Building constructive employment relationships makes good business sense: organisations with good employment relationships tend to be more successful.

 

When problems emerge, they are best resolved promptly by the parties themselves. Most employers and employees do a good job of preventing problems, or resolving them by dealing with each other honestly, openly and with mutual respect.

 

Sometimes employers and employees can feel intimidated when differences arise and may believe the cards are stacked against them. This can lead to actions that make it more difficult to resolve the problem effectively.

 

The Department of Labour has developed a series of resources designed to assist employers to manage employment relationships. The first, How to Hire, is designed to start the relationship off on a sound footing.

 

Another guide The Employers Guide to Employment Relationships continues where the How to Hire Guide finishes – by outlining the information and systems that should be established as the employment relationship begins. It then looks at good practice in dealing with the issues that most often lead to problems in the employment relationship.

 

The third resource is a Disciplinary Action Guide for Employers that aims to help employers, particularly small business owners, to understand the law relating to disciplinary action (including dismissals), redundancy and inability to work because of illness.

 

In employment relations, good process is essential in making good business decisions and reducing the risk of problems ending up in court, where you may incur costs for advisors, litigation and settlement: organisations with good employment relationships tend to be more successful.

 

For further information on these guides and others visit www.ers.dol.govt.nz/publications