Quiz time

Itโ€™s that time of the week again, the one I know you have been waiting all week for ๐Ÿ˜œ โ€ฆ.New Zealand Employment Law test time!

Last week I asked youโ€ฆ

๐˜ž๐˜ฉ๐˜ช๐˜ค๐˜ฉ ๐˜ฐ๐˜ง ๐˜ต๐˜ฉ๐˜ฆ ๐˜ง๐˜ฐ๐˜ญ๐˜ญ๐˜ฐ๐˜ธ๐˜ช๐˜ฏ๐˜จ ๐˜ค๐˜ฐ๐˜ถ๐˜ญ๐˜ฅ ๐˜ฏ๐˜ฐ๐˜ต ๐˜ฃ๐˜ฆ ๐˜ค๐˜ฐ๐˜ฏ๐˜ด๐˜ช๐˜ฅ๐˜ฆ๐˜ณ๐˜ฆ๐˜ฅ ๐˜ต๐˜ฐ ๐˜ฃ๐˜ฆ ๐˜ด๐˜ฆ๐˜ณ๐˜ช๐˜ฐ๐˜ถ๐˜ด ๐˜ฎ๐˜ช๐˜ด๐˜ค๐˜ฐ๐˜ฏ๐˜ฅ๐˜ถ๐˜ค๐˜ต?

๐Ÿ˜ฏHealth and Safety Breach

Of 306 responses, 89% got it correct by answering โ€˜Latenessโ€™ – yes lateness could not be considered to be โ€˜serious misconductโ€™.

Let me explain ๐Ÿ‘‡

Misconduct (poor conduct/behaviour) can be categorised as either โ€˜๐ฆ๐ข๐ฌ๐œ๐จ๐ง๐๐ฎ๐œ๐ญโ€™ or โ€˜๐ฌ๐ž๐ซ๐ข๐จ๐ฎ๐ฌ ๐ฆ๐ข๐ฌ๐œ๐จ๐ง๐๐ฎ๐œ๐ญ.โ€™

Obviously just from the label it is clear that the latter is worse – when it is labelled as โ€˜serious misconductโ€™, it is because the employeeโ€™s actions are so serious they have potential to ๐๐ž๐ฌ๐ญ๐ซ๐จ๐ฒ, ๐๐š๐ฆ๐š๐ ๐ž ๐จ๐ซ ๐ฎ๐ง๐๐ž๐ซ๐ฆ๐ข๐ง๐ž the trust and confidence between the employer and employee, which is essential in an employment relationship ๐Ÿ˜จ

Lateness does not fall into this category, but it could be considered misconduct. When addressing โ€˜misconductโ€™ generally the worst case outcome for the employee is a written warning (unless it is repeated) โš ๏ธ

However when we are talking about more serious issues, such as those detailed above (bullying, theft etc) then it is likely termination will be a possibility ๐Ÿ˜ฌ

This is such an important assessment and process to get right, so if you support these processes PLEASE ensure you know what you are doing – for the good of everyone involved!

Right, this weeks NZ employment law question isโ€ฆ

A summary dismissal is when an employee…

A. Is terminated without notice

B: Signs a settlement to leave

C: Is terminated with no process

D: Is terminated in 1st 30 days

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