Kiwirail Collective Agreement 2019

This required building confidence by showing that the company was serious about resolving the 27 issues that had not been resolved after the conclusion of the previous collective bargaining. This confidence was gained over the next 18 months by joining working groups with the union to resolve problems caused by the unrest. These ranged from the provision of prescription safety goggles to a comprehensive review of Section 3 of the Rail Operating Manual, which includes working boards and fatigue management. At the end of the 2014-2016 collective agreement, 25 of the 27 issues were resolved, the other two were being developed. This strengthened the role of existing joint industrial committees and gave both the union and executives “authorization” and confidence to resolve problems at work, rather than allowing them to simmer in an inconstructive manner for the remainder of the collective agreement. The question was how to move from the unhealthy relationships and the environment that existed before to something better. It took time and effort. After KiwiRail made the strategic decision to implement HPHE as a method of improving productivity and employment relations in the company, KiwiRail decided to move away from position negotiations, the method used so far to negotiate collective agreements, and move to a more cooperative framework with the RMTU. “Personally, I am on the Moon that RMTU members have seen the value of a wage agreement that guides the conditions of competition and supports the principles of fairness and collective agreements of trade unionism. Perhaps this small fioritaire will see in capitalist armour a new era of fairer wage agreements, less greed and a more egalitarian society,” says Butson. This pilot project began under the leadership of one of the advisors who formed a first group of managers and union delegates at HPHE bases.

It was important to have a mediator who did not belong to the union or the company. Locomotive drivers talk about the highlights and challenges of their work – 1.35 min. (video courtesy of KiwiRail) Push shunter (shunt) carts and wagons with trains or remote controls. The expert suggests that training can eliminate stigmatizing mental health. The RMTU has even used the Official Information Act to obtain information it could obtain, as if its members were protesting against outsiders and not against people who have an interest in decisions about the future of work, employment and the railway industry itself.

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