Employment Court Guidance on Availability clauses

Posted by:

A recent Employment Court ruling provides guidance with regard to the meaning of “availability”, including the concept of “reasonable compensation” for availability. That is, whether employers can require their employees to work additional hours of work above their standard working hours, without paying them for being available to work. 

In Postal Workers Union of Aotearoa Inc v New Zealand Post Limited, NZ Post delivery agents’ collective agreement included a clause, requiring workers (i.e. your local ‘Postie’) to work reasonable overtime ...

Continue →

The Equal Pay Amendment Bill moves closer to becoming law

Posted by:

The Equal Pay Amendment Bill is legislation
that will define how pay equity claims can be raised and resolved.

Last week the Select Committee issued its report on the Equal Pay Amendment Bill (the Bill). The Committee set out proposed changes to make the Bill workable, but did not recommend significant changes to the framework proposed in the first reading of the Bill. Having passed the Select Committee phase, the Bill now awaits its second reading.

Pay equity ...

Continue →

New Code of Good Faith effective

Posted by:

The Code came into force on 6 May 2019 alongside many of the
other amendments under the Employment Relations Amendment Act 2018, which took
effect the same day. 

The purpose of the Code is to give employers and unions
guidance on their duty to act in good faith. It sets out:

  • what the parties should consider during the
    bargaining process and when entering into any written arrangement;
  • the requirement for parties to conclude a
    collective agreement unless there is a genuine reason ...
Continue →

Employment relationships, settlement agreements and mandatory reporting

Posted by:

The resolution of employment relationship problems in a confidential, full, final and binding Record of Settlement is usual process.  However, not all employees understand that while the agreement may resolve the employment relationship problem, an employer cannot be barred from a statutory obligation, such as a mandatory reporting obligation.

For many professionals, including teachers, lawyers, accountants and pharmacists and other medical professionals, an individual’s conduct and work performance is subject to regulatory supervision and oversight under Codes of Conduct and ...

Continue →

Commercial and Employment Lawyers – Opportunities to accelerate your career!

Posted by:

Our clients continue to grow, develop and pursue exciting prospects, which creates two new opportunities to join our team. We have opportunities for an experienced Commercial lawyer and Employment lawyer.

We are a firm based on client relationships and high quality service. We offer a supportive, flexible and friendly working environment, an established and growing client base, and a commitment to professional development.

To join our commercial law team you should have a minimum of 3 years PQE predominantly in commercial law ...

Continue →
Page 1 of 13 12345...»