Source: http://www.legislation.govt.nz/act/public/2018/0053/latest/whole.html
Timestamp: 2020-08-13 12:13:03
Document Index: 169578289

Matched Legal Cases: ['art 2', 'art)\n6', 'art)\n13', 'art)\n28', 'art)\n39', 'art 11', 'art 6', 'art 2', 'art 2']

Employment Relations Amendment Act 2018 No 53, Public Act – New Zealand Legislation
2018 No 53
Amendments to Part 2 (preliminary provisions)
5 Section 12 amended (Object of this Part)
6 New section 18A inserted (Union delegates entitled to reasonable paid time to represent employees)
7 Section 20 amended (Access to workplaces)
8 Section 20A amended (Representative of union must obtain consent to enter workplace)
9 Section 21 amended (Conditions relating to access to workplaces)
10 Section 25 amended (Penalty for certain acts in relation to entering workplace)
11 New section 30A and cross-heading inserted
Employer’s information sharing obligations
30A Union may provide employer with information about role and functions of union to pass on to prospective employees
12 Section 31 amended (Object of this Part)
13 Section 32 amended (Good faith in bargaining for collective agreement)
14 Section 33 replaced (Duty of good faith does not require collective agreement to be concluded)
15 Section 41 amended (When bargaining may be initiated)
16 Sections 44A to 44C repealed
17 Sections 50K and 50KA and cross-heading repealed
18 Section 53 amended (Continuation of collective agreement after specified expiry date)
19 Section 54 amended (Form and content of collective agreement)
20 New cross-heading above section 60A inserted
21 New cross-heading above section 61 inserted
Terms and conditions of employment if work covered by collective agreement
22 Section 62 replaced (Employer’s obligations in respect of new employee who is not member of union)
62 Terms and conditions for first 30 days of employment of new employee who is not member of union
62A Employer must share new employee information with union unless employee objects
63 Terms and conditions of employment of employee who is not member of union after expiry of 30-day period
23 Section 63A amended (Bargaining for individual employment agreement or individual terms and conditions in employment agreement)
24 New section 63B and cross-heading inserted
63B Additional employer obligations when bargaining for terms and conditions of employment under section 62
25 New cross-heading above section 65A inserted
Specific terms and conditions of employment
26 New cross-heading above section 68 inserted
27 Section 80 amended (Object of this Part)
28 Section 86A amended (Notice of strike)
29 Sections 95A to 95H and cross-headings repealed
30 Section 100 amended (Jurisdiction of court in relation to injunctions)
31 Section 104 amended (Discrimination)
32 Section 106 amended (Exceptions in relation to discrimination)
33 Section 107 amended (Definition of involvement in activities of union for purposes of section 104)
34 Section 119 amended (Presumption in discrimination cases)
35 Section 161 amended (Jurisdiction)
36 Section 67A replaced (When employment agreement may contain provision for trial period for 90 days or less)
37 Section 67B amended (Effect of trial provision under section 67A)
38 Section 69A amended (Object of this subpart)
39 Section 69B amended (Interpretation)
40 Sections 69CA to 69I replaced
41 Section 69OAA repealed (False warranty: exempt employer)
42 Section 69OC amended (Disclosure of employee transfer costs information)
44 Section 69ZG amended (Relationship between Part and employment agreements)
45 Section 69ZH replaced (Relationship between Part and other enactments)
46 Section 5 amended (Interpretation)
47 Section 125 replaced (Remedy of reinstatement)
Amendments to Part 11 (general provisions)
48 New section 237A inserted (Amendments to Schedule 1A)
237A Amendments to Schedule 1A
49 Schedule 1AA amended
50 Consequential amendments to Wages Protection Act 1983
the following provisions come into force on 6 May 2019:
section 6 (which provides for union delegates to have reasonable paid time to represent employees):
sections 12 to 14 (which provide for the duty of good faith to require collective agreements to be concluded):
section 19 (which provides for rates of wages and salary to be included in collective agreements):
sections 11 and 20 to 24 (which relate to employers’ obligations in relation to new and prospective employees who are not union members):
sections 36 and 37 (which relate to when employment agreements may provide for trial periods of 90 days or less, and the effect of trial provisions):
sections 38 to 42 (which relate to continuity of employment if an employee’s work is affected by restructuring):
sections 43 to 45 (which relate to rest breaks and meal breaks):
sections 31 to 34 (which relate to discrimination in relation to union membership and involvement in union activities) come into force 6 months after the date of Royal assent:
wages includes amounts payable to an employee in respect of services provided to the employer—
for time; or
for piece work; or
wholly or in part by way of commission
Replace section 12(d) with:
to provide representatives of registered unions with reasonable access to workplaces for purposes related to—
the employment of the union’s members; and
the union’s business; and
the health and safety of employees who are not members of the union.
