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In its simplest sense, mediation involves an independent third party facilitating discussions between the two sides in a dispute and assisting them to reach a resolution themselves.
It is employers that need to take the lead in ensuring sexual harassment is not tolerated in the workplace.
Deductions from an employee’s wages are also tightly regulated and will only be lawful where they are not unreasonable, where the employer has consulted with the employee regarding the specific deduction, and where the employee has given written consent.
Employees should never be discouraged from raising issues and making complaints, but those who knowingly make false allegations may well find that this backfires on them.
Restructurings are an unfortunate reality of the modern world. Employers may find themselves having to make decisions that will not go down well with their employees and may impact on their livelihood.
The starting point is that before any employer embarks upon drug testing, it needs to be clear about what the purpose of the testing is, and what will constitute a positive test.
Short of an employee having a contractual right to a specific workspace or arrangement, an employer can generally reconfigure its office and working spaces as it sees fit and without issue.
John Key, not being an employee, was free to give as much or as little notice as he wanted of his resignation. Employees do not have this same luxury, so should be warned.
It is one thing to have a strong legal claim as an employee, but it can be quite another trying to get what is due to you. Especially so when the legal entity that is or was the employer shuts up shop and leaves nothing but an empty shell.
With many schools and businesses closing as a result of the earthquake, and Wellington's CBD generally off limits, there are also employment related impacts that will naturally raise a number of questions for employers and employees.