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The industries and occupations include the following:

• Early childhood education industry — Public notice of approval of application [PDF 145 KB]
• Commercial cleaner occupation — Public notice of approval of application [PDF 251 KB]
• Hospitality industry — Public notice of approval of application [PDF 400 KB]
• Security officers and guards occupation — Public notice of approval of application [PDF 247 KB]
• Bus transport industry — Public notice of approval of application [PDF 248 KB]

More information about what work is covered under these occupations and industries can be found by clicking on the relevant link above.

Impacted employers, need to know what they are required to do by reading the MBIE step-by-step guide for employers on how to meet each of these requirements. An employer who fails to comply with these obligations may be liable to a penalty imposed by the Employment Relation Authority.

If a company employs people who do work that is covered under these FPAs, but they haven’t heard from the union yet, they are still required to take these steps. Union and employer associations details, and the latest information on where proposed Fair Pay Agreements are in the process, can be found on the Fair Pay Agreements dashboard. If you are unsure, we suggest that you contact the relevant union for further details and clarification.

Employers covered by a proposed Fair Pay Agreement have rights and responsibilities throughout the FPA process.

WHAT YOUR RIGHTS ARE AS AN EMPLOYER:

INITIATION: when a union applies/approval
✓ If there is a public submission, you may have your say
✓ You should be notified directly by the union if the application to start bargaining a new FPA is approved and receive information about the proposed FPA for your employees
✓ Information will also be available on the initiating unions website and the approval listed on Ministry of Business, Innovation and Employment’s website.

BARGAINING: having employer representation at the bargaining table
✓ Employer association to provide regular updates to you if you are a covered employer
✓ You should have the opportunity to provide feedback during the bargaining process
✓ All types of covered employers’ interests should be considered.

VOTE: once bargaining sides agree
✓ Eligible employers may vote on the terms of the FPA.

WHAT YOUR RESPONSIBILITIES TO EMPLOYEES ARE:

INITIATION: when a union applies/approval
✓ If notified that an application to initiate bargaining for a FPA has been approved, you need to inform all other unions your covered employees are members of
✓ You need to directly pass on a statement to covered employees which will be provided by the initiating union, which includes the name of the initiating union and how to contact them
✓ Provide an opt out form to employees, collect form, keep a record
✓ Provide contact details of employees who have not opted out to the initiating union.

BARGAINING: employees represented at the bargaining table
✓ You need to pass on information to employees from the employee bargaining side throughout the bargaining process
✓ You need to allow your employees to attend 2 x 2 hour paid meetings arranged by the employee bargaining side
✓ Allow a representative from an employee bargaining side access to the workplace
✓ If employee(s) want to opt out/opt in at any time, you should notify the initiating union of updated contact details for the employee bargaining side.

VOTE: once bargaining sides agree
✓ Your eligible employees may vote on the terms of the Fair Pay Agreement. This includes employees that may have opted out of receiving information about the proposed FPA earlier.

Information supplied by Spice HR