Oxford & Ernest Associates

Oxford & Ernest Associates Oxford & Ernest Associates - Dispute Resolution Service New Zealand

Todays world is far from what it was 2 years ago. Populations are being vaccinated, food house and oil prices are throug...
17/05/2022

Todays world is far from what it was 2 years ago. Populations are being vaccinated, food house and oil prices are through the roof, and some pretty big countries are at war - its a wonder we can keep our heads above water.

For those that have recently lost their job, the situation is twice as bad. This day and age its not only imperative that you hold onto your employment, but also to recognise when your rights are being abrogated.

If you have been experiencing issues with:
- Your job
- Your neighbour
- The police
- ACC
- Some form of discrimination
..a legal remedy might be waiting in the background for you. Compensation for people breaching your rights can help you get ahead. Don't just sit and wait, act now.

We offer a free consultation, and can give you peace of mind in providing very competitive legal quotes and fees that won't have you crying in agony.

02040187598

[email protected]

Cheers,

Victor Corbett

We now undertake all legal work under employment of Frontline Law. Have an issue with your employer, been treated unfair...
02/12/2021

We now undertake all legal work under employment of Frontline Law.

Have an issue with your employer, been treated unfairly? We can raise most matters with your employer at a flat initial rate of $368. Do not be fooled by "no win, no fee" - you might end up with less compensation than expected!

If you have any legal matters that need addressing, please visit our website or phone me directly, 02040187598.

Victor

www.frontlinelaw.co.nz

Your trusted provider of employment and military law services for uniformed professionals. Contact us for a free initial consultation.

Kiwi Saver: Get to grips with your contractI have had a few clients where the employer was proposing to still provide it...
17/04/2021

Kiwi Saver: Get to grips with your contract

I have had a few clients where the employer was proposing to still provide its employer contribution - however that contribution would be taken out of their total wage.

The law in relation to this is set out at 101B of the KiwiSaver Act 2006. This section states that the default position of the law is that compulsory contributions are paid in addition to an employee’s gross salary or wages described in section 101D(3). However, parties to an employment relationship are free to agree contractual terms and conditions that disregard that default position, unless the contractual terms and conditions do not account for the amount of compulsory contributions the employer is required to pay.

It's important to understand that there are two approaches to calculating minimum employer contributions to KiwiSaver: the “default” approach and the “total remuneration” approach. The default approach occurs when an employee, who is a member of KiwiSaver or joins KiwiSaver, effectively receives the 3% employer contribution in addition to his or her normal remuneration.

The alternative is that employers adopt a total remuneration approach to KiwiSaver. This involves paying all employees the same total remuneration regardless of KiwiSaver membership. Therefore, if an employee joins KiwiSaver or is a KiwiSaver member, that employee’s take-home pay is effectively reduced by the percentage of the employer contribution that the employer is required to make to the employee’s nominated KiwiSaver scheme.

The Court in the leading case of Faitala v Terranova Homes & Care Ltd [2012] NZEmpC 199 examined the total remuneration clause in the above case and held that the wording of the clause which stated that the salary was “inclusive” of the employer’s KiwiSaver contribution satisfied the test in section 101B(4) because the amount of contribution could be determined by reference to the statutory KiwiSaver rate.

Total remuneration approach is attractive for employers because the default approach results in those employees who join or are members of KiwiSaver effectively receiving more income, being their agreed remuneration plus the employer contribution. The total cost for employers is also lower when a total remuneration approach is adopted.

A total approach, carried out in accordance with due process, is lawful. It does not offend the general law given s 101B of the Act. In essence it comes down to a financial decision - your total wage will decrease by 3% per annum. Is your employers giving you compensation for that? Is that sufficient consideration, say, if you were to continue working there for five or even ten years?

Make sure to think ahead before signing any new employment agreement which purports to use the above method.

11/01/2021

The Residential Tenancies Amendment Act 2020 - a wee New Years note for all you renters and landlords out there...

Throughout last year, and in the early stages of 2021, different parts of this Act will be coming into force. In undertaking some research on this, OEA found that the Osaki principles are still in effect, which means tenants are still not liable for (careless) damage to their property should the landlord be insured.

Interesting points to note:

[*] Tenants can ask to make changes to the property and landlords must not decline if the change is minor. Landlords must respond to a tenant’s request to make a change within 21 days.

