Navigating the intersection of criminal law and employment investigations can be challenging for employers and employees alike. In this article, Senior Associate Graham Emery explores
Posted on: Apr 08, 2016 Phil presented to 150 people from the Inter Church Bureau in Hamilton last week, followed by sessions in Tauranga and Rotorua. They’ve been in Wellington, Christchurch and Dunedin this week and are moving on to Nelson next. During 2015 a group of our Associates (Fiona, Phil, Leah and Robyn) undertook a massive project to custom-design a Health and Safety seminar, workbook and resources toolkit for the Inter Church Bureau, to provide vital information of the changes resulting from the
The Ministry of Business, Innovation and Employment is making changes to its Employment Mediation Services to ensure they’re organised and resourced to:
The Employment Standards Legislation Bill has passed third reading in parliament and will come into force 1 April 2016.
The Government wants to prevent unfair employment practices, and have now (from 1 April 2016) legislated against the use of Zero-hour contracts under the Employment Relations Amendment Act 2016.
Dating back to the pre-industrial era, women in New Zealand have been paid less than men. Over time, discrimination against women in the workplace has been recognised, and legislation has been developed to prevent it. New Zealand’s labour and human rights laws prohibit discrimination in pay or employment opportunity, and provide equal pay for men and women doing the same job, in both the public and private sectors. Despite the best intentions of the legislation, the gender pay gap has remained. In the June 2014 quarter, the gender pay gap in New Zealand was 9.9 per cent. This means that a typical New Zealand male earned about 10 per cent more for an hour’s work than a typical New Zealand female.[1]
The Employment Standards Legislation Bill proposes to amend the New Zealand employment law to ensure it responds to the modern, dynamic business environment and encourages fair and productive workplaces.
This year the recognised Public Holidays over the Christmas and New Year period are as follows:
On 24 November, Leah, Fiona, Phil and Robyn presented the first test/pilot seminar on Health and Safety, designed specifically for the Inter Church Bureau by Paul Diver Associates. All going well, next year our Associates will tour around the country facilitating numerous training sessions from Whangarei to Invercargill, spreading the word on health and safety. The seminars will focus on critical points for health and safety around the Church and the different options they provide for their communities.
A recent determination from the Employment Relations Authority has found a voluntary, unpaid pre-employment test did not form part of a trial period. The employees personal grievances for unjustified dismissal and disadvantage failed.