News

What is work?

Posted by on 20 June 2018 | 0 Comments

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There will be significant implications for many employers following a recent Employment Court Case. If your employees attend training, meetings, work functions or travel for work purposes you may need to reconsider how you pay them. 

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Compliant Employment Agreements are Paramount

Posted by on 17 May 2018 | 0 Comments

With all the recent changes in employment law, some recent significant Employment Court cases (click here to view), and with many more important changes being proposed by the Labour Government over the coming months, having compliant Employment Agreements for your employees is paramount.  With that in mind, we have made the decision to no longer offer template employment agreements and tailor them to your needs instead.
 
We have always aimed to provide a service to you to make your life easier, including supplying template employment agreements that you can tailor to suit your business requirements. Due to the increasing complexity of employment law combined with all the changes happening and proposed, we will no longer be providing these template documents. This decision has been made with our clients’ best interests at heart. 
 
It is our view that having the ability to make a little ‘tweak’ here and there on a template employment agreement, which is a legally binding document,  exposes you to potential risk if you get the wording wrong, or if you are not aware that changes to employment law have been made.
 
We are happy to work with you to provide an employment agreement tailored to suit your business needs, so do not hesitate to contact us for assistance. 

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Free Pop Up Breakfast Seminar

Posted by on 17 May 2018 | 0 Comments

In light of recent case law involving decisions around Employment Agreements including the 90 day trial period, we feel it is important to keep you updated on potential loop holes and how they could affect your business. We will also touch on understanding those difficult employees and how to effectively manage them. 

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Employer Successful in Constructive Dismissal Case

Posted by on 16 May 2018 | 0 Comments

We have seen an increased occurrence of employees resigning and then raising a PG, stating that their resignation was constructive dismissal and unjustified.  In many instances they haven’t previously raised their concerns with their employer or the issues raised appeared minor with the employer believing each was addressed at the time as no further concern was raised by the employee.  However, post-resignation, the employee might list all of the minor issues trying to prove that a trend existed. They may even claim an illness that they believe resulted from issues in their employment. 

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Recent Employment Case Law Decisions

Posted by on 9 May 2018 | 0 Comments

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Recent employment case law decisions outlined below have resulted in our decision to not offer Employment Agreement Templates.

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Test Your Knowledge - The Privacy Act 1993

Posted by on 12 April 2018 | 0 Comments

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The purpose of the Privacy Act 1993 is to promote and protect individual privacy - in particular to establish principles on: collection, use, and disclosure of information relating to individuals and access by individuals to information held about them.

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Facebook Privacy Issues

Posted by on 12 April 2018 | 0 Comments

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The Privacy Commissioner published findings on 28 March 2018 from a recent investigation where they found Facebook was subject to the Privacy Act, but Facebook held the position that NZ’s Privacy Act did not apply.  These findings came after Facebook refused to provide an individual with access to their personal information held on the accounts of several other Facebook users.

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Equal Pay Claims to be Easier

Posted by on 7 March 2018 | 0 Comments

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There have been two significant pay equity announcements from the government in the last few days.

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Grievances from “Temps” May be Made Possible

Posted by on 7 March 2018 | 0 Comments

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Many employers use temp workers from agencies for various reasons. The employment relationship is between the agency and the employee, and as such the risk of personal grievances lies with the agency. This is proposed to change.

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