Prior to the Employment Contracts Act, MECAs (or their equivalents) were commonplace and, in the health sector, they were probably the main form of the employment agreement or allocation, as they were then called. Multi-employer agreements, in one way or another, have been the dominant medium on which terms of employment have been negotiated for about 100 years since the introduction of New Zealand`s first industrial legislation, the Industrial Conciliation and Arbitration Act in 1894. An AEC agreement or collective agreement is the term used to describe a situation in which a certain number of workers participate in an identical agreement – that is, they are subject to the same conditions and are also entitled to the same contractual rights. In New Zealand, collective agreements are recognized as binding and enforceable by the Employment Relations Act 2000. Collective agreements are categorized according to the configuration of the contracting parties and consist of two forms: meCA or SECA (see below). As a worker, you are bound either by an IEA (also known as the individual work agreement, the parties are the individual worker and the employer (not the union) or an AEC. The collective nature of employment contracts depends on a number of advantages, first with the strength and security in numbers. The decision on whether or not to negotiate an MECA is first made by a vote of the union members. All union members covered by the safeguard clause in the collective agreement have the opportunity to participate in the vote. Each group of workers employed by an employer decides whether their employer should be included in the MECA. As soon as this is completed, the Union will enter into negotiations with employers for whom workers voted for inclusion in the MECA. Under the Employment Relations Act 2000, collective bargaining can only take place through a registered union such as APEX.
Under this act, a union can decide whether it wants a collective agreement for more than one employer, hence the MECA. Seca is synonymous with collective agreement for a single employer and, unlike a MECA (see above), there is only one employer party. SECAs are more common than A.M. and can include any number of members. The first thing to understand is that they are not new. The employment contract law was, in this sense, a departure from the standard – this act prevented MECAs from striking and prohibiting employees from striking for such a document. The strength of joint negotiations to improve conditions for all cannot be ignored. A MECA also offers the opportunity to improve career planning, take a professional approach to our job and provide a national vision of our training and employment conditions. This is an opportunity to ensure that all professionals benefit and are protected.
MECA is synonymous with a collective multi-employer agreement, better known as a national or regional contract and has (unlike an SECA) more than one employer party. First, a bit of industrial history: the Employment Relations Act (1987) was preceded by the Employment Contract Act (1991), itself replaced by our current Labour Relations Act (2000). What makes APEX unique is that each profession is self-reliant and takes over the direction and instructions of its own members. Your group`s needs are not drowned out in a multi-professional trading environment. You decide the terms and conditions of your profession. . At the same time, joining APEX gives you the security of a strong collective group with benefits such as: more bargaining power; Provide an effective and proactive voice for health professionals at the national level and a targeted media presence; Protection against unfair treatment in the workplace Protection in times of change, z.B.: restructuring, contracting out or redundancy situations.