Maritime Worker September 2019

THE MARITIME WORKER Wellington Branch Wellington Branch Newsletter Vol: 2 September (2019)

Skandi Emerald alongside in New Plymouth: Picture supplied Doug Lloyd

MUNZ Crew back up the gangway The crew (8 IR’s, 2 Cooks) of the Skandi Emerald were laid off from Kingston Offshore, due to a problem with the Blow-out Preventer on the Semi-Sub COSL Prospector. Kingston was not exactly sure as to when the problem would have been fixed. Something that was meant to be a quick fix went from being one week, two weeks then a month with no exact date for the BOP to be fixed. As a result of this,

the decision was made by the company to lay off our members. As luck had it, no sooner our members were laid off, about ten days later everything’s back up and running on the COSL. After a series of heated discussions between Joe, myself and Kingston Offshore, it was agreed that we would give the go-ahead for our members to re-join. Let’s hope this is not a path we travel down again in future.

The Wellington Maritime Worker Published Regularly

StraitNZ

Dry-Dock – The Straitsman went to drydock in Sydney on or about 24th August.

Wage Round negotiations, (Maritime) The MUNZ negotiating team is still in talks with StraitNZ. Not sure how long this is going to take, StraitNZ are playing hard ball, so far we have had just two 3-hour meetings. Probably won’t get back around the bargaining table until about mid-September.

Jim King Secretary/Treasurer Wellington Branch

StraitNZ Terminals wage rounds – We are back in negotiations with very slow progress if any at all. Talks have now been ongoing for around three months, with no sight in end. The management are dragging their heels on this one, but we won’t be backing down on certain claims we have submitted.

Kiwi Rail: Interisland Line Working party forums Core Crew, & Recall Rates (Still in progress) Hard-laying (Noise)

Started on, 25/June

Reps are Myself, George McIntosh, Tony Mowbray, Jack Thomason Career Pathways (TBA) Core Crewing, we have been in discussions for the last few months about increasing manning levels in departments where this is needed.

Putting it simply the company are not going to supply extra staff without the need of conducting a mapping exercise. InterIslander will start the mapping in the Catering Attendants and cook’s departments on the Kaitaki first, then on all vessels.

Essentially, IIL’s justification to carry out a mapping exercise is to identify where the problem areas are with manning issues, they have said if the mapping exercise identifies the need for additional staff then they will supply. Representing MUNZ is Fiona Mansell and Marian Leslie. Fiona and Marian will liaise with the relevant catering sections to find out where the problem areas are. They will also attend a two-day mapping exercise forum at Woburn Training Centre. So, it’s important to let our MUNZ reps know what your staffing issues are in your areas, along with how your work day is all mapped out for you. After the Cooks have been mapped out and assessed, then IIL will move onto the Catering Attendants. This is not a job cutting exercise, it is so they can get an increase in staff if required.

Dry-Docks – Kaitaki dry-dock is now complete, got into Wellington 26, August 1500.

Trainee AB’s – I have been speaking with KiwiRail in the last month, and there’s every indication that they will respect this unions position with the introduction of further trainee AB/Cadets from the New Zealand Maritime School. I’m hoping that something is finalised from the company with in the coming months.

Proposed new Sailing Schedule – IIL are wanting to introduce a new sailing schedule primarily for the Aratere and the Kaiarahi. A series of meetings will now take place with input from MUNZ reps.

Retirement Clause – Kiwirails Statement of claim has now been filed in the Employment Court on 12th July. Not sure when the court date is but will no doubt be advised soon as there’s one set down.

Niwa – I managed to get some electronic copies emailed to our contact on the Tangaroa, and have asked them to email out to others within the NIWA fleet.

Wellington Branch

Maritime Worker Magazine – Please ensure you submit your stories along with jpeg pics. To Fiona and Mick to munzdelegate@gmail.com Wellington Branch Audits 2017 - 2018, & 2018 - 2019 – The Wellington Branch is currently being audited. This is a lengthy process and should have been completed by now, but there are some issues the auditors are trying to work through. Once the auditor’s report has been finalised, it will then be passed onto the Wellington Branch Executive and National Secretary for their scrutiny. Both the 2018 and 2019 reports will be held here in the Wellington Branch office, and all members are welcome to look over them in detail. The 2019 - 2020 auditors report will be presented at the Wellington Branch AGM in 2020.

