https://www.pblaw.nz/newsblog daily 0.75 2020-08-31 https://www.pblaw.nz/newsblog/financial-ethics-during-the-lockdown monthly 0.5 2020-05-23 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ec77321b5b6184c276f379e/1590129469020/Anzac.jpg News/Blog - Financial ethics during the lockdown Lest we forget… https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ec772cdb5b6184c276f2cb0/1590129411078/british-world-war-ii-veteran-captain-tom-moore-poses-doing-news-photo-1587137331.jpg News/Blog - Financial ethics during the lockdown Captain Tom Moore retired WW2 veteran https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ec771ced400106d394e51cc/1590129276163/Nurse+jenny.jpg News/Blog - Financial ethics during the lockdown Nurse Jenny Mcgee works for the NHS in the U.K. https://www.pblaw.nz/newsblog/lasting-effect monthly 0.5 2020-08-25 https://www.pblaw.nz/newsblog/walk-together monthly 0.5 2020-06-06 https://www.pblaw.nz/newsblog/strongemployment-issues-during-covid-19-we-can-helpstrong monthly 0.5 2020-08-25 https://www.pblaw.nz/newsblog/15i3b9bw32p24mwjzgrc4ld96uyxom monthly 0.5 2020-09-03 https://www.pblaw.nz/home daily 1.0 2020-07-29 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5e9e95cb0144eb1942579d1f/1587703020372/Scales.png Home https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea2752646c37a5e245e6610/1587705145677/Blue+Circle+Employee.png Home https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea27569d9f1bc59642b8ed7/1587705204309/Blue+Circle+Employer.png Home https://www.pblaw.nz/contact daily 0.75 2020-06-07 https://www.pblaw.nz/justice-1 daily 0.75 2020-05-07 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eaba1d5befe9349693d0bf5/1588306408149/ Social Justice - Migrant exploitation is an ongoing issue, especially in the building trades. See this April 2017 article by Placemakers which referred back to the Tech 5 case and the now rather famous quote of “bonded servitude”. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eab953a15e01044042bab3f/1588303173061/filipino-basket-ball-team-pb-law.jpg Social Justice - Add Workers Limited Lexington Legal received a number of complaints from workers brought into New Zealand by ADD regarding the fees they had been charged. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eab973b9758022539767f9c/1588303688285/Edwin-family-pb-employment-law.png Social Justice - Business Immigration Bill Limited (BIL) and Lindsay Charles Sparks Lexington Legal received a number of complaints from Filipino workers about the excessive fees they had been charged both in the Philippines, and in New Zealand by BIL. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eab7fd16bf5157b982200bb/1588297722040/Philippine-Embassy-photo.jpg Social Justice - Tech 5 The complaint from some of the Filipino workers working for Tech 5, was that they were shown one employment agreement in the Philippines and given something quite different to sign once in New Zealand. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eaba12adf99770838c104ea/1588306224848/Harmon-and-Carolyn%25281%2529.jpg Social Justice - Harmond Wilfred Read about the case of Harmon Wilfred who is believed to be one of New Zealand's longest-term overstayers. https://www.pblaw.nz/employee daily 0.75 2020-05-07 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5e9ffcd17dedb86cbb0bcbd5/1606264500743/Alone+man.png Employees - How we can help? You might be anxious, upset, even angry or don’t know where to turn…. it can all seem very overwhelming and taking the next step can seem scary. Click below and find out how to proceed and how much it might cost you. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5e9feae625b79c6a367a8478/1606264500740/Bullied%2BGirl.jpg Employees - What are the areas that we cover? If you think you have a personal grievance, don’t spend time worrying about it, give us a call for some honest, expert advice. https://www.pblaw.nz/employer-3 daily 0.75 2020-07-29 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5f211b251f1c577c620a5a18/1606275406862/Paul%2BBrown-045.jpg Employers - What we do for Employers. We love working with owner/operators, those small to medium sized businesses that employ most kiwis. Those business owners, who laugh at a mere 40 hours per week, who put their family home on the line, who take the risk - and rewards - of being self employed. Paul has been self employed for over 15 years, helping bosses sort out many different issues, and he knows these issues well. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea2386cfd1a546f49bcf865/1587696273482/ Employers - See what our clients say, and look at cost. I have worked with Employers as an Employee Law expert for over 15 years and apart from honest friendly advice, I pride myself on getting the best possible outcome. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5f211bfceaecdd7ff096e8ae/1596005378072/Paul+Brown-005.png Employers https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eb218556af5800bbd9bf47a/1588729957548/ebook-image+3D.png Employers - Fill in the form below and your download link will be revealed at the foot of the page, this will enable you to save the eBook to your desktop. At PB Employment Law we will never pass on you email details to 3rd parties. https://www.pblaw.nz/about-1 daily 0.75 2020-08-20 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5f211a2db7734760227b40ef/1596004919377/Paul%2BBrown-001.jpg About - Paul Brown, LLB, Principal, PB Employment Law Ltd. Member of the Executive of the Employment Law Institute of NZ Member of the Leadership Team of C3 Church Christchurch Paul graduated LLB in 1999, from Canterbury University. After briefly working as a commercial solicitor, he formed his first company, Employment Law Consultants Ltd and began specialising in employment law for both employers and employees. From 2005 to 2011 Paul worked as a referee for the Disputes Tribunal, which was a part-time position for the Ministry of Justice. Paul’s no-nonsense approach and particularly concise written decisions meant that the losing party knew exactly why their arguments were not accepted - which is the essence of good justice. In 2010 he formed his own law firm Lexington Legal which practised in the area of immigration and employment law. After various drama’s, Paul closed Lexington legal in 2017 and formed PB Law, now PB Employment Law. Paul has literally done hundreds of mediations with the Employment Relations Service over the last 20 years. He regularly appears in the Employment Relations Authority [ERA] and in the Employment Court as needed. He has even appeared in the Court of Appeal, successfully defending decisions of the ERA and Employment Court in favour of his client. There is no substitute for experience! There are cases which are simply too big or complex for one person to handle on their own, and Paul will seek the assistance of specialist employment law barristers as needed. For example, Paul represented an employee unfairly dismissed by Smith Crane and Construction Ltd. Despite clear wins in both the Employment Relations Authority and the Employment Court, Tim Smith (director of Smith Crane and Construction Ltd) decided to appeal to the Court of Appeal. Paul sought the assistance of Kathryn Dalziel, a specialist employment law barrister, who did an excellent job in the Court of Appeal. In a one-page decision the Court of Appeal completely rejected and dismissed the appeal. Click here to see the Employment Court decision see: Employment Court Decision For a copy of the Court of Appeal decision click here: Court of Appeal Decision No matter how big or small your case is, Paul has the experience and knowledge to help you. Personal Statement Paul grew up around the North Island as his dad moved around a bit, selling life insurance, before settling in Auckland. Paul might say he was merely adventurous - but the judge thought otherwise, and his parents sent him to a Marist Brothers boarding school in Whangarei at 13. Well educated "in the school of life" meant that his time at high school was largely wasted, although he did enjoy his time working on the school farm - and teaching the other boys how to hot wire a tractor (which was related to the reason he got sent to a boarding school in the first place!) From there a wide variety of jobs followed, such as diary farming in the Waikato, forestry working both clear-felling and planting pine around Kaikohe , selling encyclopedias door to door, tyre fitter in both NZ and Oz, fleet tyre service man, tyre company manager, construction worker (and union delegate) in Sydney , factory worker here there and everywhere , various travels around the world - and perhaps the best education of all – at least in the school of life - a taxi driver in Auckland. Having been 'a jack of all trades' and a master of none, Paul commenced his LLB in Auckland – saw the light – and finished it at Canterbury University. He was admitted to the Bar in 1999. Having initially practiced as a commercial solicitor, Paul soon specialised in employment law, which remains his area of expertise today. He also advises companies on management and dispute resolution issues. Perhaps unsurprisingly, if you want really clear advice, without any 'organic fertiliser', you will get on well with Paul. https://www.pblaw.nz/services-employee daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd6103c02f22b9dcf5c32/1606277050926/image.jpg Services Employee - What You Can Expect from PB Employment Law Regarding Employee Legal Advice If you do decide to come to us for employee advice, here are a few expectations you can bring to the table: We will offer a free consultation. One factor that scares employees off from getting employment law advice is a worry about the cost. With us, the first call and the first nuggets of advice are free. We’ll tell you straight whether we think you have a case. We will provide friendly, low-pressure advice. Lawyers and legal advocates can often be intimidating. We prefer to approach our work with clients in a friendly, down-to-earth, low-pressure way. You talk; we listen; we provide advice in terms that you can understand. The entire process is easy and stress-free. We deliver services grounded in experience and knowledge. We have been working in the area of employment law for more than 15 years. Our knowledge and experience in this area makes us a wellspring of valuable advice for both employers and employees alike. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd4ec9b1ed035389c7acb/1606276840462/Paul+Brown-045.png Services Employee - Protect Yourself and Your Rights with Employee Legal Advice Many employers already have lawyers or entire legal teams in their corners, but what should an employee do if they require employee legal advice? At PB Employment Law, we believe that workers deserve every bit of legal guidance, advice, and representation that employers have. If you are in a situation where you are considering legal action against your employer, we can help. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd5939d7936484050974b/1606277050923/image.jpg Services Employee - Signs You Should Invest in Our Legal Advice for Employees Everyone gets upset or exasperated with their employer from time to time. The question is, when do those grievances elevate from the day-to-day frustrations we all feel about our jobs, to become something more legally questionable? Here are a few signs that you should seek out a legal advocate that offers employment law advice for employees: You believe you have been a victim of discrimination. Workplace discrimination can take many forms. While discrimination is illegal, employers will sometimes discriminate against people based on race, religion, gender, sexual orientation, disability, age, or other factors. If you believe you have been a victim of discrimination by an employer—either the employer you currently work for or a company that interviewed you but chose not to hire you—then it’s worth sitting down with a legal advocate for employee advice. You have contended with sexual harassment in the workplace. Unfortunately, workplace sexual harassment is a rampant, widespread issue that regularly affects workers in all industries—women and men. While the first step in most cases is to report the sexual harassment incident to a superior, you might consider seeing a legal opinion if your employer has shrugged off the issue, penalized you for reporting your harassment, or done nothing to change the workplace culture. You are being unfairly forced out of your job. Is your employer pressuring you to resign from your position, or making life difficult for you at work in hopes that you will quit? This practice, called ‘constructive dismissal’ – is illegal and may give you grounds for a lawsuit. These are just three examples of issues that may merit seeking legal guidance. Visit this page to read more about the types of employee legal advice we provide. https://www.pblaw.nz/how-we-can-help daily 0.75 2020-09-05 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea12fa9e0e57969e5e0318a/1587689807329/no-win-no-free.jpg