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BusinessJune 25, 2018

The workplaces doing the most for working parents

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For no particular reason we’re celebrating Kiwi companies that are being a bit extra, for the good of working parents.

We know the drill. It’s the hardest job you’ll ever have. Working, parenting – parenting, working. It’s tough.

We’ve got a bunch of in-built safety nets via our labour laws which (hopefully) ensure parents with jobs get time to be parents. We have rules about hours worked, and we have to be given time off. We’ve got rules about holidays, sick leave, all of that.

And of course, there is paid parental leave.

How do you know if you can get paid parental leave? Rules are as follows: You have worked for at least an average of 10 hours per week for at least any 26 of the 52 weeks up to your due date (or date the child comes into your care). This can be for one employer or a combination of employers even if there were periods where you did not work. Or, if you have been self-employed for at least an average of 10 hours per week for at least any 26 of the 52 weeks up to your due date (or date the child comes into your care).

It’s going up to 22 weeks from 18 weeks on July 1 and then up to 26 weeks by 2020. Paid parental leave tops out at $538.55 a week for the employed, before tax (or the the average of your highest 26 of the last 52 weeks of earnings up to the date the child arrives in your care).

For the self-employed, it’s a payment of $538.55 a week before tax (calculated from average weekly earnings). The minimum payment is $157.50 each week before tax. This payment is for those who earn less than that, or are making a loss.

There is also the Government’s Best Start payment for parents of new babies, which I’d honestly completely failed to take in because we are not having any more kids. No sir. However. “Best Start is a $60 per week payment (up to $3,120 per year) per child for babies born on or after 1 July 2018.” Roll on July 1.

But those are the basics. We all get that stuff. It’s a floor though! And here’s four companies that are treating it as such, and offering a bit extra.

Lion

It’s the home of Rheineck, Steinlager, Speights, Waikato Draft and that vicious beer, Lion Ice. But Lion is less than vicious to its working parents.

Lion’s Sophie Kurta says it has a number of programmes for parents including Lionflex (offering flexibility in terms of location, leave entitlement, roles and schedules) which is now being used by half of Lion’s employees. “Flex is one thing that really attracts people to Lion, and is a key reason they stay with us, particularly around key moments in their lives like parenthood, unwell family members or dealing with mental wellbeing.”

Flexible working is not a fad; with MYOB’s April Business Monitor survey reporting 60% of the more than 1000 businesses contacted offer flexi work “including almost one-in-five that make specific work arrangements for staff who are parents”.

Lion has also closed the gender pay gap, Kurta says, and makes sure parents who take time off don’t slip behind by missing pay-rises. “Whilst they are away from the business our primary carers receive a pay-rise either based on their achievement for the year or their previous achievements.,” Kurta says, “this is a key point at which women can get behind.”

In terms of cash, and that most useful thing when you’re a parent, time off to look after your kids, the brewer tops-up the government parental leave for 12 weeks to salary, and offers paid partner leave for secondary carers while a child is aged under 1. The company also offers up to 52 weeks unpaid leave as the primary carer for a child AND they have a club, stop it, called the Lion Cubs, ‘a programme set up for those with new babies to ensure they stay and feel connected to the business while they are away and are getting access to the support they need from Lion’.

Xero

Competitive job market? Want to best your rivals and snag the top developer talent? As this article from across the ditch highlights, it’s about a package. “Companies like Atlassian, Xero and Zendesk are amazing. It’s these mid-sized companies that are the most progressive. Atlassian offers 20 weeks paid parental leave and five paid volunteer days a year. Zendesk offers 16 weeks to primary and secondary carers and people go to work at these businesses and get to work on cool products and projects,” Gemma Lloyd, co-founder of jobs board Work180, said.

So what has Xero got for parents? The ASX-listed company provides an additional 10 weeks for primary carer leave, and two weeks for secondary carer leave, over and above the statutory requirements.

“We pride ourselves on being a diverse and inclusive company, and supporting people with their new families is just one way we can ensure we are attracting and retaining our people. As a tech company we also feel we have a responsibility to encourage more women into the industry. Our hope is that offering a benefit above what is legislated will make it easier for them,” says Linda Shearer, head of people experience at Xero.

