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So, there is a real opportunity here for unions to recapture the initiative and momentum in industrial relations. They have been given the tools, but will need to be smart about how they use them, because if membership numbers do not grow now under this legislation, they may never recover again at all in New Zealand.
Employees who momentarily lose the plot and tell their employer to shove it, may be entitled to a second chance.
Rather than empowering women to choose if and when they have children, many commentators say that the policy creates an uncomfortable set of expectations. What is clear though is that any employers who are thinking of introducing this practice will need to think very carefully about how to do so in a legally compliant and culturally appropriate way.
Firstly, prior to any strike occurring, a union must give notice to the employer of the date and time that the strike will start and finish, where it will occur, and who will be involved. Whilst the Employment Relations Act provides that employers in “essential services” must be given a minimum of 14 days notice of a strike, this does not apply to public transport services.
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 ...