But determining that can be a challenge. Consider client A, who offers jobs by email along the lines of “we are delighted to offer you the position of *** at $** per annum at our Christchurch branch and would be keen for you to start as soon as possible. If you want to pursue this we will work out the details in a contract.”
You can read July - August 2014 Essential Update here
Just how blasé can we be when it comes to things like quad bikes? The Courts have just fined a farmworker $15,000 for riding a quad bike on a farm without his helmet on and with a child on the back. How many of us take things like riding ATVs at “home” lightly and don’t follow the right H&S practices? In this incident there was not even can accident – it was just reported.
From time to time I am asked if it is OK to terminate someone’s employment because they cannot do the work and so the contract is frustrated. I wish it was that simple.
A court has just ruled you cannot pay in lieu of notice and rely on the 90-day trial
Many Employment Agreements have them – many more employers want them – but what is needed to be able to rely on one?
A manager has been fairly dismissed for “Liking” a Facebook post that was derogatory about her employer
Do workers over the age of 60 pose a higher risk to health and safety than their younger counterparts? A recent study by researchers at Brunel University in London proves that this is not the case and provides evidence against age discrimination and towards the benefits of hiring those beyond their sixties.
No, I am not talking about bringing drinks to work. But this is a different idea relating to employing the technological generation: Bring Your Own Devices!
It seems logical to me that for you to be relevant to your business community you need to be employing staff who actively build connections within that community.
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