[*] The Regulator (the Ministry of Business, Innovation and Employment) will have new measures to take action against parties who are not meeting their obligations.

[*] The Tenancy Tribunal can hear cases and make awards up to $100,000. This is a change from $50,000.

[*] Rent increases are limited to once every 12 months. This is a change from once every 180 days (six months). This is in effect now.

If you would like to read more, and information sheet is attached.

Taking your Employment case further 👨‍⚖️Much like the Disputes Tribunal, some clients can become a bit worried when thei...
14/12/2020

Taking your Employment case further 👨‍⚖️

Much like the Disputes Tribunal, some clients can become a bit worried when their employment grievance fails to settle at mediation. They see before them a huge 'Everest' called the Employment Relations Authority (ERA), and it conjures up images of a big fancy court room with stuffy legal books sitting in an oak bookshelf, a big table, and whole lot of people judging you.

Thankfully, this is far from the case. The ERA is quite user friendly, welcoming and informal. The hearings are called 'investigation meetings', and the person making the decisions is called a 'member'. What further seems to scare clients though, is the outcome! Yes, the outcome of any ERA hearing can see employees face hefty costs, especially if the employer has chosen to hire a fancy barrister.

But all is not lost - the ERA is, in many ways, a filter. If your case has merits but fails on a technicality or bad judgment by a member, you always have a right to seek a 'de novo' hearing in the Employment Court. So that means the Court can re-hear your particular case from the beginning again. This also means you have the benefit of knowing why your case lost in the ERA, and your advocate will work on these points with tenacity.

Every single case OEA has sent to the Employment Court, we have had a successful result. Never be afraid to take your case to the next level on its merits - you'll be in a better place for it.

Update yourself on the new Privacy Act changes - learn when your private information is being misused...
22/11/2020

Update yourself on the new Privacy Act changes - learn when your private information is being misused...

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Problems with ACC law are rampant, this is more so for this with pain disorders, some of our most vulnerable that slip t...
09/11/2020

Problems with ACC law are rampant, this is more so for this with pain disorders, some of our most vulnerable that slip through the cracks. See our latest blog entry about 'chronic pain':

'Ghost in the Courtroom'

There are conditions that occur in life that always find themselves difficult to fit themselves into the often pre-moulded and rigid cylinders of the law. This is very much the case when it comes to some diseases, illnesses or other psychological disorders of the human body attempting to find sanctuary in the (at times) munificent garden of the Accident Compensation Act 2001. This article will attempt to reconnoiter the comprehensive question of why ACC and the Courts appear to struggle with the issue of pain (including chronic pain) as a personal injury. There some cases where pain is treated because of a physical injury, and in other cases separately as a mental injury. We will first look at some history regarding chronic pain and associated disorders, then we will discuss the case law that has developed in New Zealand in terms of an injury, and the ramifications of those decisions as regards to ‘pain’. Finally, we will summarise what we have discussed.

