Employment Advice and Advocacy

Employment agreements

The most important first step in any employment relationship is to have a sound, enforceable employment agreement between the parties.  This is also a legal requirement.    Preparation and review of employment agreements is a regular service Chris Rowe provides to her employer clients.

Chris also often reviews employment agreements for employees who are embarking on a new role and need to know that the employment agreement provided is compliant with current employment law.

Employment Relationship Problems

Chris Rowe acts for both employers and employees in almost equal proportion when dealing with employment relationship problems.

For example, an Employer may have received a personal grievance letter from an employee and needs advice on how to respond to the issue.

In this situation Chris would first ensure there is no conflict of interest in any previous dealings Chris might have had with the employee concerned.  Then she would normally meet with the employer to find out the background, and review any relevant documentation before giving any advice as to how to proceed.

Chris is an accomplished wordsmith, and will usually draft or assist with drafting any responses to personal grievances.

Chris follows the same general process (but in reverse) if engaged by an employee who is in conflict with an employer.

As an accredited and highly experienced mediator in her own practice, Chris understands the dynamics of conflict and will always encourage parties to discuss matters between them to avoid matters becoming entrenched.

Employment Advocacy

If an employment relationship problem cannot be resolved between the parties, Chris frequently acts for either party in mediations provided by the Mediation Service of the Ministry of Business Innovation and Employment (MBIE).

If matters cannot be resolved in mediation, Chris is experienced in representing either party in the Employment Relations Authority (ERA).

Matters which are not resolved to either party’s satisfaction in the ERA can be taken to the Employment Court.  Chris does not normally represent parties in the Employment Court, but there is nothing to prevent her from doing so.   Advocates do not need to be lawyers to represent parties in the employment jurisdiction.

Employment law is complex and currently changing.  Chris maintains a current knowledge of employment case law through the Employment Relations Authority and the Courts.  This knowledge enables Chris to provide current advice on best options for employers and employees who have an employment relationship problem.

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