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The New Zealand Employment Relations Act 2000 (sometimes known by its acronym, ERA) is a statute of the Parliament of New Zealand.It was substantially amended by the Employment Relations (Validation of Union Registration and Other Matters) Amendment Act 2001 and by the ERAA (No 2) 2004.
Under New Zealand law, an employee cannot be asked to agree to less than the minimum rights and obligations as provided by the law. An employee must have a written agreement and the minimum employment rights must be met whether or not they are included in this agreement.
List of acts of the New Zealand Parliament (1912–1928) 16 years 3: United: List of statutes of New Zealand (1928–1931) 3 years 4: United–Reform coalition: List of statutes of New Zealand (1931–1935) 4 years 5: First Labour: List of statutes of New Zealand (1935–1949) 14 years 6: First National: List of statutes of New Zealand (1949 ...
An employee of a New Zealand advertising company hired a professional clown to sit with him as his support person at a redundancy meeting in which he was fired, the Stuff New Zealand reported.
Download as PDF; Printable version; In other projects Wikidata item ... move to sidebar hide. Help. Pages in category "New Zealand labour law" The following 6 pages ...
The Laws of New Zealand is an encyclopedia that is intended to provide a reliable statement of the whole law of New Zealand – statutory, regulatory, and judicial. Publication commenced in 1992. It is published by LexisNexis and is the only current encyclopaedia of New Zealand law. It is the New Zealand equivalent of Halsbury's Laws of England.
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
The 1966 Encyclopaedia of New Zealand stated: "After some 70 years of operation, the industrial conciliation and arbitration system has become a firmly accepted – perhaps even a traditional – way of determining minimum wage rates and handling industrial disputes. It has been subject to many criticisms from time to time, and occasionally to ...