Phil Butler Employment Law
Lawyer in Christchurch
www.employment-law.co.nz
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(03) 365215?
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Level 1. 1865, Christchurch, Canterbury.Are you the owner or manager of this company?
What you should know about Phil Butler Employment Law
Since the earthquakes we have been geared up to assist employers and employees, particularly in the construction and hospitality industries. For more than 30 years we have been providing advice to employees and employers in New Zealand and overseas on employment relationship issues, business restructuring, redundancy and personal grievances such as unfair dismissal, sexual harassment, bullying and stress at work. We offer free phone consultation service that will allow you to get some immediate advice and support. Much of our work involves advising people on how best to manage employment relationship and business problems.
We represent both employees and employers Consequently we know how each feel when they are confronted by an employment problem. We focus on small to medium size businesses, particularly in the construction hospitality and service industries. Our primary business is to ensure that clients feel supported and confident their interests are being protected and promoted. We recognise that often people’s understanding about employment law is wrong
The Chief Judge held no notice had been given because anything less than needed period of notice is not notice at all. Yes, because by the time he gave evidence to the Employment Court, he had received a decision from the Employment Relations Authority on a claim from Ms Paengkam a cleaner who worked at the hotel over the withholding of her pay for unsuccessful to donate the six weeks notice.
He will discover that his challenge does not malicious that the Authority’s decision is unenforceable and if Mr Kumar takes action to enforce it, Mr Gaul will need to apply to the Court for a Stay. The Court and the Authority concluded that the process was not impartial because he had not done so. The processes you may become involved with include discussions with your employer’s lawyer, mediation that is either private or provided by the Employment Relations Service of the Ministry of Business Innovation and Employment, an investigation by the Employment Relations Authority and a hearing prior the Employment Court. Complaints include parental leave complaints and complaints to the Human Rights Commission. Under the Employment Relations Act 200 Mr fellows was needed to yield to Mr Morunga access to the written complaints.
You are needed to advise employees in writing that they are entitled to get legal advice about the employment agreement and give them logical time to do so earlier they sign it. His experience as a parent allows him to enjoy the competing demands of work and family facing many employers and employees. If things were going disobedient for Mr Kumar at the Authority, Mr Gaul had no reason to smile. She signed an agreement requiring her to present 6 weeks’ notice but she only gave two. That is very strange and raises the inquire whether Mr Gaul’s company ever challenged the Authority’ decision
We represent both employees and employers Consequently we know how each feel when they are confronted by an employment problem. We focus on small to medium size businesses, particularly in the construction hospitality and service industries. Our primary business is to ensure that clients feel supported and confident their interests are being protected and promoted. We recognise that often people’s understanding about employment law is wrong
The Chief Judge held no notice had been given because anything less than needed period of notice is not notice at all. Yes, because by the time he gave evidence to the Employment Court, he had received a decision from the Employment Relations Authority on a claim from Ms Paengkam a cleaner who worked at the hotel over the withholding of her pay for unsuccessful to donate the six weeks notice.
He will discover that his challenge does not malicious that the Authority’s decision is unenforceable and if Mr Kumar takes action to enforce it, Mr Gaul will need to apply to the Court for a Stay. The Court and the Authority concluded that the process was not impartial because he had not done so. The processes you may become involved with include discussions with your employer’s lawyer, mediation that is either private or provided by the Employment Relations Service of the Ministry of Business Innovation and Employment, an investigation by the Employment Relations Authority and a hearing prior the Employment Court. Complaints include parental leave complaints and complaints to the Human Rights Commission. Under the Employment Relations Act 200 Mr fellows was needed to yield to Mr Morunga access to the written complaints.
You are needed to advise employees in writing that they are entitled to get legal advice about the employment agreement and give them logical time to do so earlier they sign it. His experience as a parent allows him to enjoy the competing demands of work and family facing many employers and employees. If things were going disobedient for Mr Kumar at the Authority, Mr Gaul had no reason to smile. She signed an agreement requiring her to present 6 weeks’ notice but she only gave two. That is very strange and raises the inquire whether Mr Gaul’s company ever challenged the Authority’ decision
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