DairyWorkerSeptember 2010 - New Zealand Dairy Workers Union

NZ Dairy Workers Union 

DWU 

Te Runanga Wai U 

DairyWorker 

September 2010 

Quarterly publication of the New Zealand Dairy Workers Union Te Runanga Wai U — PO Box 9046 Hamilton New Zealand 

Fairness at work! 

This publication for the information of members of the NZ Dairy Workers Union Te Runanga Wai U ONLY 

INSIDE: 

• NZDWU Congress 

• Union Aid 

• Delegates Handbook

2 

EDITORIAL 

Stand Up for 

your rights James 

Thanks to all the members who attended 

the recent round of AGM’s. Most of our 

members have good jobs in a successful 

industry. The Union’s national executive 

asked the officers of the union to take a strong message 

to the AGM’s that we must be vigilant in protecting and 

defending our jobs and conditions of employment. 

We have defended our collective agreements in bargaining 

but we did not prevent Fonterra restructuring transport 

level 8’s out of the collective. This will hurt Fonterra 

as drivers lack confidence in the leadership structure and 

the DWU will continue to look for a solution supported 

by the majority of drivers which restores roles for career 

progression and professional respect. 

Attack on workers rights must be resisted 

The Government is on the attack to roll back workers 

rights–the 90 day sack-at-will law, doctors certificates 

after only one day’s absence, changes to personal grievance 

procedures to make it easier for bosses to sack workers and 

restricting the right of workers to have their union visit the 

workplace–are all designed to make vulnerable workers 

more vulnerable in the workplace. 

Our strong organisation will protect our members but 

these changes may restrict our ability to organise more 

workers into unions and lift their pay and conditions. It 

may also impact badly on many of our friends, our family 

and particularly young people. 

In the coming months and years there will be many activities 

organised by the CTU to defend ourselves against 

these attacks by Government and employers. 

Part of the strategy is the formation of “Together”, a 

CTU run union to attract workers in hard to organise 

industries and small workplaces so workers have a greater 

ability to prevent the 90 day law applying to them and 

to protect their employment rights. “Together” will be 

launched soon and will allow DWU members to support 

friends and family through’ gift’ and family membership. 

It will assist with information about rights at work and 

once there is a critical mass in a workplace or industry 

such members can be referred to an affiliate of the CTU 

for full membership and collective bargaining. 

DairyWorker–September 2010 

Ritchie 

National Secretary 

Economic Security for NZ 

An important theme that came through at a number of 

meetings was the growing concern that our natural wealth 

is being sold to foreign financial interests. 

Sale of the Crafar farms is a big issue and New Zealanders 

want our productive land to remain in local hands. 

The Government have acted against NZ’s economic 

interests by extending the current provisions of the Dairy 

Industry Restructuring Act (DIRA) by a further 5 years. 

This means Fonterra has to continue to supply milk to 

its competitors, most of which have significant foreign 

investment and who have set up to compete with Fonterra 

on international markets. This reduces the amount of milk 

available to Fonterra and undermines our major company, 

cooperatively owned by NZ farmers and which returns 

earnings to NZ communities. 

Fair enough that Fonterra should have to supply milk to 

its domestic competitors to ensure competition within NZ 

but to force it to undermine its own position in international 

markets is contrary to NZ’s interests.. 

These are examples of why we need greater leadership in 

this country to protect New Zealand and its citizens from 

the continuation of neo liberal policies which deliver the 

good life to a few and trample over the interests and rights 

of the many.

3 

Dairy Workers Support 

NZCTU Rallies 

Union Rallies in the main centres took place on 21/22 August. These activists and 

delegates gatherings were to set the scene for a larger New Zealand Council of Trade 

Unions mobilisation of workers planned for October 20. 

New Delegates Handbook 

Mark Apiata-Wade Organiser Education/Information has produced on behalf of 

the union a delegates handbook full of useful skills and tips for delegates. If you 

are a delegate and haven’t got one yet please get in touch with your site delegate 

or organiser. 

Contents include: 

• Why Unions • DWU Overview-affiliations, staff, objectives, Structures. • DWU-our philosophy, 

membership meetings, Integrity of rules and policies • Organising vs servicing models of 

organising • Building union organisation • Your role as a delegate, recruiting new members, 

4 key points when handling members questions, Checklist-handling problems, Natural Justice 

at work. • Negotiating the Collective Employment Agreement (CEA), membership forms 

• Ratification, interpreting the CEA, Policing the agreement, Legal solutions • Dignity and 

Health and Safety at work, Bullying, sexual harassment, cultural sensitivity. 

• Skills and tips for delegates-listening skills, note taking, public speaking, problem solving 

running effective meetings • Useful websites • Glossary of terms (jargon). Contact details. 

DairyWorker–September 2010

Thanks Sophie! 

DWU National office 

administrator Sally Wilson 

headed off to Auckland 

for the NZCTU 

Rally on a July Saturday 

morning accompanied 

by her niece Sophie. 

Sophie had her very 

own placard and joined 

in with the 1000 plus 

crowd of unionists for 

a lively couple of hours. 

She enjoyed some treats 

from “Aunty” and produced 

a 2 page souvenir 

of her day, which, 

slightly edited for length, 

is below. Well done 

Sophie! Thanks for your 

support. 

The people that were on my bus were the TUC workers . 

We were there by now. I stepped out of the bus. It was 

nice and fresh outside of the bus. There were heaps of 

people and flags flying up in the air. Some people went up 

in the mall. There was a waterfall near where I was standing. 

I touched the water it was very cold. First up on the 

stage was Helen Kelly then it was the unions. I got to hold 

a sign. I also got to hold a union’s sign and an orange sign. 

some people were handing out balloons and I got an orange 

one same as the colour of the sign. Then it was time to go 

home. It took another hour to get back home. We stopped 

at McDonalds again as the driver had to have a smoke. Then 

we went back to the TUC. Then we went to the pub and I 

got a raspberry lemonadae and hot chips. 

Sophie 

4 

Sophie White and Aunty Sally. 

INDUSTRIAL SCENE 


Loaded… 

Over the past few years the 

DWU and the delegates 

from the Te Awamutu 

depot have been arguing about the 

safety issues in relation to under loading 

tanker trucks. 

Initially Fonterra under the stewardship 

of Mike Foureur wished to 

change the RUC stickers from 23 

tonne to 21 tonne. We argued that 

this was a health and safety issue and 

drivers are expected to be able to 

drive their trucks in a safe manner at 

all times. 

The myriad of size configurations 

in the fleet compounded the 

problem with some trucks built to 

carry 14,000 litres only carrying just 

over 9,000 litres, obviously unsafe 

when the slosh factor is considered 

to grossly affect the handling of the 

truck. 

Recently the Te Awamutu drivers 

delegates, a Te Rapa delegate and 

myself met with Barry McColl, 

Operations Manager Milk Collection, 

to arrive at a position where 

both parties could be reasonably 

satisfied with the outcome. 

