It is widely accepted that there is nationwide confusion around aspects of the Holidays Act 2003 (the Act) with many employers, often unknowingly, falling into non-compliance because they misinterpret the Act’s entitlement and payment rules. Employers with employees who work irregular hours are particularly susceptible given the complexity of the calculations required under the Act.
Hopefully my weather forecast isn’t right, and it’s not raining as you read this. However it’s a good time now to think about insulating for the winter. It’s nice to be able to light your fire, and not have the heat leave the room within minutes of the fire dying down.
With summer temperatures rising over the last few weeks the question has been asked, how hot is too hot in your workplace?
The prevalence of those suffering from mental health issues in New Zealand has been a huge focus in the media this year. This has been further highlighted by the current governments review and subsequent promise to do more in this area with subsequent policy changes imminent. Naturally this issue flows into the workplace (given people spend over 60% of their time at work). Employers need to take mental health issues of employees very seriously. Further in order to discharge their health and safety duties under the Health and Safety at Work Act 2015 (HSAW) employers are now having to ensure the psychosocial safety (not just physical safety) for those in the workplace.
It is becoming increasingly common and very easy for people to make secret audio recordings of conversations on their mobile phones or smartwatches. Technology is progressively finding its way into employment matters with employees secretly making recordings.