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Results for unpaid wages
How s 150A treats payments made on resolution of an employment problem, including settlements where the employer separately pays an employee's advocate against a defined GST invoice.
Jia Jia began work for TBS Trading without a written employment agreement, experienced late wage payments and then found the employer stopped communicating and providing work. The case concerned whether that silence and withdrawal of work amounted to dismissal as well as separate pay and documentation breaches.
A Rotorua kebab restaurant recruited Rimple Rimple from India on an AEWV, with evidence that a director sought a $34,000 payment to secure the job. After visa difficulties the employer treated him as having abandoned employment and stopped providing work.
Brad Capper's short employment with CJS Construction ended in a dismissal that the employer did not attempt to justify under a 90-day trial clause. The case turned on dismissal fairness, his own contribution and whether he had proved efforts to mitigate lost wages.
Painter Cameron Wong was told to pack his belongings and leave after a workplace confrontation, then received only part of his final entitlements. Obers Brothers Construction, already in liquidation, did not participate in the ERA investigation.
Ms Zheng worked for Eastpac and later disputed both the way her employment ended and substantial unpaid wages. A preliminary issue was whether her WeChat communications had raised an unjustified-dismissal grievance clearly enough and within the 90-day period.
Shania Mackey and Shearing NZ settled a personal grievance at mediation under s 149, requiring compensation, payment of representative fees and a certificate of service. The employer later withheld those obligations after hearing that Mackey had allegedly breached confidentiality.
Sirikanya Pankhum was working under a six-month probation clause when Super Vape Store ended her employment by WhatsApp. A probationary arrangement did not remove the requirement for the employer to identify concerns, hear her response and use a fair dismissal process.
