Government needs to address secondary teacher shortage urgently

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“The worsening shortage of secondary teachers shouldn’t come as a surprise to anyone. What is shocking is the failure of successive governments to do something meaningful and effective about it. We are really hoping this government will take a different approach and grasp the nettle. Every young person in Aotearoa New Zealand deserves a specialist teacher in every subject to enable them to acquire the knowledge and skills they need.”

Chris Abercrombie said it was good to see the Ministry of Education, in a teacher supply report released today, acknowledging that unless overall teacher numbers are increased, initiatives designed to spread them are relatively unhelpful. “Acknowledging that we are beyond the bandaids is an important step in making real headway in addressing our national supply problem, and through that taking pressure off our rural and hard to staff schools around the country, and giving all schools the opportunity to select suitably trained and qualified candidates in all subject areas.

“We also hope the Ministry will be more proactive in measuring and managing recruitment need by subject. There is no indication in the Ministry’s report of how many teachers are needed by subject, how many are currently available and how many are projected to be available going forward. A surplus composed of, for example, Physical Education teachers, does not meet the needs of schools and students and can lead to long term problems when schools are pressed to appoint teachers to positions that their subject qualifications are not suited to.

“Secondary teaching is an amazing job. However, relative wages for secondary teachers continue to fall and employment has remained relatively strong. Workload pressures and ongoing disruption remain disincentives for many teachers. These combine to make secondary teaching less attractive to many potential teachers and also to teachers reconsidering their careers.

“The Government must  ensure that our Initial Teacher Education centres are full of well qualified and highly inspired new graduates across the subject areas we need, and in numbers that allow schools to have a genuine choice of applicants across all subject areas There needs to be a fundamental shift in how the government approaches salaries and conditions, and supports for teaching and learning and staffing levels in secondary and composite schools.”

Chris Abercrombie said he hoped the Government would give serious consideration to the recommendations of the 2023 Arbitration Panel and to the findings of the 2021 SPC secondary school staffing report in this regard.

Last modified on Friday, 15 December 2023 12:18

Repealing smoke-free legislation huge step backwards for schools and students

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“We wholeheartedly support the protest being held today against the repeal of this law.

Scrapping legislation such as this takes Aotearoa New Zealand from being a world leader to a lemming.

“The impacts of smoking and vaping in schools are persistent and require significant resources to address. The promise of a smokefree generation was a tangible example of social and health issues being sorted at a community level rather than being left for schools to try and manage. Repealing the legislation is a regressive step for schools and students.

“Actions speak so much louder than words. Scrapping this legislation, which was going to save up to 5000 lives each year, tells us clearly that the health and future of New Zealanders is not a priority for this government. Doing away with this ground-breaking law, as a short term fix to fund tax cuts that will not make a difference and that Aotearoa New Zealand can simply not afford, is an utter disgrace.”

Last modified on Wednesday, 13 December 2023 13:41

Secondary teachers urge Government to keep Fair Pay Agreements

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Secondary teachers support today’s protest against the government’s plans to repeal Fair Pay Agreement legislation.

Fair Pay Agreements (FPAs) bring employer associations and unions together to bargain for minimum employment terms for all covered employees in an industry or occupation, particularly the lowest paid such as cleaners, hospitality workers, security staff and bus drivers.

“Scrapping fair pay laws is all about putting more money in employers’ pockets, and rewarding businesses for their vote.  It will take Aotearoa New Zealand back to a low wage economy and put us back in the race to the bottom.

“Those who benefit the most from Fair Pay Agreements are people who work in jobs with inadequate working conditions, low wages, and low labour productivity. For example, Māori, Pacific peoples, young people, and people with disabilities are over-represented in jobs where low pay, job security, health and safety, and upskilling are significant issues. Barriers to good labour market outcomes are particularly prevalent for people who fall within more than one of those groups. Fair Pay Agreements help address these issues.

“Doing away with fair pay agreements shows very clearly where this government sits – and it is definitely not with people who are most in need of decent pay and working conditions. The fact that repealing fair pay legislation is one of the first items on this government’s agenda speaks volumes about who it represents – and it is not those who are struggling or financially squeezed in Aotearoa New Zealand.

