Check out our fortnightly publication in the Dominion Post, (picked up by Stuff), our latest Dispatch and links to our Radio Interviews at Radio Live. Our latest topics to news and current affairs relevant to you in employment law and human resource practice.
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At this time of year many people choose to get a flu jab. - Can employers compel their employees to get flu jabs.
While people have a right to express their honestly held views and opinions, this does not extend to unreasonably destroying another person’s reputation.
Employers often use the term “disciplinary” when they are putting an employee through a process to improve their performance. This is wrong from a legal perspective and can lead to confused and costly outcomes.
There is no shortage of employers who grapple with disciplinary processes and investigations. However there are also no shortage of employers who fail to meet the complex legal and procedural standards the Employment Relations Authority and Courts expect where disciplinary action is being considered.
This webinar will demystify the steps employers need to follow when considering disciplinary action, provide attendees with a sound understanding of the relevant legal principles, and work through strategies that practitioners and employers can adopt when faced with difficult situations.
Roseanne Barr's revival was short-lived.. Her rebooted TV show, Roseanne, was axed after she made a racist tweet about Valerie Jarrett, a former adviser to Barack Obama.
This Friday I will be wearing a pink shirt. In New Zealand the pink shirt movement is focussed on stopping bullying and spreading kindness. How do we encourage people to reflect on their own behaviour and on how they are treating others?
How do you quantify and put a number on the humiliation and distress that a person might suffer as a result of an employment grievance. There are naturally a large number of variables that can go into how someone may be affected by their employer's unjustified actions
This should be a wake up call to rogue employers who think that they are above the law, and can abuse, usually vulnerable, employees.
In New Zealand bringing an employer into disrepute can be a basis for termination of an employment relationship. However, the employer will usually need to be able to point to actual damage to reputation, or at least a high likelihood of damage being done.
As a general principle, an employee who is accused of wrongdoing is entitled to know who has accused them. The reason for this is that it is difficult to defend yourself without knowing all of the details of the complaint, including who, what, when and where. Therefore, employers will face significant hurdles in undertaking a legally robust investigation where the complainant refuses to have their identity disclosed.