It was agreed that trucks in future 

would be loaded to as close as to 

80% of their capacity as possible, 

this will mean that the trucks will be 

more stable on the road and improve 

handling. 

This is an example of a sensible 

outcome to a problem when the parties 

sit together and sort out an issue 

that all the parties can live with. 

Thanks to the Te Awamutu Drivers 

Committee for raising this issue and 

seeing it through to a satisfactory 

conclusion. 

Glenn Barnes 

Organiser

5 

Workplace News 

An old lesson 

that is still 

true today 

In March this year negotiations 

began for the renewal of the 

Goodman Fielder Collective 

Employment Agreement (CEA)). 

This CEA covers workers at Auckland 

freight Centre, Frankton Meats, 

Longburn and Blenheim Road 

(Christchurch) and was part of the 

Mainland Products CEA in the past. 

Regional Organiser Brian Wooller 

says that there has always been a 

very good relationship between the 

Dairy Workers Union and Goodman 

Fielder so it was a real shock to 

turn up to negotiations and have the 

company present over 30 claims to 

change the CEA and a large number 

of them were a real attack on workers 

terms and conditions. 

Some of the claims were, removal 

of long service pay, increase temporary 

workers to 15%, remove the 

right to 10 days in lieu for working 

statutory holidays, reduce sick leave 

and change the percentage required 

to change rosters. 

On top of this the company wanted 

a 3 year deal and offered increases 

over the 3 years of 1% year 1, 1.5% 

year 2 and 1% in year three. 

Over a number of days negotiations 

Brian says no progress was made 

and the Union negotiators decided to 

reject the company’s position and go 

back to the workers with a recommendation 

to issue the company with 

14 days notice of strike action. 

Throughout history workers have 

learnt that the best way to repel an 

attack on them is to stand united 

and this lesson was once again learnt 

as 96% of Goodman Fielder Dairy 

Workers voted to endorse the recommendation 

of their negotiators so 

notice of strike action was issued. 


Members win good result with Goodman Fielder CEA 

Delegates Graeme Hall, Mike Smith, Lloyd Fafeita, Mark Michael 

Some intense negotiations were 

held prior to the due date for strike 

action which finally resulted in a 

deal the negotiators felt comfortable 

recommending to our members 

for settlement. The proposal was 

duly endorsed and our members are 

now enjoying the benefits of being 

strongly united and standing up for 

themselves. 

The highlights of the settlement 

were a complete withdrawal from the 

company of all their clawback claims 

and a three year deal with increases 

of 4% in year one, 3.5% in year two 

and 4% in year three. 

Brian says on reflection this is a 


very good deal and these workers 

will have had an 11.5% wage increase 

from April 2010 through to April 

2012. 

Advocate Brian Wooller said that 

thanks must be given to the Unions 

negotiators Mark Michael, Michael 

Smith, Lloyd Fafeita, Graeme Hall, 

Glenn Barnes, Richard Everson and 

Gavin Warne all of whom did a brilliant 

job on behalf of their members. 

A special thanks must go to all the 

Workers who supported the negotiators 

through a difficult time. 

As to what was behind the company’s 

claims Brian says He is still 

trying to figure it out! 

ACC experience rating will harm worker safety 

The Government’s introduction of experience rating for employers’ ACC 

levies is preparing the work account for privatisation, said the Council of 

Trade Unions on July 14. “Experience rating is all about setting premium levels 

to move cover to private insurers in the future,” said CTU President Helen 

Kelly. “Rewarding employers for a lower claims rate doesn’t reduce accidents 

but provides incentives for accidents to be covered up–either not reported, or 

misrepresented as having happened out of work, or bullying employees not to 

seek treatment. This will weaken health and safety practice by distorting the 

incidence of and reasons for accidents.” 

“It will also lead to the end of industry-wide approaches on health and safety 

issues as employers focus on their own enterprise, reducing innovation and 

the sharing of learning across employers in a sector. ” “The move to no-claims 

bonuses for small employers is especially worrying – no claims is not the same 

as no accidents and will cause workers to miss out on care.”

6 

Workplace News 

Well that just doesn’t 

add up to me...And it 

doesn’t add up for anyone 

else that has ever erred at work at 

some time in their career... 

And it didn’t add up for Mr Robin 

Arthur, Member of the Employment 

Relations Authority. 

What the... 

The DWU is representing a worker 

in this very situation and it beggars 

belief that the biggest employer in 

the Dairy Industry chose to sack a 

loyal worker of 27 years exemplary 

service when he made his first error 

on the job. 

His mistake was that he inadvertently 

submitted incorrect sample test 

results. He was devastated to discover 

his error as he is a fastidious worker 

and would never deliberately ‘falsify 

company records’ which is what the 

company alleged. Late last year the 

Company carried out an investigation 

headed by the Department 

Manager with the assistance of an 

external Contractor HR Advisor who 

did not normally work at the site. 

It is the view of the writer that the 

decision to execute dismissal was 

made very early in the investigation 

despite serious concerns raised by 

myself and the Site Delegate to the 

Manager about certain pivotal aspects 

of the case. 

The Company were advised by 

the DWU against carrying out the 

dismissal without exploring all the 

facts and looking seriously at alternative 

outcomes. Sadly, these comments 

appeared to fall on deaf ears. After 

several meetings and several weeks 

later the Company sacked him. 

As soon as the Company sacked 

this worker the DWU immediately 

lodged a Personal Grievance for 


Employment Relations Authority case 

27 years Service+1st Mistake=SACKED 

unjustified dismissal on behalf of the 

worker and a lengthy process began 

in seeking his reinstatement to the 

Company. He had always enjoyed 

working for the Company and is 

eagerly awaiting his imminent return 

to work for them. 

Just “following orders” 

He holds no grudge against the 

Company for their actions which 

amounted to an “Unjustified Dismissal” 

because he believes the decision 

to sack was made by individuals 

who worked for the Company “doing 

what they were told to do”. Those 

who made the decision to sack this 

worker are no longer employed by 

the Company. 

After two failed Mediation meetings 

we went to the Employment 

Relations Authority. In late March 

the Authority hearing took place over 

a two day period and a determination 

was issued eleven weeks later. 

ERA finds dismissal unjustified 

The news for the ‘Unjustifiably 

Sacked’ worker was very good indeed 

with a decision from Mr Robin 

Arthur that we considered very 

robust. He said... 

“I have reached the view that (the 

Company’s) action in deciding to 

dismiss (the Worker) in these circumstances 

was not what a fair and reasonable 

employer would have done. I 

find the dismissal unjustified...” 

Mr Arthur commented on several 

factors that gave rise to his decision 

that the Company got it wrong. 