“We urge the Government to think again – and think of the hundreds of thousands of New Zealanders in the lowest paid jobs seriously struggling to make ends meet – before it scraps fair pay and takes us back years.”

Last modified on Wednesday, 13 December 2023 13:25

New psychosocial risk infographics for high-risk sectors

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WorkSafe has developed infographics on psychosocial risks in the high-risk sectors of agriculture, construction, forestry, and manufacturing, as well as psychosocial risks that affect all New Zealand workers.

Mental health is an important workplace health and safety issue. Businesses have a responsibility under the Health and Safety at Work Act to manage both physical and psychosocial risks.

Psychosocial risks arise from poor work design and challenges in the social and physical environment, and they may result in negative psychological, physical, and social outcomes.

These infographics help businesses to easily find and understand data on psychosocial risks relevant to their industry. Sharing information like this is part of our engagement function, to empower businesses and workers to improve health and safety practice.

The infographics collate existing data into an easily digestible format. The data is from WorkSafe’s workforce segmentation and insights surveys, New Zealand psychosocial survey, work-related suicide report, and mentally healthy work concerns notified to WorkSafe.

The following information is available about each sector:

  • Psychological harm
  • Self-rated health
  • Work-related suicides and significant work-related stressors
  • Offensive behaviours such as bullying and threats of violence
  • Policies around bullying, harassment, and violence
  • Protective factors
  • Mentally healthy work concerns that WorkSafe has received
  • Employer attitudes
  • Employers’ health and safety maturity, perceptions, and practices.

View the psychosocial risks infographics

WorkSafe New Zealand welcomes new Deputy Chief Executive – Corporate

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WorkSafe New Zealand welcomes Corey Sinclair as its new Deputy Chief Executive – Corporate. Corey started with WorkSafe on Wednesday 22 January.

As Deputy Chief Executive – Corporate, Corey leads the design and delivery of our commercial investment and people strategies, to help enable WorkSafe to deliver our statement of intent and create a work environment that is consistent with our values.

“Corey brings many years of senior leadership experience from working in the public service, banking and finance sectors. We are delighted to have him join the leadership team at WorkSafe,” says Chief Executive Sharon Thompson.

Corey Sinclair, Deputy Chief Executive – Corporate

Corey also has executive leadership credentials from the Australia and New Zealand School of Government, Accelerate Strategic, and the University of Auckland. 

Corey joins WorkSafe from a secondment role at the Crown Response Office, where he led in the Crown’s response to the Royal Commission of Inquiry into Historical Abuse in State Care and in the Care of Faith-based Institutions. Prior to that, Corey had senior leadership roles at Inland Revenue, where he transformed services delivered to customers and stakeholders across Aotearoa.

He is passionate about business transformation, diversity and inclusion, and leadership development. As a proud Kiwi-Samoan leader, Corey strives to serve the public interest and achieve positive outcomes for all New Zealanders.

Corey says, “I’m excited to join the WorkSafe team. While I’m conscious of the considerable change the organisation and kaimahi have been through, I’m looking forward to supporting the new strategy and plans in place.”

Ecostore commits $323k to ‘cultural shift’ in safety

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AI technology with real time hazard alerts is central to a new safety commitment WorkSafe New Zealand has accepted from the well-known household brand, Ecostore.

It comes after a worker suffered chemical burns to his eyes while making dishwasher powder in March 2023. The worker was injured while trying to shut off a pressurised hose that had come loose and was spraying hazardous liquid into the air at Ecostore’s factory in Pakuranga, Auckland.

WorkSafe investigated and found an inadequate supply of personal protective equipment (PPE), particularly eyewear, staff training gaps for chemical handling, and lack of emergency management.

In response to the incident Ecostore is making what it calls an “holistic cultural shift” on health and safety worth over $323,000. The company applied to WorkSafe for an enforceable undertaking, which is a binding commitment to bring about health and safety improvements. It includes:

  • Installation of CCTV systems incorporating AI technology to identify situations or events that could indicate risks to workers’ health and safety.
  • A new working platform for liquids manufacturing, and other new controls to minimise workers’ exposure to risk and improve health outcomes.
  • Reparation to the victim.
  • Funding a pilot programme by Blind Low Vision NZ to educate and support businesses employing visually impaired staff, with a focus on workplace health and safety, inclusion, and wellbeing.
  • Development and delivery of a webinar with the Employers and Manufacturers Association, highlighting the incident and key learnings.

