No monkeying around in NZNO'S year of fair pay.

THIS YEAR, Chinese astrologers tell us, is the Year of the Monkey, a year of transformation where full rein is to be given to the imagination. We are warned against over-optimism and instructed to be watchful of destructive factions. Bluffs, tricks, ruses and deceptions abound. Those who enjoy risk and novelty, thrive. Those who prefer predictability and convention, wince.

This is as good advice as any, as we launch ourselves into the campaign of the new century--unequivocal about our objectives, creative in our tactics and wary of the pitfalls ahead. Motivation, preparation and participation are the most important ingredients of a winning campaign and we lack none of them. In July 2003 a nationwide UMR Poll confirmed that most New Zealanders agreed nurses were underpaid and supported increasing nurses' pay to at least match that of teachers, police and junior doctors.

We have armed ourselves with facts: nurses' pay lags well behind other skilled and professional groups of state sector workers; nurses and midwives start work on about $6000 a year less than secondary school teachers and $10,500 less than police constables (including shift payments); an experienced nurse will earn at least $8000 to $14,000 less than experienced teachers and police

We have had many significant milestones: release of our backgrounder on nurse/midwife pay; national stop work meetings endorsing the fair pay strategy; completion of bargaining throughout the South Island and Northern Districts, and initiation in the Lower North Island; national days of action on Suffrage Day and Go Purple Day; presentation of a 9000-member petition to Parliament; sending 10,000 postcards to Michael Cullen; and a myriad of other local activities

We have improved communication, membership participation and activist leadership: rank and file members and delegates have fronted the campaign in the media; our first national meeting of district health board (DHB) convenor delegates in recent years; delegate leadership of workplace activities; new campaign groups established in many DHBs; regular bulletins and activist updates; and a growing fair pay database.

In short, we have put fair pay for DHB nurses and midwives high on NZNO's and the wider political agenda for 2004, and constructed a wedge for pay equity for all our members, and for all those working in mainly-women's occupations. Whether you are a DHB nurse or midwife, or an NZNO member working in the private or non-government sector, this is your campaign. The Government has a record $6 billion surplus and can afford fair pay. As our largest and most unionised group of members, nurses and midwives in the DHBs will carry the heaviest load this year--and increasing membership participation will mean sharing that work. NZNO staff and delegates will be pulling out the stops, but we can't win this one for you. So let's look ahead to some of the key decisions and activities ahead.

[] Discussing and deciding how we will bargain in the DHBs this year: We are now in a strong position to initiate bargaining for a national multi employer collective agreement (MECA) covering all nurses and midwives in all DHBs. Is that what we want, and if it is, how do we make sure all our processes are democratic and participatory? These issues will be discussed by delegates throughout this month and there will be plenty of information for members and opportunities to debate the issue. For any DHB to be in a national MECA, a majority of members in that DHB will have to vote "yes". A final decision on this needs to be made by the beginning of June.

[] Settling the Lower North Island MECA: Negotiations are continuing and the aim is to achieve the same base rates as other agreements and a provision allowing the agreement to expire with other agreements in time for a national industrial campaign in mid-2004.

[] Strengthening membership participation and delegate leadership: Our regional conventions and the next national convenors' meeting will be opportunities to share ideas and make decisions on the Fair Pay Campaign. Local campaign committees can enable more members to contribute.

[] Keeping the momentum behind the public, media and political campaigns: Black Friday on February 13 and International Working Women's Day on March 8 are early opportunities for this. Activities aimed at getting more postcards to Michael Cullen, more stories in local and national media, and more visibility locally with MP visits, community networking, street stalls, bumper stickers and the like are vital.

[] Making the most of the state sector Pay and Employment Equity Taskforce: The taskforce reports at the beginning of March, and the Council of Trade Unions wants recommendations that pay equity settlements are fully funded--starting with this year's budget.

[] Making workloads a feature of the Fair Pay Campaign: Low pay and high workloads are twin evils, and fair pay and safe staffing ratios are twin sisters in this campaign. We are launching a booklet on safe staffing ratios this month.

[] The 2004 industrial campaign: What we can't achieve through public awareness, negotiation with government and the taskforce's plan of action, we must win industrially. Our public campaign is important, not just to influence the Government, but to ensure that if we do end up on picket lines, the general public understands the issues, and understands that we have done everything we can to avoid confrontation and to seek a negotiated solution.

We can and will win fair pay in 2004. Because we're motivated. Because we're prepared. Because we're active. And, most importantly, because we're worth it.

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