They didn’t give serious consideration 

to the Workers length of service, 27 

years, and he said... “My impression 

of the evidence (from the Contractor 

HR Advisor and the Manager) was 

that little more than lip service was 


given to it as a factor in making the 

ultimate decision to dismiss... There 

was nothing to suggest (the Worker’s) 

service had been anything other than 

satisfactory throughout, apart from 

this incident”. 

There was an apparent Disparity of 

Treatment. The Company chose to 

treat this Worker differently to other 

workers who went through disciplinary 

processes for similar allegations 

but they kept their jobs. That’s not 

to say the Manager in those instances 

got it wrong but in fact took a much 

wiser and pragmatic approach. 

The Company failed to seriously 

consider alternatives to dismissal. Mr 

Arthur states... “I do not accept that 

(the Manager and the Contractor HR 

Advisor) acted in good faith regarding 

exploration of alternatives... could 

not be said to have fairly considered 

options other than dismissal.” 

The Employment Relations Authority 

ordered ‘reinstatement’. 

The worker can go back to work for 

the Company at last... 

Not so fast... 

The Company has lodged a ‘De 

Novo’ appeal, meaning a full rehearing 

of the case in the Employment 

Court. In the meantime they also 

applied to the court for a ‘Stay’ on 

the orders of the Authority. This 

means they don’t want the worker 

back on the job until the final decision 

is made by the Employment 

Court, unlikely to be heard until late 

March 2011. As I write this a hearing 

is under way on whether the stay will 

be granted or not, I am quietly confident 

that the worker will be back on 

the job by the time this article goes 

to print. 

(continued on page 7...)

(…continued from page 6) 

In my view the Company got this 

one very wrong, they have not given 

any consideration to how their unjustified 

action impacts on this person’s 

life. They certainly didn’t take into 

account his 27 years service without 

ever facing a disciplinary investigation 

prior to this incident. 

Good Faith required 

The DWU always makes every 

endeavour to discuss pragmatic 

solutions to issues such as this but 

to achieve successful outcomes both 

parties must act in good faith and 

keep in mind that the action taken 

by a very large employer should be 

balanced by the consequences of the 

loss of employment for an individual. 

In this case the employer had alternatives 

to dismissal which has such severe 

consequences for the individual. 

Mark Hope, Organiser 

7 

STOP PRESS 

As this edition of the DairyWorker goes to 

press, the Employment Court has ruled that 

Fonterra must re-employ the DWU member 

into the first available vacancy appropriate 

to his expertise and skills which occurs from 

September 15. This will not be a laboratory 

position in the first instance but there will be 

a managed transition back into employment 

pending Fonterra’s appeal to the Court to 

have the reinstatement overturned. The 

case is set down for March 2011. (Editor) 

INTERNATIONAL NEWS 

SOPROLE members try to 

settle CEA with Fonterra 

Cijifredo Rene Vera Vera from the Dairy Workers National Federation Of Chile 

contacted DWU National office recently for assistance. 

We hereby report that: On 28 

July, 2010, our union, with 

320 members, a member of 

the Dairy Federation FENA- 

TRAL, in turn a member 

of the Food Confederation 

of Chile, CONFEDACH, 

an IUF member, and also a 

part of the Unitarian Central 

Confederation CUT, has 

presented our project for the 

Collective Agreement to SOPROLE 

S.A., Chilean subsidiary of the New 

Zealand based Fonterra. 

Mainly, the project’s aspirations are: 

•A real wage policy without gender 

discrimination or discrimination 

based on positions. 

•Improvement of benefits based 

on the economic reality of our 

company directly linked to the 

Transnational Corporation 

Fonterra; 

•Adequate salaries and labor 

conditions for our members with 

full respect–among others– 

for the “Agreement” signed 

in Chile and in Wellington, 

witnessed by the IUF and official 

authorities, and ratified by local 

unions. 


In this context, our Union 

has 

repeatedly requested a meeting 

with the Chairperson of 

Soprole, unsuccessfully, We 

consider that such a chance 

would recover communication 

channels between the 

Company and the Unions 

represented by FENATRAL. 

Despite the request for such 

meeting, the spirit of dialogue maintained 

so far by our Human Resources 

Manager, Mr. Marcos Berdichesky 

is to be highlighted. However, unfortunately 

he lacks the powers to solve 

or agree to the legitimate demands of 

workers. 

Union Board Sindicato Nº2 

SOPROLE 

Update: 

The DWU has contacted Fonterra 

to request that the company have a 

person with the authority to negotiate 

and settle meet with the union. 

Fonterra have responded to say that 

the Soprole HR Director has that 

authority. We have asked Fenatral to 

keep us updated with progress. 

James Ritchie Nat. Secretary 

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The annual Congress of 

the union was held at 

the Kingsgate Hotel 

in Rotorua during the 

week commencing 20 June. 

Approximately 80 site delegates, staff 

and members of our committees 

discussed the annual reports, debated 

proposed policy and rule changes, 

participated in workshops and heard 

from a variety of guest speakers. 

Two major rule and policy changes 

were debated and endorsed by Congress 

delegates. The first of these 

allows the addition of an extra 

national executive member if the normal 

election process delivers an entire 

executive of members employed by 

the one company (Fonterra). This is 

not the case in the recent elections 

to the executive. If such a scenario 

occurs in the future, the extra executive 

member will be elected by the 

delegates to Congress employed by 

employers other than Fonterra. 

The second significant change 

confirms the long standing practice of 

Pasifika representation in the DWU 

Runanga. In recognition of this, the 

8 

CONGRESS 

NZDWU holds another 

successful Annual Congress 

James Ritchie, 

Sinclair Watson 

& Brett Brown 

(L-R). Nat Sec., 

President & 

Vice President 

respectively. 

committee will be known as the 

runanga/fono and will always 

include at least one Pacific Island 

representative. 

Former CTU President Ross 

Wilson spoke to Congress about the 

work of Union Aid, a union sponsored 

Aid organisation that works 

through unions to build lasting community 

facilities and infrastructure. 

The DWU is a foundation member 

of Union Aid which has active and 

successful projects in Tamil Nadu 

in India and amongst refugees from 

Burma near the Thai/Burmese 

(Myanmar) border. 

Rod Quin, CEO of Westland Milk 

Products spoke to Congress on the 

Westland’s place in the NZ dairy 

industry and the aims and objectives 

of Westland to grow their business, 

compete in international markets 

and return competitive payouts to 

shareholders. Rod expressed his desire 

to have a healthy and constructive 

relationship with the DWU. 

This year Congress was privileged 

to have as its guest the General Secretary 

of the IUF, Ron Oswald. 

Ron Oswald IUF General Secretary Ross Wilson explains UnionAID. 


