Employment+Legislation

=Employment Legislation and Employment Relations Act 2000 =


 * WHAT IS EMPLOYMENT LEGISLATION **



The law has an important role in many aspects of payroll and is important that anyone works this area has to be familiar with current legislation. The various legislations are the following: Employment Relations Act 2000

· Equal pay Act 1972 · Human Rights Act 1993 · Minimum Wage Act 1983 · Wages Protection Act 1983 · Income Tax Act 1976 · Student Loan Scheme Act 1992 · Holidays Act 2003 · Whild Support Act 1991 Employment law is constantly changing and over the past few years there has been some changes such as · Increase in annual leave for employees · Increase in the paid parental leave · Increase in Minimum Wage · Commencement of the Kiwisaver Scheme All these changes have impact on the employee payment. Employees and employers can find more information from the link given below for the various legislations.


 * WHAT IS EMPLOYMENT RELATIONS ACT 2000**



The main principle of the Employment Relations Act is to promote ‘good faith’ between the employer, employees and unions for the negotiation of employment contracts and settlement of employment disputes. All parties must deal openly and honestly with each other. This should facilitate good employment relationships, which are based on mutual respect and trust. This Act sets out ways to resolve employment relation problems with prompt and flexible options.


 * <span style="font-family: Arial,Helvetica,sans-serif; font-size: 110%;">What are the main point covered in this Act **

<span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 115%;">1 Employees and employers can decide who will represent them (eg trade union delegate, themselves, lawyer) to negotiate the terms of there contract

<span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 115%;">2 Empoyees can decide whether to negotiate either an individual or collective contract with an employer. Collective contracts must have an expiry date.

<span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 115%;">3 When and employment contract is made, any conditions can be bargained for as long as they are not illegal.

<span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 115%;">4 The Act sets out the following procedures if they are not already covered in an employee’s contract:
 * An effective personal grievance procedure (eg unfair treatment)
 * Effective dispute procedure (eg how to apply their contract)

5 The contract will state
 * The employee’s and employer’s name
 * The job description
 * Job location
 * Pay rat (including overtime rates) or salary
 * Additional payments
 * Deductions
 * Frequency of pay
 * Method of Payment
 * Hours or work – including breaks
 * When pay reviews will be made
 * Training
 * Leave
 * Health and safety issues
 * Termination of job and redundancy situations

In addition a collective contract will provide various clauses on how to vary the agreement or stated what would happen it the employer contracted out the work or. The contract also provide an expiry date or what situation would prompt a closure of the contract.

The employment contract also must be in writing and signed by both parties (both employer and the employee). An employee must receive a copy of the contract.


 * For more information on the Employment Act and various other employment legislation see:**
 * []**
 * [] for information on Human Rights in New Zealand**
 * [] for information on taxation obligations**
 * [] for information on Student Loans**
 * [] for information on Holidays Act.**