How we can help https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea12d2be0e57969e5dff02f/1587689807324/ How we can help https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5f211abeea372c0aa4fa11f8/1606268938784/Paul%2BBrown-032.jpg How we can help https://www.pblaw.nz/how-i-proceed daily 0.75 2020-04-23 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea131678ad64529a70e2d96/1587622781928/IMG_7453.jpg How I proceed - I will listen to the issues that you have and give you my honest opinion of your case. If I think you are wasting your time, I will tell you, and why I think that. If I think you have a good case I will tell you why I think that. At the first meeting we will discuss what evidence you currently have, and if more evidence is needed, will you be able to get it? More evidence means a greater chance of winning good compensation, so is very important. If you have been dismissed and your employer does not want to settle by discussion and negotiation, we will be going to mediation with the Employment Relations service. If things arent settled there, your only option is taking it to the Employment Relations Authority. That will cost alot more money than mediation, and is only done when you have a really good case. The justification of taking the matter to the Employment Relations Authority will depend on the facts and how the law is applied to those facts. Again we can advise you on this. — Paul Brown. PB Employment Law Back https://www.pblaw.nz/how-much-is-cost daily 0.75 2020-05-07 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea134343b46f95d976c1363/1587623384075/ How much is cost - The hourly rate is $350 per hour plus gst. Which gives some people a heart attack!! But the hourly rate is NOT the issue. The issue is, what compensation did I get for you, and what did you pay me? So if I got you compensation of say $20,000 dollars, then I think a fee of something around $3,000 to $6,000 is fair and reasonable. Especially if your employer is paying some or all of that cost. Most employment disputes - if settled by agreement - include payment of some or all of your legal costs. I do not take a share of what ever you win and I do not offer "no win no fee". I do good work for clients and think I should get paid for that work. But I understand that some employees can only pay me if they get some compensation, and I can work with that. Back https://www.pblaw.nz/no-win-no-fee daily 0.75 2020-05-07 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea137023b46f95d976c5104/1587624036549/ No win no fee - Do careful research if you are tempted to use one of the many "no win no fee" people out there. Their fees can actually be huge, and you may find most of the money goes to your representative. In their defence, "no win no fee" advocates rightly claim they only get paid if they get you some compensation. They like to point out that lawyers getting paid a fixed hourly rate have an incentive to draw matters out. This is a valid point, but makes no mention of the incentive for a "no win no fee" advocate to grab the best deal going, as quick as possible - so that they get paid! Do your homework! To get you going read these articles below… Back https://www.pblaw.nz/services-employer daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd9083c6ccf69f3210847/1606277417626/ Services Employer - Quality Legal Advice for Employers at a Price They Can Afford Legal advice for employers is essential, but it can sometimes also be cost-prohibitive. Getting the right legal advice can save your business from costly mistakes or help you out of a bind if your business has already landed in a bad legal situation. For small or medium-sized businesses, though, the expense of employer legal advice makes for a difficult trade-off. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd998bc819f1cf49b091e/1606277835605/Paul+Brown-001.png Services Employer - What You Can Expect from PB Employment Law Regarding Legal Employer Advice At PB Employment Law, we dedicate ourselves to providing quality legal employer advice to smaller businesses that have typically been underserved by the legal community. Here are a few things you can expect if you come to us for legal advice: A free initial call. Some legal experts charge you their (exorbitant) hourly fee even for the first consultation call. We believe this practice is unfair and only serves to scare businesses away from seeking the legal advice they truly need. Our first call is always free so that you can take your time explaining your situation, and we can provide some initial guidance on how best to proceed. Fair rates. What we like to say about our employer advice services is that we believe in offering ‘a fair price for a fair job.’ While pricing will vary depending on the client and the matter, we think you will find that our legal advice is significantly more affordable than hiring a major law firm to undertake your case. A friendly, down-to-earth approach. Even beyond pricing, most people find lawyers a bit intimidating, impacting the working relationship and the eventual outcome. With us, you will work directly with our owner—Paul Brown, an employment advocate with a reputation for his friendly, down-to-earth approach to learning about clients and offering advice. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdda256457125654fccf67/1606277824089/image.jpg Services Employer - The Importance of Seeking Employer Legal Advice Why is legal advice for employers so important, anyway? Here are a few reasons to pick up the phone and have that first call with PB Employment Law today: Most business owners don’t have a huge base of legal knowledge or experience. One of the great things about our society is that no one has to be an expert in everything. If you’ve started your own business, then you are chasing down a passion or strength that is unique to you. To tale that vision to its greatest potential, though, it’s essential to understand how employment law matters might impact your hiring, termination, or human resources decisions. We are there to provide knowledge-backed advice on these topics. Employment law impacts more of your business than you think. Some employers think of employment law mainly in the context of unfair dismissal lawsuits. While these types of matters make up a considerable percentage of the work we do, it’s important to understand the many other employment law areas that touch your operations. These categories include employee redundancy; sick