Hiring After a Restructuring Process: Handle With Care
For employers who are navigating organisational change, a careful consultation process is often the focus. However, there are several employment issues that may come out
For employers who are navigating organisational change, a careful consultation process is often the focus. However, there are several employment issues that may come out
I have been involved in bargaining for collective agreements for over 25 years now and the bargaining environment over the last 12 months is nothing like I have ever seen before. Expectations between Employees, Unions and Employers are wildly apart. Bargaining is taking significantly longer and there is a greater willingness of Employees to resort to strike action if their claims are not being met. The crux of these differences in 99% of cases is a focus on wage and
Local Politics is Rough and Tumble, but its about learning strategies to be resilient throughout the rough and tumble. As we enter the second year of the triennium, elected members and council officers are faced with a few challenges including that most councils across New Zealand are predicting potentially large rates increases and/or controversial changes to their annual budget in order to fund essential infrastructure and services. Compounding these challenges is the threat that such unpopular decisions will result in
An action taken by an Employer which has derived solely from a disputed interpretation of an employment agreement cannot be pursued as a personal grievance. Breen and Prime Resources [2023] NZEmpC 199 has distinguished the difference between a personal grievance (s103) and a dispute (s129) and identifies that there is no jurisdiction to investigate a claim for a personal grievance when the claim itself falls solely within the scope of the dispute procedure. Background Facts The dispute between the
Join us for this timely and insightful webinar on the possible changes the new (to be) Coalition Government may make to employment legislation and landscape. Employment experts James Crichton, Barrister and Employment Law Specialist, and Madeline Wrigley, Business Partner will provide valuable insights and share their assessment of what’s ahead, potential impact on current practice, and how employers can prepare. Whether you are an employer, owner-operator, business manager, or HR professional, don’t miss this opportunity to stay informed and to help prepare
Workplace conflicts are like unwanted guests – they tend to show up uninvited and disrupt the harmony. Understanding the root causes of these conflicts is an important first step toward finding effective solutions. Here, we delve into four of the common reasons for workplace conflicts that we come across and provide a range of strategies, from low-level interventions to more escalated approaches, to help address and resolve them. 1. Differences in Communication Styles: Miscommunication is a common catalyst for workplace
With a National Party, ACT and NZ First government on the way, we thought it would be good to be reminded of how some of their election campaign promises might impact employment relations. Each of these parties’ had 2023 election campaigns that touched on employment relations, and while the new Government may or may not bring some of these policies into law – here are the potential adjustments that have been floated. Restoration of 90-Day Trial Periods for Larger Employers:
Starting from October 1, 2023, workers in the Recognised Seasonal Employer (RSE) program will receive higher pay and sick leave benefits. Also, their sick leave will begin from the first day of employment. As of October 1, 2023, employers in the RSE program must pay workers at least the minimum wage plus an additional 10% for the hours they work. This amounts to $24.97 per hour currently. The RSE program allows the the horticulture and viticulture industries to hire
We continue to be faced with a range of factors that are putting pressure on workplaces to reassess their size and shape. These can require us to review and change how we operate. The way we approach and prepare for change in the workplace can make all the difference, especially in the current economic environment. Join our upcoming webinar on getting you change ready. Our Senior Associates Sarah Sherwin and Katharine Collins will provide their insights for working through change,
Fair Pay Agreement for Commercial Cleaners Approved A new application to initiate a Fair Pay Agreement (FPA) for Commercial Cleaners was approved on 19 June 2023. While for most people this went unnoticed, look again as it may be of real importance for employers. If you have any employees whose work involves 25% or more of any of the included job classifications below, this FPA will end up setting minimum terms and conditions for your employees. You cannot opt out
The Worker Protection (Migrant and Other Employees) Bill has been passed, marking a significant milestone in protecting vulnerable workers in Aotearoa New Zealand. This will take effect on January 6, 2024. The legislation introduces amendments to the Immigration Act 2009, the Employment Relations Act 2000, and the Companies Act 1993. The Worker Protection Act constitutes the final component of the comprehensive Migrant Worker Exploitation programme package. This package includes a dedicated 0800 reporting line and webform, joint compliance efforts by
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