A Person Conducting a Business or Undertaking (PCBU) is essentially any entity doing business of any sort in New Zealand. PCBU's are required to ensure, so far as reasonably practicable, the health and safety of workers employed, engaged, influenced, or directed by the PCBU, and the safety of any other person who may be put at risk by work done by the PCBUs. Part of that is to get workers involved in the process of risk identification and control (workers include: employees, volunteers and contractors).
Is compliance that difficult? For the most part, ‘No’. Yes there are complexities around the application of the Holidays Act 2003, particularly public holidays. It does seem a bit daft to have four or five different methods for the calculation of pay under the Act, two or three if you count the formulae for annual holidays, and two for public holidays, sick leave and bereavement leave.
It can be really frustrating for an employer when an employee just ups and leaves without giving the contractual notice period. Many employment agreements contain a provision to the effect that if an employee fails to give the correct period of notice, the employer can deduct a sum equivalent to the salary for the unworked period from the employee’s final pay.
Why are they coming? Is there some new law?
If we look hard enough the answer is probably ‘yes’, there is some newish law. A small amendment among a number of other ‘tweaks’ to the Employment Relations Act 2000 came into force 1 April 2011. It set out the "Functions of Labour Inspector".
Market rent reviews are often a source of disagreement between landlords and tenants as to the level of the reviewed rent.............
This is the first of three newsletters focused on payroll compliance.
Last night, Parliament passed amendments to a number of key pieces of employment legislation. These will come into force on 1 April 2016. In summary, these amendments aim to implement a single broad policy that (according to the Government) aims to promote “fairness and improve productivity in workplaces by enhancing protections and benefits for both employers and employees” and prohibit practices that lack sufficient mutuality.
What should you do when your employee is missing in action? How do you handle the employee who just doesn’t turn up? Has your employee abandoned employment?