Search New Zealand employment-law guides, ERA determinations, Employment Court decisions and topics.
Results for mediation
The steps that commonly occur before and after an ERA application is filed, including raising the problem, mediation, statements of problem and reply, directions, evidence and preparation for the investigation meeting.
Employee-side no-win-no-fee employment advocacy for suitable personal-grievance, dismissal and redundancy cases, including mediation and ERA representation where the case meets the acceptance criteria.
Employer-side help for personal grievances, disciplinary problems, redundancy, mediation and ERA claims, with an emphasis on fixing process risks early and preserving evidence before positions harden.
What an employer should do after receiving a personal grievance: do not concede or retaliate, preserve records, identify the legal claims and deadlines, and assess whether mediation or a defended response is appropriate.
A first-response framework for New Zealand employers who receive a personal grievance: preserve evidence, identify the allegations, assess procedural and substantive risk, and choose a mediation or defence strategy.
Why a restraint of trade recorded in a negotiated settlement can be harder to attack than a restraint imposed in the original employment agreement, particularly once the settlement is certified under s 149.
A drafting problem in a mediated s 149 settlement where clauses about when agreement became binding did not align with a separate requirement for mediator sign-off, creating an avoidable enforcement dispute.
A practical guide to an Employment Relations Authority investigation: filing, case management, witness statements, evidence, the investigation meeting, remedies, costs and preparation.