CTU Government forum – Wellington Branch attended the CTU Government forums on 19th August. Our Delegation was Joe Fleetwood, Jim King, John Whiting, George McIntosh, Paul Baggott, and from the ports were Wellington Branch Executive Bradley Clifford and Jason Pene. The forum lasted 2 hours and 45 mins, a lot was crammed in from various politicians, with Jacinda Ardern kicking it off. She spoke about several national topics ranging from poverty, housing, apprenticeship’s etc, and went on to address various unions concerns about minimum payrates in the education sectors, resource problems in the public health sectors with NZNO, public transport with the RMTU and other issues. Also, the issue of the coastal shipping policy was raised by Joe Fleetwood, there was various topics brought up from other unions, but just not enough time for the politicians to address them all.

We also attended a Transport workshop forum, with Phil Twyford, and Grant Robertson. A series of brief questions were raised along with pretty lengthy replies. Joe got the last word in which of course was, what is the government going to do to regenerate interest with the coastal shipping policy, and also commented on the accountability corporate manslaughter, why isn’t anything been done by this government to hold the bosses accountable when deaths happen on the worksite. There’s plenty of accountability to a worker when they do something really bad on the job, but none for the employer. There needs to be change.

Nelson Branch Stop Work Meetings – One of the confirmed dates is September 27th and the last meeting for the year will be 15th November (Waiting for confirmation). This takes the tally to five meetings the Wellington Branch has attended this year. Thank you for the opportunity to attend your meetings.

The Wellington Maritime Worker Published Regularly

Offshore

Ratification – The new revised offer went back out to the members with, now the inclusion of sub-clause 18d into the TOS. The results came back in favour to accept the offer. Arrangements are now being made for the new MPCA to go into circulation.

government CEA pay rates rose 4.3 percent (up from 2.8 percent in 2018), much more than the local government LCI which rose 1.8 percent.

Skandi Emerald – Kingston had laid off ten of our members on 2nd August due to taking the vessel off hire. (refer to cover story) This was due to the COSL Prospector having a problem with its Blow Out Preventer (BOP). The issue has now been resolved

In every case except Central Government in 2019 there was a clear union premium, confirming the longer term picture: that there is a worthwhile premium for being on a CEA. In Central Government, where people in CEAs make up a large proportion of the LCI increase, it rose the same as did CEA wage rates. Further, virtually all jobs on CEAs get a pay rise (only 1 percent didn’t in 2018) but of those not on a CEA, only 53 percent got a rise.

I had planned to head up to New Plymouth on 19th September to make an appearance to see the members on their vessels. Unfortunately, I’ve had to cancel as were now in the final stages of probably signing off on an agreement with C3, therefore, I thought it was prudent to defer my trip to New Plymouth. I’ll try and reschedule my trip for around the October mark.

Comparing by industry, CEA pay increases are again higher than those shown in the LCI. In both 2019 and over the eight years 2011 to 2019, CEA increases were higher in all industries we can compare except Health Care and Social Assistance. This outlier may be due to measurement issues: the CEA and LCI increases were very close in that industry over the eight year period.

Seafarers Data Base

Looking at the longer run, a job on a wage of $15.00 in June 1993 (around the average hourly wage) would be paying $28.46 in June 2019 if it had risen at the rate of increase in CEAs, but only $25.47 if it had risen at the rate of the LCI, a 11.7 percent CEA premium. For the private sector, the premium is 19.5 percent. For Central Government, the premium is quite small at 3.9 percent, as expected because of much higher rates of unionisation and collective agreement membership in that sector. In Local Government, the premium is 18.3 percent.

Have done a big clean out once again on the database, as at 9th September we now have Integrated Ratings (I/Rs) – 6 - I/R’s Able Seafarers. (AB’s) – 3 A/Bs, Cooks; 2. Stewards, 8.

General in Brief

There is mixed evidence as to the number of workers directly benefitting from these union-negotiated increases. CLEW data shows an increase in numbers in CEAs and a small rise in the proportion of workers.

