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It seems pretty simple that the wage – work bargain means that an employer pays an employee to provide services for them. Unfortunately, there are some employers who do not appear to understand this straight forward transaction.
Ros Webby has been promoted to partner having joined the firm at its inception in 2013.
Employers have an obligation to maintain a safe working environment for their employees, and this includes an environment free from harassment. So, what are the options for employees who face this sort of treatment in the workplace? In the first instance, it may be possible to deal with the behaviour informally, especially where an offending employee may not realise they are being offensive.
Once a prospective employee has been offered and accepted employment, they have all the same protections at law as an employee who is working. This includes protection against termination without cause and the right to a fair process before the employer makes a decision to dismiss.
In New Zealand, employees are entitled to a minimum of four weeks' annual holidays at the end of each 12 months of continuous employment. The exception to this is ...
The starting point is that unless an employer has clearly stated that personal communications on work accounts will be treated as private, employees should expect that anything they send through their work email or phone is fair game.
My advice to employees is this. Sometimes it is best not to overshare, but if you are asked a direct question, answer it honestly and fully as soon as you are asked.
Profanity that is directed at a person with the intent to bully or abuse is not acceptable or tolerated, and nor should it ever be.
What selection criteria can employers take into account during recruitment?
It is unlawful, and in fact a criminal offence, to record a conversation that the person recording it is not a party to.