Employment Relationship Problem Resolution Services Sample Clauses

Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI or NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of choice.
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Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. What is an employment relationship problem? Resolving an employment relationship problem Employers should contact their local NZSTA adviser or other representative of their choice. Personal Grievances
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. What is an employment relationship problem?
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. Resolving an employment relationship problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000.
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000.
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services.
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days, except for a personal grievance of sexual harassment which must be raised within 12 months - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI or NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of choice.
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Employment Relationship Problem Resolution Services. Personal grievances and disputes shall be addressed in accordance with the provisions of Part 9 of the Employment Relations Act 2000.
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. What is an employment relationship problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. Resolving an employment relationship problem An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice. Personal Grievances A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: They have been dismissed without good reason, or the dismissal was not carried out properly They have been treated unfairly Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Act 2000. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Act 1993, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding. Services Available To help resolve employment relationship problems, Employment New Zealand provides: An information service This...
Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice. • They have been dismissed without good reason, or the dismissal was not carried out properly. • They have been treated unfairly. • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993.
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