However Statistics New Zealand’s Household Labour Force Surveys showed a larger number of employees who said they were on CEAs in June 2019, but this had fallen over the year. Whichever is true, it is hard work for unions to do their job of creating a fairer balance in who gets income, resources and influence in New Zealand. But they are doing that job, as the pay premium shows.

Three wage rounds currently in progress

• StraitNZ (Terminals) • StraitNZ (Maritime) • C3

(Ports) Report by Jon Whiting

Dated 12 / September / 2019

A strong union requires a strong culture around it Mick Williams President Wellington Branch In July, the Centre for Labour, Employment and Work (CLEW) at Victoria University released their annual analysis of collective employment agreements (CEAs). It shows again that people who are part of a collective get better pay rises: the union pay premium.

For the year to June 2019 CLEW finds that, on average, wages in collectives rose by 2.8 percent, appreciably higher than the 2.3 percent last year. Over the same period, the LCI rose less: by 2.1 percent (and 1.9 percent last year). Helped by the rise in the Minimum Wage, private sector collective pay rates rose a strong 3.5 percent, the highest increase since 2010 and well up from last year (2.9 percent). However the private sector LCI rose only 2.2 percent, little changed from the 2.1 percent last year, but the highest since 2009. Central government CEA wage rates rose 2.3 percent (the highest since 2011), which was the same rate as the increase in the central government LCI. Local

A strong union requires the active participation of its members. The rank and file, Not the officials are the union.in the past union activity included many social and sporting activities Which helped to weld the union together. After the 1951 waterfront lockout, for example, the watersides union was decimated split into fragment spread around the country.

Difficulties in reuniting included battles against scabs and yellow unions.

However, it was long before the Watersiders had reorganized a national federation. This reunification was due in no small part to sport. Members and families organized inter-port tournaments of soccer rugby, darts, netball and so on.

The friendly competitions and the social activates which took place around them drew the organization together. Seafarers had the mess room/ Bar where many union political debates took place and socially in port (up the road). monthly stop work meetings where all union and political debate took place and supporting all unions in struggle.

Today many of our members are walk on walk off and can’t make it to stop work monthly stop work meetings and miss out on many on board union meetings .we are lagging behind the employer who is winning the

The Wellington Maritime Worker Published Regularly

hearts and the minds of our younger members it is common to see in the work place This is nothing but a tactic by the boss to bribe the worker into being a compliant follower of the corporate ethos and opposed to the genuine collective or community spirited ideology of the union. behind the wine cheese. Corporate culture is the selfish and greedy look-after-number – one mentality, based on the idea that it is legitimate for human to exploit fellow human. On the other side there is a natural tendency for us as workers to get together on our terms-on and off the job. When it comes down to it, the union is there precisely for this purpose.

Tony Mowbray Executive Member Wellington Branch

Veterans have often said they learned more about unionism in the pub then in the meetings. It’s up to us to reinvent the pub/ meeting place .union rooms .library. Study room and so on.

Whatever the venue in meantime, younger members have to be able to make the environment around them comfortable, welcoming and trusting. Our views are taken most seriously when we are standing on our own ground not when we fallout of place and even sometimes made to feel stupid. Through recognizing these things we can begin to tap the talents of all our members.

The wellington branch believe that the monthly stop work meetings are crucial to the organization For reporting back on all important current industrial issues facing the branch members National and international reports.

But the membership thinks otherwise and we must pay attention to why? For example, boring and irrelevant to their department.

We should remember that even through the stop work meetings of the past succeeded well without these extra elements they nevertheless absorbing and entertaining for all sorts of reasons. This is no longer the case example (before company employment) and a larger workforce .National Union And so, something has to done about it. It is of course best if these changes are initiated and carried out by the rank and file ,To this end the executive has to open up this possibility to them and facilitate it.

Some ideas branch website youth section Maritime Worker. Branch women’s council is up and running and active. The most important union training takes place on the job. But this requires a healthy delegates system in place.

All in all the Kaitaki drydocking period was a success for the organisation as a whole, with all members involved doing the union proud.

