the 2009 bargaining and resultant industrial action but I will leave that commentary to other up to date reports at this conference.

Michael O’Connell Vice-President (Academic) ITP Sector.

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National Women’s Committee report 2009 has been a busy and fruitful year for the National Women’s Committee, the Women’s Officer Suzanne McNabb, and me. Much of the early focus has been on establishing sound principles for the operation of the committee. To this end, our first meeting focussed on setting clear guiding principles for the committee; setting out the key roles of committee members, the Women’s VP, and the Women’s Officer; and, establishing guides for the women’s network.

The aim of the committee is that all meetings and actions of NWC will be: Purposeful; Effective; Efficient; and Democratic. In order to advance these aims, the NWC is guided by the principles of: Openness (in communication, information, and decision making); Participation (of all committee members, members of the women’s network, and women in branches); and, Accountability (to the TEU membership, as Treaty partners, and to the environment).

The NWC has created a number of tools to put the aims and principles into practice. We have an agenda format which sets out the purpose of each discussion item and ensures actions are assigned to individual(s); email and report templates have been developed to aid the committee in gathering information from the broader network of women in the union and NWC representatives on sector groups; and have attempted to use both telephone and email communication between meetings to update and motivate each other to complete tasks which have come out of our meetings.

The NWC also decided that to be effective it must set clear goals based on the concerns raised by women members at the 2008

conference. It was decided to look at three major areas of work during 2009, each based on a key arena of the TEU’s work: 1. Industrial – to advance gender equity 2. Professional – to improve workplace culture; including campaigns on harassment/bullying 3. Organisational – advance the involvement of women in all levels of TEU On each of the goals the NWC has made progress during 2009. Progress on gender equity has particularly been seen with PaEE reviews carried out in Polytechs and planned for Massey University; on these lines there is also a targeted job evaluation planned at Victoria University. Further to this, PaEE is a claim in the university bargaining. Our professional goal, to improve workplace cultures, has progressed with committee members mapping out a campaign on harassment and bullying to be advanced in early 2010.

But it is the organisational goal that has been a central focus of our work because of the committee’s belief that it is central to our effective functioning. The NWC has carried out ongoing work to develop sound communication with branches including: a resolution to Council and remit to conference regarding Branch representation of women; contacting all Branches urging them to ensure they had women’s representatives who can be part of the women’s network; and making email and telephone contact with existing network members prior to our national committee meetings. The organisational goals have also seen

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over 20 women from TEU attending the CTU Biennial Women’s Conference and six TEU women attending a seminar on the Working Women’s Charter, both were opportunities for these women to network with each other and of course women in the wider union movement. There was also a very successful Women’s Fiesta in Auckland involving women from a range of workplaces – thanks to NWC member Alex Sims and TEU staff.

Of course, the NWC has also been open to addressing new issues as they arise and to ensuring TEU policies are scrutinised for their gendered impact. To this end the NWC begins each meeting seeking from members at least one areas of progress from their region and a major area of concern. The NWC has also been pleased that TEU national staff have regularly attended meetings to discuss key issues allow the committee to be involved in debates around a range of issues including: • • • •

Bargaining; PBRF; Research led teaching; Constitutional issues for TEU and remits to conference; • The General Staff Manifesto; • Organising for conference the Women’s Breakfast and a workshop.

One new goal which the NWC is pursuing is the lowering of TEU membership thresholds.

A working paper on membership costs for casualised and fixed-term labour has been actively debated by the NWC and is now being presented to the 2009 Conference.

While pleased with the level of open communication and debate at committee meetings, there is now more work to be done in deepening the links with women in the many and varied workplaces from which TEU members come. Recognising the diversity of membership, the committee aims to build the

women’s network and ensure that participants in this network are contacted by a committee member before each National meeting so that decisions made reflect, as much as possible, the diverse experiences and needs of members. The NWC is holding a workshop at Conference to set an outline of the goals for 2010 and we will work with the women’s network to develop these goals and to ensure new issues arising in the sector are included in our work programme. We also aim to use the website to communicate decisions, core documents, and enable open debate with women members.

Unfortunately, plans to ensure accountability back to members by ensuring open access to all minutes and documents of the NWC via the TEU website has not been executed in 2009.

