Common use of SALARIES AND WAGES Clause in Contracts

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ receive copies. iii. Unless agreed otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ to provide advice to the RMOs regarding the run review or for the DHB to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 12. 1.1. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4) (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2) (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, however a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZSToNZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ SToNZ receive copies. iii. Unless agreed agree otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ SToNZ to provide advice to the RMOs regarding the run review or for the DHB to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ SToNZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-3 week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 12. 1.1. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4). (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2). (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 9 December 2020 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, however a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ receive copies. iii. Unless agreed agree otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ to provide advice to the RMOs regarding the run review or for the DHB to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-3 week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 12. 1.1. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4) (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2) (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 December 2021 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s employees former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, however a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZSToNZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ SToNZ receive copies. iii. Unless agreed agree otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ SToNZ to provide advice to the RMOs regarding the run review or for the DHB to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ SToNZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-3 week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 1212.1. 1.11. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4). (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2). (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 9 December 2020 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ receive copies. iii. Unless agreed otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ to provide advice to the RMOs regarding the run review or for the DHB Employer to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 12. 1.1. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4) (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2) (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 31 August 2026 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply.

SALARIES AND WAGES. 12.1 Each employee shall be paid a salary as set out in the table below. 12.1.1 The appropriate category shall be based on the expected average hours as set out in the run description as determined in accordance with the following provisions. (a) Where a new roster pattern is proposed to be introduced or changes are proposed to an existing roster, including to increase or decrease the number of RMOs, then the appropriate category shall be established through the following process: i. The employer shall establish the expected average hours based on the new roster pattern. ii. The employer shall include a reasonable estimate of average unrostered hours based on existing practice or those occurring in equivalent services. iii. The proposed salary category – detailed as per clause 12.2 – shall be notified to RMOs working the roster as part of the change process. iv. If there is disagreement on the proposed category, the employer and the RMOs working the roster shall attempt to reach agreement. These parties may involve respective representatives. v. If agreement is not reached, and the roster change proceeds, the category as finally determined by the employer shall apply and be effective from the date of implementation of the new or changed roster; however, a review in accordance with 12.1.1(b) must be scheduled within six months. The provisions of 12.1.1(b)(vi) apply except that any required increases in the salary for the run description shall be backdated to when the change occurred. (b) Where either the employer or the group of RMOs on a particular roster, or their representative, consider that the salary category does not accurately reflect the current expectations of the run then they may initiate a review of the salary category through the following process: i. The initiating party shall advise the other party in writing of their decision to review the salary category for the run. Where the review is initiated by the employer, copies of such notification shall be forwarded to the STONZ. ii. This notification shall include: • The date of the commencement of the review. Run reviews shall not be undertaken in retrospect unless agreed between the service, the RMOs, or their respective representatives. • The period of the run review. This period shall be representative of normal working conditions and shall be not less than 4 weeks and no longer than 6 weeks unless agreed otherwise by the service, the RMOs, or their respective representatives. • Confirmation as to whom timesheets are to be sent, the process (including timeframes) for submitting and approval of these, and arrangements to ensure both employer party and STONZ receive copies. iii. Unless agreed otherwise, 4 weeks between notification and commencement of review must be allowed for STONZ to provide advice to the RMOs regarding the run review or for the DHB Employer to make appropriate arrangements. iv. Assessment of timesheets shall be completed by the initiating party within 3 weeks of timesheet receipt and forwarded to the other party who shall confirm calculation of salary category within 3 weeks. This timeframe can be altered by agreement between the service, the RMOs, or their respective representatives. v. Where the calculation is disputed, the matter shall be referred to the employer’s human resource department and the STONZ for resolution. If this is unsuccessful the matter shall be an employment relations problem as that term is defined in clause 42 and shall be resolved in accordance with that clause. Any dispute must be raised within the 3-week period (or alternative timeframe where one is agreed). If no response is received, the initiating party’s assessment under 12.1.1(b)(iv) is deemed confirmed. vi. Implementation of any alteration to salary category shall occur within two pay periods. Any required increases in the salary for the run description shall be backdated to the initiation date of the review. Decreases in salary shall not be made retrospectively. vii. A review under 12.1.1(b) may be initiated no more frequently than every six months. (a) Where medical cover is provided by full rotating shifts over 24 hours/7 days such runs shall be categorised a minimum of two categories above that which would otherwise apply in terms of Clause 12. 1.1. This provision shall apply to EDs, ICUs, and to such other services as may be agreed between the parties. However, RMOs employed in ED and Intensive Care Units shall be paid a minimum C category. (Refer to scales 12.2.3 and 12.2.4) (b) For runs to which the above paragraph 12.1.2(a) does not apply, any ordinary hours which are not rostered shall be counted as hours worked (up to a maximum of 8 ordinary hours per day) when determining the category for the run, except that no hours shall be counted for days that are completely free from rostered duties. (Refer to scales 12.2.1 and 12.2.2) (c) For the purposes of clause 12.1.2(b) above, the minimum break provided in clause 17.4.6 shall be deemed to be ordinary hours when those days occur Monday through Friday. This clause will cease to apply upon the agreement of the parties or on 13 January 2025 whichever is the earlier. 12.1.3 RMOs employed as “relievers” shall be paid a salary two categories above the category of the majority of runs on which they are employed to provide cover and shall not be rostered for more duties than would on average be worked by any other RMO on these runs. This does not apply to a reliever embedded in the roster. 12.1.4 Where an RMO is entitled to an increase in category as set out in clauses 12.1.2(a) (Rotating Shift) and 12.1.3 (Relievers). Where the provision for an additional two steps would place the employee above the top of the house officer scale an RMO who is on year 3 Category A or year 4 category B shall be paid Category A year 4 plus $5,300 gross per annum and an RMO who is on year 4 Category A shall be paid an additional $10,600 gross per annum. For clarity this provision is payable only for the time spent performing the relief/reliever role. 12.1.5 Translation for new STONZ members (a) RMOS who become STONZ members during the term of this agreement shall translate to the category step in terms of years’ service and hours of work as their previous employment agreement, except as specified in paragraph b below. (b) Where a run category that a STONZ member is working is impacted by the operation of clause 12.1.2(b), then the following will apply. i. The employer will apply the new formula to each STONZ member’s roster to determine the applicable salary category under this employment agreement. ii. When applying the formula in that agreement and including the impact of the deduction model, where this results in a lower salary than would have applied under the employee’s previous employment agreement, the employer will maintain the employee’s former higher salary, less any applicable deductions under the employee’s former employment agreement, until the employee moves to a different run description, or the employee’s salary under this STONZ MECA exceeds the former salary. In determining when a salary is higher than the previous salary, the employer shall include the application of increments and all other salary changes. iii. The employer and the employee may agree to the employee working days that would otherwise have been rostered days off and these worked days will be factored into the salary category calculation. Additional Duties rates do not apply. iv. Further, if the application of the formula under this employment agreement results in the same salary category as applied using the formula under the employee’s previous employment agreement the employer may require that the rostered days off are worked subject to mitigation of any safety concerns raised by the employee. Additional duties rates do not apply