Welcome to the HRtoolkit blog, here you’ll find our latest articles and updates. Simply select one of our latest articles or visit a category page for more articles on your topic of interest.
This week, we have some advice on what to do if you find yourself in the unfortunate position of needing to end an employment relationship under the trial period legislation. Many employment issues that have developed into serious employment problems, could have been avoided by taking a ‘no surprises’ approach
At HRtoolkit we work with a wide variety of clients, including several age care institutions. One of these clients identified that the legislative environment in which they were working was altering rapidly, and decided to employ a new CEO to affect change. The new CEO was a seriously high end
Human resources is all about those grey areas; assessing risk and giving advice on navigating between the black and white of employment law. The test of reasonableness and the requirement to act in good faith are two key examples of how important it is to have expert advice. CASE STUDY
Earlier this month we wrote an article on Grey Advice, navigating the grey areas of Employment Law. Usually the Law is black and white, but the test of reasonableness and the requirement to act in good faith are two key examples of how important it is to have expert advice.
At HRtoolkit, we frequently hear that it’s almost impossible censure or dismiss bad staff in New Zealand, however employment law gives us good framework to manage a misconduct or dismissal process. So, how can you, as an employer, be sure you’ve made a fair and reasonable decision? Here are some
NB this article is equally applicable to employees and Independent Contractors Restraints of trade definitely have a bad reputation as being unenforceable, and I have heard many horror stories of salon operatives setting up shop in the immediate vicinity and nobbling your client base. However, the good news is that
January saw great headlines about the end to trial periods and return of the workers right. But since then there has been radio silence, so what is actually happening? Where is the Bill? The Employment Relations Amendment Bill has been put before parliament. However, it is still with the Select
If you are a company with less than 20 employees – there is no change. You are able to continue using the 90 day trial period with confidence, with one note of censure – your 90 day trial period clause must be compliant with the latest legislation. Unfortunately, we have
Did you know that 10 minutes per day x 5 days x 52 weeks a year = 43 hours per year or over 2% of your payroll cost? A productive, engaged employee will “gift” a lot more than 10 minutes of effort, and a Poor performing, disengaged employee will be wasting
Last time we talked about the 3 reasons that managing staff performance is critical ( NB 10 minutes per day x 5 days x 52 weeks a year = 43 hours per year or over 2% of your payroll cost) and how to assess if the issues is Education, Training
