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.
We thank our supporters for the supply of some of the icons and pictures.
It seems that every punter has thrown their hat in the ring and voiced an opinion as to whether Key’s conduct amounts to bullying, sexual harassment, harmless fun, or just weird, creepy and childish behaviour that is unbecoming of someone in his role.
The Campbell Live saga may seem a world away from most workplace restructures, but the reality is that the cut-throat environment of commercial television is not too different from any other business.
There is a delicate balance between the human rights and privacy interests of individuals, and the right of employers to understand what, if any, risk an employee presents.
In the past year a disturbing trend has emerged of employees having a crack at their former employers, despite agreeing to confidential and full and final settlements.
To completely ruin a great idiomatic expression, in the recent debacle involving Karen Hammond and her former Hastings employer NZCU Baywide, Hammond baked her (offensive) cake and ate it too.
Sometimes a decision by an employee to take legal action against an employer can backfire spectacularly.
Last week, disgraced cyclist Lance Armstrong continued his downward spiral and demonstrated how poor his judgment actually is.
The social media expose of the late-night antics of a pair of employees of Marsh Insurance in Christchurch has again brought the issue of out-of-work activities into the limelight.
In this case, the conduct took place in the office, but after hours.
Employers are increasingly offering prospective staff significant bonuses and performance pay to lure and retain the best people they can. But making promises about bonuses and other incentives needs to be carefully considered.
The Labour Party has recently announced a private members bill seeking to make “zero hour contracts” illegal. These types of employment agreement have become de rigeur in the UK in the wake of the global financial crisis and the struggle by businesses in the retail and hospitality sectors to stay afloat. Business has sought to find creative ways to keep a large pool of labour at the ready, but with minimal obligation.
Many people have secrets that they would prefer the wider public, or even their friends and family, never found out about. But what happens in an employment relationship when an employee has a deep, dark secret?