the employee has been appointed or elected as a union delegate, in accordance with the rules or procedures of the union, to represent other employees of the employee’s employer who are members of the union on matters relating to their employment; and
An employer must pay the employee for any time spent undertaking union activities under subsection (1) at the rate of pay that the employee would otherwise have received if the employee were performing their ordinary employment duties during that time.
This section does not prevent an employer from providing an employee with enhanced or additional entitlements to spend paid time undertaking union activities on a basis agreed with the employee.
Replace section 20(1) with:
A representative of a union is entitled, in accordance with this section and sections 20A and 21, to enter a workplace for 1 or more of the following purposes:
purposes related to the employment of the union’s members:
purposes related to the union’s business:
purposes related to the health and safety of any employee on the premises who is not a member of the union, if the employee requests the assistance of a representative of the union on those matters.
After section 20A(1), insert:
However, subsection (1) does not apply to a representative of a union if,—
at the time of the representative’s entry into the workplace,—
there is a collective agreement in force between the employer and the union; and
the coverage clause in the collective agreement covers the work done by employees at the workplace; or
the union or the employer has initiated bargaining for a collective agreement; and
the intended coverage of the collective agreement, as set out in the notice given in accordance with section 42, covers the work done by employees at the workplace.
After section 25(ab), insert:
refuses to permit a representative of a union who is entitled to enter a workplace to enter the workplace; or
A union that is a party to a collective agreement may, at any time, request an employer that is a party to the agreement to provide certain specified information about the role and functions of the union to prospective employees under section 63B(3)﻿(b).
The union must—
specify the information that the union requests the employer to provide to prospective employees; and
specify the form in which the union requests the employer to provide the information to prospective employees; and
provide the information to the employer in the specified form.
The employer or a representative of the employer may refuse to comply with the request only if—
is about the employer; and
would, or is likely to, mislead or deceive the prospective employee; and
would significantly undermine bargaining between the employer and the prospective employee.
An employer who agrees to comply with the request must provide the information to prospective employees under section 63B(3)﻿(b) in the specified form.
An employer must be treated as having agreed to comply with the request if the employer or a representative of the employer does not respond to the request within 15 working days.
If the union requests under subsection (2)﻿(b) that the employer provide hard copies of the information to prospective employees,—
the union must supply to the employer any hard copies of the information that the employer is requested to provide to prospective employees; and
the employer must notify the union in writing when the employer requires further hard copies of the information to comply with the request.
For the purposes of subsection (1), opposition to concluding a multi-employer collective agreement is a genuine reason not to conclude a collective agreement if that opposition is based on reasonable grounds.
Clause 6 of Schedule 1B overrides subsection (3).
In this section and in clause 6 of Schedule 1B, multi-employer collective agreement means a single collective agreement involving 2 or more employers.
the rates of wages or salary payable to employees bound by the agreement; and
For the purposes of subsection (3)﻿(a)﻿(ii), a collective agreement contains the rates of wages or salary payable to employees bound by the agreement if it—
contains, in respect of the employees bound by the collective agreement (whether by reference to the work or types of work done by the employees or by reference to named employees or types of employees),—
the rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; or
the minimum rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; or
1 or more methods of calculating the rates or minimum rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; and
indicates how the rate of wages or salary payable to an employee bound by the agreement may increase during the term of the agreement.