Stuff

Someone working in media got something extra? Is that fake news? Now, I have to disclose I’m heading to work at Stuff, but as I’ve previously disclosed in this piece, I’m not having any more kids, OK, so this will not benefit me.

The media outlet is doing a bit – there’s an additional eight weeks paid parental leave (paid leave, always happy with that) for primary carers and two weeks paid leave (at base salary rate) for secondary carers. The new policy kicks in next month, now that I am no longer having children. Great. “It felt like the right thing to do for our people and probably should have been tackled earlier,” says chief executive Sinead Boucher. Hard agree.

Vodafone

Look, it’s a bit of an oldie but Vodafone has been topping up paid parental leave since at least 2015. I’ll never forget it, because I spoke to someone working there at the time and she also got a carpark closer to the door. Now that is a parent perk worth having (if there’s not a suitable, timely public transport option to use or you can walk, because that is better).

Vodafone tops-up the government paid parental leave mentioned above to your salary, for 16 weeks, and the telco offers two weeks of paid paternity/partner’s leave to our employees supporting their partner.

Back in 2015, Vodafone adopted what it termed a “bold new policy”. Oh, I’ll let them say it: “A bold new policy will mean primary caregivers who return to Vodafone within 12 months receive full pay for a 30-hour week for the first six months. The result? New parents can spend an extra day at home each week during the critical development stages of a child’s life. In addition, soon-to-be mothers will be offered 16 weeks pro-rata paid leave, through an improved company initiative that tops up the government’s Paid Parental Leave to full pay.”

And now it’s not bold at all. And to that I say, bravo.


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Keep going!
rage, exploding head, rant
rage, exploding head, rant

BusinessJune 23, 2018

If I read one more story about regulatory failure my head is going to explode

rage, exploding head, rant
rage, exploding head, rant

I swear to god.

Two stories this week made me very angry. The first was about a spot of bother in the towbar industry. Two engineers responsible for certifying towbars have been suspendedamid safety investigations into broken and cracked towing connections on heavy truck-trailers”.

Heavy truck-trailers you say? Sounds dangerous, doesn’t it? And it is. “The first suspension was of Peter Wastney of Nelson, after a trailer he certified snapped right off a truck on the Hope Saddle last August. The truck operator has described it as a “sickening” close call.”

Yikes. Really serious, then. Who is suspended engineer number 2? “The second engineer suspended is Dick Joyce, a double Olympic gold medallist in rowing, who runs the biggest heavy vehicle certifying firm in the Wellington region, at Seaview.”

He runs the biggest heavy vehicle certifying firm in Welly. OK. But what happened? The regulator, the New Zealand Transport Agency, suspended him because of unsatisfactory audits. Mr Joyce had been audited quite frequently, the story says, and given a chance to demonstrate improvement, but his performance got worse and worse. Sad. But the system worked! They caught the guy! They stopped him!

So you’d think the engineering industry would be all over this professional misstep. And you’d be right, with Joyce suspended as a chartered professional engineer in January 2016 – Engineering New Zealand saying it suspended Mr Joyce’s registration two years ago as he “did not demonstrate proof of current competence in his most recent assessment”.

How was it that he was allowed to continue certifying for years without being a chartered engineer? Because engineers don’t need to be chartered professionals to work as certifiers.

Rage level is now moderate to slightly sweaty. Now let’s read the rest of the story.

“Industry insiders speak of some serious problems confined to a handful of certifiers, exacerbated by a decade or more of hands-off regulation by NZTA.”

GRRRRRRR.

“In the Wastney case, RNZ understands the crucial job files on virtually all the truck-trailers were missing lots of key information.”

ARE YOU EFFING KIDDING ME.

“It is understood the Transport Agency’s sole heavy vehicle certification auditor John Long had been warning the agency for years about this, but the agency let Mr Wastney carry on.”

Sole heavy vehicle certification auditor? THE AGENCY LET HIM CARRY ON?

