Steps by New Zealand companies to lay off employees
In a difficult business environment, the survival of the company is a worry, in order to avoid the point of bankruptcy, many companies will choose to "redundancy" this way, to streamline the workforce, improve staff efficiency, reduce wage costs. In a country like New Zealand, where the protection of employees' rights and interests is too great, the word layoff is not something that employers say casually, it needs to go through a very rigorous process before it can be reasonably legal and allow the company to move forward lightly.
Redundancy, the English language, usually goes through the process of "restructuring" the restructure before a New Zealand company can move forward with the layoff process. Even a "reorganization" is not that simple, it needs to be "processed correctly", otherwise employers can easily be sued by employees to the Employment Tribunal.
In New Zealand, restructuring is usually "parallel" to downsizing, and employers must follow the steps below to carry out the employee restructuring lay-off process.
Establish a document to restructure the workforce, write down specific steps on paper, and then communicate with employees, while employers need to be clear in the process of "talking" to employees, to clarify the significance of the reorganization, the company's restructured team structure, how the reorganization will affect the existing structure, can retain or will be abolished positions, or can be transferred to the position what
Notify potential layoffs, whether in writing or e-mail, invite them to meet for an interview; of course, there are a number of employees who are not doing well in the company, and when the personnel department or the boss "invites a talk", the employee needs time to prepare, and if the employee has a problem with his or her position, the employee can bring a legal counsel (support person) with him or her during the interview; Silicon Valley's morning e-mail noon meeting to inform layoffs doesn't work in New Zealand.
Meet with employees to inform employees at meetings about how they are prepared to restructure the company as an employer, as well as potential employees' lay-offs and transfers, and to inform them of the specific timing process;
Collect feedback, remember that it must be collected in writing. Employees will be laid off, often in a bad way, so employees sometimes go to great pains to give back to the employer, whether it's hard to answer or not, and the employer must first document the feedback because it's part of the standard process (and it's important)
Employers carefully consider employee feedback, such as that employees will threaten to "sue the employer", or that employees find it difficult to find their next job because of "insufficient notice time", or that employees say" can go, and that the employer will compensate me for a certain amount of time for my salary
Determine the reorganization or lay-off, if the first five steps are completed and you still can't find a new position for the laid-off employee, then I'm sorry, the company is not a charity, the employees who should go must go. Employers are required to give written notice of the employee who has been laid off or transferred, how the employer has considered it, and how to respond to feedback submitted by the employee, and must give the employee a certain amount of time to follow up on the layoff, which can be one-on-one or one-on-one.
Meet face-to-face with the laid-off employee to inform the company that the employment contract will be terminated, as well as the steps you asked to leave and the point at each step. If an employee suggests that a "support person" is required to attend (usually a lawyer or union lawyer, the employee takes a last-ditch effort), the employer must agree. During the meeting, confirm all steps with the employee twice and answer any questions the employee may have about the termination of employment.
The final step is to print out the exit checklist, get the employee to sign it, and have the employee return the company's property (e.g. mail, computer login, door card, company car, company computer, company phone, etc.)
Finally remind the vast number of employers, do not think that "the operating environment is not good" can be arbitrary lay off employees Oh, do not think that the job/redundancy is so easy, especially the English is not good enough to be well-versed in the law of Chinese employers, in New Zealand to eat a lot of employees' losses, any compensation is tens of thousands of New Zealand dollars, if there must be layoffs, and employees may be "hedgehogs", remember that employers also want to find a third party labor relations lawyer to do a good job.
Redundancy, the English language, usually goes through the process of "restructuring" the restructure before a New Zealand company can move forward with the layoff process. Even a "reorganization" is not that simple, it needs to be "processed correctly", otherwise employers can easily be sued by employees to the Employment Tribunal.
In New Zealand, restructuring is usually "parallel" to downsizing, and employers must follow the steps below to carry out the employee restructuring lay-off process.
Establish a document to restructure the workforce, write down specific steps on paper, and then communicate with employees, while employers need to be clear in the process of "talking" to employees, to clarify the significance of the reorganization, the company's restructured team structure, how the reorganization will affect the existing structure, can retain or will be abolished positions, or can be transferred to the position what
Notify potential layoffs, whether in writing or e-mail, invite them to meet for an interview; of course, there are a number of employees who are not doing well in the company, and when the personnel department or the boss "invites a talk", the employee needs time to prepare, and if the employee has a problem with his or her position, the employee can bring a legal counsel (support person) with him or her during the interview; Silicon Valley's morning e-mail noon meeting to inform layoffs doesn't work in New Zealand.
Meet with employees to inform employees at meetings about how they are prepared to restructure the company as an employer, as well as potential employees' lay-offs and transfers, and to inform them of the specific timing process;
Collect feedback, remember that it must be collected in writing. Employees will be laid off, often in a bad way, so employees sometimes go to great pains to give back to the employer, whether it's hard to answer or not, and the employer must first document the feedback because it's part of the standard process (and it's important)
Employers carefully consider employee feedback, such as that employees will threaten to "sue the employer", or that employees find it difficult to find their next job because of "insufficient notice time", or that employees say" can go, and that the employer will compensate me for a certain amount of time for my salary
Determine the reorganization or lay-off, if the first five steps are completed and you still can't find a new position for the laid-off employee, then I'm sorry, the company is not a charity, the employees who should go must go. Employers are required to give written notice of the employee who has been laid off or transferred, how the employer has considered it, and how to respond to feedback submitted by the employee, and must give the employee a certain amount of time to follow up on the layoff, which can be one-on-one or one-on-one.
Meet face-to-face with the laid-off employee to inform the company that the employment contract will be terminated, as well as the steps you asked to leave and the point at each step. If an employee suggests that a "support person" is required to attend (usually a lawyer or union lawyer, the employee takes a last-ditch effort), the employer must agree. During the meeting, confirm all steps with the employee twice and answer any questions the employee may have about the termination of employment.
The final step is to print out the exit checklist, get the employee to sign it, and have the employee return the company's property (e.g. mail, computer login, door card, company car, company computer, company phone, etc.)
Finally remind the vast number of employers, do not think that "the operating environment is not good" can be arbitrary lay off employees Oh, do not think that the job/redundancy is so easy, especially the English is not good enough to be well-versed in the law of Chinese employers, in New Zealand to eat a lot of employees' losses, any compensation is tens of thousands of New Zealand dollars, if there must be layoffs, and employees may be "hedgehogs", remember that employers also want to find a third party labor relations lawyer to do a good job.