After section 60A, insert:
For the purposes of subsection (1)﻿(a), a collective agreement that includes a coverage clause referring to named employees, or the work done by named employees, to whom the collective agreement applies must be treated as covering the work or type of work done by the named employees (whether done by those employees or any other employees).
the terms and conditions in the collective agreement that would bind the employee if the employee were a member of the union (other than any bargaining fee payable under Part 6B); and
any additional terms and conditions mutually agreed to by the employee and employer that are no less favourable to the employee than the terms and conditions in the collective agreement.
No term or condition of employment may be expressed to alter automatically after the 30-day period in a way that makes it less favourable to the employee than the collective agreement.
notifying the employer whether the employee intends to join a union (or a particular union):
if the employee does not intend to join a union, any union; or
if the employee intends to join a particular union, any other union.
whether the employee has, during the period,—
notified the employer that the employee intends to join the union; or
notified the employer that the employee does not intend to join the union; or
not completed and returned the form.
starts when the employee receives the form; and
ends 30 days after the employee commences employment with the employer.
The employer must, within 10 working days of the expiry of the period described in subsection (4), provide the following to each union that is a party to a collective agreement that covers the work to be done by the employee (unless the employee has objected in accordance with this section):
Nothing in this section limits or affects the right of an employee to become, or not to become, a member of a union or a particular union at any time.
An employer who fails to comply with this section is liable to a penalty imposed by the Authority.
This section applies after the expiry of the 30-day period described in section 62(3) to an employee who is not a member of a union that is a party to a collective agreement that covers the work done by the employee.
The employee and the employee’s employer may, by mutual agreement, vary the individual employment agreement entered into under section 62 as they think fit.
under section 63(2), in relation to variations to terms and conditions of an individual employment agreement after the 30-day period:
After section 63A, insert:
This section applies to an employer who is bargaining with a prospective employee for terms and conditions of employment for the first 30 days of an individual employment agreement under section 62(3).
The employer must, in addition to doing the things described in section 63A(2), inform the prospective employee—
that a collective agreement exists and covers work to be done by the prospective employee; and
that the prospective employee may join a union that is a party to the collective agreement; and
how to contact the union; and
that, if the prospective employee joins the union, the prospective employee will be bound by the collective agreement; and
that, if the prospective employee enters into an individual employment agreement with the employer, the prospective employee’s terms and conditions of employment will, during the first 30 days of the prospective employee’s employment, comprise—
the terms and conditions in the collective agreement that would bind the prospective employee if the prospective employee were a member of the union; and
any additional terms and conditions mutually agreed to by the prospective employee and employer that are no less favourable to the employee than the terms and conditions in the collective agreement.
The employer must also provide to the prospective employee—
any information about the role and functions of the union that the employer is required to provide to prospective employees in accordance with a request by a union under section 30A.
After section 67H, insert:
After section 86A(3), insert:
An omission or error in any information specified under subsection (2)﻿(b) or a failure to comply with subsection (3)﻿(a) does not affect the validity of the notice if the omission, error, or failure is minor and technical only.
Despite section 104, an employee is not discriminated against in that employee’s employment simply because the employee’s employment agreement or terms and conditions of employment are different from those of another employee employed by the same employer by reason of the employee being a member of a union.
Replace section 67A with:
An employment agreement containing a trial provision may be entered into by a small-to-medium-sized employer and an employee who has not previously been employed by the small-to-medium-sized employer.
