A code of conduct for collective bargaining has been developed to guide employers and unions in good faith in collective bargaining (for more information, see www.employment.govt.nz). Every worker must have a written employment contract. An employment contract may include all other conditions that have been accepted by the worker and the employer, for example. B the notice period necessary for resignation and dismissal, a trial period, a provision of availability, if the worker can work on a public holiday or an annual closure. Employers are required to keep a copy of the employment contract (or current signed terms of employment). The employer must respect a “considered agreement” even if the employee has not signed it. Staff members are entitled, upon request, to a copy of their contract. A collective agreement cannot contain conditions that are contrary to the law or incompatible with the employment relationship law. The terms of the agreement help reduce the risk to an employer when hiring a new employee. For example, the contract often contains conditions (for example. B prohibited conduct) that allow an employer to terminate the worker without notice. For example, if the worker behaves violently or evades the company, the employer may have the right to dismiss immediately.
A collective agreement ends on the expiry date indicated in the agreement or if the event indicated in the agreement or three years after the start of the contract occurs, which of these three dates or events is the first. You must have a written employment contract (also called an employment contract) for all employees – even if you don`t need it for contractors or volunteers. New Zealand has laws that help keep employment fair. You should be aware of the rules and know what your rights and duties are. Employers need to think carefully about the needs of the company before drafting an employment contract. If, for example.B. they may be required to cancel an employee`s position, appropriate compensation and notice must be included in the employment contract. There are clauses that you need to include and others that you can include if they are relevant or useful to your business and/or role. A collective agreement must be concluded in writing and signed by each union and employer that is a contracting party. You don`t need to accept a trial period. If you agree, this must be part of your signed written employment contract before you start work. If you want to negotiate, talk to your employer before signing the contract.
In accordance with Article 64 of EA 2000, employers must keep a signed copy of an individual employment contract (or terms of employment) that has been made available to an employee (or potential worker) even if the worker has not signed or accepted it. The employee must receive a copy of the agreement if requested. If an employer does not accept or issue the individual labour agreement, a labour inspector may issue an opinion on compliance with the employment contract within 7 days. Otherwise, a sanction may be imposed. There is a wide range of clauses that are often included in employment contracts but are not required by law. These provide a clear part of the various general conditions and thus help to avoid disputes after the start of the working relationship. If a collective agreement covers your employment, your new worker must have the same conditions as the collective agreement for the first 30 days of work. After 30 days, if the worker has not joined the union, the employer and the employee can sign changes or a new individual contract. Learn more about hiring temporary employees, including examples of what needs to be put into the employer agreement. The minimum wage is set by the government and reviewed annually.
Workers must receive at least the minimum hourly wage for each hour of work.