While economies have toppled and robust government authorities have encountered various disruptions caused by the COVID-19 pandemic, NZ is slowly awakening itself to a post-pandemic world with the mantra of skill, reskill and upskill! The government has witnessed the job ecosystem damage due to the pandemic and is therefore fortifying and rebuilding it. The government has introduced several essential employment law reforms that can further solidify the citizens' conditions by minimizing workplace exploitation, improving minimum wage structures, guaranteeing fair pay, etc.
The process of searching for an appropriate job can be tedious at times. Hence it is necessary to seek help from recruitment agencies so that you can select the best company to work in. NZ plays a vital role in arranging local programs for all the individuals from different countries to find work in their desired fields.
We have tried to step in and make ourselves useful in your job search. There are five top employment tips that we have curated with the proper research and care to prepare for problems you might encounter later. Minimum rights of both employer and employee are considered before formulating the following tips. Both parties can agree to the terms and conditions to establish a successful employment procedure in any organization.
In unfavorable circumstances, the business members can decide to close down the company either entirely or partially, depending upon the existing situation. In such cases, the company needs to inform all the employees 14 days prior to the closedown. For better understanding and clarity, the company can provide a written document to its workers. There are many conditions when the organization closes in the holiday period.
In such situations, employees are suggested to use the pending annual leaves so that the closedown period can be appropriately covered. Further, if a worker has not completed a period of one year and is not entitled to annual leaves, the employer should pay 8% of the employee's gross salary. Both employer and employee can agree upon taking annual leaves before completing 12 months in a company. Contact us to know more about the reasons for a company shutdown.
Generally, an employee is not entitled to work on a public holiday in any organization. But there are different conditions that can require a worker to work even on a public holiday.
This is one of the crucial tips that should be considered by both employees and employers in a company. If an employee is working on a public holiday, the employees must pay them time and a half for all the working hours they provided to the company on that particular day. Additionally, if the public holiday falls on a typical working day when employees work, the employee should be paid a day off on any other alternate day.
Further, if the employees do not work on the public holiday and the holiday falls on a typical working day when employees have worked otherwise, employers need to pay them for that day. Some holidays fall on Monday, or maybe Tuesday hence should be paid off by the employers. But in many cases, the holiday falls on Saturday and Sunday, which is not a typical working day.
In many cases, employees can request their employers to in cash payment for one week of their four weeks annual holidays in any year during the employment period. An employee can request a cash payment after providing written consent to the employer. This rule applies to the employees who have completed a period of one year in the organization.
In many conditions, the employers do not agree to cash the leaves after the completion of one year. Employers need to provide a written note if the leave in cash is declined without giving any reason or explanations to the employees.
Without any written agreement, any organization's employer cannot cancel the approved annual holidays of any employee. An employee might have various plans of enjoying the public holidays with families or friends. Hence an employer cannot cancel the leaves unless both parties agree upon the leave cancellation. In emergencies, if the employer wants a particular employee to cancel their annual holiday, he/she should approach the worker in good faith. Also, the employer should ensure that there are no unfavorable consequences if the employee does not wish to cancel the leave upon request.
As an employee, if you face any employment issues, contact us immediately to address the employment issues prevalent in your organization. We can guide you with valuable counsel.