“Businesses must manage their risks and chemical safety is non-negotiable. We are pleased to see Ecostore putting things right and being a change-maker in the manufacturing and distribution sector,” says WorkSafe’s regulatory support manager, Mark Horgan.

WorkSafe will regularly monitor progress on the agreed commitments and can resume prosecution of Ecostore if necessary.

“Ecostore’s investment exceeds what even the courts may have ordered in penalties. This demonstrates a substantial commitment to health and safety, with benefits circled back to the community, workers, and industry,” says Mark Horgan.

Manufacturing is one of New Zealand’s most dangerous sectors, which is why it’s a focus of WorkSafe’s new strategy. Our priority plan for manufacturing notes exposure to hazardous substances as a specific source of high harm. WorkSafe’s role is to influence businesses to meet their responsibilities and keep people healthy and safe.

Read the Ecostore decision document

Read our guide on hazardous substances risk management [PDF, 76 KB]

Statement from Ecostore’s Group Chief Operating Officer, Tony Acland

Safety is a cornerstone of Ecostore and we deeply regret the serious harm experienced on our site. We acknowledge the professional and personal impact such an experience has on an individual, as well as the wider team.

We recognise the importance of going beyond just compliance, and we take our responsibility to ensure the health and safety of our employees incredibly seriously. We are committed to continuous improvement in this space and have already implemented numerous advancements. We also offer an anonymous reporting channel so our team can feel empowered to share all concerns.

Ecostore sees the Enforceable Undertaking not only as an opportunity to improve our processes but as a chance to contribute to industry-wide, best-practice policy that improves the safety of everyone working in manufacturing. We will also engage with Blind Low Vision NZ to support visually impaired workers in finding pathways into productive work with a focus on their wellbeing and safety.

As a New Zealand business, we are dedicated to maintaining our high standards of safety for all of Aotearoa and are hopeful that sharing our health and safety learnings with other manufacturers will have a real impact on raising awareness and improving the culture in similar workplaces.

Media contacts

For WorkSafe: media@worksafe.govt.nz

For Ecostore: Kate Grant, kate@nsprltd.com or 027 422 0079 

Are you using your scissor lift safely?

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Businesses that use scissor lifts should take a fresh look at safety, after a worker fell from height and died over the holiday period.

The 37-year-old suffered a fall from a scissor lift in Auckland on 28 December 2024, and died days later in hospital. We’re now investigating how this happened.

Scissor lifts, also known as mobile elevating work platforms (MEWPs), are useful but complex pieces of equipment often used for access in hazardous areas. Operators must be trained and competent before using a MEWP and must follow the manufacturer’s operating instructions. They must also use safe working practices and operate the MEWP within its limits.

“If you have a scissor lift on your worksite, now is a good time to review what it’s used for and capable of. Re-familiarise yourself with the manufacturer’s instructions, check tasks are appropriate for the platform, ensure risk assessments and standard operating procedures are relevant, and ensure staff are trained and competent to use the equipment,” says WorkSafe’s area investigation manager, Danielle Henry.

The causes of elevated work platform injuries and deaths investigated by WorkSafe include:

  • not following the manufacturer’s recommendations
  • inadequate training and supervision
  • equipment failure
  • not fully assessing the hazards and risks of the job, site, and equipment.

Boom lifts and vertical lifts are the two basic types of MEWPs. Both can help workers reach elevated areas but have very different capabilities. Businesses must choose the best platform for the task, given the type of work and the work environment. The work needs to be properly planned and hazards and risks managed at the worksite.

WorkSafe’s good practice guidelines outline when harnesses are required for work in mobile elevating work platforms.

Read WorkSafe’s guidance on MEWPs

Working with businesses to make positive changes

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Recently, we visited a panel beater in Hamilton that was operating with some poor practices. Our inspector Thomas worked with the business owners to make some changes.

“They’ve made positive changes, including small, low-cost ones such as changing where they work to be more in the open air, how they store the paints and chemicals, and protecting power points and exposed power supplies from being potential sources of ignition,” said Thomas. 

We’re grateful that the business owners were honest about what their knowledge gaps were and open to working with us to make their work safer.  

