Finsec, New Zealand's finance sector union

Submissions

Finsec members generally support the roll out of the proposed branch operating model, which includes the introducion of a new CSO position. This support is subject to Westpac addressing key issues raised by staff around the comparability of roles, branch structures, role structure and training for people in the new roles.

This submission argues, that given the relatively large number of staff in the Hamilton LSC, and the relatively small number of potential vacancies in Hamilton, Westpac should offer active support and training to assist those who identify as wanting to re-deploy, and provide redundancy compensation to those who identify that re-deployment is not viable for them.

This submission opposes ANZ National's proposal to outsource voucher processing to EDS. It argues that there are potentially negative economic implications as well as loss of loyal and experienced staff from outsourcing. There are ethical obligations on large profitable companies not to outsource viable jobs.

This submission argues that quality flexible work should be a key component of the Government's labour market policy. This would benefit employers, employees, the economy, families and communities. A statutory right to receive fair consideration of a request for flexible work arrangements and practices is the only way in which such practices will become the norm in the New Zealand finance sector.

This submission followed Westpac's proposal to structure its Priority Banking Team. Finsec calls on Westpac to pause its restructure process and allow some genuine and wide-ranging consultation with staff about the current operating model, the bank's concerns, and possible solutions. In particular we oppose the divestment strategy evident in this proposal. It is unacceptable and irrational for Westpac to reduce staff numbers by 21% in an area of the bank that is achieving customer satisfaction ratings that other areas are being exhorted to strive for.

This submission is drawn from our experience working with most of New Zealand's largest banks. Finsec does not believe that lessening the tax take, either through tax credits, changing the tax rate or reducing compliance costs will benefit New Zealand. Finsec opposes reducing New Zealand's overall business tax take, and thus limiting public money that could otherwise be invested in the country's wellbeing such as through spending on health, education and social welfare.

This submission opposed the introduction of a 90 day probationary period for new employees. The Bill would allow employers to sack workers without reason. It also threatens internationally acknowledged worker rights such as the right to association by, for instance, giving employers the right to dismiss employees during their probationary period if they join or talk to a union, ask for a wage rise, or raise health and safety issues in their workplace.

This submission supported the removal of youth rates. We believe that when young people work they should be afforded the same employment rights as adults; a guaranteed minimum wage, the removal of youth rates, job security, the opportunity for full time permanent work, an end to casualisation and an opportunity for union organisation.

This submission identified and discussed a number of hazards as the causes of harm within BNZ. These included setting of unrealistic work standards and expectations (especially through the target processes), under-staffing (including lack of relief) and unacceptable levels of pressure placed on staff.

This submission outlined the effect that bank sales targets were have upon the economy, inflation, and debt. It warned that banks' current pay systems were bad for individual people and the economy as a whole.

This submission supports the concept that systematically important banks should be incorporated in New Zealand and that the outsourcing policy should apply regardless of whether such a bank is operating as a subsidiary or branch.