As Women’sVP I have also been involved in a range of protests and campaigns which affect women, including the protest over the disestablishment of the Pay Equity Unit of the Department of Labour; the Adult and Community Education Campaign; and, the ACC campaign. Next year I will, with the support of council and hopefully TEU members, be actively involved in the campaign to retain MMP as our electoral system (a referendum is being held in 2011 on this issue).

I would like to thank the NWC, Suzanne McNabb and other TEU staff, for their hard work in 2009. It is my sense as the Women’s VP that the NWC has a strong sense of purpose and its members feel a high level of efficacy in decision-making processes but have ongoing concerns about ensuring that TEU is member driven. I look forward to working with the Committee, TEU staff, the VPs and President, and most importantly with women in all the branches of the TEU in 2010 and 2011.

Sandra Grey Women’s Vice President

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Te Tumu Arataki Ngā mihi nui ki a koutou katoa ngā mema o Te Hautū Kahurangi o Aotearoa - mō tō koutou mana, tō koutou ihi, tō koutou wehi, tō koutou aroha, tō koutou manaaki, tō koutou whanaungatanga mō tō koutou mahia te mahi ki a mātou unia.

In writing this report it has been a time of historical reflection on how far we have come in so little time in our forming of TEU – The Tertiary Education Union Te Hautū Kahurangi o Aotearoa from the unions of AUS – The Association of University Staff and ASTE – The Association of Staff in Tertiary Education Te Hau Takitini o Aotearoa. It is time to praise those who have worked tirelessly to form and meld the merger between the unions. We give acknowledgement to our past Associations’ Staff, Union officials and

councils. Your work towards merging the various sectors within the two structures to form the evolving infrastructure that we have at this time is commended and we know that to suit the needs and represent the voices of all our members, is not an easy task. We still have a lot of work ahead of us in this area so our union and those positions created to bring leadership and direction are effective for those we represent – our members. This merging work has made it possible for the new national officers and sector representatives to have a role in laying the foundation to the effectiveness we will have in working with institutions our members, and also having an effective voice in the political arena for tertiary education for us to stand upon.

As the final Vice-President to take up a national officer position I give commendation to the members of Te Toi Ahurangi, our Kaumātua, Te Pou Tuarā, past Māori officials and members from the previous unions for their continued work while leadership positions were finalised. It edifies the depth and wealth of our Māori sector in terms of the calibre of Māori members who are all leaders in their own right. For us as Māori members of TEU Te Hautū Kahurangi o Aotearoa we continually strive to protect our cultural values, artefacts and take on the responsibility of firmly, spiritually, physically and culturally protecting all our Taonga Tuku Iho (the treasures of our ancestors). For us as members of Te Uepu, Hui-ā-motu and Te Toi Ahurangi in this union we consider that manaakitanga and whanaungatanga of Māori members is paramount for us – that their mana, ihi, wehi and wairua is never taken for granted or downtrodden no matter how humble their request of us in our positions of representing them. We continue that responsibility however we do it as one body, one spirit and mind of thought: “Kotahi Te Tinana, Kotahi te Wairua, Kotahi te

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Whakaaro o te Hinengaro – Ka Tū Kotahi.”

The Hui-ā-motu this year was held in Wellington at Te Kuratini Marae at Massey University in early September. It was an excellent gathering with our three kaumātua Huirangi, Kāterina and Mereiwa, our President, past Māori union officials, Te Pou Tuarā and other national staff. Māori member representation came from most regions, sectors, and Te Uepu Branch representation giving a face and a voice to be heard, valued and answered. The goals that Te Toi Ahurangi set for 2009 were well on their way to being met with all the work that was done at the Hui. There was a busy agenda with talks from politicians, presentations from sector representatives of Te Toi Ahurangi and national staff along with opportunities for all to work together, healthy conversation, discussion, debate and deliberation in developing foundation stones of a culture within our union and the tertiary institutions that incorporate Māori ways of working, thinking and deciding. As Huirangi had stated, “... e mahi ana, e whakaaro ana, e tau ana. It is pertinent that we manaaki our people – Ko te Rangatiratanga te tihi o te whakaahua o ngā mea Māori – it is the ultimate in terms of Māori. Kei raro hoki he MANAAKITANGA all processes below Rangatiratanga are managed by the process of manaakitanga.”

