Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement

Subject to 3.2, the following salary rates apply:

K1 - Base-scale Teachers

Step
Qual
Group
Rates
prior to
1 Dec
2022
Rates
effective
1 Dec
2022
Qual
Group
Step
Rates
effective
3 July
2023
Rates
effective
1 Dec
2023
Rates
effective
3 April
2024
Rates
effective
2 Dec
2024

1
P3E 
$51,358
$55,358
P3E
1
$56,757
$57,358
$59,027
$61,329

2
 
$53,544
$57,544

3
P3+E
$55,948
$59,948
P3+E
2
$59,948
$61,948
$61,948
$64,083

4
P4E
$58,133
$62,133
P4E
3
$62,133
$64,133
$64,133
$66,586

5
P5E
$61…

For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee's employer or former employer because of a claim-

that the employee has been unjustifiably dismissed; or
that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadva…

This document sets out the components of the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers’ Collective Agreement (KTCA) 2023-2026.

This agreement has been settled between the Secretary for Education and the NZEI Te Riu Roa. It shall be subject to ratification by NZEI members pursuant to section 51 of the Employment Relations Act 2000.

The terms outlined in this document are valid for ratification by NZEI Te Riu Roa members.

1. Term of agreement

The Kindergarten T…

For the purposes of section 103(1) (a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2).
The test is whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred.
In applying the test in subsection (2), the Authority or the court must consider-

whether, having regar…

In the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement 2000-2002 the parties committed themselves to the implementation of pay parity for kindergarten teachers. Senior teacher K3 and K4 salaries were benchmarked to the base salary (excluding the roll-based supplementary component) of a primary U2 and U3 principal respectively.
Subject to 3.2, the following salary rates apply:

Scale K3 Senior Teachers

-
Rates prior to
1 Dec 2022
Rate effecti…

For the purposes of section 103(1) (c), an employee is discriminated against in that employee's employment if the employee's employer or a representative of that employer, by reason directly or indirectly of any of the prohibited grounds of discrimination specified in section 105, or the employee's union membership status or involvement in the activities of a union in terms of section 107,-

refuses or omits to offer or afford to that employee the same terms of employment, conditi…

A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising.

An employee may have a personal grievance where:

They have been dismissed without good reason, or the dismissal was not carried out properly;
They have been treated unfairly;
Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer;
They have experienced…

For the purposes of sections 103(1)(d) and 123(d), an employee is sexually harassed in that employee's employment if that employee's employer or a representative of that employer-

directly or indirectly makes a request of that employee for sexual intercourse, sexual contact, or other form of sexual activity that contains-

an implied or overt promise of preferential treatment in that employee's employment; or
an implied or overt threat of detrimental treatment in that employee�…

For the purposes of sections 103(1)(da) and 123(1)(d), an employee is treated adversely in the employee’s employment on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence if, on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence (as that term is defined in section 69ABA), that employee’s employer or a representative of that employer-
Subsection (1) applies regardless…

For the purposes of sections 103(1)(e) and 123(d), an employee is racially harassed in the employee's employment if the employee's employer or a representative of that employer uses language (whether written or spoken), or visual material, or physical behaviour that directly or indirectly-

expresses hostility against, or brings into contempt or ridicule, the employee on the ground of the race, colour, or ethnic or national origins of the employee; and
is hurtful or offensive to the em…

For the purposes of section 103(1)(f), an employee is subject to duress in that employee's employment in relation to membership or non-membership of a union or employees organisation if that employee's employer or a representative of that employer directly or indirectly-

makes membership of a union or employees organisation or of a particular union or employees organisation a condition to be fulfilled if that employee wishes to retain that employee's employment; or
makes non-memb…