I aim to share short, informative posts on current developments and ideas in the HR space that are of practical use to employers and employees alike!
I want to make sure you always know what is happening in the world of human resources. Here I provide you with latest news and updates from Essential HR, as I identify them. This includes my own analyses, summaries of key legal developments month by month, and useful tips for your organisation.
If you operate a Retail activity and wish to employ someone to work on Easter Sunday you must understand the new laws affecting this. You cannot in any way require them to work this day - but have to give them the choice of not working - it's tougher than a Stat day.
Terminating employment for medical reasons is challenging for all involved, so before you can do this you need to have attempted everything reasonable to get the person back to work. There are tried and tested paths for this, and they need to be worked on early.
Paying 8% holiday pay as you go may seem easy and avoid having to give leave - but if a contract goes over 12 months it can cost you - actual paid leave in addition.
90-day trial clauses must indicate when they start. And if done right this can be after completion of a pre-employment test.
Recent law changes have highlighted the need to comply with the Wages Protection Act and it is starting to bite - a Wellington Grocer has had to pay $53,000.
A recent Court case has highlighted the need to only pay for leave as you go in certain situations - when your employee is employed fixed term for less than…
I know we have written about this in the past, but this is a timely reminder.
I had a meeting with a client a few weeks ago. I am sure you will be able to identify with this client.
Employers need to check that any salaried Employees who are paid under $40,000 p.a are still being paid at least the minimum wage.
This law takes effect on 4 April. If you have not yet done so, you should update your system. For effective systems this should not be too difficult - checklist below. You could make it part of an annual review of the system.
Mike has a wealth of experience advising on every aspect of the employer-employee relationship. I can give you per-phone guidance or work along side you to make things happen.