As Māori members we may consider that our role is to continue to acknowledge and practise our Rangatiratanga and by that continuing the mahi set by those tipuna who signed Te Tiriti o Waitangi and continue this through our manaakitanga by nurturing, supporting and preparing those who have put themselves forward to do the mahi in all levels of the union that will take our place in the future – hei manaaki, hei tiaki ki a ratou katoa. These Māori members are all committed to being part of structures formed that we are aspiring to, not only for our Māori members, but for

all members of Te Ū Te Hautū Kahurangi o Aotearoa.

We are well on the way in developing a culture within TEU Te Hautū Kahurangi o Aotearoa for 2009 and setting goals towards the future in 2010 and beyond. We have space for voices to be heard Māori and non-Māori with our Tiriti Partnership Group and within our branches from Te Uepu, to national sector groups, Hui-ā-motu, Te Toi Ahurangi and towards Annual Conference. With these structures we are able to relay kaupapa of importance to Māori and non-Māori e.g. Te Tiriti o Waitangi, General/Academic, ITP, Wānanga, wāhine, tāne to relevant people, branches, committees, institutional staff and communities for discussion and response.

As Te Tumu Arataki I commend all Māori members who have contributed to the development, implementation, and evaluation of policies and strategies that advance Māori goals and aspirations within TEU Te Hautū Kahurangi o Aotearoa and our tertiary institutions for now and the future. In doing this you have endorsed the mahi of Te Toi Ahurangi and brought the collective mind to edify our mahi for the overall collective of the union.

It has been inspiring to work with members of Hui-ā-motu, Te Toi Ahurangi, National Council, our Kaumātua, Vice-Presidents, President and national staff of TEU and finally past and present officials, councils and staff of AUS and ASTE. Working in these various forums brings satisfaction and continual reflection that our Māori members’ voices and aspirations are heard, valued and acted upon.

Ngā mihi nui ki a koutou katoa, tēnā koutou, tēnā koutou, tēnā koutou katoa.

Cheri (Panda) Waititi Te Tumu Arataki

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General Staff report The merger of AUS and ASTE saw the creation for the first time of a national standing body, the General Staff Sector Group, dedicated to advancing the industrial and professional concerns of our General Staff members. The merger also endorsed a commitment on the part of TEU members in becoming the union which will represent general staff in the ITP sector. This report will briefly update progress which has been made since the merger in terms of representing general staff in both sectors and recruitment of general staff in the ITP sector.

General Staff Sector Group (GSSG) The GSSG meets twice a year. As with the other newly formed TEU national committees/ sector groups the GSSG spent time this year defining its role, the role of its committee members and the Vice-Presidents. These documents will shortly be available on the TEU website. In addition to foundation work for the GSSG we also worked on the following tasks: • Developed a policy on the Library and Information Association of New Zealand (LIANZA) Voluntary Registration Scheme to be presented to conference by the GSSG. • Updated the former AUS General Staff Manifesto. You should find copies of the TEU General Staff Manifesto in your conference packs.

• Started work on a major project ‘Evaluating Job Evaluation’ which will develop a TEU policy of the use of job evaluation for general staff. This is due to be completed next year.

• Affirmed the TEU commitment to a national General Staff Day, such as that pioneered by AUS in 2008. This will take place on the 2nd Wednesday in June each year.

Looking to 2010, the GSSG will continue to work on better identifying general staff professional issues which TEU can take a stance on e.g. the LIANZA policy developed this year, in the same way as the union represents academics on professional issues concerning them. In order to be more effective at representing General Staff we need to be better at a national and local level at identifying the different occupational groups our members belong to and their different concerns. The TEU General Staff Manifesto goes some way to highlighting the myriad of jobs which are covered by the term general staff but we can do more in this respect. To this end, we will be doing some work next year on developing guidelines on around representing and organising around general staff issues.

Recruitment of General Staff in the ITP Sector TEU, as a whole, needs to place energy into recruiting general staff in the ITP sector. Aside from the obvious benefits of an increase in membership size enhancing a union’s strength, there are other benefits to having all staff under an employer being represented by one union.

The GSSG will be working with all other sectors and organisers within the union on recruitment events in the ITP sector, starting with events in the New Year based around the TEU General Staff

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Manifesto which is being launched at this conference.

GSSG, in partnership with the Women’s VicePresident, will also be running a workshop at conference on strengthening the union through general staff recruitment, as a start of the recruitment drive.

