Workers First Union

The Juken Northland Mill has confirmed its closure, becoming the seventh wood processing facility to close under one term of the National-ACT-NZ First Government. We estimate that, so far, Government inaction has contributed to the loss of over 800 jobs in the wood processing industry, impacting entire communities and townships that worked in or around the mills.

"Many of the workers were expecting this outcome, but there's a feeling of abandonment and disbelief that a solution could not be found to save the mill. Last week, they processed the last of the logs at Northland Mill. The machines have stopped and as the dust settles, the workers will be gone by the end of the month."

"There was every opportunity for the Government to step in and facilitate the sale, run the mill as a temporary measure, or just guarantee the operations until a buyer is found. None was taken. Shane Jones and the Coalition Government have turned their backs on these workers and offered excuses not to intervene, and the Northland region will pay for it."

"We'll be supporting our members through these next steps and ensuring that Juken lives up to their promises of support and care through the redundancy process." - Marcus Coverdale, Workers First organiser

Meanwhile, we understand that negotiations over a buyer for the Triboard Mill continue, but there is not yet any certainty over its continued operation. Over 140 people work at the Triboard Mill, which produces a specialised composite wood product that is used in building and housing materials. We are asking for the Government to finally step up for New Zealand's manufacturing sector, before the 8th mill closes during their term.

We are supporting the call from the Green Party of Aotearoa New Zealand to make union membership opt-out instead of opt-in! It's the best way to fight Aotearoa New Zealand's cost of living crisis and to improve worker wages and conditions.

Why we are *excited* about the Greens' Automatic Union Membership Bill:

Right now, by default, workers are often kept in the dark about unions or face pressure from their boss not to join. As outlined in our Take the Power Back paper, opt-out union enrolment pushes back against the vast power gap in the workplace, and is crucial to raising the standards of pay and working conditions.

Why Aotearoa *needs* the Greens' Automatic Union Membership Bill:

New Zealand's wage growth is the "Worst in the world", according to a new OECD report . To get out of our deepening wage slump, workers need a stronger voice and presence. This requires undoing the workers' rights decimation caused by National's 1991 Employments Contracts Act.

Why we welcome the *challenge* of the Greens' Automatic Union Membership Bill:

Under the Bill, unions will be required to:
- Support workers with 1 month's free membership
- Union resignation to take immediate effect
These clauses are crucial to fostering union trust and worker choice.

Link to the Greens' press release, the OECD report Stuff article, and our Take the Power Back paper, all in the comments!
Authorised by Dennis Maga, Workers First Union, 120 Church Street, Onehunga, Auckland.

Under the Employment Leave Bill, single mums like Natasha will get less paid sick leave. If this is how it affects Natasha, how will it affect YOU?

Please tell your MP that you oppose this Bill. And watch to see if your party votes in your interest.

Natasha is a single mother working at Farmers. She works Thursday to Saturday because that is when her mother can help with childcare. She would like to work more hours but is struggling to find a role with hours that suit her family life. On a Thursday night she has a late finishing shift, which gives her a few extra hours of work. While she works less hours than her full-time colleagues, she regularly uses all her sick leave entitlement and has to use annual leave-in-lieu of sick leave. It’s not that she gets sick herself, but she needs to use her sick leave when her child or mother gets sick and she needs to be home to care for them.

Currently, under the Holidays Act, Natasha gets 10 days sick leave regardless of how many days she works for her employer. When she takes sick leave, she is paid at her relevant daily pay rate, which means she doesn’t have to worry about which day of the week she uses her sick leave on. As long as she is being paid sick leave, she will still get the same weekly pay.

Under the Employment Leave Bill, Natasha will only accrue sick leave for each hour "guaranteed" in her employment agreement. Because she works less days than 5 days a week, that will be less than the 10 days sick leave she was entitled to under the Holidays Act. Natasha will also have to think twice about taking sick leave on a Thursday, as it will be paid by the hour and she will use up her sick leave quicker if she uses it on a late finishing Thursday shift.

The Employment Leave Bill will not make sick leave fairer or simpler for Natasha.

Under the Employment Leave Bill, Tane will get paid less when he takes annual leave. If this is how it affects Tane, how will it affect YOU?

Please tell your MP that you oppose this Bill. And watch to see if your party votes in your interest.

Tane has been an ambulance officer in Auckland for 21 years. He became an ambulance officer because he wanted to help people. His station is really struggling with short staffing. His roster often has him working nights and weekends. The demands for ambulances have grown significantly since he started with St John, and because of this, he often has to work over his shift finishing time.

He is also often told that there is a shift that needs filling, so he puts his name forward because he cares about his community and wants to make sure they can have an ambulance when they need it. He works, on average, one additional shift per week. Tane gets paid time and a half when he finishes late or works extra shifts. With the rising cost of living, Tane relies on this regular extra income to support his growing whānau and his aging parents.

Under the Holidays Act, when Tane takes annual leave, his annual leave payment includes all the overtime he works. This means that when Tane takes annual leave, he gets paid no less than what he would have been paid had he worked (including the regular extra shifts and late finishes).

Under the Employment Leave Bill, when Tane takes 1 weeks leave, he will only be paid his lowest hourly rate for that leave. This means Tane will be paid significantly less when he takes annual leave. Even if Tane saves his leave compensation for when he takes leave (which will be very hard to do), he will still be worse off.

This will make it significantly harder for Tane to afford take annual leave.

*Tane is a made-up worker, but his situation is an amalgamation of the experiences of many workers.*