leave, holiday pay and other compensation matters; employee performance; health and safety protocols; business restructuring, employment contracts, drug testing, and much more. Employment law changes. Having someone you trust to offer legal employer advice is important, in part, because employment law is not set in stone. New legislation is becoming law all the time, and new challenges are reshaping work and employment challenges as we know it. This year, for instance, COVID-19 has created a variety of new employment issues that most employers had never thought about previously. We are there to help in these situations. https://www.pblaw.nz/download-book daily 0.75 2020-04-23 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea14b8637833601d474e945/1579821237293/Large+JPG-20140228_Trade+151_0046.jpg Download book - Build it. It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea14b8637833601d474e942/1562780575000/20140301_Trade-151_0124-copy.jpg Download book - Some of the areas covered in our guide. The single most important thing you need to do with any employment law problem. Why you need to slow down and C.Y.A. with every employment law problem. The exact steps you need to take to hold a fair disciplinary meeting. Miss just one of these steps or get them in the wrong order and it will cost you dearly Why you should never practise D.I.Y employment law. How ‘Calderbank Offers’ can save you thousands of dollars in an employment dispute. Why you want to go to mediation as quickly as possible with any employment law problem. Why you should avoid the Employment Relations Authority if at all possible. And much more… https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea148e22217c3594259d42a/1587628295595/ebook-image-homepage-pb-employment-law.png Download book - Here are some of the areas covered in our guide: The single most important thing you need to do with any employment law problem. Why you need to slow down and C.Y.A. with every employment law problem. The exact steps you need to take to hold a fair disciplinary meeting. Miss just one of these steps or get them in the wrong order and it will cost you dearly Why you should never practise D.I.Y employment law. How ‘Calderbank Offers’ can save you thousands of dollars in an employment dispute. Why you want to go to mediation as quickly as possible with any employment law problem. Why you should avoid the Employment Relations Authority if at all possible. And much more… Back https://www.pblaw.nz/employer-advice-pg daily 0.75 2020-09-05 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea2394f7af7995a0809af4f/1587621183398/ Employer advice pg https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea2394f7af7995a0809af4c/1587620979913/IMG_7482.jpg Employer advice pg https://www.pblaw.nz/how-much-is-cost-employer daily 0.75 2020-04-24 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5ea23f3d8275206d629300f1/1587691358270/ How much is cost Employer - You'll find my Fees very reasonable - $350 per hour plus gst / support staff at $120 per hour plus gst. Remember results often matter more than fees. I have worked as a specialist employment lawyer for well over a decade, and experience counts! Call to speak with me for a free consultation. Back https://www.pblaw.nz/reviews-2 daily 0.75 2020-07-29 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5f211b7638e36e51950715a3/1596005257851/Paul+Brown-033.png Reviews Employer https://www.pblaw.nz/tech-5 daily 0.75 2020-05-01 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eab83c42c99571428719f9f/1588302342521/Philippine-Embassy-photo.jpg Tech 5 Following the TV program, the Philippine Ambassador to New Zealand, Ambassador Benavidez, came to Christchurch, and had a meeting with Paul. https://www.pblaw.nz/adecco daily 0.75 2020-05-01 https://www.pblaw.nz/add-workers daily 0.75 2020-05-01 https://www.pblaw.nz/bib daily 0.75 2020-05-01 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5eab9858b694234cc8a8d810/1588303972933/Edwin-family-pb-employment-law.png BIB The Edwin family https://www.pblaw.nz/migrant-exploitation daily 0.75 2020-05-07 https://www.pblaw.nz/harmon-wilfred daily 0.75 2020-05-01 https://www.pblaw.nz/terms-of-service daily 0.75 2020-10-01 https://www.pblaw.nz/personal-grievance daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdaee008845d0924466375/1606267950202/ Personal Grievance Advice - What is the Purpose of Unfair Dismissal Legal Advice? Why seek out this kind of information in the first place? What makes speaking with an employment advocate a better idea than trying to untangle the law yourself? Consider the actual purpose and aim of services such as ours to understand better the value they provide for employees: Act in the appropriate amount of time. There is a 90-day time limit on filing personal grievance actions. Don't delay in seeking a consultation to avoid missing this window. Avoid wasted effort and expense on cases that cannot stand up to the stricter scrutiny required to make a successful claim. Enjoy a resource to support your efforts throughout the process. We provide clear advice on how to proceed, including potential options for resolving disputes outside of PG filings. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdaeabf3de5e49b5203e27/1606266555645/Paul+Brown-032.png Personal Grievance Advice - Determine If You Have a Case with Personal Grievance Advice Personal grievance advice may help you to understand whether you've been subjected to unfair conditions on the job. Developing one's source of income should be a point of pride, and you should be able to enjoy going to work free from unfair behaviour, discrimination, and retaliation. Unfortunately, that is not always the case for everyone, and many situations may arise on the job that leaves you feeling uncomfortable and upset. As the adverse effects on your work pile up, the relationship between you and your employer may break down. Have they acted in a manner that would allow you to file a grievance case against them? Answering that question is trickier than you might think, with many layers of complexity to the law. At PB Employment Law, we aim to provide you with a clearer sense of what to do next with concise advice on your personal grievance situation. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdaf0f6457125654f69f64/1588727312138/O6JTUC0.jpg Personal Grievance Advice - About the Professionals at PB Employment Law Bringing your case to a professional even for an introductory discussion on whether you should proceed with your grievance can be a stressful experience. Still, the right choice in advocates will make a difference. At PB Employment Law, we understand where you're coming from, and we have the experience to assist. What should you know about us? Our principal employment law advocate is Paul Brown, LLB. With a history in employment law that spans nearly 20 years, we bring extensive insight and a unique understanding to the table. Paul spent time working with the Disputes Tribunal for six years, so we have an inside view of the process. This understanding aids us in assessing the merits of a client's case and in providing clear communication about your options. Our testimonials reveal experiences that speak to the compassion, experience, and patience we exhibit for all our clients. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbda9a4145a8629dc6bc9df/1587698785833/Bullied%2BGirl.jpg Personal Grievance Advice - What Sets PB Employment Law Apart Regarding Unfair Dismissal Advice? Understanding the importance of seeking advice regarding an unfair dismissal in New Zealand is a good step, but you'll still need to choose an advocate to speak with about your case. Why book an appointment with our business to consult on the facts? Here's how we stand out: We have an extensive level of law experience, enabling more effective advocacy on behalf of our clients. Learn more about the background behind our business now. We prioritise honesty and transparency. We don't lead clients on to bill more hours only to reveal that you've reached a dead end regarding an unfair employment dismissal. From the very start, we're realistic about what you should expect when you proceed. We understand your difficult position and the emotions you may experience. We never forget there's a person on the other side of this — and we fight for you as a result. https://www.pblaw.nz/workplace-discrimination daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb668173fb5383b5fa724/1606268976481/Paul+Brown-032.png Workplace Discrimination Legal Advice - Understand the Nuances of Workplace Discrimination with Legal Advice If you believe you may have experienced workplace discrimination, legal advice is a valuable tool you should not miss the opportunity to use. The regulations surrounding what constitutes discrimination can be murky and difficult to interpret. For the average person, coming to a realistic determination about your chances of winning any action against your employer is far from easy. Combine that difficulty with the stress that results from discrimination at work. It may sometimes seem more straightforward to simply cut ties and move on, letting the incident simply become a bad memory. You may be entitled to compensation or a redress of your grievances if your employer engaged in verifiably discriminatory actions. How do you know if that's the case? At PB Employment Law, we are advocates for employees, capable of providing experienced insight into whether you have a case and, if so, how to take your next steps. Have you experienced a possible violation of employment discrimination law? https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb79feaf37e3b645977e2/1606268976485/image.jpg Workplace Discrimination Legal Advice - What is Employment Discrimination? To understand whether you have a legitimate case for making a claim of discrimination, it is essential to know how New Zealand defines those terms. What actions might constitute discrimination? How can you tell if you should speak to an employee advocate? Here are some fast facts about discriminatory behaviour on the part of employers: According to New Zealand's Office of Human Rights Proceedings, discrimination occurs when an employer treats you less "fairly or favourably" than another employee in "similar" circumstances. In other words, if your employer shows preferential treatment to another employee of the same type and quality but mistreats you, it may be discrimination. There are many types of workplace discrimination. Racism in the workplace is a particularly difficult problem to root out, and often creates complicated challenges, especially for immigrants. Age discrimination is a consistent problem as well, with older individuals often finding themselves passed over in favour of younger co-workers. There are many situations which may constitute discrimination. The complexity of the issue makes professional insight more valuable. If you are unsure if your case qualifies, we encourage you to contact us anyway. We provide free initial consultations to get the facts about your situation and to let you know if you should come in and see us. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb42eeaf37e3b6458f3d6/1606268307233/Bullied%2BGirl.jpg Workplace Discrimination Legal Advice - Statistics on Workplace Discrimination You Need to Know How many people in New Zealand experience some form of discrimination? Is this a widespread problem? One recurring issue is a hesitance among those who've experienced discrimination to press the issue. They may worry about their job security or about how to make ends meet. One thing is certain, however — the statistics say you are not alone. In 2019, some 300,000 New Zealanders reported experiencing some form of discrimination in the workplace. That translates into a staggering 11% of the entire nation's workforce. That's one in every ten workers. It is clear from this stat alone that the problem is widespread in our economy, but further research reveals more. According to the same survey, women are more likely to report gender discrimination in the workplace. Likewise, the demographic bracket from ages 45-56 reported high incidences of discrimination, pointing back problems related to age. Another 2019 survey revealed that almost half of New Zealanders say they believe there has been discrimination in their business place. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb80af8cdb769c6a14149/1596005062503/Paul%2BBrown-032.jpg Workplace Discrimination Legal Advice - Problems with Discrimination at Work PB Employment Law May Help to Address At PB Employment Law, our goal is simple: assess your case's facts and provide you with insight into if and how you should proceed with lodging a claim. What are some of the primary issues we can help you navigate when you stop by for a conversation with our advocate? Uncertainty about whether you've experienced discrimination you can prove. Evidence is necessary to make claims, but sometimes an employer's behaviour leaves room for doubt or counterargument. We can help you assess how to proceed. Concerns about the personal grievance time limit. You must give notice of a grievance within 90 days to be able to pursue a claim. Contact us to determine if you should take such a step. Concerns about "no fee" advocates. Why should you have to surrender a large portion of any settlement you might receive? We offer a fair price for a fair job instead of reaching into your pockets after the fact. https://www.pblaw.nz/employment-contracts daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb9e13485235c868375d4/1606275000107/image.jpg Employment Contracts Legal Advice - The Importance of an Employment Contract in New Zealand Why are employment contracts so important? Here are a few reasons to find a legal advocate who can assist with employment contracts in New Zealand: It protects both parties. Employment contracts are valuable to your business, as the employer, but they are also beneficial to any person who decides to come work for you. These contracts spell out the responsibilities and obligations of each group. For employers, they provide a reasonable guarantee that the employee will perform the responsibilities of the job, abide by employer policies, keep employer information confidential and otherwise meet reasonable expectations for the job. For employees, they provide job security, ensure compensation, and spell out other important employee rights. It paves the way for dispute resolution. When we work with employers on drawing up an employment contract in New Zealand, we take care to spell out specific procedures for dispute resolution. Having these elements in writing makes it easier for an employer and an employee to manage clashes or disagreements in house, without getting the courts involved or incurring legal fees. It can prevent unfair dismissal cases. The most common type of call we get at PB Employment Law concerns matters of unfair dismissal. Often, in these cases, employers have not done a good enough job elucidating which offences will lead to job termination. Miscommunication on this front can also lead to costly legal battles. A detailed contract that explains the expectations of the job and sketches out required and forbidden activities/behaviours will put everyone on the same page about grounds for termination, reducing the likelihood of unfair dismissal matters. Simply put, employment contracts are a key component of any successful employer-employee relationship. At PB Employment Law, we are proud to be a go-to source for advice and guidance when it comes to drawing up an employment agreement in New Zealand. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb9623570fb44d1c0a08c/1606269286875/O6JTUC0.jpg Employment Contracts Legal Advice - Looking for Understandable Employment Contracts Legal Advice? Give Us a Call Employment contracts are extremely important—to both the employer and the employee—but employment contracts legal advice is not always affordable or readily accessible to small companies or new entrepreneurial ventures. Hiring a law firm to draw up employment contracts or look over the ones you already have is a costly, complicated proposition that not all companies are willing or able to shoulder. At PB Employment Law, we pride ourselves on being more approachable, more laid back and friendlier than what most people have come to expect from law firms. We know how to explain matters of employment law in terms that anyone can understand, and we have a track record for delivering exemplary services to small or mid-sized businesses that don’t always fit the mould of a ‘typical’ client for a large law firm. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdba47f81c9a2a0c5fd919/1606275000111/Paul%2BBrown-011.jpg Employment Contracts Legal Advice - Services We Offer Regarding Employment Contracts in New Zealand We offer a variety of services that relate to employment agreements and contracts. Here are a few of the areas in which our knowledge of contract matters and employment law make us an invaluable ally for the employers we serve: Employment contract legal advice. Whether you are writing up brand-new employment contracts or fine-tuning existing ones, we can help. We’ll review existing contracts and suggest updates that make sense given recent developments in the world of employment law, or help you draw up new contracts that make sense given your business and your industry. Our goal is to help you draft contracts that provide maximum protection and peace of mind for your business and the employees that work for you. Employment contract negotiation. Some employment contracts are boilerplate and can be reused for multiple positions and employees. Others—such as C-suite, executive, president, VP, or other high-level leadership positions—may require more unique individual employment agreements or even employment agreement negotiation sessions. We can help you negotiate with your candidate to establish reasonable wage levels, benefits packages, and other elements of the employment contract. Union negotiations. Employment agreement negotiation will also often occur in cases where you are employing people who are part of a union. We have experience handling negotiations and collective bargaining matters with workers unions. Finally, as mentioned previously, we do quite a bit of work with unfair dismissal cases. Suppose you are being sued by a former employee over an alleged unfair dismissal. In that case, we can go over the employment contract, determine how strong the plaintiff’s case might be and discuss options for resolving the matter. https://www.pblaw.nz/workplace-discrimination-2 daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb83108845d092447d8be/1606268976481/Paul+Brown-032.png Workplace Discrimination Legal Advice (Copy) - Understand the Nuances of Workplace Discrimination with Legal Advice If you believe you may have experienced workplace discrimination, legal advice is a valuable tool you should not miss the opportunity to use. The regulations surrounding what constitutes discrimination can be murky and difficult to interpret. For the average person, coming to a realistic determination about your chances of winning any action against your employer is far from easy. Combine that difficulty with the stress that results from discrimination at work. It may sometimes seem more straightforward to simply cut ties and move on, letting the incident simply become a bad memory. You may be entitled to compensation or a redress of your grievances if your employer engaged in