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... to Personal Grievances; and representing employers in mediation or the Employment Relations Authority. Misconduct and serious misconduct Employers often treat serious misconduct as if it automatically justifies ...

Genuine consideration: feedback should be considered before any final decision.

That may include preserving documents, preparing for the Employment Relations Authority, making a later without prejudice offer, narrowing issues, or considering whether a further mediation is worthwhile.

Atkins v Alpine 182 Degrees Ltd [2023] NZERA 334 - specific concerns must be put clearly Atkins shows the problem with vague disciplinary allegations.

... New Zealand Meat Workers Union Inc v South Pacific Meats Ltd [2016] NZERA Christchurch 13 - the start date must be clear South Pacific Meats shows the danger of a clause that does not clearly state when the trial ...

... the Health and Safety at Work Act 2015, and key case law on what the Employment Relations Authority and Employment Court regard as a full and fair process.

(Peter Drennan) Important: This article is general information for employers.

No win no fee - what employers need to know Employers regularly ask whether "no win no fee" is available to defend a Personal Grievance (PG) or an Employment Relations Authority (ERA) claim.