With a fairly heavy workload the jobs were completed with no interference or fuss. It would be pleasing to see the company recognise the benefit of taking the whole crowd including the DWR’s.

Instead of leaving 5-6 at home on other vessels as they would and could have been utilised effectively. The sole reason being having to pay for accommodation which seems a bit narrow minded.

At this point it would be worthy to highlight the work the stewards did, with only 1 during the docking period who performed with merit and also the other 8 that joined for the redelivery. The ship was spotless thanks to their hard efforts on its return to wellington on the 26th of August.

Most shipboard disputes can be handled by the members on board and on the wharf, Using the chain of command and keeping out HR. For too long the branch executive and branch officials are over worked by having to handle issues such as unfair dismissals which can be dealt with as well by these aboard or on site. The result is that the executive is unable to devote enough time to being effective leaders. The leaders themselves are being weakened, the delegates are made to look stupid and the rank and file are therefore becoming more inactive .We have to turn this around MUNZ Wellington is not a service provider union where paid officials do all the struggle for the members, It is a struggle-based union in which the members themselves are the union and the struggle for better wages, conditions and social progress is in their hands working with the officials... not just ‘what can the union do for you, but what can you do for the union’

The Drydock Catering Crew, Kaitaki, Sydney The Wellington Maritime Worker Published Regularly

Picture by Grahame McLaren

Left to right – Former Wellington Branch Secretary Mick Williams (NZ Seafarers Union – MUNZ), Jim King Current, MUNZ) Joe Fleetwood, Former Wellington Branch Secretary, NZ Seafarers Union – MUNZ) and Jimmy Woods, Wellington Branch Secretary – (NZ Seamen’s Union) & (National Secretary NZ Seamans Union)

MUNZ APPAREL

Newly painted and decorated Kaitaki, awesome new experience for the catering crew.

For the past several months we have had a new range of clothing available for members to purchase. Due to the popularity of the clothing they are still available which you can now order from Annette McCauley (Annie) from the Kaiarahi. Just to be very clear the items sold are at cost price from the supplier and include the item, branding, GST and freight. Annie has had to use a different supplier to what I initially started off with therefore prices may differ from what other members have already paid.

The Union does not make or has never made any profit whatsoever from these garments. However, the Union has paid for all set up costs.

Fiona Mansell Women’s Representative Wellington Branch On the 3rd of September Annie and I went over to Masterton to visit one of our Union Member’s Patricia Batts. Most of you may or may not know that Pat has been off work for several months due to illness. It was great to visit with her for the night and update her on everything that has been going on. While her illness and recovery has been a long drawn out process, she is pleased that she is finally on the mend and healing well. We wish her all the best for the rest of her recovery and look forward to seeing her back at work on the Kaitaki.

At this stage Annie will only be ordering for both the Wellington and Nelson Branches all others will need to go through their own branch or organize apparel for themselves.

The following clothing items are now available for purchase: Aero T-Shirts Men’s/Women’s: $34.00 Aero Polo Shirts Men’s/Women’s: $35.00 Aero V-Neck Women’s: $32.00 Colours available are: Solid Black, Charcoal, Navy and Electric Blue.

Contrast Hoodies: $68.00 Colours available are: Black with Aqua Hood, Navy with Aqua Hood and Grey with Navy Hood.

These are custom made and cannot be returned once the order has been placed so please choose carefully. These hoodies are in Men’s sizes only.

Softshell Jackets: $115.00 Colours available are Black and Navy; embroidered logos.

Caps: Curved Front: $20.00 Colours available are Black and Navy; embroidered logos.

Sizes for all clothing are subject to availability.

Puffer Jackets, dress shirts and beanies are also available for purchasing, please talk to Annie if interested in these items.

Fiona Mansell – Pat Batts – Annie McCauley

Maritime Worker Magazine – Please ensure you submit your stories along with jpeg pics. To Fiona and Mick to munzdelegate@gmail.com

Contact Details: Annette McCauley Email: annette_liz@hotmail.com Mobile: 022 524 1510

The Wellington Maritime Worker Published Regularly

Craig Harrison Assistant Secretary Maritime Union of New Zealand Auckland Branch

Educating our membership is organising our growth There are a lot of debates about what the future of work will look like and the effects that automation will have in the workplace. What is also part of this equation is what are the skills that workers will require in the future and what is needs to be put in place so workers can attain the required skills or have the ability to transitions to other forms of work that do not demise their quality of life. One thing is certain the workers and the youth of today will face more transitions to their working life than has ever been seen in the past. The buzz words “Just Transition” is being bandied about but apart from a few token gestures there seems to be little in the way of true commitment from some employers.

