Get Help with Your Employment Relations in Auckland, NZ
Employment relations matter in everything you do. If you need assistance dealing with employment matters, Neville Farrelly Employment Solutions is here. From employment advocacy to collective bargaining, we can help you navigate a wide variety of situations and achieve your business goals.
Key Questions to Ask About Employment Advocacy in Auckland
Do you have questions about employment advocacy and how it can benefit you as an employee? Here are a few frequently asked questions and their answers – but feel free to contact us with any other questions you may have.
- What should I do if I am called into a disciplinary meeting? You are entitled to bring a support person with you to a disciplinary meeting under New Zealand law. You must also receive adequate notice as well as an agenda for and the likely consequences of the meeting. If you must attend a disciplinary meeting, we can help.
- What can I do if I am made redundant? First, make sure that your situation reflects what’s in your employment agreement. If not, then you may have personal grievance cause. It’s also essential to verify that your redundancy is genuine and that your employer has followed due process. We can help you determine whether you have a valid case and figure out your next steps.
- Do I need someone to represent me in a personal grievance (PG) process? The short answer is no, not always. However, it is a complex process, and making a mistake or failing to complete the requirements correctly, on time, and in the right order can leave you with disappointing results. We are trained and experienced in employee advocacy matters and can provide the reliable, professional assistance that you need.
What You Should Know About Union Negotiations
Collective bargaining involves an employer and a union creating or renewing a collective employment agreement. During these talks, you may discuss topics such as wages, working conditions, benefits, and other employment rights. Here are a few things to keep in mind.
- The Code of Good Faith. The Code of Good Faith sets guidelines for both parties negotiating an agreement. The Code outlines the specific duties of all parties, such as participating in maintaining a productive employment relationship, communicating and responding throughout the process, and approaching the negotiations with respect and an open mind.
- Initiating collective bargaining. Either a union member or an employer can initiate negotiation with a signed letter that includes the intention to bargain, the names of the involved parties, and the topics that the agreement will cover. Specific requirements must be met for the notice to initiate to be considered valid.
- Preparing for bargaining. Collective bargaining can be a complicated process that must be planned carefully to ensure a smooth and successful agreement. You can keep the process moving forward by establishing a bargaining process agreement (BPA) outlining what topics you want to cover, such as who the representatives will be, where the meeting(s) will be and who will pay for the venue, and how to manage disagreements.
About Neville Farrelly Employment Solutions
At Neville Farrelly Employment Solutions, we can help you navigate the tricky world of union negotiations and many other aspects of managing employees, including the employee grievance procedure, troublesome employees, employee management, redundancy, dismissal, investigations, and harassment. If you require employment advocacy in Auckland, we can help. Contact us to find out more.