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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Employees are entitled to expect a dignified and respectful transition from the workplace at the end of their working lives. The starting point is communication.
A constructive dismissal occurs when an employee has no choice but to resign their employment and actually does so.
Evidence that an employee lied in their pre-employment application or interview can also justify dismissal on account of dishonesty.
Humour in the workplace is something most people would surely encourage. Let’s face it, we spend around half our waking hours at work and if we can’t have a laugh, it would be a sad day.
In an employment context, are employers required to meet the legal fees of employees when they get into trouble with the law.
The problem stems from the Holidays Act itself, which is antiquated, complicated and fails to cater for modern working arrangements.
These technical wonders of a smartphone can perform a multitude of handy functions and go everywhere with us. One of the more contentious functions is the ability of these phones to record high quality digital sound. When this is done covertly it can lead to trouble.
It has become disturbingly common to read about teachers losing their jobs and then being disciplined by the Education Council.
The incident attracted worldwide attention last week and was featured by US based comedian, John Oliver on his HBO Show.
There is another legal twist relevant to Butler’s case, in that it is arguable that she was expressing a political opinion regarding the TPPA and should be free to do so. Expression of political opinion is protected under the Human Rights Act 1993.
While record keeping requirements might sound dull and technical, the Authority has made it clear that these matters are not viewed as minor failings. The reality is that employers are required by law to keep accurate documentation, and can expect to be penalised if they don’t comply. Further, where a disgruntled employee brings a wage recovery claim, in the absence of clear records, proving otherwise, the Authority may simply accept the claims.