When it comes to mediation ‘sorry’ really is the hardest word. But why? And how can we change that? After years of mediating, I feel confident saying that it is easier to get money than an apology. And it’s something I’ve spent quite a bit of time pondering.

With cases of the CONVID-19 virus having now been confirmed in New Zealand, and some travellers returning from overseas being urged to self-isolate, employers should be thinking about their strategies to address this threat, and/or any other future incidences like this, and their obligations as an employer.

With effect from 26 August 2020, or such earlier date as an Order in Council prescribes, the Employment Relations Authority will have some further ability to control wayward litigants and their advisers.

We recently held a free webinar on Employing Migrant Workers. Incase you missed it or would like to listen again, we have now made it available here.

Immigration New Zealand has announced a variety of changes to work visas and how migrant workers are employed. These changes will be happening in stages over the next 18 months and will be completed in 2021. Two of the most significant changes are: Employers will need to be accredited employers in order to hire migrant workers. Sector Agreements will apply to some industries.

It was big, grey and right outside Invercargill Pak’n Save. Around its neck was a sign saying, ‘Don’t Be a Rat Mr Dobson.’

Is behaviour outside working hours solely a private matter? Does an employer have any business passing judgement on private conduct? Well sometimes, yes. Conduct outside the workplace can impact on the employment relationship by bringing the employer into disrepute. Sometimes that impact can be serious enough to justify dismissal [1].

There is a point at the end of most mediation sessions, usually after documents have been signed and water glasses and whiteboard markers are being cleared away, where one of the parties turns to someone, maybe the mediator or maybe one of their own support people, and says, “I’m so relieved.”

In a recent Employment Court case, the Court confirmed that employers who seek to require an employee to be available for additional hours of work outside those set out in their employment agreement will need to Ensure they have genuine reasons for requiring the employee’s additional availability; Include an availability provision in their employment agreement; and ensure the employee receives reasonable compensation for the required availability.

1 April 2019: Three60 Consult, (previously Paul Diver Associates) is delighted to announce the appointment of Anna Jones as Chief Executive Officer and Director effective from 1 April 2019.