Although there will be a focus on recruitment of general staff in the ITP sector, the university sector should also take note that general staff currently only make up a third of the membership in that sector. There is also scope for improving recruitment of general staff in that sector.

Finally, on a personal note, it has been a pleasure serving as GSVP (uni sector) this year and I look forward to the next two years representing general staff. I would also like to acknowledge the work and mentoring by the previous two AUS General Staff VicePresidents, which has greatly enhanced my ability to take on this role: thank you to Cate Bardwell and Mary Cain. I would also like to acknowledge the support and advice from the union staff and in particular, Gaby Moore, Paul Corliss, Sharn Riggs and very especially Jo Scott.

Helen Kissell, General Staff Vice-President (university sector 2009)

General staff in the university sector As with our academic colleagues, general staff are under fire due to the ‘financial pressures’ which universities are facing. At University of Canterbury, there is a full review of all general staff taking place over the next 6 months.

We have also recently seen the closure of one of the libraries here. The sheer scale of these reviews has lead to the Branch President and myself being released for two days a week each to support the organisers. At the University of Waikato, a review of the college structure has implications for General Staff working within the colleges. General Staff at the University of Auckland have been working on Performance and Development Review proposed by their employer. And these are just some of the issues facing general staff in the university sector.

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Teacher education report The Teacher Education Network held a very successful meeting in September with representatives from the universities with Teacher Education programmes as well Waikato Insitute of Technology, Waiariki Institute of Technology.

The issues that were raised appeared to be consistent across the whole group.

A major issue was workload commented on by most participants.

Pressure to upgrade qualifications without any corresponding time to do it, Overwhelmed/ stressed staff, Pressure to secure external research contracts A deficit model of teacher education and teaching in general, and the pressure to publish in A+ journals rather than for the profession or practice.

Barbara Benson, from the NZ Teachers Council, also presented their just released document on the requirements for the approval and monitoring of initial teacher education standards. This resulted in some rigorous discussion about the nature of consultation and the need to make sure that individual academic members in teacher education be encouraged to both commit to replying to the consultation and considering the role of the Teachers Council as the voice of the profession itself.

The view of some providers particularly in Early Childhood Education we have been told is that practicum is where one learns to teach, so why have teacher education or qualifications, or why can’t associates just sign off.

This was very dangerous for the future. This misses the importance of the mixing of theory and practice in research informed teaching, that occurs not just in the lecture situation but when the teacher educator who teaches on the programme also evaluates the practicum experience.

We welcomed the incoming convenor of the Teacher Education Network Joneen Walker for 2009-2010.

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TEU goals for 2010 The Tertiary Education Union (TEU) Te Hautū Kahurangi o Aotearoa is an organisation defined by three guiding principles: 1.

Industrial: to protect and improve members’ salaries/wages and conditions.

2.

Professional: to be recognised as the foremost provider of professional advice and policy on the tertiary sector and education in general.

3.

Organisational: to be an efficient organisation that couples prudent management behaviour with the highest standards of employment practice.

To implement these principles, the TEU has identified a number of organisational objectives, which are prioritised annually and assessed by Council and Conference at the conclusion of each year.

Abbreviations NS DS NIO VPs NWC TTA GSSG ITPSG USG TWA

National Secretary Deputy Secretary National Industrial Officer Vice Presidents National Women’s Committee Te Toi Ahurangi General Staff Sector Group Institutes of Technology/Polytechnics Sector Group University Sector Group Te Wānanga o Aotearoa

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Industrial goals Objectives

Priorities for ‘09/’10

Outcomes for 2009

Progress or develop bipartite and tripartite relationships

To extend the university tripartite process

Under review with change of government

Secure MECAs wherever possible in the sector

Increase degree of standardisation between ITP and university collective agreements

In bargaining, so outcome still unknown

Maintain and enhance the ITP MECA

Increase degree of standardisation between ITP collective agreements in the MECA and CAs outside of the MECA

In bargaining, so outcome still unknown

Develop sector-wide national bargaining protocols/procedures

Discussion papers for 2010 Bargaining Forum Re-confirm/continue ITP industrial Confirmed June 2009 strategy and national core conditions Development of national claims and In progress sector bargaining strategies for the union National REAP bargaining strategy Develop a bargaining/recruitment strategy for TWoA

Promote a coherent set of national claims for the union

Agreed set of limited national claims Agreed set of limited claims for bargaining presented in university MECA