“The wider issues are that trucks have been allowed to get bigger, while at the same time the rules have been getting looser: For instance, truckers no longer need to get semi-trailer kingpins checked at 100,000km like they used to.”

Makes sense (sarcasm font).

“In addition, the New Zealand Standard that governs engineering quality is seen by some in the industry as being weak, and some engineers prefer using the Australian Standard.”

Of course.

“RNZ previously reported on years of concerns within NZTA about some semi-trailer designs leading to corrosion and cracking, culminating in a safety alert in February covering 1000 semi-trailers, mostly refrigerated units.”

I CAN’T GO ON. MY HEAD EXPLODED.

So let’s move on to the next rage-inducing piece, again on RNZ. You may have missed it, but Tolaga Bay on the East Coast of the North Island experienced some weather recently. Now weather happens, but what happened this time was something else. The land in Tolaga Bay has been befouled by the forestry industry, and “massive damage caused by thousands of tonnes of forestry debris washing onto farms and blocking rivers”.

The pictures defy belief. To the words, then.

“The forestry sector is having its own leaky building moment and inadequate regulation means it will be left up to the courts to decide who is liable for damage caused by slash in Tolaga Bay, a lawyer says.”

NOT THIS AGAIN.

“Hazel Armstrong, a former member of the Independent Forestry Safety Review Board that investigated the high rate of forestry deaths, said it was unlikely insurance companies would pay out liability to flood-affected landowners in Tolaga Bay, because forestry owners knew there were risks.”

Oh at least no one died, I guess that is a bright side.

“Frustrated Tolaga Bay locals at a meeting with forestry companies last night said they still did not know who was to blame for the massive damage caused by thousands of tonnes of forestry debris washing onto farms and blocking rivers, and who will pay for the clean up and compensation.”

THOUSANDS OF TONNES.

“When asked by flood-affected landowners at the meeting last night, forestry companies refused to say if they had liability insurance and whether it would be paid out.”

Charming.

“Ms Armstrong said the de-regulation of the forestry industry made it difficult to hold anyone to account, and like the de-regulation of the construction industry which led to leaky homes, an overhaul of forestry was needed.”

SGIYDEGHLHLUKWHJGhufrhjkfhjkadfjhldfhjldfhjaehjl (that’s my head banging the keyboard).

“Successive governments have left the forestry sector to its own devices, there’s been no leadership, inadequate legislation and inadequate oversight of the sector…it’s a system failure,” she said.

It’s the system. It failed. Bummer. I wish there was something we could do. Apart from have exploding heads.

Because the story is not only these two stories, this week, it’s a story that runs over and over year after year, etc etc, and they’re becoming boringly familiar.

Deregulation blamed for our broken health and safety system. A case study of self-regulation at Pike River.

Or, you know, any of the million stories about the leaky/structural/unsafe and not fire safe buildings unleashed on us after the building industry was deregulated. Like this one, from this week, about the $43 million repair bill/burden these poor Auckland homeowners are suffering through. (And I’ll chuck in a plug for some of my back catalogue of horrors about high-rises here).

This stuff just keeps happening!

But we don’t need new rules, oh no. Of course not. Or at least according to Forest Owners Association spokesperson Don Carson, who after the tonnes of destruction of other people’s property and livelihoods by his industry, did not think any new rules were needed.

“We’ve just gone through an overhaul of the regulations, the National Environmental Standards for Plantation Forestry came in on May 1st.”

Not again.

“While that did not apply to the slash in Tolaga Bay, the sector was aware of its need to improve its practices.”

YOU THINK.

“But Mr Carson said the sector was aware it needed to improve… We’re looking at the vulnerability to climate change…and our harvest practices to reduce the risk of what happened in Tolaga Bay. There are no easy solutions, if there were we would have done them,” he said.

EXPLODE.


The Spinoff’s business section is enabled by our friends at Kiwibank. Kiwibank backs small to medium businesses, social enterprises and Kiwis who innovate to make good things happen.

Check out how Kiwibank can help your business take the next step.