NZEI Te Riu Roa believes that all teachers deserve equal pay. Equal pay is an essential condition for evaluating all teachers for the work they do and for whakamana the tamariki they serve. This announcement is a step forward, but if we want all teachers to benefit from it, we need to collectivize, that is, come together to be rewarded with collective agreements. Only then can we be sure that all funds will go to teachers` salaries and that public money will be spent where it should be. These additional funds for ECE teachers will help align their pay with that of their colleagues in schools and kindergartens. This builds on last year`s $151 million budget, which significantly increased the certification rate. The government says it intends to fund further measures towards full parity by the end of this government term (i.e. in Budget 2022 for the next four years). My two children went to kindergarten and I remember making croissants and Danes at the game table with the Tamaiti.

At that time, I was the manager of the bakery. I loved the discussions, the generous and friendly hospitality and the family bond that the kindergarten gave me. So I went to Otago University in Nelson Street Invercargill and got my Bachelor of Teacher education in Early Childhood Education. Here you will find all the collective agreements of the EEC industry negotiated by the members of NZEI Te Riu Roa. 1. A Joint Federation-District Committee is established, consisting of the Superintendent and/or Chief Executive Officer and the President of the Federation or its Commissioners and a maximum of three (3) additional members appointed by the Federation and three (3) additional members appointed by the school district. In agreement with representatives, the Committee may, if necessary, seek expert advice within or outside the school district to provide data on matters to be considered by the Federation District Committee. In agreement with the representatives, the Joint Committee may form additional subcommittees composed equally of representatives of the Federation or the District to deal with matters deemed essential to the success of the education program. The teaching, administrative and nursing staff are employed by the regional kindergarten associations. Click on the kindergarten association near you for more information. If you have what it takes to provide positive learning experiences and help kindergarten children gain confidence and skills that will allow them to transition to school and you want to work flexibly, then we`d love to hear from you! District until after that date. Common-law partners registered before January 1, 2005 are still entitled to coverage.

However, no common-law partner may be registered for coverage after January 1, 2005. Coverage for a dependent child ends on the day the child reaches his or her twenty-sixth (26th) birthday. If a dependant is completely and permanently disabled and depends on the employee to receive sufficient support to qualify as a dependant on the employee`s tax return, the dependant may continue to be enrolled in medical care as long as the employee is entitled to coverage. Sufficient original documents to determine eligibility must be provided to the school district prior to the commencement of coverage for each insured person. b) Domestic partners: An employee may choose to cover a domestic partner. The imputed income equal to the coverage costs for the domestic partner is added to the employee`s W-2. Original documents sufficient to establish eligibility must be provided to the school district before the beginning of the coverage age for each insured person. The school district will establish both a list of documents required to establish a domestic partnership and policies and procedures to ensure that these documents remain confidential.4.

Scheduling options. The medical care provided by the School District is as follows:(a) Employees currently registered with Keystone HMO15 and employees hired after the date of this Agreement must be registered with Keystone HMO 15 (“Baseline”). Upon expiry of four (4) years of employment, any employee who chooses the PC 20/30/70% (with variations) plan is eligible to do so, provided however that such employee is required to pay five percent (5%) of the currently applicable Personal Choice (e.B component premium. Single, husband and wife, family) in addition to all other premium contributions included in this Agreement. (b) If the medical insurance plan is self-funded, the school district will determine premium equivalents using appropriate actuarial methods. Those advance equivalents shall be used to determine the payments required under point 4(a) of Part A of Article XIII. (c) As of September 1, 2017 or as soon as possible thereafter, all employees currently enrolled in Personal Choice 20/30/70% (with variations) may choose to remain in Personal Choice 20/30/70% (with changes from September 1, 2017) or in the baseline.5. Cafeteria plan. The school district will keep an account for the conversion of pre-federal income tax health insurance premiums for bargaining unit members. Participation in the health insurance premium conversion account is based on the collective agreement. If a participant chooses health insurance that requires a co-payment, the co-payment is deducted from the salary by regular pre-tax deduction, unless a positive choice is made to use the deduction from the “after tax” payroll.

Employees who undergo a change in family circumstances as defined in the premium conversion plan document that applies to this input tax account may, in certain circumstances, register after the beginning of the plan year or interrupt other deductions during the year. If you wish to obtain a printed copy of this Agreement, we recommend that you download the following PDF version. .