In my time in our industry and in the Maritime Union I have seen numerous workers come and go out of our industry. Since 1989 and the restructure through waterfront reform there was a real effort by the employer to remove some of the recognized qualifications and tickets held by workers on the waterfront workers in the past. The companies in the industry led by the Port Authorities over the subsequent years would remove the training from nationally recognized standards to in house models. This had the desired effect of lowering the level of qualifications needed to work in the industry. The problem being now is that some workers with twenty years of experience have little in the way of qualifications that are recognized by outside employers and do not meet any national standards in equivalent industries. The glossy bit of paper printed out saying you can operate a Portainer Crane means little on a construction site in Auckland or even other ports in New Zealand.

Our membership and our Union should encourage each other into having the conversation within our members and especially our younger members what sort of education should we be considering and what they would like in the future. The CTU is starting to run some very good courses on union education and in the coming weeks a delegation of eight young members from the Auckland Docks will attend the youth “Stand Up Biennial Conference” being held on the 11-12 March at the Muriwai Surf Club in west Auckland. In the past this has been a good platform to introduce young workers into the workings of unions and what they are about. One young worker asked me what’s it about and I replied it’s about what you are about as in the end you are the union and going forward you and your fellow union members will decide what our union is about. For a lot of young workers and new workers into our industry and the union movement just the mere fact that they can have a say in their employment conditions is a new and at times foreign concept.

that they can put motions to their fellow union members and get them endorsed to then become union policy and union direction. For a lot of young workers and workers who have joined the industry the concept of solidarity is a new one as you can be sure the majority of them would have been employed on individual agreements in industries with low union density, the majority of these employment would have clauses that had reviews conducted by the employer who would decide if they would see any increases. Once these new members discover their voice and that it will be listened too they start to want to participate and the majority of them become involved in some way and in the end as a union official you start to discover all these hidden talents within our own membership.

In the months since the election I have seen a real change in the discussions being held within our membership and the various work sites I visit. The youth are staring to become more interested in their future their environment and the society they want to live in.

You only have to look at the recent media coverage of young people demonstrating over climate change and in America young people getting behind movements to try and bring change over gun laws.

Change will come if they stay true to their convictions and continue to organise and grow their movement as in the end they will become voters in a democracy have their voices counted. The one underlying thing that will carry them through in their fights is solidarity.

In the years to come I hope we can educate more and more of our membership that if they organise in the workplace and grow connections with other workplaces and develop solidarity around issues that are common to all workers. In the end they will start to force change with the issues and the causes that they all believe in and feel passionate about. I hope through the country and the worksites that we have members our union looks to promote Collective Agreements that not only deliver decent working conditions but also help prepare and educate the workers for a future with the relevant skills. I am hearten to see the change coming with 54 new members at Fullers Ferry’s since December and three young delegates prepared to stand up and become involve and get elected to our Executive. The courage shown by our membership at the Ports of Auckland to never give up and try and unionise new workers and bring workers into the fold of the union once more has seen our numbers greatly increase and I am confident in the coming months our density will grow. One thing that is uniting them all is a movement that is prepared to listen and take the fight on for workers that’s what they want to be part of and the boss can’t buy that commitment courage or respect that’s earned by workers in front of their fellow worker.

Just as they learned they can put forward claims to their employer as a collective concerning their working conditions they are also learning The Wellington Maritime Worker Published Regularly

Gerry Hill, The Cooks and Stewards Union, A Memoir There are 8 of these books left to purchase for $25 each from the Wellington Branch Office.

Application to Join the Maritime Union of New Zealand Incorporated.

