We have had a few questions about ‘on-call’ rates. What’s fair reimbursement for being able to respond outside of normal hours and what accepted standards are there?
If your policies are not consistent with your Employment Agreements they may not be enforceable.
From 1 April 2013, compulsory employer contributions will rise from the current 2 % to 3 %, and the default rate and minimum employee contribution rate will also increase from 2 % to 3 %. This applies to existing and new members.
Recently, a client set about recruiting to meet the growth opportunities his company was facing only to find no one with the skills he is looking for currently in NZ and that he needs to import someone from overseas! If only he’d organised an apprentice 2 years ago!
The government has designed a Job Support Scheme for larger companies that is decoupled from training, so what might work as a practical alternative for smaller businesses?
In the Idea Services (IHC) court case, the Appeal Court has come out strongly and unanimously in agreement with the Employment Court, and declared “sleepovers” to be work.
The HR Health Self Assesment Toolkit is a basic way for you to assess the existing level of effectivness of your company's HR procedures in particular areas of business. This is best conducted in total but may be restircted to areas considered to be of specific importance to the compny's goals and objectives at a particular time. The Toolkit may be followed by a fuller Health Check which is an overview of your systems, documents and procedures that exist (or don't), it can also incorporate a sufficiently detailed look at the key documents to give an opinion as to whether or not they deliver good practice.
All companies should have particular policies in place to ensure that the procedures followed are consistent across the company - and legal! This kit includes clear, effective and easy to understand key policies and procedures that all companies should have in place, like annual leave, time recording and a code of conduct.
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