Conflict Escalation & Early Intervention
Conflict – it is a natural part of working and organisational life, and as Karl Marx and many other conflict theorists suggest, it…
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After recently assisting clients from different industries with different types of changes to their businesses, in both adding and removing roles or simply changing duties for some employees, I reflected on my own work history and the changes I had experienced over the last 40 years, including reference points at different stages of my life and how they impacted decisions I made or how I viewed change...
MBIE has recently released a consultation paper on Modern Slavery and are seeking feedback on a proposed legislative response to modern slavery and worker exploitation, forced labour, and people trafficking. The aim of the legislation is “to achieve freedom, fairness and dignity… and to address modern slavery and worker exploitation, both in New Zealand and internationally.” Submissions for consultation are open until 07 June 2022. Make sure you have your say.
Eight months ago, I joined Three60 Consult just as Auckland went into Lockdown. Like a lot of us, I thought it would be a short, sharp COVID battle and I remember optimistically suggesting to my boss that we push my start date out for a week. Thank goodness she rejected my offer! Starting a new job in lockdown had its challenges, but returning to the office after an extended period, as many of us have found, presented just as many. It was a full six months after my start date before I finally sat at my desk. Even then, the emergence of Omicron meant the whole team was not able to come together. Rather, we worked in mini team bubbles. Today as I write, eight months have passed since my start date and I’m finally seeing the full team come together on a more regular basis.
Minimum entitlements are a long-established feature of the employment landscape in New Zealand and cannot be unknown to employers. Although calculating and paying bereavement, alternative days, public holidays and sick leave sounds simple enough, it is actually quite easy to get wrong – as has been demonstrated in multiple Authority and Employment Court cases.
According to Sir Isaac Newton, every action has an equal and opposite reaction. This is a fundamental law in mathematics and physics, more commonly referred to as Newton’s Third Law of Motion. This means there must also be a First and Second such Law, but perhaps for the purposes of this brief blog post we’d best leave those to the more enlightened to mull over! For now, we’ll focus just on the third, but what could this have to do with Employment Relations and Human Resource Management, many would ask?
After teasing the prospect for the past few years, the Government finally released the Fair Pay Agreements Bill to Parliament. The purpose of this Bill is to set out the proposed framework for collective bargaining for industry-wide or occupation-wide minimum employment terms.
Nearly two years on from the emergence of Covid-19, everything has changed from our traditional way of working. Things are starting to settle into a new normal, however, with this new normal comes significant changes to the way that we work and the economic environment that we are working with.