Promote equity for general staff pay and conditions

Model CA developed for general staff in the ITP sector

To be actioned

Focus on increasing awareness of flexible working arrangements amongst general staff

To be actioned

Work on job evaluation and career paths for general staff

Evaluation of job evaluation project begun

Discussion paper outlining coverage issues in CAs for ITP general staff

To be actioned

General Staff Day

Will take place early June 2010

Workshops/forums promoting general Staff mainfesto

To be held at conference

Continue to encourage other universities/ITPs/wānanga to undertake PaEE reviews

Massey to do full PaEE review; VUW completing targeted job comparison

Encourage/support the completion of PaEE reviews in ITPs and wānanga

Draft report circulated; awaiting final report

Develop a clear TEU position on the difference between general and academic jobs

Contribute to the achievement of gender equity in pay, employment and participation for women in the tertiary sector

Te toi ahurangi representatives worked to develop communication network during 2009

Provide information and education Regular newsletter circulated; about PAEE for women to members active involvement of at TEIs members in Pay Equity campaign

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Professional goals Objectives

Priorities for ‘09/’10

Develop and regularly update a PBRF review submissions priority list of professional issues and activities for academic and general Future of the tertiary education staff sector symposium

Promote workplace productivity

Foster/enhance a range of political relationships nationally and within the sector

Outcomes for 2009 Twelve submissions completed for PBRF review To be progressed in 2010

Development of the teacher education network

Teacher education meeting held/ network established

Member consultation – teachingresearch nexus, tertiary teaching qualifications, research assessment

Two of the three policies approved for consideration at conference.

On-going review of AUS and ASTE policy

In progress

Annual plan of w/shops for general staff

To be actioned

General staff productivity projects (universities)

Some initial discussion undertaken with NZVCC, however focus needs to be reconsidered in 2010

TEU/ITPNZ professional development project

Meetings held with ITPNZ (now defunct). Review whether progress can still be made

Address workplace bullying and sexual harassment in TEIs

NWC drafted proposed education campaign; ongoing development of project to continue

Develop/enhance relationships with key ministers and departments

Meetings held throughout 2009 with government ministers and TEC

Continue relationships with key people in opposition parties

Meetings held with some ministers

Submissions and policy developed in consultation with TTA, NWC and sector groups

Te toi ahurangi members held October meeting at Parliament and had a number of MPs speaking at hui-ā-motu Be recognised as an authority on issues facing the tertiary sector

Develop/publish TEU manifesto for tertiary education

Draft document being developed

Update General Staff manifesto

Completed/launch at conference 2009

Maintain professional relationships with students associations

Liaised with NZUSA on a number of issues of mutual interest (e.g. ITP governance)

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Organisational goals Objectives

Priorities for ‘09/’10

Outcomes for 2009

Recruit and retain members and improve density

Establish and meet a minimum target of union density

Te toi ahurangi developing a recruitment strategy for wānanga with particular focus on Raukawa

Implement a national recruitment strategy for all sectors with an additional focus on general staff recruitment in the ITP sector Energise the union’s Pasifika membership Ensure that priorities for Māori identified by Te Toi Ahurangi are advanced

Develop a network of Māori member branch contacts Submit a rule remit to conference ’09 establishing Māori representation on branch committees

Rule remit developed for conference ‘09

Utilise and promote the use of te reo Māori and motifs across and within the TEU Develop information packs and web-page(s) for current and prospective Māori members Consolidate the Treaty partnership relationship within the union

To be identified by the Tiriti o Waitangi partnership group

Ensure that priorities for women Establish women’s representatives at identified by the NWC are advanced every branch

Develop effective communication lines between branches, Council, national committees and sector groups

Request sent to organisers and branch presidents; remit developed for conference ‘09

Establish an active national women’s network

About 1/3 of branches involved so far. Used network extensively for women’s activities, campaigns etc in 2009

General staff and other communication networks

Papers outlining roles/functions of sector groups and committees developed with processes being integrated

Implement organisational process Membership database matters that have arisen as a result of Finance system the merger Records management system Staff collective agreement

New system in place New system in place Ongoing project New CA ratified by staff in August

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Section 5 Useful information Contents Expected behaviour at conference

2

Caucuses

3

Common abbreviations

4

Conference evaluation form

5

Map of Wellington

7

Information for delegates

9

Expense claim form

15

List of attendees

(distributed at conference)

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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 practice. Thus we oppose behaviour that is unwelcome, offensive or denigrating.