Mark Cole 

and Cindy 

Throckmorton 

(NUW) 

Ron paid tribute to the work of the 

DWU both within NZ and internationally 

and gave an excellent presentation 

of the IUF and its affiliates’ 

fight back against the growth of casual 

and temporary work, the increased 

dominance of labour hire agencies 

and the use of contractors. Delegates 

discussed these issues in workshops 

and came away from Congress determined 

to maintain the protections in 

our collective agreements and to fight 

for decent permanent work. 

Ron Oswald was present for our 

entire Congress and delegates enjoyed 

the opportunity to mix and ask 

questions of Ron about the IUF and 

its work. The former site delegate 

at Open Country Cheese, Dave Te 

Iringa joined with organisers Mark 

Apiata Wade and Jocelyn Pratt to 

give a comprehensive overview of the 

Open Country Cheese dispute. This 

was much appreciated by delegates 

who gained a greater appreciation of 

the seriousness of the dispute and the 

aggressive action of an employer who 

will go to any lengths to deny workers 

there right to join a union and

argain collectively. Two representatives 

from the National Union of 

Workers (NUW) in Australia, Mark 

Cole and Cindy Throckmorton, 

immersed themselves in our activities 

and thoroughly enjoyed the proceedings 

of Congress. Delegates from the 

NUW have become a regular part 

of our Congress and it is strengthening 

our Trans Tasman relationship in 

many practical ways. A small delegation 

from the DWU will attend the 

Victorian NUW delegates meeting in 

Melbourne in October. 

At the end of each day of Congress 

when most delegates were taking a 

break, the DWU Runanga were practising 

the newly composed DWU 

waiata and a haka for a major event 

on the last afternoon of Congress. 

This event was the honouring of our 

life members before our taonga “Te 

Kotahitanga”. The haka for our life 

members made us all feel so proud 

and each life member received a gift 

of pounamu (greenstone) as our tribute 

and thanks for their service. 

9 

CONGRESS 

Peter Jenkins at microphone, at right fellow life Members Harry Widdup, Dianne Dwight, 

Barry Ferguson, Clive Meads, Keith Liddington and Ray Potroz. 

Then our oldest surviving life member, 

Harry Widdup, stepped forward 

and spoke to us about the recent loss 

of his wife and dear companion and 

how he had been grieving. While 

travelling to our Congress Harry 

began to think about the good things 

in life he still had. He was able to 

live in comfort and did not want for 

anything. When reflecting on this 

it was clear to Harry that there was 

one reason and one reason alone that 

he was able to live a comfortable 

life during his working years and in 

his retirement. He owed it all to the 

Dairy Factories Award and the efforts 

of the Dairy Workers Union. 

There wasn’t a dry eye in the room. 

It is because of Harry, other life 

members and many other activists 

that came before us that we have the 

wages, working conditions, and social 

benefits of today. 

Our job is to protect and build 

on them for future generations of 

workers. 

Mark Apiata-Wade led an examination of the Open Country Cheese lockout. 


Indian cremation workers 

helped by UnionAID 

Union identity cards have stopped 

police harassment of some Indian 

cremation workers, according to 

Allahasami, the Cremation Workers’ 

Union president and thanks, in part, 

to the support of UnionAID. 

At a field meeting with UnionAid executive 

chair Ross Wilson late last year, 

a crowd of at least 50 workers, waved 

their ID cards with obvious pride. 

In a country where the majority of 

Dalit and Tribal workers suffer gross 

exploitation and discrimination, 

cremation workers are considered the 

most oppressed of all. Because they 

deal with dead bodies, they are considered 

dirty and untouchable. 

In spite of their critical importance 

to the community, cremation workers 

are often not paid for their labour or 

the fuel to burn the bodies. Instead, 

they had to go from house to house to 

beg for food and materials. 

The lives of these workers have 

changed dramatically. Those in 

authority now listen to their demands 

and treat them with dignity. They are 

no longer beaten or harassed and are 

now paid a small monthly wage by 

the village council. They can afford 

to send their children to school and, 

like parents everywhere, they hope 

that education will give their children 

choices and opportunities. 

Become a Kiwi Solidarity member A small amount 

each month makes a real difference to people’s lives. 

Sign up for monthly donations now. 

UnionAID P O Box 6689, Wellington 

email: unionaid@nzctu.org.nz

I 

have completed my first year as 

convenor of the women’s committee 

and have represented our 

union in NZCTU women’s meetings. 

These meetings are held every 3 

months and each union contributes 

with issues from each of their respective 

unions. We work together which 

insures information filters both ways 

from the CTU to the NACEW, on 

projects that need attention. Some of 

these include submissions on income 

splitting, women and part-time work, 

early childhood education and paid 

parental leave. (Reports available if 

required). 

Last November I attended the 

CTU Biennial conference in Wellington. 

This conference was a strong 

political one. They had a lot of guest 

speakers including the leader and coleaders 

of the Labour, National and 

Green parties, each giving speeches 

and leaving a small amount of time 

at the end for questions. This conference 

had some workshops as well 

which were sometimes over my head, 

but informative. This was a well run 

conference in terms of structure, topics 

and time. 

Hazel Agent and Jocelyn Pratt 

represented our Union at a NUW 

National Women’s seminar to Celebrate 

International Women’s Day in 

Melbourne – the theme of the seminar 

– women and superannuation. 

It was useful for our union to get 

information on rights and entitlements 

but also the problems for 

women workers in Australia. In 

Australia the government legislation 

that covers superannuation exempt 

employers contributing to workers 

who earn less than $450 a week, so 

a lot of women who work part time 

and casual or a number of part time 

jobs have no super - or no super with 

employer contributions, so have 

a very low investment and payout 

when they retire. 25% of Australian 

women have no superannuation 

scheme with 20% having only $10k 

to $50K in superannuation when 

they retire. 65% of women who have 

10 

CONGRESS 

WOMEN’S COMMITTEE REPORT 2010 

super schemes have never met with a 

financial planner to discuss the best 

investment options. They met with 

delegates from the dairy Industry and 

one of the NUW organisers was an 

ex Dairy Industry delegate. It was 

interesting to see how many of their 

women delegates in attendance were 

New Zealanders - also a new organiser 

(from Thames) who did not know 

that unions exist in New Zealand 

highlighting the problems of low 

union density in New Zealand. The 

other most concerning issue being 

the high casualisation of workers. 

Francis Webster along with James, 

Murray and Shane represented our 

union at the IUF Global conference 

in Argentina. Very few of the participants 

were women and the entitlements 

of women workers in relation 

to parental leave varied. In Argentina 

women get 3 months on full pay and 

an additional 2-3 months unpaid, 

there is no limit on sick leave. Equal 

employment opportunities – it was 

difficult to get the % of women in 

the dairy industry - we visited the 

Altira training farm, they had 35 

female students and 43 males which 

isn’t a huge difference given that in 

most countries traditionally dairy 

farming (and I mean the main farm 

duties) has been a male role. South 

Africa again very vague on numbers 

of women in the dairy industry Paid 

parental Leave 4 months at 2/3rds 

pay legislation, most CEA’s provide 

for 4 months fully paid. Sick leave 12 

days which can be accumulated with 

the employer having right to second 

opinion if suspect abuse of system. 

