Funding arrangements for the aged care sector have virtually prevented or at least restricted genuine collective bargaining in this sector. In January 2001, the Residential Care Association acknowledged that wages were poor in the sectors and that this had led to staff turnover, but said, “We are going to create the (employment) conditions for which the government is willing to pay.” A person with a collective agreement may also agree with his employer additional terms and conditions. Additional conditions: In addition to the above requirements, the parties decide what is stipulated in the collective agreement (unless the employment agency is invited and agrees to define the terms of the agreement). A collective agreement expires on the previous expiry date or three years after it comes into force. Non-union members can bargain collectively with an employer or employer, but their negotiation cannot end with a collective agreement that is only identical or very similar individual employment contracts. Collective agreements indicate the date on which they come into force. You can indicate that different parts of the agreement come into force on different dates. If no date is indicated, it will come into effect on the date the last party signs it. On September 13, 2012, the SFWU filed an action with the Employment Relations Authority on behalf of long-time facilitator Kristine Bartlett, who was working on an individual contract at a Terranova Homes and Care Limited aged care institution in the Hutt Valley.

At the same time, the SFWU brought an appeal to the labour tribunal on its own behalf. Collective agreements are agreements between employers and registered unions that cover workers in the employer`s workplace. The employer and the union must keep a signed copy of the collective agreement and provide a copy to employees if they request it. The employer must give them to new workers who are not unionized and whose work is covered by the coverage clause. When the employer offers individual terms to the employee, the employer must negotiate in good faith and give the worker the time and opportunity to advise himself independently, such as when an employer offers an individual employment contract to a worker. The unions (SFWU was created by PSA) were established in this dispute, which essentially ended with a judgment of the Court of Appeal of 16 February 2011. The result was an industry-wide conciliation agreement between the unions and the Crown, which resulted in the Sleepover Wages (Settlement) Act 2011, which was passed later that year unanimously by Parliament. A framework for a collective agreement and a number of proposed contracts. The procedure for settling this claim was important for future equal pay.

The Crown agreed that unions represent all workers in the sector, whether unionized or not, that any agreement be ratified by employees in the sector, and that any regulation would be subject to parliamentary legislation to put an end to other disputes of individuals seeking more than what was in the subdivision.