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.

Harassment of any nature is a serious issue and is recognised as such by the New Zealand Tertiary Education Union. 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.

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

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Caucuses Caucuses are used for a number of purposes during Conference The purpose of caucuses: (1)

To enable people with a common interest to meet together to: • discuss issues/ideas • develop a common position for presentation to the wider group.

(2)

To enable an exchange of information face to face.

(3)

To provide support for each other.

Please see one of the conference organisers if you want to arrange a caucus and need a room and/ or a notice organised.

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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 ACC ACE AEU AMC ASM ASTE AUS CA CEO COPE DL EBS EEO EEO EFTS EI ERA EREL GSF HDA HR IA ITUC ILO IR IT ITO ITP ITPNZ LWOP MECA MOE

MUCA Multi-Union Collective Agreement MUMECA Multi-Union Multi-Employer Collective Agreement NTEU National Tertiary Education Union (Australia) NZARE New Zealand Association for Research in Education NZCER New Zealand Council for Educational Research 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 NZUSA New Zealand Union of Students’ Association NZVCC New Zealand Vice Chancellors’ Committee 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

New Zealand Academic Audit Unit Accident Compensation Corporation Adult and Community Education Australian Education Union Agreement Monitoring Committee Academic Staff Member Association of Staff in Tertiary Education Te Hau Takitini o Aotearoa Association of University Staff Collective Agreement Chief Executive Officer Council of Pacific Education Discretionary Leave Education Benevolent Society Equal Education Opportunities Equal Employment Opportunities Equivalent Full Time Student Education International Employment Relations Act Employment Relations Education Leave Government Superannuation Fund Higher Duties Allowances Human Resources Individual Agreement International Trade Unions Confederation International Labour Organisation Industrial Relations Information Technology Industry Training Organisation Institute of Technology/Polytechnic Institutes of Technology and Polytechnics of NZ Leave Without Pay Multi-Employer Collective Agreement Ministry of Education

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Conference evaluation Key aims of this Conference: 1.

To provide a forum to consider the issues that may face us as we move forward into the future;

2.

To reflect on the past year’s activities and to consider how best we might foster and build relationships for the future;

3.

To enjoy ourselves;

4.

To participate in healthy debate and decision-making;

Question 1: To what extent has this conference achieved the above?

Answer: _________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________

Question 2: What assisted your participation in this conference?

Answer: _________________________________________________________________ __________________________________________________________________ __________________________________________________________________ __________________________________________________________________ __________________________________________________________________

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Question 3: What got in the way?

Answer: _________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________

Question 4: What do you think of this venue, and its facilities?

Answer: _________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________

Question 5: What would you suggest for next year’s conference? For example theme, speakers, structure, workshops, needs, entertainment: Answer: _________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ __________________________________________________________________

Thank you!

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Map of Wellington

Mercure Hotel Cnr Willis and Webb

Willis Hotel

Cnr Willis and Webb

Harbour City Inn Cnr Victoria and Webb

Capital View Hotel Cnr Webb and Thompson

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Information for delegates 1 Attendance requirements

with flexible travel bookings

1.1 Those selected as delegates should attend for the full conference – from registration to the Conference conclusion.

(c) Sue Wang at National Office is organising travel bookings. Her phone is 04 801 5098 or 0800 278 348 or email sue.wang@teu.ac.nz.

Please contact her if you have queries about your travel. Unless there is an TEU National Office staff will not be responsible for making or changing travel arrangements for delegates

1.2 As accommodation and meals have been booked, members are expected to adhere to agreed arrangements. TEU has paid for your air travel/meals/accommodation and is required to pay even if you are not present.

Please note that the branch will be responsible for any costs incurred in the event of a delegate withdrawing or not turning up to Conference.

Once flights have been booked for delegates, cancellations and changes and the associated costs with these are the responsibility of individual delegates.

All bookings will be made to arrive in Wellington by 8.30 am the morning of Monday 9 November and departing after 5.30 pm Tuesday 10 November, unless advised otherwise.

1.3 The contact person for travel arrangements is Sue Wang at National Office phone- 04 801 5098 or 0800 278 348 or email sue.wang@ teu.ac.nz.

