Services
Mediation
We can now offer a new service of alternative dispute resolution by using the LEADR mediation process. Mediation has a success rate of reaching an agreement of around 85%, much better than an expensive legal process where often there is a winner and a loser. Murray Broadbelt is a LEADR Accredited Panel Member and can undertake mediations throughout the North Island.
Employment Law
Employment law is becoming more specialised and confusing for employers as successive Governments change employment legislation. There always seems to be new Acts and Amendments which more often than not means more compliance issues for employers.
Health & Safety
Like employment law, health and safety is fast becoming a significant issue for employers. Having a good health and safety programme in your business can improve productivity and in some cases reduced your ACC levies.
Employment Agreements
New staff starting on or after 1 October 2000 must have a written individual employment agreement or be covered by an applicable collective employment agreement. A collective agreement can only be negotiated by an employer and union. We strongly recommend you get advice if a union initiates bargaining.
Personal Grievances
Personal grievances and employment relationship problems are best dealt with at an early stage and often a low key approach is best. Many employers experience personal grievances and they need to be managed from the outset otherwise you end up experiencing litigation with most of the costs falling on the employer.
Union Negotiations
Negotiations with unions is part and parcel of what we do. Whether it’s negotiating individual or collective employment agreements with …
Employment Disputes
Employment disputes are sometimes confused with personal grievances. A dispute is normally associated with an interpretation of the contractual terms of the employment agreement but can involve other issues from time to time.
Disciplinary & Behavioural Issues
Discipline and behaviour of employees should be based on standards set by you that fall within the bounds of what is lawfully and socially acceptable. Disciplinary action should be regarded as a method of improving behaviour and performance and it is often the last resort following discussions or counselling.
Human Resources
Many business people find they just don’t have the time to deal with all their human resource matters and are not big enough to employ a full time practitioner.
Investigations
It is a sad fact of life that not everyone is honest. Most employees are hardworking, reliable and completely trustworthy but occasionally one or two let the side down.