We’re not always going to visit a business and demand major, high-cost changes. Often, you can improve the safety of a business with a few small, targeted changes. Part of what our inspectors do is offer their expertise to work with businesses to make improvements. 

We know it can be daunting when we visit your business but at the end of the day, we all have the same goal – to make sure you make it home safely from work.  

“They really want this business to be a success and as part of that they really want to look after their own health and safety. It’s a really great result.”    

Revisiting the Commissioner’s messages on protecting children

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In July 2017, our office made two short videos featuring the Privacy Commissioner promoting child safety and describing what people can do if they think a child is at risk. It is a crucial feature of the Privacy Act that people can disclose personal information to prevent or lessen a serious risk or threat to another individual. This is especially the case with children because they are among the most vulnerable members of our community and society.

We were reminded recently by a child protection agency that the short message, although three years old, is continuing to play an important role for them in emphasising that message to people working with children and young people.

Willow Duffy is General Manager of the Safeguarding Children Initiative. It was at her request in 2017 that Privacy Commissioner John Edwards, contributed a video message to dispel some of the misconceptions about sharing personal information.

Willow Duffy says the context behind the videos was the Safeguarding Children Initiative’s research findings that fear of breaching the Privacy Act was one of the main reasons that people didn’t share information about a child who might be at risk and pass on their concerns to social agencies that can do something about it.

“Despite us delivering the messages ourselves, people still were fearful of breaking the privacy legislation. John was going to be in Nelson, and we asked if we could meet with him. During the meeting, I spoke to John about him filming a short video so that our learners could hear the message from the ‘horse’s mouth’.

“Literally, within two weeks, the videos of John popped into my inbox. It has helped people feel confident about sharing information to protect children and made a big difference. The videos of John are in our three eLearning courses, webinars and we use them in our face-to-face training.”

Willow is one of the three Nelson community nurses who founded the Safeguarding Children Initiative, a registered charity that provides child protection training and support to help people and organisations that work with at-risk children. You can find out more about it here. And watch the Commissioner’s videos below!

 

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Tribunal awards $20,000 against law firm

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We published a case note in March 2019 about a law firm that demanded $19,000 from a former client for the cost of providing the client with his information. After investigating the complaint, the Privacy Commissioner concluded the cost of a USB stick was a reasonable cost, not the $19,000 charge. We wrote about that case here.

The client subsequently took the case to the Human Rights Review Tribunal, which issued its decision last month. You can read the Tribunal’s full decision( Patel v Dean [2020] NZHRRT 37).

In reviewing the case, the Tribunal awarded the former client $20,000 for the law firm’s intransigence in giving him his information.

Background

The case between Mr Patel, and Mr Dean began when Mr Dean provided legal services for Mr Patel and the Vishnu Trust (of which Mr Patel was a trustee) from January 2013 to March 2014.

There arose a dispute between the two over legal fees. Mr Patel considered Mr Dean had overcharged him and the Trust. Mr Dean denied this and in November 2015, he assigned the right to recover the claimed fees to Rajjo Nominees Ltd. Rajjo was a company closely associated with Mr Dean. Mr Dean’s legal executive (who was also his de facto partner) was its sole director and shareholder.

Rajjo placed caveats over 11 of the properties owned by Mr Patel and the Vishnu Trust. The caveats immediately inhibited the use of these properties. In March 2017, Rajjo filed proceedings in the District Court to recover the debt.

In February 2018, Mr Patel made an urgent request to Mr Dean for a copy of his file. He followed this up with two further requests. He received no response, so he complained to our office.

In the same month, Rajjo obtained a sale order from the High Court for the sale of ten of Mr Patel’s and the Trust’s properties to obtain payment of the debt of $111,039.

The trustees of the Vishnu Trust paid the debt in March 2018 to avoid the sale of any properties. Despite the payment, Mr Dean would not agree to removing the caveats on the properties.

Mr Dean replied to Mr Patel’s request for his file in March and said that he would charge him $19,175 for the release of the documents.

In the meantime, Mr Patel applied to the High Court to set aside the judgment debt. The High Court allowed Mr Patel’s application to be stayed to enable him to obtain the documents from Mr Dean.

In September 2018, Mr Dean said the file was available to be picked up and if it wasn’t, it would be destroyed.

