Jerf Van Beek

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Recognised Seasonal Employer (RSE) Scheme
The Journey of the NZ Seasonal Labour Issue
Jerf Van Beek National Coordinator Seasonal
Labour Horticulture New Zealand
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Introduction
Who is Horticulture New Zealand?

• What role does Horticulture New Zealand play?

The Journey of the NZ Seasonal Labour Issue
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Rapid Economic Transformation

• PAST
• - Numbers game
• - High turnover
• - No staff development
• - Volume-based rewards
• - Poor employer practices
• - Illegal labour common
• - Staff seen as cost
• - Unplanned offshore staff

FUTURE - Productivity the key -
Loyalty full time or returns - Training
skills development - Rewards productivity
based - Excellent employer practices -
No illegals -
Staff seen as key to success - Planned
recruitment offshore
The Journey of the NZ Seasonal Labour Issue
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A Partnership Between

• Horticulture New Zealand
• Winegrowers New Zealand
• Department of Labour
• Ministry of Social Development
• Council of Trade Unions
• Pipfruit New Zealand
• Kiwifruit Growers Incorporated

The Journey of the NZ Seasonal Labour Issue
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The Strategy (2005)
1. New Zealanders first
2. Accessing Global Labour
3. Supply and Demand
4. Training and productivity
5. Contractors
The Journey of the NZ Seasonal Labour Issue
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The Need for Access to Global Planned Labour
1. Low unemployment (3.6)
2. Loss of training investment
3. No surety of supply
4. No planning possible
5. High turnover (churn)
The Journey of the NZ Seasonal Labour Issue
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The Recognised Seasonal Employer Scheme

• Asked for by Industry
• Developed with Department of Labour
• Improved in Partnership

The Journey of the NZ Seasonal Labour Issue
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RSE From the Employers Perspective

• Recognised Social Engineering

The Journey of the NZ Seasonal Labour Issue
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RSE From the Employers Perspective

• Repetitive Strain Enquiry

The Journey of the NZ Seasonal Labour Issue
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RSE From the Employers Perspective

• Reliable Seasonal Employees

The Journey of the NZ Seasonal Labour Issue
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Recognised Seasonal Employers Scheme

• Three steps
• Become A Recognised Employer
• Apply To Recruit.
• Recruit.

The Journey of the NZ Seasonal Labour Issue
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Four Distinct Stages
The Journey of the NZ Seasonal Labour Issue
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One Employer Applies for RecognitionRSE

• Key elements for employers
• New Zealanders First
• Compliance with immigration, employment, tax, and
  health and safety law
• Pay workers market rates
• A credible record in the industry
• Provide pastoral care.

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Two Approval To Recruit (ATR)

• Key elements for employers include
• Pay half of the workers travel costs
• Evidence of pastoral care
• Pay market rates
• Minimum of 30 hours per week
• Minimum of 240 Hours total
• Pay any costs associated with removing workers
  from New Zealand if they become illegal.

The Journey of the NZ Seasonal Labour Issue
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The ATR Test

• First - Ministry of Social Development will help
  determine whether labour requirements can be met
  by New Zealanders.
• Second - employers recruit from Pacific Forum
  countries unless there are sound reasons why they
  cannot.
• Third - if employers cannot recruit New
  Zealanders or eligible Pacific people, they are
  able to recruit from other countries.

The Journey of the NZ Seasonal Labour Issue
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Three Worker Applies for Visa

• Key elements for workers include
• Good health and character
• Arrangements made to leave New Zealand
• 18 years
• Offshore at the time of their application
• Offer of employment from a Recognised Seasonal
  Employer.

The Journey of the NZ Seasonal Labour Issue
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Local Authorities
Local Service Providers
Community Groups
Local Pacific Peoples
STAKEHOLDERS
Church Groups
Non Government Orgs
PACIFIC TRADE INVESTMENT COMMISSION
PACIFIC FORUM
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Facilitative Arrangements

• to kick-start RSE Work Policy
• Arrangements are designed to assist RSEs to
  recruit workers, and in the process mitigate
  risks and ensure compliance.
• Formal Understandings entered into with five
  Pacific Countries Kiribati, Samoa, Tonga,
  Tuvalu and Vanuatu.

The Journey of the NZ Seasonal Labour Issue
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Results

• So far so good!
• Employers acquiring much-needed labour
• Certainty with labour
• Productivity increase
• No turnover from RSE staff.
• Less turnover from NZ staff.
• Evidence of development benefits for Pacific
  nations

The Journey of the NZ Seasonal Labour Issue
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Key Learnings

• Take time to develop. Pilot programs first
• Preparation is Key. Receiving countries must
  prepare employers, workers and communities.
• Manage Expectations, Create Realistic
  Expectations.
• Processes. Detect and respond to issues that
  arise.
• Communicate. Operate from the same page.
• Keep it Real! Be realistic about the capacity
  and capability of participating parties.

The Journey of the NZ Seasonal Labour Issue
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Opportunities

• Yielding to the future
• Increased Pacific Regional engagement in the
  global labour market
• More than just a labour solution
• A Social Solution
• Regional Cooperation and Collaboration

The Journey of the NZ Seasonal Labour Issue
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Why Cooperate?
Work together to Develop
Work together to Comply
Work together to Improve
Work together to Sustain!
The Journey of the NZ Seasonal Labour Issue
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RSE From the Employers Perspective

• The Acronyms
• 1. RSE
• Recognised Social Engineering
• 2. RSE
• Repetitive Strain Enquiry
• 3. RSE
• Reliable Seasonal Employees

The Journey of the NZ Seasonal Labour Issue
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The Journey of the NZ Seasonal Labour Issue