Equal opportunities -by law it is 

supposed to be equal opportunities 

but in reality this is not the case 

and while women may be employed 

doing the same work the opportunities 

for advancement are not 

necessarily the practice, though any 

employer caught not giving equal 

opportunities is accountable by law. 

At a higher level of employment the 

ratio of women doing the jobs is 

at a relatively good level, probably 


because at a higher level it would be 

more noticeable if women were not 

occupying the positions, however 

from info given it suggests that this is 

mainly in HR areas. 

Our committee met in March 

following our elections. We have 1 

position for the South Island still 

vacant with Gina deciding not to 

stand this year. We discussed the 

purpose of our committee in that our 

role as women’s representatives is to 

advise and communicate on matters 

particularly affecting women workers. 

We had 2 guest presenters: 

Thomas Stubbs from Young Workers 

resource Centre gave a presentation 

on the campaign for a referendum 

on the minimum adult wage 

Wendy Harper gave a background 

to the campaign for pay equity (report 

available). 

We had a discussion of the relevance 

of pay equity to our members 

in our industry. We discussed Lab 

workers where on some sites are on 

different pay if they are attached to 

the lab or higher rates if in process 

lab. We looked at the rates of average 

union fees ( which identifies 

average wages) showing that in our 

industry on average women receive 

lower pay than men–this may be due 

to a number of reason more men 

than women are tanker drivers more 

men work rostered shift than women 

etc. 

We also discussed that in some regions 

very few women are being employed 

on Fonterra Ingredients sites 

currently 16% of union members in 

Fonterra Ingredients are women. 

Wendy also presented being active 

in Unions Local and has provided 

the information on workers memorial 

day. 

We looked at important Labour 

Laws and legislation that has an affect 

on women’s lives. 

We discussed problems with 

domestic leave on some sites – and 

advised for discussion in delegates 

committee to decide on what claims 

they can put forward at negotiations

NZDWU women’s Committee 

this year to resolve the problems and 

to get better access to domestic leave. 

Harassment of women workers 

on the job – a few cases have come 

through to us in the past year – every 

worker has the right to a healthy and 

safe worksite and if delegates have 

difficulties in resolving harassment 

issues please get your organizers 

involved. 

We have had numerous queries 

around parental leave and have 

updated our chart and have included 

a 2 pages question and advice on 

(For Year Ending 31 March 2010) 

After two really tough years it’s nice 

to be able to report strong bounce 

backs in returns for the schemes 

Growth, Balanced and Conservative 

Funds, but a correspondingly weaker 

return for Cash. 

If nothing else, the last three years 

have demonstrated how important it 

is to take a long-term view of retirement 

savings and how difficult it is 

to get the timing right with shorter- 

11 

Scheme Statistics for the 

Year Ended 31 March 

common problems. (Available from 

Jocelyn) Our key works for the 

year to advise on matters that affect 

women members – improving communication 

to site women reps and 

articles in the Dairy Worker. We will 

again ask site delegates to update us 

on the list of women’s delegates and 

thank those who have responded. 

We are also keen to see hear back 

how many CEA’s negotiated since 

congress last year have gained wording 

around breaks parental leave and 

flexible working arrangements. 

DISS REPORT 2010 

term moves. Whilst it is unnerving 

to watch funds fluctuate, in the short 

term – it is what the balance is when 

you leave or retire that really matters. 

Please encourage all fund members 

to get in touch with DISS to check 

that their nomination of beneficiary 

form is still relevant, that we 

have their correct address (we don’t 

have current addresses for about 200 

members), and whether they are 

covered via the schemes insurance 

Scheme Returns: 


OCC – With my partner and 

children I spent a few weekends 

on the picket line. Thanks again to 

those who traveled from around the 

country to show their support for 

those and their families on the picket 

line, and for the donations of food, 

money and messages of support. It 

was much appreciated. 

Laura Boynton 

Women’s Committee Convenor 

(approximately 400 members don’t 

have insurance). 

The scheme has hit 6000 members 

for the first time and has a balance 

of $342,615,924 worth of net assets 

available for benefits – up 69 million 

from last year. 

Mark Apiata-Wade DISS Director 

2010 2009 2008 Average Per Annum 

over the last 5 years 

Credited Interest Rates 

Cash Fund 1.54% 4.03% 5.10% 4.11% 

Cash/Conservative 6.94% -1.52% 2.73% 4.08% 

Conservative Fund 12.34% -7.06% 0.36% 4.01% 

Conservative/Balanced 17.72% -13.31% -2.38% 3.53% 

Balanced Fund 23.09% -19.55% -5.11% 3.01% 

Balanced/Growth 26.52% -23.16% -6.55% 2.76% 

Growth Fund 29.94% -26.77% -7.98% 2.49%

The NZITO report is prefaced with another year 

of disappointment with Fonterra Trade and 

Operations neglect of education and training 

which is linked to the national qualifications framework. 

Aside from compliance training, education and training 

within Fonterra lacks consistency and workers are 

missing out on having their skills recognised by portable 

qualifications. 

The positive news is that new Fonterra Learning and 

Development manager, Sharon Scott, has recognised this 

problem and is currently working on a business plan to reintroduce 

skills training linked to the NZQA framework. 

She has consulted with our union in preparing the plan 

and we wish her every success in getting senior managers 

to pick up again where we left off when we negotiated the 

new classification system several years ago. It is in Fonterra’s 

interest (currently they are failing to take advantage 

on considerable state subsidies) and it is in our members 

interests. Some of the traditional industry courses are in 

danger of collapsing (Dairy Diploma) because of Fonterra’s 

lack of support. 

The strategy of NZITO is to expand from the current 

base of meat and dairy into the wider food processing 

industry. Unfortunately this is resisted strongly by 

Competenz who cover large parts of food manufacturing 

as well as general manufacturing. The Tertiary Education 

Commission (TEC) is adopting a “let’s not rock the boat” 

policy and is protecting Competenz traditional coverage. 

There will be a Review of the ITO system this year. 

There has been no information released as to strategic 

directions but the current audits and reviews are signalling 

a move to a more generic system (focussing on broad 

educational competencies) and less emphasis on applied 

skills and knowledge content for vocational training in 

specific industries. 

NZITO has a very good track record for achieving targets 

set for credits, qualification completions and trainee 

numbers. Despite the lukewarm support from large parts 

of Fonterra, the ITO has managed to grow while keeping 

overheads below 12.6% and has operational efficiencies 

well above the average for ITO’s. 

In response to the Government’s Tertiary education 

Strategy, NZITO has developed further options to support 

foundation skills training (literacy, numeracy, basic 

computer skills) which can be integrated into mainstream 

induction level training. 