In October 2018, the High Court ordered the removal of the caveats on the properties owned by Mr Patel and the Trust. The next day, Mr Dean delivered the file to Mr Patel. But Mr Patel considered that some documents were missing, including records of over 60 phone messages, invoices and potentially other records.

The Tribunal

Mr Patel took his Privacy Act complaint to the Human Rights Review Tribunal because he wanted a full copy of the file, a declaration of an interference with his privacy, and damages of up to $350,000.

Principle 6

The Privacy Act gives individuals the right to request their information under information privacy principle 6. An agency must respond to a request for personal information within 20 working days (section 40(1)). The information does not necessarily have to be provided within the 20 working days, but a decision must be made whether to grant the request, in what manner, and for what charge, if any.

Mr Patel first requested his file on 8 February 2018 and Mr Dean first responded to that request on 29 March 2018. Mr Dean accepted he had not complied with the Act’s timeframe of 20 working days. He blamed a period of ill health for the failure to respond in time and claimed Mr Patel already had the documents in his own records.

The Tribunal considered whether there had been an interference with Mr Patel’s privacy, applying a two-stage test. Firstly, Mr Dean’s failure to respond within the time limit was deemed by section 66(3) of the Act to be a refusal to make information available.

But secondly, could Mr Dean rely on the exceptions in the Privacy Act for his refusal to respond in time? The Tribunal noted ill health is neither a ground for asking for more time or a defence to not giving Mr Patel his information. Whether or not Mr Patel already had the file was irrelevant. If someone asks for their information, they are entitled to receive their file.

The Tribunal determined Mr Dean had interfered with Mr Patel’s privacy.   

Interference with privacy

To award damages, the Tribunal must be satisfied the interference with privacy contributed to or was a material cause of a loss of benefit to Mr Patel.

Mr Patel said the refusal to give him his file denied him the opportunity to have his legal fees independently assessed and to win his court case against Mr Dean in the dispute over the debt.

Mr Patel gave evidence a lawyer had advised him that they would require the full file to independently assess the reasonableness of Mr Dean’s fees and any missing documents would undermine this assessment.

The Tribunal accepted this evidence. The file was relevant and necessary in the court application to set aside the debt. The Tribunal also accepted that if Mr Patel had the file, it might have affected the High Court proceedings. Mr Dean’s failure to provide the file was a material factor in the loss of a benefit to Mr Patel. Mr Patel was entitled to compensation for this loss.

Humiliation and injury to feelings

Mr Patel also claimed damages for humiliation, loss of dignity and injury to feelings.

The Tribunal said it heard clear evidence that Mr Patel suffered immense stress, anxiety and all-consuming worry. The fact that Mr Dean was his former lawyer and that he and Rajjo continued to pursue legal action against Mr Patel, while refusing to provide his file, left Mr Patel feeling “helpless and hopeless”.

He was scared he was going to lose his whole property portfolio once Mr Dean advertised the sale of the properties. This caused him immense upset as it was important the properties provided security for his family after his son died.

Mr Patel also provided medical evidence of the ill-health suffered by him and his wife. Although the stress did not cause their health conditions, they worsened them.

The Tribunal found Mr Patel’s evidence to be credible, and Mr Dean presented no evidence to dispute this.

Mitigating factors

It said there were no mitigating factors in Mr Dean’s conduct. The Tribunal noted he had ignored subsequent requests for the file and did not accept an offer by the NZ Law Society to facilitate his compliance. The value of the sale order on the properties was about $12 million, contrasting sharply with the debt of $111,039. In addition, after the debt was paid, Mr Dean did not agree to remove the caveats on the property. The publicly advertised sale order was humiliating because there was greater public awareness of Mr Patel’s business affairs.

The Tribunal concluded that if Mr Patel had received his file and been successful in setting aside the judgement against him over the debt, then Mr Dean and Rajjo would have been unable to obtain a sale order on the properties. This would have reduced the publicity of Mr Patel’s predicament and his humiliation.

Damages

The Tribunal awarded Mr Patel $5,000 for a loss of benefit for the interference with his privacy and $15,000 for the humiliation and injury to feelings he experienced.

It also ordered Mr Dean to provide a full and complete response to Mr Patel’s original request for his file.

Image credit: NZ Coat of Arms via Wikimedia Commons.

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