Posted on 20 March 2014
Court ruling will have big knock-on effect for HR
Lawyers are advising HR departments to review employment agreements and company practices relating to meal and rest breaks in light of Employment Court decision (Greenslade v Jetstar).
The Court ruled that Jetstar pilot, Robert Greenslade, has the right to take meal and rest breaks during shifts.The ruling overturned an earlier decision by the Employment Relations Authority that found in Jetstar’s favour.
Have your say on Health and Safety Reform bill
Submissions are now being accepted by the Transport and Industrial Relations Committee on the Health and Safety Reform Bill.
The omnibus Bill proposes reform of New Zealand’s workplace health and safety system and seeks to replace the Health and Safety in Employment Act 1992 and the Machinery Act 1950.
Lessons from the 'Harlem Shake' case
Employers should consider when summarily dismissing employees whether their behaviour violates a range of policies, in light of a recent Employment Relations Authority ruling.
In a commentary on the case of “Harlem Shaker” Craig Flynn vs Fonterra, Cavell Leitch employment team partner, Peter van Keulen, advised employers should investigate whether unacceptable behaviour by individuals could fall under other disciplinary grounds that may make a stronger case for dismissal.
Bodacious: How to boldly change employee attitudes in seconds
He was massive. He was feared. His name was Bodacious. There was just a handful of cowboys in the country whose attitude he couldn’t change — in less than eight seconds.
Recognized in the rodeo community as “The World’s Most Dangerous Bull,” Bodacious, a Charbray bull, bucked off 127 of 135 riders during his career. As impressive as the 1,900-pound beast’s record of being nearly impossible to ride, was his record for breaking a cowboy’s pride and face. The bull was known for a "power move," where his hind end would make a rider lean forward, and then the bull’s head would smack the cowboy in the face—often breaking noses or creating more serious injuries.
Posted by Antonia on 20 March 2014
Because remuneration is a mandatory clause in the employment agreement, we encourage all employers with employees on the current minimum wage ($13.75 per hour) to document the increase as a Variation to the Employment Agreement.
If you have any employees currently on $14 to $16 per hour we recommend reviewing their pay rates around the same time as the minimum wage increase to determine whether an increase is warranted for them also to maintain internal relativity.
Feel free to contact us if you need any help implementing the minimum wage increase.