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Following the ratification of this year’s pay round, Police will begin putting in place the “Terms of Settlement” for both constabulary and Police employee members, which means there will be several “implementation dates” throughout the three-year terms of the agreement, as follows.
General wage increases
Salaries, superannuation contributions and allowances will all increase by 3% on three separate dates over the first two years of the three-year collectives – a cumulative movement of 9.2%. The first 3% increase will be happen before Christmas and be back-paid for Police Association members to July 1, 2018.
The second 3% increase will take effect from July 1, 2019. The final 3% increase will take effect from July 1, 2020.
You will continue to receive your annual competency service increment (CSI) movement (or lump sum payment for members at the top of their pay band) on your anniversary date.
Shift incentive rates will move by 20.4% by July 1, 2020, due to two movements of 5% in addition to the three standard movements of 3%. The first additional 5% increase took effect on October 1, 2018, with any back-pay adjustment being paid before Christmas. The second 5% increase will be effective from July 1, 2019.
The standby allowance is also moving by 20.4% from July 1, 2020, with the two additional 5% increases taking effect on March 1, 2019, and July 1, 2019.
Cashing up toil
(constabulary and police employees in Band G and above)
It will be easier to cash up your TOIL. Effective from October 31, 2018, you can choose to take toil as toil or cash it up. For cashing up, the only criteria is that it must be matched one-to-one with the taking of another leave type. For example, if you book 10 days of annual/shift/PCT/DDO/alternative day leave in four months’ time, you can progressively match up to 10 days of TOIL to the booked leave and be paid out that amount.
While Police is updating the existing form and simplifying the administrative processes to comply with the changes, there may be a short delay in Police being able to receive and action TOIL cash-up requests.
From March 1, 2019, the weekly toil threshold moves from three hours to two hours. The “week” remains midnight Sunday to midnight Sunday.
Line-up prior to your shift starting is currently classified as overtime and subject to the TOIL rule. Effective from March 1, 2019 (and possibly earlier), all line-up time will be rostered as part of your shift.
Maximum leave accumulation of 45 days
A change to the maximum leave entitlement means you will be restricted to a maximum accumulation of 45 days’ leave. The 45 days include the total of all leave types except long service leave. The calculation of 45 days also moves away from your anniversary date to any day of the year. In MyPolice, future booked leave comes off your leave balance today – so, if you find yourself over the 45-day maximum, all you need to do is book some leave and your balance will adjust accordingly.
Members with high leave balances have until February 1, 2020, to get that down to 45 days or less. If you find yourself over the 45-day maximum, none of your leave will be forfeited, but Police can and will actively manage your leave planning.
Cashing up a fifth week of annual leave
When you have completed five years’ service (including any previously recognised service), you begin accruing a fifth week of annual leave each year. At the completion of your fifth year of service, you will have the option of cashing up one whole week of annual leave. You can do that at any time during your service year and every year thereafter. Although this cash-up option is effective immediately, there may be a small delay in Police being able to receive and action cash-up requests as this will require new administrative processes to be finalised.
Cost of Living Working Party
This important working party will begin its deliberations in the first quarter of 2019, reporting back within six months. Planning has already started in relation to the composition of the working party.
PBS Working Party
An amendment to the collective allows for an “hours of work” clause outside of preference-based scheduling (PBS), by agreement between the parties. This clause has been applied to Kapiti CRL staff. A joint association/Police working party has been tasked with reviewing PBS, looking at options and recommending two rostering systems.
Parental leave and CSIs
In any CSI year, you must have four months of “active service” to be eligible for a CSI and, previously, parental leave was not deemed “active service”. Now, all parental leave taken will be considered “active service” for CSI purposes. This will also apply to members who have returned to work since July 1, 2018.
Parental leave entitlement
For members having second or subsequent periods of parental leave, your total Police service will be included in the calculation of your next period of parental leave – not just your service since you returned from your last period of parental leave. Consequently, if your combined service, excluding parental leave, is more than 12 months you will be entitled to 12 months’ parental leave, even if you have been back at work for less than 12 months between periods of parental leave. For further information, see the Police Association’s Parental Leave Pack on our website.
Flexible Employment Options (FEO)
Effective immediately, all FEO requests will be considered granted by default. Only a district commander or national manager can decline an FEO application.
PSS first home withdrawal
The effective date of a Police Super Scheme first home withdrawal option could be as early as the first quarter of 2019, or soon thereafter. The PSS directors are working through all the necessary trust deed and administrative changes. The PSS first home withdrawal provisions are intended to, generally, replicate the KiwiSaver first home rules.
The Police Association is liaising with Police in a due diligence process on a proposed increase to the constabulary life insurance benefit structure. Higher benefits will apply once that process is complete and when members/police have commenced paying the increased premiums. At this stage, we expect that to be during the first quarter of 2019.
Streamlined collective agreements
Both Police and the association have been working on condensing and clarifying the CEAs into Streamlined Collective Agreements. The intent is not to reduce or enhance any of the provisions, but to simplify the wording and provide clarity around interpretation of the documents. There may be instances where changes have had unintended consequences, and in such cases members should contact the association or Police HR for resolution.