There has been collaborative work with primary sector 

ITO’s to build coherence from farm to processing to 

distribution and to work on skills shortage issues. 

12 

CONGRESS 

NZITO Report 2010 


Rule Remit 2 

Rule 14.2(d) Replacement Remit 

(d) One regional representative per 1300 members or part thereof, 

elected at, and by the National Congress. For the purpose of this 

election the candidates shall be divided into the following 4 regions: 

(i) South Island 

(ii) Central, being that area in the North Island south of Taupo 

(iii) Waikato, being that area in the North Island north of Taupo 

but south of the Bombay Hills 

(iv) Northern, being that area in the North Island north of the 

Bombay Hills. 

Card Vote: For–237 Against– 4811 

–LOST 

Rule and Policy Remit 11 

That the Union’s Rules and Policies be changed to reflect: 

The Runanga name be changed to Runanga/Fono, and that one 

position on the Runanga/Fono be designated Pacific Island delegate; 

and 

If there is ever an occasion where a Pacific Island delegate is not 

elected via the Runanga/Fono election process, a separate additional 

delegate representing Pacific Islanders will be called for (via Elections). 

Card Vote: For–5416 Against–1500 

–CARRIED 

The budget deficit on $13.8m turnover was $2.7m which 

reversed the previous year’s $2.7m surplus. 

The deficit resulted from a decision to increase grants 

and training during the global recession so that the investment 

in skills did not fall away during difficult times. 

The TEC has changed the model of reporting by shifting 

to tighter controls on the delivery of learning. The ITO 

preferred the old model of payment for credit results and 

is now concerned that there will be reduced flexibility in 

the manner of the delivery of training. 

James Ritchie DWU Rep NZITO

13 

He honore he kororia kit e atua. 

He maungarongo he whakaaro pai ki nga taangata katoa ki 

runaga i te mata o te whenua, 

Honour and glory be to God. 

Peace and goodwill be to all mankind upon the earth. 

DWU: Our commitment as cultural advisors to 

the Union is still unwavering as we continue 

to strengthen our knowledge base within the 

Runanga. Following the Runanga elections in February this 

year, we welcome Selwyn Rogers back into the Runanga 

fold. Many of you will know Selwyn as a former Runanga 

member and representative for the Waikato region. Selwyn is 

the only new (old) face to emerge from the elections which 

offers us the benefits of everyone’s experience, therefore I 

congratulate all returning members. 

March Meeting: 

This year the Runanga held its March hui on a Marae which 

provided us with the opportunity to be together under the 

same roof for the entirety of the hui, thus giving us more 

time to attend to what proved to be a challenging agenda. 

We spent time as usual discussing and arranging what we 

thought would be appropriate contributions to congress and 

other Union forums. 

One outcome of our hui was to compose a waiata (song) 

for our Union with the hope that it will be adopted and 

used by our members at all DWU functions such as congress. 

(National Congress delegates were given the lyrics as well 

as a full understanding of the song during the course of this 

years congress. Ed.). Having our own Union song is akin to 

having our own Union banner, it gives us identity, pride and 

individualism as a Union among other Unions. Can’t wait to 

hear everyone singing this! 

Runanga debuts the union Waiata. 

CONGRESS 

Runanga Report 2010 


CTU: 

The past twelve months have been chaotic in the national 

arena, visions that were being developed through 

the CTU Runanga with the support of the previous 

Labour led Government are disappearing one by one. 

One example is the mentoring programme which was 

in the implementation stage and ready to bear fruit. 

This programme was being run in conjunction with 

the Hui Taumata Trust and was aimed at, at risk youth 

who had poor education and learning difficulties which 

would see them in the front of the dole queue. The aim 

was to identify youth who fitted into this category and 

buddy them up with a ‘Big Brother’ mentor who would 

provide guidance as well as set a standard in the form of 

a role model. Alas the ‘Nats’ couldn’t see the benefit in 

investing in our youth. Go figure! 

Biennial: 

Last year I was fortunate enough to attend the CTU 

biennial along with James, Angus, former VP Shane 

Stieller and Women’ Convenor Laura Boynton. Although 

this was the second biennial I had attended, it 

was no less awe inspiring than the first. Being a part of 

the big picture stuff and sharing experiences with fellow 

Unionists that have left legacies behind them written 

in collectives, policy and rule books – some that will 

be around long after the instigators was very humbling. 

And watching John Key stumble through a minefield of 

questions planted by the real people - the workers of this 

country–is not something I will soon forget. 

Once again, we acknowledge we would not be able to 

function as effectively if not for the continued support 

of our organiser Mark Apiata-Wade, the officers and the 

National Executive. Thank you. Naku noa. 

Justin Dick Te Runanga Convenor

It is my pleasure on behalf of John Smith and myself 

to provide to you, the members of the Dairy Workers’ 

Union who are also members of UniMed, with my annual 

review and comments on the activities of our Society 

over the past 12 months. 

The most recently completed financial year for UniMed 

covered in this report was the one ending 30 June 2009 

which is obviously quite some months past now and therefore 

I will also briefly report on what has been happening 

since the end of June last year. 

14 

Highlights for the year ending June 2009: 

• total operating income from all sources was up 1.6% 

with premium contributions from members being the 

largest proportion of that, increasing 3.2% 

• total claims paid and provided for increased 11.3% 

• net earnings were a healthy $4.2M however this was 

approximately one third down on recent years’ results 

• administration expenses for the Society’s health insurance 

operations were maintained at a similar percentage 

of premiums received and earned to the prior year 

• total members’ funds stood at $53.8M at the end of 

the financial year which maintains the Society’s strong 

balance sheet 

As mentioned above there was a substantial increase in the 

value of members’ claims paid and settled, which clearly 

demonstrates the value of Society membership. While 

the value of claims paid was up 11.3% over the year, the 

reasons behind it are twofold. Firstly, the average cost of all 

private hospital admissions for surgery has been subject to 

cost increases from the hospitals and from the specialists 

involved with our members’ care. Also, the ‘incident rate’ 

has sharply increased – that is, the number of members 

from a given membership segment who have needed to 

access private surgical treatment during the year. 

Our members have obviously not been immune to the 

recent tougher economic conditions and while I would 

like to be able to assure DWU members of UniMed 

that there will not be a premium increase in the coming 

months to offset sharply increased claims costs, I obviously 

cannot due to the fact that the premium pool from which 

claims are paid must be self sustaining in the medium 

to long term. I can however assure DWU members of 

UniMed that any premium increases introduced will be as 

modest as is possible. 

