“With the changes to the economy I want to be sure that I have the right staffing structure in place for next year.  What are the key things I need to consider?”

Many of our clients are looking at changes to their staffing structures to reflect the changes in their situations.  Any changes to the type of work, number of employees, and sometimes even the way work is organised are changes that are significant enough to require a robust consultation with staff prior to implementation.
We can help you work out the best staffing structure for your business and help you manage the change process appropriately so that your business risks through the change are minimised.

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No8HR has enjoyed a great start after launching the business in mid January.  With over 100 people visiting our website every day both clients and applicants are saying that the combination of both HR and recruitment advice is giving them confidence in their business decisions in the current market.
Our quickest turnaround to date has been a Farm Assistant who was placed within 24 hours of the client registering the vacancy with us. 
In particular our clients like

1. The ease of registering a vacancy with us
2. The time we take to ensure we have the right details to get the right match
3. The fact that we undertake a Ministry of Justice check on all applicants   

Our applicants like

1. The ease of our fully ‘on-line’ application process
2. The quality and depth of the information available on our website about each of the vacancies
3. The quick feedback they get on their suitability for any vacancy

Speak to us today about how we can help you get the best staff in your business.

On 12 December 2008 the Employment Relations Amendment Bill was passed.  This made changes to the Employment Relations Act 2000.  From 1 March 2009, employers who employ 19 or fewer employees will be able to employ new employees on a trial period of up to 90 calendar days.
Key things you need to know about Trial Periods:

• The Employer and Employee must agree to the Trial Period and it must be written into the employment agreement.
• Employers must consider and respond to any issues raised by the new employee concerning the Trial Period both leading up to the employment and once it has started.
• Both the Employer and the Employee must sign the Employment agreement at the beginning of the employment period.
• The Trial Period can be for no more than 90 calendar days.
• If the employment is to be terminated, notice must be given within the Trial Period.
• The Trail Period prevents an employee taking a personal grievance for unjustified dismissal.  It does not stop an employee taking a personal grievance for any other reason.

The legislation requires employers to provide employees with paid rest breaks and unpaid meal breaks.  Employees will be entitled to:

• one paid 10-minute rest break if their work period is between two and four hours; 
• one paid 10-minute rest break and one unpaid 30-minute meal break if their work period is between four and six hours; 
• two paid 10-minute rest breaks and one unpaid 30-minute meal break if their work period is  between six and eight hours.  

Where employees work for periods longer than eight hours, these provisions automatically re-apply for each succeeding work period.  Rest breaks can be taken in the workplace or outside the workplace.
While many employers already provide rest and meal breaks that meet these new minimum requirements, employers should still review their rosters and ensure they are consistent with the new law.
The new legislation also requires employers to provide breaks and facilities for employees who want to breastfeed their babies or express milk in the workplace.  Employers are able to take into account operational requirements and the availability of resources when negotiating arrangements with their employees.

The Government has increased the minimum wage from $12 to $12.50 with effect from 1 April 2009.
Farming clients need to ensure that salaried staff do not fall below this minimum wage threshold. 
All employers are required to keep time and wage records for all staff.  Keeping these details will ensure that if there are queries about earnings Employers are able to give an accurate picture of the situation.
 

The new Government has made some changes to KiwiSaver.  Key changes are:

1. Maximum Employer subsidy has been reduced from 4% to 2%
2. This 2% will automatically kick in from 1 April 2009
3. The minimum Employee contribution level has reduced from 4% to 2% of gross pay
4. The fee subsidy of $40 per annum will cease (this was automatically credited to KiwiSaver accounts by the Government and will now cease)

You need to continue to get your Employees to ‘Opt Out’ of KiwiSaver if they do not want to join otherwise they are automatically ‘in.’