Agenda

08:10

08:40

 

Before kicking off the morning proceedings, our Chair will provide one quick hot tip that they believe to be most important in the employment law space in New Zealand currently.

 

08:50

09:10

Gain insight regarding the consequences, implications and employer obligations for new and emerging employment law changes, regarding:

Parental leave: 

  • The process of transferring parental leave and when is it valid
  • Expansion of parental leave access to other primary care givers and adoptive parents
  • Unjustified dismissal and disadvantage within the 90-day trial period
  • Legal implications of continuous performance managements programs as opposed to fixed, annual performance review processes

 

 

09:50

  • Developing a pre-employment strategy that will assist in picking the right candidate
  • Uses and challenges of “conditional offers”

10:15

10:45

 

  • Setting expectations and articulating what performance management means in your organisation
  • Managing under-performing employees, and avoiding claims of harassment and victimisation
  • Ensuring procedural fairness for dismissals and terminations

 

11:10

  • Designing and implementing policies and practices to support domestic violence victims
  • Addressing privacy concerns
  • Putting flexibility provisions in place for employees affected by domestic violence 

11:35

Discussing the consequences, implications and employer obligations for new and emerging employment law changes, regarding: 

  • Changes to the Domestic Violence - Victims' Protection Bill, in terms of employer obligations to support affected staff
  • Assessing the impact of the Employment (Pay Equity and Equal Pay) Bill on Labour’s proposal to narrow the pay gap
  • Enforceable undertakings: a sensible alternative to prosecution?

12:15

01:15

Case Study: Strategies for better outcomes through collective bargaining

 

  • Interaction of high performance, high engagement with collective bargaining 
  • What the “good faith” obligation means in practice and how to use it to your advantage
  • Avoiding and managing union initiated industrial action
  • Engaging your employees positively during the process of collective bargaining

 

01:40

Case study: Mental health and wellbeing in the workplace – Prevention, response & duty of care

 

  • Identifying and applying appropriate levels of support for: stress and anxiety, fatigue and bullying
  • Innovative approaches to providing workplace environments which improve employee experience and meet compliance requirements


 

02:05

Case study: Prevention, risk and compliance - how we used HSWA to take our H&S to a transformational level

  • Day-to-day management of health and safety
  • Engaging employees to take Health and Safety processes to a transformational level
  • Conducting Health and Safety investigations compliant with current law 

02:30

03:00

Case study: Bullying and harassment – practical insight

 

  • Designing and Implementing anti-workplace bullying guidelines and policies
  • Creating a workplace culture with zero-tolerance to workplace bullying
  • Identifying thresholds, and putting reporting procedures in place
  • Managing privacy, confidentiality and anonymity concerns

 

03:25

Recognising your responsibilities as an employer, and recognising bullying or harassment

 

  •  Designing and Implementing anti-workplace bullying guidelines and policies
  • Identifying thresholds, and putting reporting procedures in place
  • Investigation do’s and don’ts

 

04:05

04:15

08:30

09:00

Before kicking off the morning proceedings, our Chair will provide one quick hot tip that they believe to be most important in the employment law space in New Zealand currently.

09:10

Gain insight regarding the consequences, implications and employer obligations for new and emerging employment law changes, regarding:

Parental leave: 

  • The process of transferring parental leave and when is it valid
  • Expansion of parental leave access to other primary care givers and adoptive parents 
Unjustified dismissal and disadvantage within the 90-day trial period
Legal implications of continuous performance managements programs as opposed to fixed, annual performance review processes

 

 

09:50

  • Developing a pre-employment strategy that will assist in picking the right candidate
  • Uses and challenges of “conditional offers”

10:20

10:50

  • Setting expectations and articulating what performance management means in your organisation
  • Managing under-performing employees, and avoiding claims of harassment and victimisation
  • Ensuring procedural fairness for dismissals and terminations

11:20

 

  • Designing and implementing policies and practices to support domestic violence victims
  • Addressing privacy concerns
  • Putting flexibility provisions in place for employees affected by domestic violence 


 

11:50

Discussing the consequences, implications and employer obligations for new and emerging employment law changes, regarding:

 

  • Changes to the Domestic Violence - Victims' Protection Bill, in terms of employer obligations to support affected staff
  • Assessing the impact of the Employment (Pay Equity and Equal Pay) Bill on Labour’s proposal to narrow the pay gap
  • Increase in workplace health and safety inspections 

 

12:30

01:30

Case Study: Strategies for better outcomes through collective bargaining

 

  • Case Study: Strategies for better outcomes through collective bargaining
  • A process to successfully plan and prepare for Collective Bargaining
  • What the “good faith” obligation means in practice and how to use it to your advantage
  • Avoiding and managing union initiated industrial action
  • Strategies for successfully concluding Collective Bargaining

 

02:00

Case study: Mental health and wellbeing in the workplace – Prevention, response & duty of care

 

  • Identifying and applying appropriate levels of support for: stress and anxiety, fatigue and bullying
  • Innovative approaches to providing workplace environments which improve employee experience and meet compliance requirements

 

02:30

03:00

Case Study: Prevention, risk and compliance - how we used HSWA to take our H&S to a transformational level

  • Day-to-day management of health and safety
  • Engaging employees to take Health and Safety processes to a transformational level
  • Conducting Health and Safety investigations compliant with current law 

 Case study: Bullying and harassment – practical insight
  • Designing and Implementing anti-workplace bullying guidelines and policies
  • Creating a workplace culture with zero-tolerance to workplace bullying
  • Identifying thresholds, and putting reporting procedures in place
  • Managing privacy, confidentiality and anonymity concerns

04:00

Recognising your responsibilities as an employer, and recognising bullying or harassment

  •  Designing and Implementing anti-workplace bullying guidelines and policies
  • Identifying thresholds, and putting reporting procedures in place
  • Investigation do’s and don’ts

04:40

04:50