All will be aware from the general media that the Accident 

Compensation Corporation (ACC) are themselves 

experiencing considerable claims costs escalation pressures 

and have indicated that they will be looking to reduce if 

not the actual the total claims costs, then at least the rate 

of increase. I have no doubt that this will have a marked 

CONGRESS 

UNIMED Report 2010 


affect on many of our members who unfortunately experience 

an accident over the coming years. This, in turn, will 

undoubtedly mean upward pressure on the Society’s contribution 

to treatment costs following injury. On behalf 

of members, and with their support and co-operation, we 

take the ACC to task if we believe that proposed treatment 

should rightly fall under the ACC’s scope of cover and not 

a member’s private health insurance which is principally 

designed to cover non injury treatment costs. If we do 

not take this stance on behalf of all members, claims costs 

will undoubtedly increase which, in turn, raises the need 

to further increase premiums than would otherwise have 

been needed. 

Aging Membership 

It will come as no surprise to members that as we age, it 

becomes increasingly likely that we will need to access the 

benefits of our UniMed membership. Put simply, “more 

things go wrong”, and this has meant that over the past 

year nearly one third of all members of UniMed over the 

age of 65 have needed to claim for either the costs associated 

with a private hospital admission or other expensive 

high-tech outpatient procedures and / or diagnostic 

scans. The intervention rates for members aged under 65 

including obviously DWU members of UniMed, has been 

somewhat lower. 

Innovation 

While touching on the issue of high-tech interventions, 

the past year has seen a number of new technologies and 

procedures become available in the private medical sector 

with a corresponding increasing level of enquiry from 

members for coverage of these new treatments. An example 

would be the ability to access treatment for substantial 

cancers in the private sector now, be that either via drug 

regimes or by radiotherapy. 

While it is very easy to understand why a member would 

wish to access the latest technology, it has to be made clear 

that the Society’s stance is that until such time as that technology 

is well established and has proven benefits, both 

from a health improvement perspective and a financial one, 

we will continue to be cautious about extending cover to 

include such new innovations. 

Having said that, during April 2009 we took the opportunity 

to introduce new benefits in some of our general 

non Dairy Industry plans to provide coverage for cancer 

treatment in the private sector via a new radiotherapy benefit 

and also covering a limited range of anti-cancer drugs. 

We will be working to introduce the same range of benefits 

in the Dairy Industry Scheme as Collectives are progressively 

renegotiated.

What else is happening at UniMed 

The staff with external expertise are now well into a twelvefifteen 

month project to completely replace and renew the 

IT platform upon which UniMed runs. 

There are a number of substantial enhancements being 

built into the new system which will mean that staff will 

be able to provide an even higher level of service to members 

plus other improvements about which members will 

be fully informed over the coming months. 

The other substantial piece of work being tackled by 

UniMed’s management and staff at the moment is preparing 

to meet the requirements of new legislation expected 

to come into force, at least in part, early 2011 which will 

require the Society to be licensed by the Reserve Bank 

of New Zealand. This licensing means that only those 

insurers that have strong balance sheets and the necessary 

infrastructure to be long term players will be permitted to 

continue to operate as health insurers after 2012 and in 

part will require the obtaining and maintaining of a claims 

paying ability rating from one of the major rating agencies. 

UniMed has been directly involved in the consultation 

process with both the previous and the current Government 

and the Reserve Bank on all facets of this new operating 

environment and is supportive of the introduction of 

licensing and mandatory ratings, all designed to provide 

a clear view to both existing and potential members of 

UniMed or of any other health insurer for that matter, of 

the “strength” of their insurer. UniMed, after 30 years, is 

well placed to meet these challenges. 

15 

Name 

STICK 

Address 

Yes, I am moving to a new dairy industry employer and I wish 

to keep in touch with the NZDWU and maintain my membership. 

Phone Number Email Address 

Current site 

with the 

UNION 

CONGRESS 

Changing Job? 

Please Note: 

If you are moving OUTSIDE the dairy industry we can put you in contact with the appropriate industry union. 

Mail this form to: Freepost 538, NZ Dairy Workers Union, PO Box 9046, Hamilton 


UniMed continues to own 

and operate two aged care 

facilities in Greymouth on the 

West Coast. As I reported last 

year there remains many and 

considerable pressures on the 

aged care sector particularly 

regarding funding levels from 

the local DHB due to the fact 

that they struggle to keep pace 

with increasing operating costs 

of the two homes. All else aside, we take some pride in 

providing a secure, safe and caring environment for our 

residents and patients. 

Our Society is well placed to continue to provide 

excellence in service to its members and while the sharply 

increased cost of claims over the last two years will need to 

be closely monitored and addressed via premium increases 

and / or claims excesses to ensure a stable premium pool, it 

is my full expectation that UniMed will continue to be a 

market leader in the areas of service, value for money and 

scope of cover. 

In closing this report, both John and I are appreciative of 

the feedback and support we regularly receive from 

UniMed members who are also members of the DWU and 

we look forward to the future of UniMed with confidence. 

Brian Wooller 

DWU Board Member 

UniMed 


DWU 

Te Runanga Wai U

Another challenging year has rolled by and it was 

my pleasure to present to National Congress the 

activity of the Welfare fund from 1 April 2009 

to 31 March 2010. 

There were four special cases and six applications 

declined. * One member was paid $2,500.00 instead of 

$2,750.00. The difference has been paid out and will 

appear in the 2011 report. I would like to take this opportunity 

to thank the Welfare Committee–Frank, Tuki 

and Jimi for their help over the past 12 months, and not 

forgetting the invaluable help and support from Sally, 

Carne and James. The funds spent during the year are 

displayed in the table below. 

Dianne Dwight-Welfare Committee Convenor 

16 

CONGRESS 

Welfare Committee Report 2010 


Members Who Passed 

Away During The Year 

Damon Iverson Lichfield 

Colin Webb Whareroa 

Mervyn Eade Edendale 

Donald Adamson Life Member 

Michelle Reidy CanPac 

Michael Henry Edendale 

Rangihuna (Theo) Blake Whareroa 

Ronald Werahiko Reporoa 

Charlotte McRoberts Fonterra-Collingwood St 

Annette Bracken Pahiatua 

Geoffrey Seed Maungaturoto 

Welfare Committee Expenditure 

Category/Item 2009 2010 @ Total 

Death of Dependant 4 4 $2,000.00 8,000.00 

Death of Member 10 10 $2,750.00 27,500.00 

Death of member* 1 $2,500.00 $2,500.00 

Death of Spouse 11 10 $2,000.00 20,000.00 

Hardship Grants 53 55 31,394.18 

Education Grants 20 15 6,845.00 

Less Returned Grant -500.00 6,345.00 

Miscellaneous 5,512.32 

Food vouchers in hand ($575 inc GST) 511.11 

Open Country Cheese 

Food Provisions 9,313.52 

Credit Transfer from OCC Solidarity fund -10,630.74 

Solidarity Fund – Donation Edendale -85.00 

Solidarity Fund Donation – NZEI -200.00 

Total -1602.22 

Expenditure 01.04.09 to 31.03.10 $100,160.39 

Annual Budget 01.04.09 to 31.03.10 $100,000.00

$65. 00 

Heavy Duty Polar Fleece Lined Jacket (Black & Red) Polo Shirt (Black & White) 

Smart casual Lined Jacket (Black) 

17 

Proud to be Union ! 