Understanding chronic pain essentially has two aspects to it; bio-medical and psychiatric. Therefore, pain as it occurs normally must either be as a result of actual tissue damage, or simply as occurring in and of the mind. Medical professionals attempt to diagnose one or the other, but at times it became unclear whether the pain was purely psychological. On July 16 2020, for the first time since 1979, the international association for the study of pain ‘revised’ its definition of pain as “An unpleasant sensory and emotional experience associated with, or resembling that associated with, actual or potential tissue damage” (www.iasp-pain.org), or to put it another way, it is pain that persists past the healing phase following an injury (Merskey and Bogduk, 1994). So, although the medical community is constantly changing and adapting to the study of chronic pain, during the last few centuries an incredible amount of advancement has been made in this area. The precise causes of chronic pain (notably after suffering an injury) cannot be pinpointed yet, but some tools such as brain morphology analyses can assist in prognosis. Treatment for chronic pain is treatable through opioids, and some methods of psychology (Turk, D. C., & Okifuji, A. (2002)). Somatic symptom disorder (which is diagnosable through the DSM) is any mental disorder that displays physical signs that suggest illness or injury, but cannot be pinpointed to a medical ailment or by the direct effect of medications, and are not caused by some other (say, existing) mental disorder. This is the psychiatric side of chronic pain. So, it follows that there might be some trouble for people that experience pain to seek cover under the ACC scheme.
In the case of Teen v Accident Rehabilitation and Compensation Insurance Corporation, a claimant sought cover for her chronic pain as a result of occupational overuse syndrome. The Court hobbled around and brought out a dictionary, declaring “injury” to mean “damage or hurt”, and “physical” to mean “of or relating to the body, as distinguished from the mind or spirit” (see Teen). Because the appellants pain did not manifest in some form, it could not (according to the Court) amount to an injury, and ACC’s decision stood. Teen appealed to the High Court, however, to no avail – Wild J approved the Tribunals ruling in the DC, including the definition of ‘bodily harm or damage’ (Teen HC at [35] per Wild J). Numerous cases followed, defining an injury as ‘interference with bodily integrity’ (Monk v Accident Compensation Corporation [2012]), and in Accident Compensation Corporation v D [2008] the High Court stating a need for “harm or damage”. In the case of Te Puna v Accident Rehabilitation and Compensation Insurance Corporation, the courts said that injuries don’t need to be precise or labelled, so long as the “effects of it can be seen and are manifest”. What I am hoping you can now see is that the Court has set down a very rigid, if not simplistic view on what constitutes an injury. This is not at all surprising given the courts are undertaking an exercise of interpretation and have in mind the need for judicial certainty. So this case law leaves us in the position where perhaps a person may be genuinely suffering from pain, but unless there is actually damage, interference with bodily integrity or it can be ‘seen’, it’s not an injury.

Based on that, in Coulter v Accident Compensation Corporation the Court found (citing Teen and Mura) that the appellant had not proved on the civil balance that she was entitled to cover, as she needed to show some actual physical damage such as a sprain or strain, and she failed to do so. The Courts have made it clear that pain alone is not an injury (ACC v Arnold), nor is regional pain syndrome, fibromyalgia, or chronic pain syndrome (see Teen). There is another side of this however., chronic pain that arises during a work-related injury which has cover IS a personal injury (Kennedy v ACC), and the same goes with fibromyalgia (Seddon v ACC). In other words, so long as you sit under the umbrella of a covered injury, pain disorders can be covered. There is a caveat however; a causal nexus must be shown to exist as between the pain symptoms and the covered injury (see Garton v ACC), and you may run into trouble if you have a minor injury which develops into a major chronic pain disorder. In terms of causation between a physical and mental injury, the causation must be direct, not because ACC has stressed you out with its bureaucracy (Robinson v ACC). Once a direct link is established, it becomes an exercise of analysis of medical evidence – of which evidence of full incapacitation doesn’t need to be proved as long as there are residual effects (Newcombe v ACC). But not all pain associated claims must be parasitic of an ‘injury’ as defined by the Courts, some can stand on their own two feet.

In the case of the ACC Act, mental ‘injuries’ are covered under s 21B (for example, chronic pain disorder as a result of a workplace injury) where they meet the guidelines under gradual process, etc. There is also room to claim for mental injury as it relates to criminal acts, such as sexual assault (s 21). The result of the courts squabbling over the definition of injury has, however, significantly reduced the capability of claimants being able to successfully ‘claim on pain’. There are probably a few reasons why the Courts struggle to grapple with the issue of pain – not because the Court fails to consider or give serious or careful thought to the issues that come before it, but it is an institution which runs along the rails of legislation and evidence. It is an institution which (generally speaking) is boxed inside of the words handed to it by the legislature, and the evidence produced by parties. Without such exceptions by parliament in terms of s 21 and s 21B of the Act, the Courts construe things in terms of what the words mean and what they can see, else they will fear a ‘slippery slope’ of chronic pain suffers claiming entitlements. Chronic Pain is simply not corporeal enough.

Despite this, the Supreme Court case in Allenby v H [2012] NZSC 33 is a large leap in the Medico-Legal area, where it was affirmed that a pregnancy can constitute an injury. If a strain or sprain can be an injury, then why can’t a pregnancy be one as well, where the body of a woman is subjected to severe anatomical changes. This kind of decision harps back to the swept away case of Waitemata Health Ltd v Ace Insurance Ltd where it was ruled that cell damage as a result of CPD constituted a physical injury, sadly reversed by Teen. What the Allenby case tells us is that the Courts are willing (or should be willing) to undertake a more liberal interpretation on what constitutes an injury and on that basis, come to a more reasoned approach that pain ought to (on the balance of evidence) be an injury in and of itself, especially given research has found that CPD causes a reduction in gray matter which involves a neuromusculoskeletal injury. In Studman v ACC, the claimant had pain and stiffness in hand after surgery, the Court held to have suffered no precise, identifiable physical injury, but despite this ACC accepted there was tissue damage and settled before the matter was due to be appealed.

