We are Employment Advocates for Employers. Mediation, Employment Relations Authority (ERA) and Employment Court Representation. We represent employers in defending against personal grievance claims.
We defend employers from personal grievance claims. We work proactively with employers in making sure their legal bases are covered and to reduce the risk of problems arising later. Dealing with the issues properly at the start and as they arise will avoid later risk and expense. We work to reduce costs and to reduce the damage.
Defending Personal Grievance claims
Unfair Dismissal Employment Law Specialists
Defending wage arrears and holiday pay claims
Negotiating Exit Packages
Firing problematic employees
Handling misconduct and performance issues
Providing guidance on difficult employment matters
If a personal grievance is raised with an employer, it is important that the employer responds to the personal grievance in a well considered and strategic way.
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The Federated Farmers Employment Contract is commonly used by farmer employers. We represent employers in employment disputes where problems arise with these contracts. The correct preparation and execution of the Federated Farmers Employment Agreement is important for the farmer employers that use them.
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Where there is confusion or ambiguity of the identity of the employer the legal test requires an objective observation of the employment relationship at its outset with knowledge of all relevant communications between employer and employee.
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Parties can agree that an advocate is paid directly by the employer in terms of an s 149 record of settlement. "Payment" excludes legal or advocacy services where such service is a separate term of the settlement and a GST invoice for a defined sum is provided to the other party.
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There are a lot of employers who think that "No Win, No Fee" is an arrangement available to their business in defending a personal grievance or other claims.
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When an employer wins an Employment Relations Authority case the employer's costs might have been tens of thousands of dollars, but claiming it all back against the employee is near impossible.
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The New Zealand employment law scene still suffers with its unlicenced employment investigators. Many untrained workplace investigators who front themselves primarily as Human Resources consultants are holding themselves out as being investigator to the employer in employment investigations where they receive valuable consideration for doing so. A recent Private Security Personnel Licensing Authority (PSPLA) decision has confirmed the restriction on this practice where the investigator does not hold a licence.
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The New Zealand Covid-19 Wage Subsidy is designed to subsidise the employer in paying wages to their employees. Breaches of the Wages Protection Act.
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