For the purposes of this section and section 67B,—
small-to-medium-sized employer means an employer who employs fewer than 20 employees at the beginning of the day on which the employment agreement is entered into
trial provision means a written provision in an employment agreement that states, or is to the effect, that—
for a specified period (not exceeding 90 days), starting at the beginning of the employee’s employment, the employee is to serve a trial period; and
during that period, the small-to-medium-sized employer may dismiss the employee; and
if the small-to-medium-sized employer does so, the employee is not entitled to bring a personal grievance or other legal proceedings in respect of the dismissal.
In section 67B(1), replace “an employer” with “a small-to-medium-sized employer” .
In section 67B(5)﻿(a) and (b), replace “employer” with “small-to-medium-sized employer” .
no later than 25 working days before the date on which the restructuring takes effect.
However, if subsection (2) applies, the employee’s employer must provide the employee with—
at least the same number of breaks as provided under this Part; and
breaks of at least the same duration as the breaks provided under this Part.
If this section applies, the Authority or court must provide for reinstatement wherever practicable and reasonable, irrespective of whether it provides for any other remedy as specified in section 123.
After section 237AA, insert:
The Governor-General may, by Order in Council made on the recommendation of the Minister, amend Schedule 1A to add, delete, or amend categories of employees.
The Minister may recommend the making of an Order in Council to amend Schedule 1A to add a category of employees only if the Minister is satisfied that the employees in the category of employees—
are employed in a sector in which restructuring of an employer’s business occurs frequently; and
have terms and conditions of employment that tend to be undermined by the restructuring of an employer’s business; and
The Minister may recommend the making of an Order in Council to amend Schedule 1A to amend a category of employees only if the Minister is satisfied that the employees in the category of employees (if the category is amended in accordance with the recommendation) will satisfy the criteria in subsection (2).
The Minister may recommend the making of an Order in Council to amend Schedule 1A to delete a category of employees only if the Minister is satisfied that the employees in the category of employees no longer satisfy the criteria in subsection (2).
Before recommending the making of an Order in Council to amend Schedule 1A, the Minister must—
receive a request to add, amend, or delete a category of employees from a person or an organisation that—
clearly identifies the category of employees to which the request relates; and
specifies the sector in which the category of employees provides service; and
includes evidence that the relevant employees satisfy or no longer satisfy (as applicable) the criteria in subsection (2); and
receive a report from the department on whether the employees in the category of employees satisfy the criteria in subsection (2); and
provide the report to, and consult, any employers, employees, representatives of employers or employees, or other persons or organisations as the Minister considers appropriate.
Nothing in subsection (5)﻿(c) requires the making available of information that could properly be withheld in accordance with the provisions of the Official Information Act 1982 if the information were requested under that Act.
In this section, restructuring has the same meaning as in section 69B.
In Schedule 1AA, insert the Part 2 set out in Part 2 of the Schedule of this Act in its appropriate numerical order according to the date of enactment of the provisions of that schedule.
Sections 31 to 33 of this Act (as amended by sections 12 to 14 of the 2018 Act) apply to all bargaining that has not concluded before the commencement of sections 12 to 14 of the 2018 Act, whether the bargaining was initiated before or on the commencement of sections 12 to 14 of the 2018 Act.
Sections 44B(3), 44C, and 53(2A) (as they were immediately before they were repealed by sections 16 and 18 of the 2018 Act) continue to apply in relation to an opt-out notice given before the commencement of this clause in accordance with section 44B (as it was immediately before it was repealed by section 16 of the 2018 Act).
The following continue to have effect as if sections 17, 18, and 35 of the 2018 Act had not come into force:
any orders or recommendations made by, or directions issued by, the Authority under section 50KA(5) before the commencement of this clause.
Sections 53(4) and 161(1)﻿(cba) (as they were immediately before they were repealed by sections 18 and 35 of the 2018 Act) continue to apply in relation to any declaration or determination made by the Authority under section 50K(3) before the commencement of this clause.
However, an application made under section 50K (as it was immediately before it was repealed by section 17 of the 2018 Act) that is not determined or dismissed before the commencement of this clause must be treated as if it had not been made.
