There are processes to follow when working through employment relationship problems. Employers and employees should use these and try to resolve problems in a positive way.
Employers and employees may take informal actions to resolve an issue early, especially if the matter is not serious, is a one-off, or is unlikely to happen again.
Warnings can be a useful tool when managing performance or taking disciplinary action. It is recommended that all warnings be recorded in writing so that there are no misunderstandings.
Sometimes employee behaviour may be inappropriate and an employer needs to deal with it.
A personal grievance is a type of complaint that an employee may bring against a current or former employer.
Mediation is when both parties voluntarily with an independent mediator resolve issues such as via free Employment Mediation Services.
Records of settlement
When parties reach a resolution about an employment dispute or problem, they can formally record it in a Record of Settlement.
The Labour Inspectorate enforces and monitors minimum employment standards such as the minimum wage, holidays and leave entitlements.
My name is Karl Perry.
I work with individuals, teams and organisations to help them achieve sustainable high performance. I facilitate, coach, advise and teach people to problem solve. For more than 25 years I have been helping people to solve problems and improve their working relationships.
I founded the Employment Relations Centre in 2000 to provide employment law, industrial relations and human resource advice and support.
I hope this page has been helpful.
Thank you for the opportunity to be of service.
The material featured on this page was sourced directly from the Employment New Zealand and is subject to Crown copyright protection.