by Wendy Macphail | Jul 1, 2012 | Accord News, Employment Law, Human Resources
Employment agreements have been required by law since the introduction of the Employment Relations Act 2000. Since July 2011 employers have been required to keep signed copies of all employment agreements on record. For this reason, more than ever before, employers...
by Wendy Macphail | Jun 1, 2012 | Accord News, Employment Law, Human Resources
Around 18% of New Zealand employees claim they have been victims of bullying in the workplace. Compared to the rest of the world this figure is high. Dealing with bullies in the workplace is a complex problem, but one employer must deal with. Failure to address the...
by Wendy Macphail | May 1, 2012 | Accord News, Employment Law, Human Resources
Heat of the moment resignations are not uncommon in the workplace. Such resignations are a relief for an employer, when such a resignation is from a troublesome employee. However, it is not that easy as a recent case shows us. In the case of Kostic v Dodd, Mr Dodd,...
by Wendy Macphail | Apr 1, 2012 | Accord News, Employment Law, Human Resources
The new 90 day trial period is very useful for employers. An employer can now asses a new employee over a 90 day period to ensure they are a suitable fit for their business, without being troubled with the risk of personal grievance claims. However, it is never that...
by Wendy Macphail | Mar 1, 2012 | Accord News, Employment Law, Human Resources
One thing is certain in life, and that is things will change. Many people find change unsettling, and this is particularly true in the workplace. However, if your business is to continue to grow, it must constantly evolve. So how do you manage to encourage your...
by Wendy Macphail | Feb 1, 2012 | Accord News, Employment Law, Human Resources
Do you have an employee that is frequently away sick on a Friday or a Monday? What can you do if you suspect an employee’s absence for sickness is not genuine? This is a question I am frequently asked by my employer clients. If you have reasonable grounds to suspect...
