A Quick Guide to Restructuring
The current economic climate in NZ means employers are facing the challenges of rising costs. As a result we are seeing organisational restructures becoming more common as businesses look at ways to reduce costs and/or increase efficiency.
The starting point is that an employer is entitled to reduce its workforce if it does not have the work available. Likewise employers can also make changes to their organisation to make it more efficient or more profitable.
However employers do need to ensure that the restructure is substantively justified and the process followed is fair otherwise they risk personal grievances being raised.
Just Be Nice to Each Other
I have a hatred of the misuse of the word Purport to the extent where I have advised the young ones in my office that if they use the word in the wrong context, I will fire them.
Such is my hatred of the misuse of this word that I have engaged in a rather petty argument with a lawyer in Auckland about her misuse of the word in correspondence.
Justified Dismissal - It can be done!
Employers are often exasperated and complain to us that it is impossible to dismiss someone while following all the rules – it’s not!!
Trial Periods - what you need to know
Trial periods can be a very useful tool for employers to see if their new hire is the right fit for the business, however, the rules around when and how to use trial periods can be tricky, and if you don’t get it right then you can end up in hot water.
Why keeping accurate employment records is so important
As an employer, you must keep accurate wage, time, holidays and leave records. Failing to do so can end up being quite costly, as this Employment Court decision shows.
In Shah Enterprise NZ Ltd v A Labour Inspector [2022] NZEmpC 177, a convenience store owner had to pay $28,000 after he failed to keep accurate records and pay the minimum wage. With this in mind, it is worth looking at what the requirements for keeping accurate records are for your business
