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Recruitment Process
Employment Agreements & Contracts
Induction
Setting Expectations
Health and Safety
Achieve
Philosophy
Performance Development Process
Improving Employee Performance
Maintaining Employee Performance
Dealing with Unsatisfactory Performance and Unacceptable Behaviour
Disciplinary Action
Termination and Dismissal
Restructuring and Redundancy
Employment Relationship Problems
Grow
On-the-Job Training
Feedback and Coaching
Delegation
Reward
Remuneration and Benefits
Recognition and Awards
Health and Safety
Health and Safety Policy
Health and Safety Plan
Hazard Identification, Risk Assessment and Control
Accident/Incident Reporting Procedure
Workplace Inspections
Emergency Plans
Health & Safety Training
Worker Engagement
Engagement of Contractors
Support
Ask an expert
FAQs
Policies
Legal Framework
Employment Legislation
Access to Personal File
Representation of Employees & Union Access
Glossary - Definitions
Useful Links
Contact Us
Home
Engage
Recruitment Process
Employment Agreements & Contracts
Induction
Setting Expectations
Health and Safety
Achieve
Philosophy
Performance Development Process
Improving Employee Performance
Maintaining Employee Performance
Dealing with Unsatisfactory Performance and Unacceptable Behaviour
Disciplinary Action
Termination and Dismissal
Restructuring and Redundancy
Employment Relationship Problems
Grow
On-the-Job Training
Feedback and Coaching
Delegation
Reward
Remuneration and Benefits
Recognition and Awards
Health and Safety
Health and Safety Policy
Health and Safety Plan
Hazard Identification, Risk Assessment and Control
Accident/Incident Reporting Procedure
Workplace Inspections
Emergency Plans
Health & Safety Training
Worker Engagement
Engagement of Contractors
Support
Ask an expert
FAQs
Policies
Legal Framework
Employment Legislation
Access to Personal File
Representation of Employees & Union Access
Glossary - Definitions
Useful Links
Contact Us
Lodging a formal complaint
Home
Engage
Recruitment Process
Impact of Legislation
Step 1: Assess the need to recruit
Step 2: Define your requirements and obtain authority to recruit
Position Descriptions
Customer Services
Industry Standards
Information Systems
Marketing
Support Services
Step 3: Source Applicants
Step 4: Applicants complete employment application
Step 5: Create a shortlist and arrange interviews
Step 6: Reference check
Step 7: Select successful candidates
Step 8: Offer the job
Step 9: Advise unsuccessful candidates
Employment Agreements & Contracts
Types of Employment Agreements and Contracts
Different hours of work arrangements
Flexible Working
Probationary & Trial Periods
Generate the Offer Documents
Parental Leave
Induction
Introduction
Step 1: Plan the Induction
Step 2: Introduction to the Company
Step 3: Discuss Programme with the Employee
Step 4: Safety, Health and Wellbeing
Step 5: Follow Up
Setting Expectations
Introduction
Step 1: What should determine the expectations we set?
Step 2: Describe the job context
Step 3: Describe the results expected
Step 4: Is the employee clear on what is expected?
Step 5: Are there any resourcing issues?
Step 6: How/when will progress be measured?
Step 7: Will the employee commit?
Health and Safety
Health and Safety Calendar
Achieve
Philosophy
Performance Development Process
Introduction
Step 1: Review Accountabilities, KPIs and Goals
Step 2: Prepare for the PDP Meeting
Step 3: Open the Meeting
Step 4: Discuss the Employee’s Performance
Step 5: Establish Performance Ratings
Step 6: Assess commitment to Values and Behaviours
Step 7: Complete the Personal Development Plan
Step 8: Close the Meeting
Step 9: Review Outcomes
Improving Employee Performance
Introduction
Performance Counselling
Step 1: Describe the performance problem
Step 2: Seek the employee’s input
Step 3: Discuss the causes of the problem
Step 4: Develop possible solutions
Step 5: Develop the improvement plan
Step 6: Agree on review dates
Prepare for a performance discussion
Maintaining Employee Performance
Introduction
Step 1: Discuss the performance improvement
Step 2: Explain why you value the improvement
Step 3: Listen to the employee’s comments
Step 4: Ask how you can help to maintain the improvement
Step 5: Indicate whether you can take action
Step 6: Express appreciation for the improved performance
Prepare to deliver praise and positive reinforcement
Dealing with Unsatisfactory Performance and Unacceptable Behaviour
Introduction
Lack of understanding of job requirements
Lack of competence
Lack of commitment
Lack of time/materials/support
Personal/Non-work factor
Continuation/repetition of performance failure
Minor incident of unacceptable behaviour
Uncharacteristic incident of unacceptable behaviour
Other categories of misconduct
Disciplinary Action
Introduction
Step 1: Preliminary investigation
Step 2: Advice to employee
Step 3: Stand-down
Step 4: Formal investigation
Step 5: Interview employee
Step 6: Consider employee's explanation
Step 7: Decision
