DESCRIPTION OF RSE POLICY

The RSE policy allows for the temporary entry of workers to work in the horticulture and viticulture industries. The main aspects of the policy are:

• Agency to agency relationship: This aspect of the policy is restricted to the five Pacific states - Vanuatu, Tonga, Samoa, Kiribati and Samoa. An Inter Agency Understanding (IAU) between these five Pacific government agencies and the New Zealand Department of Labour sets out the respective obligations of the parties and arrangements for RSE.
• Employer recognition: Employers who wish to participate in the RSE policy must first gain recognition by complying with good employer and other requirements. Once they have achieved RSE status, the employer applies for an agreement to recruit (ATR) a specified number of RSE workers (for a specific timeframe, location and work tasks).
• New Zealanders first principle: ATRs are approved only upon confirmation that no New Zealand workers are available.
• Employer driven: The selection of workers and re-employment of return workers is determined by employers based on their requirements. The relationship between the employer and worker is an employment one.
• Short term migration: Worker applicants who have an offer of employment from a RSE employer and who meet the RSE worker criteria are granted a seven month Limited Purpose Entry visa in any 11 month period^[5].
• Circular migration: The policy provides for the return of trained workers (who have an offer of employment) in future seasons.
• Pastoral care: The RSE employer is responsible for the pastoral care of workers.