Common use of Clarify the problem Clause in Contracts

Clarify the problem. If either the employee or the employer feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but4 in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the employer. For example, the employee could seek information from: The NZPFU friends and family the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx pamphlets/fact sheets from the Employment Relations Service a lawyer, a community law centre or an employment relations consultant.

Clarify the problem. If either the employee or the employer feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but4 in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the employer. For example, the employee could seek information from:  The NZPFU  friends and family  the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx  pamphlets/fact sheets from the Employment Relations Service  a lawyer, a community law centre or an employment relations consultant.

Clarify the problem. Released under the Official Information Act If either the employee or the employer feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but4 in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the employer. For example, the employee could seek information from: The NZPFU friends and family the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx pamphlets/fact sheets from the Employment Relations Service a lawyer, a community law centre or an employment relations consultant.