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Primary Practice & Urgent Care Pay Equity Claim

 

Why did the NZNO raise this claim?

NZNO is seeking to remove gender discrimination from nurses’ pay rates using the Pay Equity legislation and processes because this has a material impact on equal access to quality health services.

Bargaining alone has not closed the pay gap that leads to  nurses choosing where they will practise based on what will pay the bills rather than their passion for particular areas of nursing.

Achieving Pay Equity rates across the whole health sector will help the recruitment and retention of the New Zealand nursing workforce and will encourage more people, particularly Māori and Pasifika, to enter nursing and remain in nursing roles.

On this basis NZNO raised the Primary Practice and Urgent Care Centres Pay Equity claim with all employers in the Primary Health Care sector where at least one NZNO member is employed.

What does GenPro offer?

If you are a GenPro Member or Subscriber we will represent your business as part of your membership.

There is a defined process that is part of the Fair Pay Act and all employers that are subject to the claim must be represented in the process.

GenPro brings professional HR expertise and employment law advice to the table and will be your partner throughout the process.

We’ll ensure you remain compliant with all procedural requirements and keep you informed every step of the way. We understand that navigating this process can be stressful, so we’re here to guide you, relieving you of that burden and ensuring that your best interests are always front and centre.

While we believe nurses deserve fair pay for their invaluable work, we also recognise the need to balance this with the financial sustainability of general practice. Our representation will ensure that the real impact of these changes on your practice's viability is fully considered.

Pay Parity, Pay Disparity & MECA Explained

 

  • Pay Equity

    A pay equity claim is a legal mechanism aimed at ensuring that work historically performed by women is valued and compensated fairly in comparison to work traditionally performed by men. The objective is to eliminate gender-based pay disparities. In a pay equity claim, the job is assessed to determine whether it has been undervalued due to gender. This process involves comparing roles across various sectors, considering factors such as qualifications, skills, and levels of responsibility. If the assessment finds that the role has been undervalued, steps are taken to adjust the pay rate to accurately reflect the role's true value.

  • Pay Parity

    Pay parity focuses on ensuring that employees performing the same or similar roles across different sectors or employers receive equal pay. Unlike pay equity, which addresses gender-based pay gaps, pay parity compares wages for equivalent roles across different environments, such as between the public and private sectors. The goal is to ensure that all individuals in similar positions receive the same remuneration, regardless of their employer or sector.

  • MECA (Multi-Employer Collective Agreement)

    A Multi-Employer Collective Agreement (MECA) is a collective employment agreement that applies to employees from multiple employers within the same industry or sector. It outlines standardised terms and conditions of employment, including wages, working hours, and leave entitlements, across all participating employers. MECAs help create consistency in employment conditions across different workplaces, promoting fairness and equitable treatment for all employees involved.