Thrive Lawyers

30/09/2024

Thrive Lawyers is delighted to support the Hastings West rugby team as a sponsor in the prestigious Ross Shield tournament. We encourage you to attend this week in Waipukurau and show your appreciation for these talented kids. Go West!!

22/04/2024

Thrive Lawyers recently in the media regarding a claim that has been filed by staff to the Employment Relations Authority for lost wages and unjustified dismissal.

Staff from Workforce Development Ltd have filed a claim for unjustified dismissal while some students are left in limbo with incomplete courses after its sudden closure.

29/02/2024

Final pay: What's included and how to get it right

When leaving a job, employees receive final pay, which must include:
• Payment for all hours worked from the last pay period to the end of employment,
• Payment for annual holidays (annual leave), public and alternative holidays, and
• Any additional lump sum or other payments owed. These may be included in the employment agreement or negotiated when ending employment.
Employers can deduct any authorised amounts from final pay.

If an employee doesn’t receive all of the components of their final pay, they may have a claim for unpaid wages, holiday pay, or breach of their employment agreement.

18/10/2023

15/06/2023

The Employment Relations (Extended Time for Personal Grievance for Sexual Harassment) Amendment Act 2023 is now in force. This means that employees now have 12 months (extended from 90 days) to raise a personal grievance for sexual harassment in the workplace. All new employment agreements entered into must reflect this change. Existing employment agreements do no need to be changed, however, we recommend employers give notice to their employees of the additional entitlement in writing.

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11/05/2023

A 2020 survey carried out by the NZ Privacy Commissioner found that 41% of people over 18 years old were concerned about the use of surveillance cameras. Organisations who wish to use CCTV (or other monitoring equipment) in the workplace should be mindful of their obligations under the Privacy Act 2020. Organisations must only collect personal information if it is for a lawful purpose connected with their functions or activities, and the information is necessary for that purpose. Any information that is collected should also be securely disposed of once it’s no longer needed for the organisation’s purpose. We recommend employers obtain legal advice before undertaking any employee monitoring or seeking to rely on any footage taken of an employee at work in a disciplinary or other process.

08/05/2023

It’s Privacy week! We would love to know what You think about electronic surveillance software used by employers to collect information on employee working behaviour, such as computer (internet, emails) usage. Some companies consider it a critical tool to maximise performance and stress advantages like fair performance evaluation, improved security of employees, and higher accountability. However, a recent German study found that monitoring employees did not have a positive effect on performance, and instead damaged workplace culture and spurred counterproductive behaviour. What do you think? Friend or Foe?

01/03/2023

Does your business have business interruption insurance cover? If so, you may find it useful to consider the following.

27/02/2023

Businesses affected by Cyclone Gabrielle: Soon you will be able apply (subject to certain criteria) for a government grant of up to $40,000.

The grants are to help you keep operating, position you for a succesful recovery and maintain cashflow.

You can apply if you are self-employed, a sole trader, or an employer.

Farmers and growers can apply for separate support from the Ministry for Primary Industries.