verifiably discriminatory actions. How do you know if that's the case? At PB Employment Law, we are advocates for employees, capable of providing experienced insight into whether you have a case and, if so, how to take your next steps. Have you experienced a possible violation of employment discrimination law? https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb83108845d092447d8c2/1606268976485/image.jpg Workplace Discrimination Legal Advice (Copy) - What is Employment Discrimination? To understand whether you have a legitimate case for making a claim of discrimination, it is essential to know how New Zealand defines those terms. What actions might constitute discrimination? How can you tell if you should speak to an employee advocate? Here are some fast facts about discriminatory behaviour on the part of employers: According to New Zealand's Office of Human Rights Proceedings, discrimination occurs when an employer treats you less "fairly or favourably" than another employee in "similar" circumstances. In other words, if your employer shows preferential treatment to another employee of the same type and quality but mistreats you, it may be discrimination. There are many types of workplace discrimination. Racism in the workplace is a particularly difficult problem to root out, and often creates complicated challenges, especially for immigrants. Age discrimination is a consistent problem as well, with older individuals often finding themselves passed over in favour of younger co-workers. There are many situations which may constitute discrimination. The complexity of the issue makes professional insight more valuable. If you are unsure if your case qualifies, we encourage you to contact us anyway. We provide free initial consultations to get the facts about your situation and to let you know if you should come in and see us. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb83108845d092447d8c8/1596005062503/Paul%2BBrown-032.jpg Workplace Discrimination Legal Advice (Copy) - Problems with Discrimination at Work PB Employment Law May Help to Address At PB Employment Law, our goal is simple: assess your case's facts and provide you with insight into if and how you should proceed with lodging a claim. What are some of the primary issues we can help you navigate when you stop by for a conversation with our advocate? Uncertainty about whether you've experienced discrimination you can prove. Evidence is necessary to make claims, but sometimes an employer's behaviour leaves room for doubt or counterargument. We can help you assess how to proceed. Concerns about the personal grievance time limit. You must give notice of a grievance within 90 days to be able to pursue a claim. Contact us to determine if you should take such a step. Concerns about "no fee" advocates. Why should you have to surrender a large portion of any settlement you might receive? We offer a fair price for a fair job instead of reaching into your pockets after the fact. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdb83108845d092447d8c5/1606268307233/Bullied%2BGirl.jpg Workplace Discrimination Legal Advice (Copy) - Statistics on Workplace Discrimination You Need to Know How many people in New Zealand experience some form of discrimination? Is this a widespread problem? One recurring issue is a hesitance among those who've experienced discrimination to press the issue. They may worry about their job security or about how to make ends meet. One thing is certain, however — the statistics say you are not alone. In 2019, some 300,000 New Zealanders reported experiencing some form of discrimination in the workplace. That translates into a staggering 11% of the entire nation's workforce. That's one in every ten workers. It is clear from this stat alone that the problem is widespread in our economy, but further research reveals more. According to the same survey, women are more likely to report gender discrimination in the workplace. Likewise, the demographic bracket from ages 45-56 reported high incidences of discrimination, pointing back problems related to age. Another 2019 survey revealed that almost half of New Zealanders say they believe there has been discrimination in their business place. https://www.pblaw.nz/workplace-sexual-harassment daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdbdf51972c46e3c5d72c3/1606277454275/image.jpg Workplace Sexual Harassment - The Importance of Addressing Sexual Harassment at Work Why is it so vital that all employers take active steps in preventing sexual harassment at work? If allowed to run rampant in a working environment, sexual harassment can damage an organisation in profound and often long-lasting ways. At PB Employment Law, we can work with you to put new workplace health and safety policies in place, including in the area of sexual harassment. Here are a few reasons why these policies—and vigorous enforcement of them—can make a big difference for your organisation in the long run: It can prevent costly litigation. Employees who have been victims of sexual harassment in the workplace can (and often do) file lawsuits against their employers. Again, when a person takes a job, they do so with the implicit understanding that the employer will provide a safe working environment. If sexual harassment repeatedly happens under that employer’s watch—and especially if the employer is made aware of that problem and does not take steps to resolve it—an employee may have a case for negligence. Our business has provided sexual harassment legal advice to employers who have found themselves in these types of situations. However, the easier strategy, often, is to avoid the lawsuit ever happening—something that can be accomplished with better health and safety policies, including better investigation protocols in cases where employees report sexual harassment or other improper and offensive conduct. It helps maintain a more robust company culture. Company culture has become something of a buzz term among employers in recent years, and for a good reason. Company culture refers to the behaviours, values, attitudes, work ethic and social atmosphere of an organisation. A company with strong culture typically boasts a happy, engaged workforce, with all employees working harmoniously towards a common aim. Any discord or strife in the workplace can damage company culture, which in turn can have a negative impact on office mood, worker engagement and employee retention. Taking a strong stand against sexual harassment at work is an integral part of building a robust company culture. It can improve word of mouth for your business. These days, bad news travels fast in the business world. Sexual harassment cases can go public and damage a company’s brand with stakeholders, employees, customers, and prospective job applicants. Becoming known as an employer with a zero-tolerance policy for sexual harassment, meanwhile, can make an organisation more of a draw for qualified candidates as well as a business that customers want to support. