Employment Responsibilities
Employers and employees should work towards common goals with mutual understanding. Most employment law professionals are engaged either to help employers follow correct processes to avoid potential litigation or to help employees file proceedings against their employer after the fact, once the business relationship has broken down.
This reactive approach is costly.
Business has traditionally been thought of as a trade-off between profitability and treatment of staff. This was found to be untrue and worse, a costly way to conduct business. The cost of high staff turnover, the subsequent retraining and loss of productivity, employee separation and disengagement can be calculated as a tangible cost.
With this in mind, the associated benefits of mitigating these problems coupled with the added productivity of engaged and loyal employees paves the way for conducting much more sustainably profitable business.
When we look at how employees are treated in business, we are bound by three pieces of legislation; The Employment Relations Act 2000 and its 2018 amendment, the Health and Safety at Work Act 2015 and the Human Rights Act 1993. These serve as an overall benchmark but do little to meet all of the needs of businesses in such a wide variety of industry sectors as we have in New Zealand.
With the three Acts used to underpin policy framework, we are able to craft policy to suit your particular business as it operates in your chosen sector.
Such policies include the following:
Code of Conduct
Health and Safety
Health and Wellbeing
Employment Relationship Problems
Bullying and Harassment
Disciplinary Action
Privacy and Confidentiality
Leave
Return to Work
Drugs and Alcohol
Stress and Fatigue
Smoke Free Workplace
Other industry specific policies can be drafted according to requirements.