About this site

This website is intended to be a storehouse of knowledge. No profit or financial benefit for any one individual or group is intended. 

Are you a Fanatic?

 Join us! 

Membership on this site does not automatically grant membership in the group on Facebook. You will need to request to join the group there even if you have already registered on this website.

Employment Agreement Clauses Nz

Employers are required to keep a copy of the employment contract (or current signed terms of employment). The employer must respect a “considered agreement” even if the employee has not signed it. Staff members are entitled, upon request, to a copy of their contract. Also keep in mind that a directive can further clarify processes and your position on certain topics. Although these are non-contractual terms, they contain firm guidelines on how your business works, with the advantage of having the ability to change or change according to your company`s requirements. It is important to remember that the policy is always surpassed by the employment contract (and the employment contract is always surpassed by the law). Under New Zealand law, workers must receive a written agreement containing specific information on the terms of employment envisaged. Unless there is a collective agreement covering the work, a written individual employment contract must be presented and presented to the worker before the start of labour. Use an amendment agreement to make minor changes, additions or deletions to your employment contract. In this document, the existing agreement is amended, while the original conditions remain intact. Note that both parties must accept the changes and sign the amending agreement.

Many employment contracts meet only minimum standards (if they do!) or have been updated without thinking about the impact on the rest of the document. This leads to confusing or conflicting contracts and can lead to disputes or misunderstandings that could easily be avoided In addition to the minimum payment clause, if you expect a worker to work on public holidays (even occasionally), these expectations must be clearly expressed. Workers can refuse the holidays if this is not mentioned as a specific requirement of their employment. Jon asked his union, the Post Primary Teachers` Association, to review the collective agreement and offer with him. You immediately realize that this is no longer relevant – a new collective agreement is in effect. Jon explains to the manager why he will not sign the letter of offer and indicates that the salary increases have increased. The nature of the employment contract offered and negotiated in good faith depends on factors. B if the worker is unionized. Controlling who and when your employee can work for a competitor, perhaps exchanging information, talking to customers or poaching staff is an extremely important protection for your business.

It is important to note that trade restriction clauses may not be applicable unless they are properly drafted and enforced. In the event of a trial or trial period, the agreement contains factual information about the trial period or trial period. For a trial period to take effect, it must contain certain elements. If a collective agreement covers your employment, your new worker must have the same conditions as the collective agreement for the first 30 days of work.

Community Managers
Warren Norgaard - Facebook Group Admin
Lisa Dayhoff - Website Admin/Map Manager
Beverly Maguire - Classes/Tutorials Directory Manager
Aviva Brandt - Classes/Tutorials Directory Manager
Jo Kappel - Retailer Directory Manager
Tish Reed - Q&A Manager