Collective Agreements

Te Whatu Ora MECA

Below is the MECA between MERAS and the 20 Districts within Te Whatu Ora (which were still DHBs at the time the MECA was renewed).

DHB MECA 1 February 2021- 30 April 2023

The rolling strikes and the media that resulted from these led to a revised offer. Your pressure worked!

The new salary rates are below. Core midwives on Step 7 will be on $84,153 (a 7.4% increase) and new grads will start on $65,022 (an increase of nearly 10%).

DHBs MECA salary scales

The new rates keep the 1.25% differential for midwives because of the increase MERAS won in August 2020.

The MECA also includes reimbursement of your College of Midwives fees from the $1000 a member Continuing Professional Development (CPD) fund.

Details of the Pay Equity Lump Sum are below:

Pay Equity Partial Payment in advance – 6 September 2021

MERAS FAQs on Pay Equity Lump Sum Dec 2021

The MECA also includes:

$1000 in a CPD fund for every MERAS midwife each year, to carry over if unused, and which will cover your College of Midwives fees.
New safe staffing provisions and an independent review of CCDM (Trendcare).
A Midwifery Career Pathway and a dedicated process to evaluate new midwifery positions.
Inclusion of the MERAS Rostering Guidelines and new meal and rest break provisions.
New midwifery employees to go on the terms and conditions of the MERAS MECA as we now have the majority membership in every DHB.
Coverage of maternity care assistants who are midwifery students working in a housekeeping role, giving them the opportunity to earn money while they are studying for their degree.
Non-union midwives will pay a bargaining fee to MERAS, which will be the same as the union subs, payable over the next two years.
A policy will be developed to ensure flight midwives are looked after by the receiving DHB following a survey MERAS conducted last year.
Better support around sentinel/adverse events, including paid special leave if needed (this won’t come off your sick leave entitlement).
MERAS to work with Midwifery Leaders on flexible work arrangements, including working from home where appropriate.
Sick leave will not be pro-rated and all 10 days will be paid at relevant daily pay.
ACC top-up for injuries sustained through workplace assaults (won’t come off sick leave).
Whāngai recognised in parental leave.
Designated senior midwives to be paid O/T for coming in to respond to VRM after hours.
Encourage DHBs to have designated senior midwife on all shifts and wards in secondary and tertiary units.