The Dairy Workers Union has developed a range of promotional clothing items shown here. There are limited numbers of sizes 

and stock available at these great prices. Be in now to obtain yours! ph 07 839 0239 or email: nzdwu@nzdwu.org.nz 

Shower Proof Outer/ Polar Fleece lined Vest (Black) Polar Fleece Vest (Blue & Beige) 

$10. 00 

$60. 00 

Cap (Black & White) 

Order yours now! 

$25. 00 

$25. 00 

$10. 00 

Beanie (Black & White) 

$120. 00

18 

New Zealand Dairy Workers Union 

2010 Annual General Meetings 

Site Attendance 

AGM Attendance and voting 

Balance 

Sheet 


Budget Rule Remits 

Policy 

Remits 

Maungaturoto 24 C C C C 

Kauri 44 C C C C 

Puhoi 36 C C C C 

Takanini 112 C C C C 

Paerata 17 C C C C 

Tip Top - Mt Wellington 108 C C C C 

Northern Region Totals 341 C C C C 

Pahiatua 16 C C C C 

Whareroa 70 C C C C 

National Foods 15 C C C C 

Mako Mako Rd P/North 17 C C C C 

Te Roto Drive Paraparaumu 32 C C C C 

Longburn - G/F & Fonterra 33 C C C C 

Port Stores New Plymouth 16 C C C C 

Kapuni 10 C C C C 

Collingwood/Bridge Sts 192 C C C C 

Central Region Totals 401 C C C C 

Tirau 16 C C C C 

Lichfield 75 C C C C 

Hautapu 26 C C C C 

Te Rapa/SAITL 90 C C C C 

Timpack/Dairy Blenders 55 C C C C 

Crawford Street 33 

CanPac 236 C C C C 

Morrinsville 17 C C C C 

Waitoa/Waharoa/Kerepehi 30 C C C C 

Goodman Fielder Frankton 8 C C C C 

Te Awamutu 14 C C C C 

Edgecumbe 21 C C C C 

Tatua 27 C C C C 

London St 16 C C C C 

Reporoa 17 

Mt Maunganui/CS/TPS 

Yet to be held 

LIC Hamitlon 

Yet to be held 

Waikato/BOP Region Totals 681 C C C C 

Edendale 263 C C C C 

Stirling 59 C C C C 

Mosgiel 7 C C C C 

Clandeboye 291 C C C C 

Halswells Junction 9 C C C C 

Chch Drivers 20 C C C C 

Goodman Fielder Blenheim Rd/Plains 30 C C C C 

NZ Dairies Studholme 20 C C C C 

Marlborough 4 C C C C 

Brightwater 15 C C C C 

Takaka 24 C C C C 

Kaikoura 11 C C C C 

Westland Milk Products 69 C C C C 

Southern Region Totals 822 C C C C 

TOTALS 2245 C C C C

National President: Sinclair Watson 

National Vice Pres: Brett Brown 

National Executive: 

Frances Webster (Northern), 

Bill Johnston & Vacant 

(Waikato BOP), Shane Stieller & 

Vacant (Central), Grant Ellis & 

Tom Faulkner (Southern) 

Justin Dick (Runanga Rep), Laura 

Boynton (Women’s Committee Rep) 

NZCTU representatives 

NZCTU Runanga Rep: Justin Dick 

NZCTU Women’s Rep: Laura Boynton 

Nat Affiliates Council Rep: James 

Ritchie. 

Welfare Committee: 

Convenor–Dianne Dwight 

(Waikato/BOP), Frank Lancaster 

(Northern), Jimi Thompson (Central) 

Tuki Rangi (Southern) 

19 

Delegate NEWS 

Dave Lamb (Lambo) is the Site Delegate for 

Dairyworkers at the Fonterra Brands Te Roto 

Drive site in Paraparaumu. Dave first started in the 

dairy industry at Anchor Products–Te Rapa in 

August 1989–just in time for the big ’89 dispute’–and 

has worked at Kerepehi, Lichfield 

and Hautapu. Dave lives with his partner 

Sonya and daughter Monica on a 4 acre 

lifestyle block at Waikawa, south of 

Levin. His hobbies include photography, 

water and snow skiing. 

People 

Delegates from Fonterra, Goodman Fielder and Lion Nathan–National Foods at a 

delegates training seminar in Palmerston North. This year over 200 delegates from 

throughout the Country will undertake Dairy Worker Union training. 

NZDWU Union Representatives 

NZDWU Women’s Committee: 

Laura Boynton (Convenor) 

& Chrissie Phillips (Waikato/BOP), 

Frances Webster & Joanne Le Clerc. 

(Northern), Hazel Agent & 

Maria Kumeroa (Central), 

Megan Ellenden & Vacant 

(Southern), & Jocelyn Pratt 

(Co–ordinator) 

NZDWU Runanga: 

Justin Dick (Convenor), 

& Selwyn Rogers (Waikato/BOP) 

Michael Iolamo & Mark Michael 

(Northern), John Nuku & Lucille Tane 

(Central), Harry Parker & 

Greg Chaffey (Southern) 

Mark Apiata-Wade (Co-ordinator) 

National Returning Officer: 

Peter Jenkins 


DWU 


Te Runanga Wai U 

Union 

Services 

Union Health Centres 

West Auckland: 

Lincoln Road Henderson 

Ph. 09 837 3933 

Otahuhu: 121 Church Street 

Ph. 09 276 1190 

Otara: 3/80 Alexander Crescent 

Ph. 09 274 9135 

Hamilton: Dey Street 

Ph. 07 856 1211 

Hamilton Law Centre 

Note: For Employment Law issues 

please contact your Union Organiser. 

Our lawyers specialise in all aspects 

of law: • property transactions 

• Immigration • Mortgages 

• Traffic • Criminal matters 

Financial members can use the law 

centre which is located at: 

McCaw Lewis Chapman 

1 London Street Hamilton 

Ph. 07 838 2079 

Postal Service 

A freepost number is available 

for postage of information from 

members to the National Office. 

Envelopes should be addressed as 

follows… 

Freepost 538, NZ Dairy Workers 

Union PO Box 9046, Hamilton 

UniMed 

Are your family members covered? 

You can easily add to your existing 

policy. Act NOW, to take away the 

financial burden should illness occur. 

Favourable joining concessions and 

premium rates apply Telephone now 

for details, 

FREEPHONE 0800 600 666 

Dental Services 

(Waikato only) Hamilton 

Garden Place Ph. 07 839 5862 

19

DairyWorkerSeptember 2010 - New Zealand Dairy Workers Union

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