2 Air travel

2.2 Airport to Mercure Hotel Willis

2.1Bookings

(a) A TEU staff member will be at Wellington airport to guide you on to a shuttle service to the Mercure Hotel Willis. Please look out for the staff member who will be easily identifiable as TEU. The staff member will have a list of arrival times and will dispatch shuttles once they are filled.

(a) Wherever possible flight bookings will be made using Super Saver options. This may mean that your flight times have been booked earlier in terms of arriving at Conference or later for departure on the last day than you may have preferred. As delegates will appreciate, travel is a significant cost for the union and responsible management of our resources means every attempt must be made to keep costs down.

(b) No other transport will be provided during conference except for emergencies.

2.3 Mercure Hotel Willis to Airport

(b) If delegates wish to have more flexibility with their travel arrangements, please advise National Office when you register (i.e. before bookings are made). Delegates will be responsible for any additional costs associated

Shuttles will take delegates to the Airport at the conclusion of the Conference.

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3 Travel by car

(Next door to the Hotel) This is a private carpark and unauthorised cars will be towed.

3.1 Arrangements for delegates from outside the Wellington area

Coupon Car-parking

The reimbursement for travelling by car for delegates outside the greater Wellington area will be: * either: 50 cents per km * or: return airfare less 30% whichever is the lower, and: will be on the basis of one car to four delegates for outside the greater Wellington area.

3.2 Wellington Delegates Delegates resident in the greater Wellington area can choose: * either: to stay at the Mercure Hotel Willis * or: to commute on a daily basis and be reimbursed mileage for each day up to the cost of a night’s accommodation at the Mercure Hotel Willis.

3.3 Parking The Mercure Willis Hotel is on the edge of the central city and parking is tight in the area. Please note that the car park at the hotel has very few car parks – only about ten.

Therefore most cars will need to be parked in the surrounding area. Please note TEU will not pay parking fines. It is your responsibility to park legally Hotel Car-park The complimentary Hotel car-park is available to overnight conferencing guests only on a “first in first served basis”. Please give your keys to Reception and you will be given a ticket to display on your car dashboard. Unauthorised cars may be towed.

Important note: please do not park in the Dransfield House car-park.

Coupon car-parking is available in the streets surrounding the Hotel. Coupons are available for purchase from: Council service centres, and from the dairy across the street from the Hotel, and Wellington Parking and Infringement Services, Ground Floor, 40 Taranaki Street, Wellington.

Coupons: $5 per day (Conditions: the first two hours in coupon parking zones are free. After that a validated coupon, displayed on your windscreen or side window, is required to park within designated coupon car-parking zones from Monday to Friday, 8am – 4pm.)

For further information visit: http://www. wellington.govt.nz/services/parking/onstreet/ coupon.html Wilson Car-park The nearest car-park is the Wilson “Pay and Display” Car-park at 184 Victoria Street. This is on the corner of Willis, Vivian, and Victoria Streets. The car-park is open 24 hours a day; Monday to Saturday and it accessible via both Willis and Victoria Streets.

Early bird parking: $12.00 (Conditions: entry before 10am – exit before 7pm, pay at pay and display machine, and a valid ticket must be clearly displayed on vehicle dashboard).

Casual fees are (Monday to Friday): $6 per hour up to $16 Night fees (after 5pm): $5 For further information visit: http://www.wilsonparking.co.nz From this information it is clear that parking at the Wilson Carpark may be easiest but even that will require

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checking the car on Monday evening and Tuesday morning to ensure the correct parking ticket has been paid for and is displayed.

was to indicate whether they required a single room or were willing to share, and if so who with.

TEU will reimburse the cost of parking – an expense claim form will be in the Conference Handbook. Please ensure receipts are kept.

(b) Shared accommodation has been booked in twin rooms. The rooms have been randomly allocated unless you indicated a preference

3.4 Public Transport We would encourage delegates from the Wellington area to come by public transport to the venue. The 7 or 8 bus goes past the venue which is at stop 7712, Webb Street. If needed TEU will arrange for a shuttle bus to be at the front of the Railway Station to bring them to the venue. TEU will reimburse the cost of public transport – an expense claim form is in the Conference Handbook Wellington delegates will be offered taxi chits after the Conference Dinner.

4 Conference venue 4.1 The Conference sessions will be held in the Victoria Room at the Mercure Hotel. Willis St.

5 Registration information 5.1 Registration will be in the room to the left of the hotel foyer. There is a staircase from this room to the Victoria Room.

