5.1.Seasonal workforce features

Most seasonal workers are hired during the pruning season. In 2006, 62% of Pernod Ricard New Zealand's employees were from New Zealand. The percentage of New Zealand resident workers generally rises at this time of the year; many travel to the region to join the pruning teams. Each season, however, the industry relies on a percentage of the workforce being made up of backpackers/overseas tourists. Some move to the region specifically to participate in pruning and the rest to supplement their incomes while travelling in New Zealand. During the pruning season, the company employs both male and female workers.

5.1.Recruitment process

Applicants complete an application form and are interviewed either by the Vineyards Office Administrator or by individual vineyard managers.

5.1.Training process

Before seasonal employees begin work, they attend an induction briefing covering terms of employment, sickness, pay details, health and safety policies, and facilities at the vineyard. Workers are also introduced to key staff with whom they will be working. New workers are employed on a regular basis throughout the seasons, so induction briefings are ongoing.

The company has relocatable "smoko" huts, with notice boards displaying training and work related information. For example, there are pictures and text descriptions of each stage of pruning, and examples of exercises to assist with preventing occupational overuse injuries.

Over the last two seasons, Pernod Ricard New Zealand, two locally based health providers and ACC have hosted a Pruning Without Pain workshop at the Montana Fairhall Estate. The workshop was held on two pre-pruning occasions and was open to all industry workers. It covered exercise, clothing and nutrition and was very well received. It has now been decided that individual companies and contractors can host their own pre-pruning workshops.

Pernod Ricard New Zealand also hosts a pre-pruning information day for interested parties. ACC, OSH, Fruitfed and Bahco (ergonomic pruning equipment) have information stands. Handouts of relevant reports (e.g. Pruning Without Pain) are available, as well as pruning and wrapping demonstrations.

All seasonal workers receive on-job training, consisting of oral instruction and demonstrations. Workers are closely supervised and coached during their first week on the job. An important feature of the supervision and coaching is getting workers up to speed to move from an hourly rate on to piecework (contract) rates as soon as possible.

The company has laminated cards as training aids for the main activities carried out on the vineyards.

5.1.What issues concern Pernod Ricard New Zealand?

The company has to compete with other industries to attract seasonal workers. Many industries in the Marlborough area need seasonal labour. The hospitality industry, for example, is a key competitor for labour. Hospitality establishments have more "glamour" and can appear more attractive to some people. Some casual applicants also prefer to work indoors over the winter months.

Pernod Ricard New Zealand prefers to use contractors on a small scale only. This way, the company has control over hiring legitimate workers who have the correct documentation for working in New Zealand. The company is also responsible for proper training and supervision of the various tasks being performed.

The company is deeply interested in and concerned about law-related and compliance issues. Occupational health and safety, immigration and work permits are issues that the company addresses with all seasonal workers. Pernod Ricard New Zealand has close working relationships with the Department of Labour's OSH and Immigration officials, and the Inland Revenue Department.

Fitness is critical for seasonal workers in vineyards. They must walk a long way each day, and the work involves sustained physical activity. The Pruning Without Pain workshops are an example of how Pernod Ricard New Zealand has addressed this issue.

The company reported that oral comprehension of English is important if employees are to understand the induction process, health and safety policies and general instructions. This can become an issue when the workforce speaks a range of languages. The company has put simple strategies in place, such as placing a fluent English speaking employee with others from the same language group.

Accommodation is a major issue for seasonal workers in Marlborough. Various people talked about substandard accommodation being offered at premium prices. If backpackers cannot find accommodation, they will move on to another region where accommodation is available. The demand for quality, reasonably priced accommodation for seasonal workers is being addressed, with new providers planning to build facilities and some existing providers expanding their businesses to house the escalating influx of workers into the region. A focus is to eliminate instances of people living in substandard conditions.

Some seasonal workers in the Marlborough region have transport issues. Some transport is provided but a large percentage of workers are required to provide their own. Many staff travel to the vineyards together and share expenses.

Finally, the company mentioned that a small proportion of the seasonal workers lacked motivation and life skills. A small percentage of applicants were not suited to casual vineyard work. Problems experienced include:

• late out of bed - miss bus ride or arrive at vineyard at morning tea time
• leaving before the work day is completed or an acceptable number of vines pruned/wrapped
• non-comprehension of instructions (a very small group)
• inability to master outdoor vineyard tasks
• inability to work at the pace expected to earn the minimum wage.

5.1.Work demands

Seasonal workers in viticulture do practical, hands-on jobs. The company has developed a training system that involves significant on-job practice and activity, with verbal explanation and descriptions.

Written training materials and job aids are available for reference, but the primary sources of training are oral instructions, observation and practice on the job with coaching.

Vine yield depends on the quality of pruning. Poor pruning can adversely affect the yield of the vine for a number of seasons.

As with the pipfruit industry, seasonal tasks must be completed in specific timeframes. Work is driven by the demands of the growing season, and can be very high pressure. Grapes must be picked at the optimum time to ensure that the end product (wine) is of the highest standard.

5.1.Foundation skill gaps

Some workers, especially those from NESB backgrounds, do not have the English language skills to understand oral instructions and explanations.

Some workers' lack of understanding impacts on their critical thinking skills and the decisions they make, especially during pruning.

Some workers are unable to self manage - some have low levels of personal fitness, others find it difficult to work to set targets.

5.2.Seasonal roles

There are three main areas of seasonal work in vineyards.

Harvesting

Speed is the most important requirement of harvesting. Grapes are harvested by hand and machine. Hand harvesters pick bunches of grapes using snips. Harvesters must manage their own hydration, nutrition and occupational overuse syndrome.

Pruning

Pruning is the most critical role in vineyard work. It affects vines' crop loading for ensuing years. Pruners must leave a certain number of canes, selecting the best ones for crop bearing. They strip out the canes into the area between vine rows ready for mulching. Pruners use loppers and must follow best safety practices to minimise strain related injuries. They are personally responsible for maintaining their gear (loppers, secateurs etc). Pruning is very physical work, and pruners need to manage their hydration, nutrition and monitor their bodies for occupational overuse syndrome.

Wrapping and tying down

People in this role trim the canes with secateurs where necessary after the canes have been pruned. The worker then wraps the canes on to wires at regular intervals and secures them using prime ties, cable ties or wire twist ties, depending on the trellis system. People in this role also maintain their gear, manage their hydration and nutrition and monitor their bodies for occupational overuse syndrome.

5.2.Foundation skills required

Each skill has been annotated to show if it is used frequently (at least hourly), critical to the company, and complex in terms of the amount of technical information.