Employment law institutions in New Zealand have yet to grapple in any detail with issues arising from complex employment arrangements, typically the labour on hire arrangements, so-called triangular (or tripartite) employment relationships. If your company engages workers using a labour hire company, there are some important factors and fishhooks for you to be mindful of. This article identifies some of those factors and summarises the potential risks.
The wording is ambiguous. It could be interpreted as “ I am resigning today”. It could also be interpreted, as is more common, as “I am ending my employment today without giving notice”.
The silly season is upon us! With this comes work Christmas parties, social gatherings with clients/customers and of course, an increase in alcohol consumption. While most employees will conduct themselves responsibly, there are a select few that will fail miserably. The question many employers face is: what happens when an employee acts up outside of the workplace?
Recently, news broke of problems understanding and implementing the Holidays Act 2003. This article is intended to provide employers and payroll practitioners with useful information on ensuring their payroll system is up to scratch.
This article discusses important legal developments to be aware of when carrying out an employment restructure.
What did people do before Facebook? The ability to check out what friends and acquaintances are doing, for some, has become part of everyday life. However, for others it has had unexpected and costly consequences. You would have possibly heard…
In 2011 a local high school initiated an investigation into allegations of bullying. The apparent increasing prevalence of bullying is not isolated to schools but is also on the rise in workplaces globally. Employers should be aware that they may be liable for bullying that occurs in their workplace. For that reason, it is useful to know what constitutes bullying, so that steps can be taken to pre-empt potential incidents of bullying and manage conduct of concern appropriately.