5.2 During Conference the Information Desk will be open: Monday Tuesday

8.15am – 5:30 pm 8.30am – 5.30pm

6 Accomodation 6.1 Bookings (a) Accommodation has been booked at the Mercure Hotel Willis and three other hotels/ motels very close by. Delegates will need to register on the day of arrival at the hotel they are assigned to. On registering each delegate

for a person to share with. Please note that we make every endeavour to room you with your preferred room-mate. However to ensure that rooms are fully occupied during the duration of the conference, at times we may not be able to accommodate your preference (for example a National Council member will be roomed with another National Council member). (c) Delegates requiring single rooms must pay the difference between the single option and the twin option $40.00 per night. This amount must be paid to TEU National Office on registration, not to the Mercure Hotel Willis. A single room will not be confirmed by TEU with the Hotel until this payment has been made.

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(d) Payment of the single room supplement can either be made by cheque or by bank transfer to 38-9008-0493736-00 with the reference Single Room Supplement [YOUR NAME].

6.2 Check in & Check out times Check in time is 1.00pm. Luggage can be left at reception Check out time is 10.00am.

6.3 Staying Privately Delegates who stay privately will be reimbursed $50.00 per night.

7 Meals/ Alcohol 7.1 All breakfasts and lunches will be served in the Victoria Room or in the Abel Smirth or Cuba Rooms which are all on the first floor of the hotel.

8 Communications with delegates 8.1 Inwards Hotels Telephone Mercure Willis Hotel 04 803 1000 Hotel Willis 04384 5955 Harbour City Motor Inn 04 384 9809 Capital View Motor Inn 04 385 0515 Mercure Hotel Wellington The Terrace

04 385 9829 TEU NATIONAL OFFICE 04 801 5098

8.2 Outwards Calls/Faxes will be charged back to individuals’ rooms and must be paid for by the individual.

9 Reimbursement to delegates

7.2 Morning and afternoon tea will be served in the Victoria Room or adjacent foyer area of the Hotel.

9.1 Claims (a) Please keep all appropriate receipts for GST purposes. Reimbursements will not be made without appropriate GST receipts.

7.3 Conference dinner will be served in the Victoria Room.

(b) Reimbursement forms are in your conference pack.

7.4 Vegetarian food will be provided

(c) Please fill the reimbursement form in as soon as possible and return to the TEU registration desk but not later than noon Thursday. Please provide a bank account number and email address so that reimbursements can be transferred directly to your account.

7.5 No alcohol will be provided except during conference dinner. (a) Alcohol can be purchased at the Hotel at your own expense. (b) No mini bar charges will be paid by TEU Any charges must be paid before leaving the hotel. Charges against delegate’s rooms if unpaid will be deducted from the next capitation grant for that branch.

7.6 No room service will be paid by TEU.

9.2 Reimbursement for Childcare 9.2.1 Policy TEU’s policy is to reimburse delegates for childcare expenses incurred only as a result of attendance at

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Conference or Te Uepū.

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

9.2.2 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 Tertiary Education Union.

2.3 The applicant must be the official delegate of a branch or be specifically invited

by TEU National Council or Te Uepū.to attend the Conference/Te Uepū.

9.2.3 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.

3.2 Receipts are necessary for all amounts claimed.

3.3

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/Te Uepū.

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/Te Uepū.

9.2.4 Types of claims 4.1 Expenses for the child or children in a registered day care centre.

4.2.

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. 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.

If you intend to claim but are unsure

13 TERTIARY EDUCATION UNION Te Hautū Kahurangi o Aotearoa

S U AT N Das

T KO TA HI 1

EXPENSE CLAIM Name: Bank account No: Branch/Institute: Activity or Meeting this Claim relates to:

N/A

All relevant documents and GST receipts relating to this claim must be attached.

Mileage will be reimbursed at the IRD rate of .62c per kilometre.

Date

Code

Description

Total

Total Signature

Date FOR OFFICE USE ONLY

Code

Amount

T/E Paid $ ______________________ Date: ______________________ Cheque No: _________________ Approved: ____________________

Post to: Muriel Fisher, TEU, P.O. Box 11-767, Wellington 6142 Email: Muriel.Fisher@teu.ac.nz, Fax: 04 385 8826