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdbcfd61e25426e1f70051/1606270218514/ Workplace Sexual Harassment - Employer Obligations Regarding Workplace Sexual Harassment Employers have an obligation to provide a healthy and safe workplace for all employees and workers—a commitment that extends to matters of workplace sexual harassment. According to a 2018 working life survey conducted by Statistics New Zealand, 14 percent of women and nine percent of men say they have experienced some form of harassment, discrimination or bullying at work. In recent years, as the #MeToo movement has grown around the world, hundreds of women (and some men) in New Zealand have come forward with stories about sexual harassment in the workplace. If anything, these trends and reports have indicated that many workplaces have problems that often go overlooked and unresolved. At PB Employment Law, we can work with your business to help you reckon with issues of sexual harassment in the office. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdbe5d3c02f22b9dcbee52/1606270574905/Paul%252BBrown-011.jpg Workplace Sexual Harassment - Related Services We Provide to Workplace Sexual Harassment At PB Employment Law, we offer a variety of services to help businesses deal with sexual harassment issues at work or to assist organisations in preventing that type of toxic workplace culture from ever taking root. Here are a few of the ways in which our legal advocates often help employers reckon with sexual harassment in the office: Consulting on health and safety policies. The first step in countering office sexual harassment is to have policies in your employee handbook spelling out inappropriate behaviours and establishing consequences for those behaviours. We consult with employers to help establish these policies. Investigations. What if an employee comes forward with an allegation of sexual harassment against a fellow worker? As part of your sexual harassment policy, it is essential to outline channels workers can go through to report allegations, as well as investigative steps the organisation will take to assess the issue and discipline those who might have committed wrongdoing. We can assist with sketching out these policies and/or carrying out the investigations. Offensive conduct legal advice. In cases where a sexual harassment claim at work builds into a lawsuit or legal battle, we can provide advice, assist with mediation or bargaining with the victim/plaintiff or offer other guidance to help you through the legal process. https://www.pblaw.nz/employment daily 0.75 2020-11-25 https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd0ce9ee0f32b8714d0a4/1606275285786/ Employment Legal Advice - Who to Call When You Need Employment Legal Advice for Your Business Sometimes, employment legal advice is difficult to come by for owner/operators, small businesses, or even medium-sized ventures. Lawyers are expensive, and those who focus on employment law are no exception. At PB Employment Law, we offer a different type of service. We are employment advocates. We know a great deal about employment legislation in New Zealand and regularly work with employers to help them understand this legal infrastructure to make informed decisions. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd10d6457125654fb5f60/1606277384774/O6JTUC0.jpg Employment Legal Advice - Problems Our Employment Law Specialist Can Help Address What are employers typically looking for when they call for employment law advice in New Zealand? Here are a few common issues that our employment law specialist can help employers resolve: Advice on how to terminate an employee. Firing employees, while sometimes a necessary step, is nobody’s favourite thing to do. It can also be a legal quagmire, depending on how the dismissal is executed. We can advise employers on whether they have reasonable grounds to fire someone and how to carry out the process fairly and legally. Guidance on unfair dismissal lawsuits. Roughly half our work with employers deals with situations where they have let someone go and are now being sued for unfair dismissal. We can assist clients with their cases in these situations and help them adapt their termination policies to avoid similar future problems. Assistance in devising health and safety policies. As an employer, you have a responsibility to provide a safe and healthy environment for your staff. We can work with you to devise, implement, or update your health and safety policy so that it incorporates crucial categories such as sexual harassment, drug and alcohol use, and more. https://static1.squarespace.com/static/5e9d30c7fbbac826929fb339/t/5fbdd15f173fb5383b63b204/1606275432672/Paul%252BBrown-045.jpg Employment Legal Advice - What Sets PB Employment Law Apart Regarding Employment Legal Advice? Suppose you are seeking employment legal advice in New Zealand. In that case, you are probably wondering what sets PB Employment Law apart from, say, a major law firm that specialises in employment law. Here are a few of our key differentiators: You work directly with the owner. Instead of having your case passed between a dozen different lawyers and paralegals, you will always work directly with our owner, Paul Brown. This factor brings confidence and peace of mind for many of our clients. You enjoy a friendly experience. Lawyers have a (sometimes unearned) reputation for being cold, aggressive, and driven by money more than client interests. We can’t comment on how true this stereotype is for other firms or businesses that focus on employment law, but we can promise that you will have a friendly, authentic experience working with Paul on your matter. You get an employment law centric perspective. Most law firms and most legal advisory companies like ours work in a wide range of legal matters. Our unerring focus on employment legislation in New Zealand and employment law matters makes us a reliable choice for clients who are looking specifically for help with unfair dismissals, redundancy, employee drug testing, or holiday pay.