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Practical help for New Zealand employers considering dismissal, disciplinary action, suspension, warnings, serious misconduct, poor performance, and Personal Grievance risk.

Help for New Zealand employers running disciplinary investigations, workplace complaint investigations, misconduct investigations, interviews, evidence reviews, and investigation-based dismissals.

In a disciplinary meeting an employee has rights to procedural fairness and to be fairly heard.

... after an unfair suspension, a misleading complaint outcome, and a disciplinary process that did not fairly disclose the case the employee had to meet.

Employment Relations Authority decisions involving Christmas party incidents that have led to disciplinary action up to and including dismissal.

A retail assistant was dismissed by WhatsApp during a probation period after the employer relied on KPI metrics from CCTV and 'performance reports' but never raised concerns in writing or held any disciplinary meeting.

The ERA held the employee's dismissal was unjustified because the disciplinary process had significant defects, including an early stand-down before his views were sought, undisclosed staff discussions, and ...