In summary, pain as an injury is a particularly controversial topic. Pain disorders are frequently hard to diagnose and are not immediately obvious to the lay observer. The Courts have been very slow and careful in their interpretations of an injury, and in many cases claimants with pain disorders fall foul of the law. The Courts will do well to stop using Teen as their reason to dismiss cases and start looking to Allenby as a leading case on pain disorders. Only when this happens, and Courts are seized of the fact that some pain disorders cause genuine damage, will we start to positive change in this area. Until then, pain may very well be a ghost sitting in the courtroom.

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It's been said that death is the end of a life, but not the end of a relationship.We believe that quote crystallizes the...
30/09/2020

It's been said that death is the end of a life, but not the end of a relationship.

We believe that quote crystallizes the strategic and wise way people wish to depart this world bearing in mind their friends and loved ones, and part of that means managing your estate. From an old 1987 Toyota Corolla to a Lamborghini and 6 properties - a Last Will and Testament is an important part of your life...

But why?

If you die without one, a person is said to die 'intestate'. This means that certain parts of the law, including the Administration Act 1969 works to manage your belongings and the disposal of your body. It also sets out basically 'who gets your stuff'. The unfortunate part of this is, you don't get a say.

So, how can Oxford & Ernest help?

OEA can assist you in the drafting and completion of a valid Will, capable of protecting your assets and continuing your relationship with friends and loved ones when you depart this place. If your net worth is below $1.5m (total assets), our standard charge of $185.00 NZD will bring you that sense of security you've been looking for.

Drop us a line on [email protected], or call us today for a chat about your estate.

Taking time this morning to reiterate the importance of your health and safety in the workplace, in particular, mental h...
05/08/2020

Taking time this morning to reiterate the importance of your health and safety in the workplace, in particular, mental health. We have received countless cases over the last few months of employers terminating their employees after subjecting them to burnout, bullying and unsafe behavior which can often lead to the employee doing things which they wouldn't normally do.

Implied in every employment contract, and found in the Health and Safety at Work Act 2015 is the employers duty to provide a safe workplace. Safe meaning protecting from both physical and mental harm. While an employee should take steps to help themselves, this doesn't mean the employer can escape liability by not addressing issues which were entirely foreseeable.

Take some time over the weekend to sit back and reflect on your on health - is it your workplace that is the source of your issues? Did your employers neglect force you into a resignation or did they unreasonably hit the "fire" button?

At Oxford & Ernest Associates, we genuinely care about the clients we represent and the struggles they have. We know the impact that ill health can have on your career and your family - let us take the burden off your back and solve these issues with pragmatism and professionalism.

30/04/2020

Can my employer make me use my annual leave so they can get the Wage Subsidy?

No. The purpose of your annual leave under the Holidays Act is to allow you an opportunity for rest and recreation. Requiring a worker to take annual leave in order to close down business operations and reduce costs during the COVID-19 pandemic is inconsistent with that purpose and is likely to be illegal.

A word of warning to employers out there looking to take advantage of the lockdown...
31/03/2020

A word of warning to employers out there looking to take advantage of the lockdown...

OPINION: Why do some employers believe that they can unilaterally reduce or stop paying workers during the lockdown?

Welcome to 2020, and Happy New Year from the team at Oxford & Ernest! The employment sector has already kicked off with ...
17/01/2020

Welcome to 2020, and Happy New Year from the team at Oxford & Ernest! The employment sector has already kicked off with a few nasty moments, with some migrant workers being exploited; this is unfortunate and happens all the time.

Wherever you are this year always keep in mind that every employment relationship, no matter where you are is a contract, an agreement between you and your employer. If you work diligently in your job, you can expect your employer to have good faith in following the terms of your contract and keeping your pay and holidays in check with the law.

If you have any general questions, or comments, we'd love to see them in the post below! If you require any private advice, please email us or call us on the number provided.

Hawke's Bay orchard owner Gautam Kapur set up sham business to dodge paying migrants.

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