I Hereby agree to become a member of the Maritime Union of New Zealand Title

Circle Mr

Mrs

Miss

Ms

First Name Middle Name Last Name

Completion of the front of this form is my authority for the Maritime Union of NZ (INC) or its successor to undertake the following action on my behalf: 1. Act as my representative in relation to any matter involving or affecting my interests and those of any other members of the Maritime Union of NZ or its successor (including but not limited to our collective interests as referred to in section 18(1) of the Employment Relations Act 2000); 2. Without in any limiting paragraph 1. above, acting as my representative in:-

Home Physical Address

• Any collective bargaining for any collective agreement •

Ethnicity New Zealander, Maori, Asian, Australian, other Employer Job Title Job Type

affecting or involving me or potentially affecting or involving me; Any matter affecting or involving or potentially affecting or involving my health and safety at work.

3. Act as my representative in relation to my individual rights as an employee, including each and all of the rights referred to in section 236 of the Employment Relations Act 2000. By signing this form, I intend this form to establish the authority of the Maritime Union of NZ (Inc) or its successor to represent me in the matters referred to in section 236 of the Employment Relations Act 2000, as required by section 236(3) of that Act. In signing this form I hereby authorise the deduction of my union subscription from my wages in respect of the Maritime Union of NZ (Inc) or its successor at such rate as the Maritime Union of NZ (Inch) or its successor shall notify my employer from time to time.

Date of Birth Home Phone

If my contract of employment provides superannuation provisions, I authorise deductions of contributions from my gross wages at the rate agreed between my employer and the union acting on my behalf.

Mobile Phone Email Address

I agree to be bound by the rules of the Maritime Union of NZ (Inc) and agree to give the General Secretary of the Maritime Union on NZ (Inc) two weeks notice in writing if I choose to revoke any authority given here. I further agree that any other form of revocation of authority (including verbal) shall be invalid.

Signature Date Are you a member of the following Superannuation schemes, circle options: Are you a member Seafarers Maritime Retirement Superannuation Scheme?

The information contained on this application form will be held confidentially by the National Office of the Maritime Union of New Zealand and only used for union business.

Please hand this form to any MUNZ Delegate for processing or email katachterberg@munz.org.nz

YES – NO Are you a member of the Waterside Maritime Retirement Superannuation Scheme?

YES – NO Are you a member in any New Zealand Superannuation scheme at all?

YES – NO

The Wellington Maritime Worker Published Regularly

Wellington Branch Contacts Jimmy King Branch Secretary/Treasurer DDI: 04 38 59288 Mobile: 020 483 6262 Email: jim.king@munz.org.nz John Whiting Branch Assistant Secretary Mobile: 021 606 379 Email: john.whiting@munz.org.nz Mick Williams Branch President Mobile: 022 309 8959 Email: mick.williams@munz.org.nz Peter Stills Vice President Mobile: 027 558 9282 Email: cmanp@hotmail.com Fiona Mansell Women’s Rep Executive Mobile: 022 302 3010 Email: feemansell@gmail.com Tony Mowbray Executive Member Mobile: 027 6376 561

Jacob Blaikie Youth Rep Executive Mobile: 022 658 3825 Email: blaikiejacob@gmail.com George McIntosh Executive Member Mobile: 027 392 7507 Email: georgeandjill@xtra.co.nz

Lynette Payne Executive Member Mobile: 027 355 9080 Email: awaywiththeferries@hotmail.com Paul Baggott Executive Member Mobile: 027 688 8002 Email: paulsown@hotmail.com

Ports (Wellington) Bradley Clifford Executive Member Mobile: 021 176 5928 Email: bradleyclifford@msn.com Jason Penny Executive Member Mobile: 021 537 287 Email: jaypndawhare@gmail.com

National Office Officials Contacts Joe Fleetwood National Secretary Mobile: 021 364 649 Direct dial: 04 801 7614 Email: joe.fleetwood@munz.org.nz Carl Findlay National President Mobile: 021 760 887 Email: carl.findlay@munz.org.nz

Selwyn Russell National Vice President Mobile: 027 478 2308 Email selwyn.russell@munz.orgn.z Ray Fife Assistant National Secretary Mobile: 027 447 5317 Email: ray.fife@munz.org.nz

The Wellington Maritime Worker Published Regularly