Section 54 (as amended by section 19 of the 2018 Act) applies to a collective agreement concluded on or after the commencement of section 19 of the 2018 Act whether bargaining for the agreement was initiated before, on, or after the commencement of section 19 of the 2018 Act.
Section 54 (as it was immediately before it was amended by section 19 of the 2018 Act) continues to apply to a collective agreement concluded before the commencement of section 19 of the 2018 Act.
Sections 62 and 62A of this Act (as inserted by section 22 of the 2018 Act) apply to a new employee who commences work with an employer, or signs an employment agreement with an employer, on or after the commencement of section 22 of the 2018 Act.
Section 63B of this Act (as inserted by section 24 of the 2018 Act) applies to an employer who is bargaining with an individual on or after the commencement of section 24 of the 2018 Act for terms and conditions of employment for the first 30 days of the individual’s employment under section 62 (as inserted by section 22 of the 2018 Act) whether the bargaining was initiated before, on, or after the commencement of section 22 of the 2018 Act.
11 Union may provide information about role and functions of union for employer to pass on to new employees before commencement of section 24 of 2018 Act
If the union requests, on or after the commencement of section 11 of the 2018 Act but before the commencement of section 24 of the 2018 Act, that an employer provide certain specified information to new employees, the reference to section 63B(3)﻿(b) in section 30A (as inserted by section 11 of the 2018 Act) must be read as if section 63B(3)﻿(b) had already commenced.
However, an employer who receives information under section 30A before the commencement of section 24 of the 2018 Act is required to provide the information only on or after the commencement of section 63B(3)﻿(b) (as inserted by section 24 of the 2018 Act).
An employer who is making specified pay deductions from the salary or wages of an employee under section 95B must cease the deductions on the commencement of sections 29 and 30 of the 2018 Act.
Sections 95F to 95H and section 100(1)﻿(c), (2)﻿(c), (4), and (5) (as they were immediately before they were repealed by sections 29 and 30 of the 2018 Act) continue to apply in relation to any specified pay deductions made before the commencement of this clause.
A trial provision contained in an employment agreement entered into before the commencement of sections 36 and 37 of the 2018 Act in accordance with section 67A (as it was immediately before it was replaced by section 36) of the 2018 Act continues to apply as if sections 36 and 37 of the 2018 Act had not commenced.
14 Employees receiving compensatory measures before commencement of section 43 of 2018 Act
This provision applies to an employee who is receiving compensatory measures under sections 69ZEA and 69ZEB (as they were immediately before they were replaced by section 43 of the 2018 Act) (existing compensatory measures).
On the commencement of section 43 of the 2018 Act, if an exemption under section 69ZEA(1) applies to an employer providing existing compensatory measures,—
if the employer and employee are unable to reach agreement under paragraph (a), the employee is entitled to, and the employee’s employer must provide the employee with, compensatory measures in accordance with section 69ZEB (as replaced by section 43 of the 2018 Act).
On the commencement of section 43 of the 2018 Act, if an exemption under section 69ZEA(1) does not apply to an employer providing existing compensatory measures, the employee is entitled to, and the employee’s employer must provide the employee with, rest breaks and meal breaks in accordance with sections 69ZD and 69ZE (as replaced by section 43 of the 2018 Act).
On and from the commencement of section 43 of the 2018 Act, the employee continues to be entitled to receive the existing compensatory measures until the earlier of the following:
Any personal grievance proceedings brought before the Authority or the court (or a court on appeal) on or after the commencement of this clause must be determined in accordance with section 125 as replaced by section 47 of the 2018 Act.
Subclause (2) applies irrespective of whether the action alleged to amount to a personal grievance occurred or came to the notice of the employee before, on, or after the commencement of section 47 of the 2018 Act.
Introduction (Bill 13–1)
Reported from Education and Workforce Committee (Bill 13–2)
Committee of the whole House (Bill 13–3)