26
27
compliance rate. This has created
strong incentives and a strong culture
of performance. As a reciprocal
sign of trust, all employees receive
unlimited sick and special leave.
Most staff also receive 4 weeks
annual leave.
The Amalgamated Workers Union
of New Zealand (Southern) was the
first union to adopt performance
based pay for its members. Reaching
this agreement was made possible
by the company's prior pledge to
provide skills based training for all
employees, so that anyone who is
willing to make the commitment can
move up the skills grading based on
achieving credits towards external
trade qualifications. The progress
of performance pay for AWUNZ
members is shown in table B page 25.
Hours of Work
City Care monitors the hours
worked by employees to ensure our
management practices do not impose
excessive demands on individuals,
which may result in health and
safety issues. None of our collective
employment agreements require staff
to work more than 40 hours per week,
but management and peer pressure
is likely to create instances where
employees do work longer than they
would otherwise choose.
The attached graph shows the
number of staff who worked more
than 48 hours each week in the last
year
Note j
. It also shows the number of
hours worked by the individual at the
90th percentile, and the highest hours
worked by any individual each week.
For each event where someone
works more than 80 hours, a report
is generated for senior management,
so that we can assess whether we
have a justified one-off instance or
some regular practices causing
long hours.
In the last year two staff members
worked more than 90 hours in a
week. They were both involved in
a pump station refurbishment for
Rotorua District Council, which
required 24 hour on site surveillance
over the weekend that the pumps
were put back into operation.
Staff Economic Wellbeing
Based on contemporary theories
of social ethics
Note g
, City Care
monitors the remuneration and work
conditions of our Least Advantaged
Employee (LAE) on an annual basis, to
provide an indication of staff financial
wellbeing. By assessing the work
conditions of this individual we get a
picture of how our decisions relating to
the way we run the business affect the
circumstances of our most financially
disadvantaged staff.
To choose the LAE, City Care
sorts the gross remuneration of all
permanent staff who have been
with the company for the entire
12 months, and then chooses the
person at the top of the lowest decile
to give a typical representation of the
least advantaged group
Note h
.
This year our LAE (see table C on
page 28) earned gross remuneration
of $30,312, plus an additional
$4635 employer contribution to
superannuation, $412 of medical
insurance subsidy and non-taxable
allowances of $285. His pay rate was
$13.25 per hour, and he worked 1971
hours for the year, only taking 2 days
off on sick pay. His own contribution
to superannuation, medical insurance
HOURS WORKED FIELD STAFF INCLUDING TEMPS
100
90
80
70
60
50
40
30
20
10
0
250
200
150
100
50
0
Hours
Number
Number of workers > 48hrs
Maximum
90th Percentile
06 Jul
03 Aug
31 Aug
28 Sep
26 Oct
23 Nov
21 Dec
18 Jan
15 Feb
11 Mar
11 Apr
09 May
06 Jun
APR-04: City Care acquires
Auckland directional drilling
contractor TUS.
