The resolution of employment relations disputes, whether individual or collective, is the fundamental responsibility of the parties to employment relationships. Disputes are primarily resolved through individual or collective mechanisms such as mediation or arbitration. These services are referred to as third party alternative dispute resolution processes (ADR). They are an alternative to the use of litigation. The New Zealand employment law station is a strong advocate and promoter of these third party services. We do so through the creation of informed awareness of the services through our workshops and we work collaboratively with providers
Mediation works by using a neutral mediator to assist parties involved in a workplace conflict or dispute to reach a satisfactory solution to workplace disputes that both sides are able to agree to. We have a special early mediatory support that we provide early at the employer`s premises as soon as the employer or employee requests us to do so at an early stage at the discovery of a hostile event before it goes out of control.
Mediators do not impose a solution or make judgements on the rights or wrongs of the issues in dispute; they simply try to help you settle your differences on your own terms.
Our events programmes are posted online. All workshops / seminars must be booked online.
As part of our programme of promoting good employment practice and preventing disputes arising in the workplace, we host seminars. The seminars/workshops are designed to raise awareness of relevant legislation and to promote and develop employment good practice. The subjects covered reflect the New Zealand’s experience in dealing with employment issues.
The Employment Law station recognises that there are a large number of small employers with little or no specialist human resources assistance. Accordingly we provide a range of services to help employers develop, maintain and update important employment documentation. Having appropriate documentation, such as written statements of the main terms and conditions of employment and disciplinary and grievance procedures are essential in helping to maintain good relationships in the workplace.
The appropriate documentation also enables employers to outline the main particulars of employment for employees. This is a legal entitlement. We also help them with insight in preparing important rules and policies.
Good Employment Practice
In the wide-ranging area of employment relations it is easy to focus on the negative aspects like industrial action or Employment litigation/ complaints. We prefer to adopt the medical adage of “Prevention is better than cure” approach. We can help prevent problems occurring in the workplace. Our good employment practice seminars help to develop positive working relationships and can help repair these relationships if necessary. Above all we work collaboratively with other experts to enrich the content and context of the information that we deliver.