Step 8: Implementation
Specific types of misconduct
Attendance and Absenteeism Guidelines
Dishonesty and Unlawful Activity Guidelines
Disobedience and Refusal of Instructions Guidelines
Harassment and Bullying Guidelines
Intimidation and Assault Guidelines
Health & Safety Breach Guidelines
Unfit for Work Guidelines
Harassment Complaints Procedure
Step 1: Self-help
Step 2: Informal query
Step 3: In-house mediation
Step 4: Lodging a formal complaint
Step 5: Effective investigation
Step 6: Complaint substantiated/Attempted settlement
Step 7: Investigator’s recommendations
Step 8: Recommendation accepted
Step 9: Legal action
Termination and Dismissal
Introduction
Step 1: Preliminary investigation
Step 2: Advice to employee
Step 3: Stand-down
Step 4: Formal investigation
Step 5: Interview employee
Step 6: Consider employee's explanation
Step 7: Decision
Step 8: Implementation
Other types of termination
Failure to satisfy Trial Period requirements
Termination by Mutual Consent
Abandonment of Employment
Resignation
Medical Incapacity Guidelines
Frustration of Contract
Retirement
Constructive Dismissal
Restructuring and Redundancy
Restructuring and Redundancy
Introduction
Implementation Plan Overview
Step 1: Developing the restructure proposal
Step 2: Announcement to employees
Step 3: Consultation process
Step 4: Announce final plan
Step 5: Application, interview and selection phase
Step 6: Notification phase
Step 7: Appointment and termination phase
Step 8: Implementation
Employment Relationship Problems
Introduction
Policy
How a Personal Grievance is Raised
Procedure
Remedies
Key Points
Employment Relationship Problem Resolution Process
Grow
On-the-Job Training
Feedback and Coaching
Delegation
Reward
Remuneration and Benefits
Recognition and Awards
Health and Safety
Health and Safety Policy
Health and Safety Plan
Hazard Identification, Risk Assessment and Control
Introduction
Definitions
Hazard/Risk Identification and Control
Step 1 – Identify the hazard / eliminate if practicable
Step 2 – Risk Assessment and Control Procedures
Step 3 – Record the Hazard
Step 4 - Complete the Hazard Control Report
Step 5 – Report the Hazard
Step 6 – Communicate the Hazard
Step 7 – Review Process
Accident/Incident Reporting Procedure
Introduction
Notifiable Event definition
Step 1 – Take control of the scene
Step 2 – Advise Worksafe NZ
Step 3 - Advise Senior Management
Step 4 - Complete Report Form
Step 5 – Determine whether a hazard was involved
Step 6 – Eliminate or Minimise the hazard
Step 7 – Implement Hazard Controls
Record Keeping
Injury Management
Workplace Inspections
Introduction
Step 1 – Delegated Responsibility
Step 2 – Conducting the Inspection
Step 3 - Reporting
Step 4 - Implementation
Step 5 - Communication
Emergency Plans
Introduction
Emergency Organisation Structure
Preparation
Emergency Personnel and H&S Representatives
Evacuation Procedures
General Evacuation
Fire
CCP Fire Evacuation Checklist
Flood
Earthquake
Chemical Spill
Explosion
Health & Safety Training
Worker Engagement
Impact of Legislation
Health and Safety Representatives
Health and Safety Representatives
Health and Safety Committee
Training
Engagement of Contractors
Our Obligations
Contractor's Obligations
Health and Safety rules
Step 1 - Review Current Arrangements
Step 2 – Contractor’s H&S Management System
Step 3 – Discuss the Work and the Hazards
Step 4 – H&S Induction
Step 5 – Access to Premises
Step 6 – Monitoring
Support
Ask an expert
Termination Support
Union Access & Industrial Action
FAQs
Policies
Legal Framework
Introduction
Agreement Interpretation
Formation of Employment Relationship
Components of Employment Agreements
Express Terms
Incorporated Terms: Relevant Legislation
Implied Terms: Common Law Duties
Employees vs Contractors
Agreement/Contract Interpretation
Disputes Procedure: General Provisions
Employment Relationship Problem Resolution Process
Harassment Complaints Procedure
Lodging a formal complaint
Step 1: Self-help
Step 2: Informal query
Step 3: In-house mediation
Step 4: Lodging a formal complaint
Step 5: Effective investigation
Step 6: Complaint substantiated – Attempted settleme
Step 7: Investigator’s recommendations
Step 8: Recommendation accepted
Step 9: Legal action
Employment Legislation
Introduction
Accident Compensation Act 2001
Criminal Records (Clean Slate) Act 2004
Education and Training Act 2020
Employment Relations Act 2000
Employment Relations (Triangular Employment) Amendment Act 2019
Equal Pay Act 1972
Equal Pay Amendment Act 2020
Family Violence Provisions
Health and Safety at Work Act 2015
Holidays Act 2003
Human Rights Act 1993
Kiwisaver Act 2006
Minimum Wage Act 1983
Parental Leave and Employment Protection Act 1987
Privacy Act 2020
Protected Disclosures (Protection of Whistleblowers) Act 2022
Smoke Free Environments and Regulated Products Act 1990
Volunteers Employment Protection Act 1973
Wages Protection Act 1983
Access to Personal File
Representation of Employees & Union Access
Glossary - Definitions
Useful Links
Contact Us