Employment Relations Authority. If the problem is still not resolved to your satisfaction, then you can apply to the Employment Relations Authority to have the problem investigated and a determination made. This decision can be appealed, by either party, to the Employment Court and then to the Court of Appeal.
Employment Relations Authority. If the parties are still unable to resolve the workplace problem, employees can apply to the Employment Relations Authority (ERA) for assistance. The ERA is an investigative body that operates in an informal way, although it is more formal than the Mediation Service. The ERA looks into the facts and makes a decision based on the merits of the case, not on legal technicalities. Again employees can ask a union organiser to provide assistance in accessing this service.
Employment Relations Authority. If the problem is not resolved by mediation, either party may refer the problem to the Employment Relations Authority for investigation and determination.
Employment Relations Authority. If the problem is not resolved by mediation, it may be referred to the Employment Relations Authority for investigation and determination. NOTE: The powers of the Employment Relations Authority, and the remedies it may award, are set out in detail in the Employment Relations Act. APEX can advise and assist you.
Employment Relations Authority. This Authority is an investigative body that operates in an informal way. It looks into the facts and makes a decision on the merits of the case and not on the legal technicalities. Either an employer or an employee can refer an unresolved employment relationship problem to the Authority by filing the appropriate forms. The Authority may call evidence, hold investigative meetings, or interview anyone involved. It can direct the parties to try mediation. If mediation is unsuitable or has not resolved the problem, the Authority will make a decision that is binding on all parties. Any party can contest the Authority’s decision through the Employment Court.
Employment Relations Authority. If the problem is still not resolved, then you can apply to the Employment Relations Authority for assistance. The Authority will investigate the problem, and will make a decision. This decision can be appealed to the Employment Court and then to the Court of Appeal.
Employment Relations Authority. If the problem is not resolved by mediation, it may be referred to the Employment Relations Authority.
Employment Relations Authority. If after using the Mediation Services the employment problem is still not resolved to your satisfaction you have the option of applying to the Employment Relations Authority for assistance. This is a formal step and you might want to have someone representing you. The Authority will investigate the problem, and make a decision. This decision can be appealed by either of us to the Employment Court and then to the Court of Appeal. Join NZEI and make a difference! Together we can support you at work, at home and in the community to ensure you can play your role in delivering high quality education to New Zealand's children. To join go to xxx.xxxx.xxx.xx or talk to your XXXX xxxxxxxx xxxxxxxxxxxxxx 0000 XXXX HELP Call 0000 XXXX HELP (0800 693 443) free from a landline if you have queries about your pay and conditions, leave, NZEI membership, retirement savings, conflicts or grievances or other individual matters. Lines are open from 8:30am to 5pm every weekday. National Office New Zealand Educational Institute XX Xxx 000, Xxxxxxxxxx Phone 00 000 0000
Employment Relations Authority. The Employment Relations Authority (“ERA”) is an investigative body. Its role is to resolve employment relationship problems. When an application is made, the ERA will review the issue. It may suggest alternative forms of dispute resolution first (e.g. mediation). However, if initial steps taken by the parties have failed, then the ERA will investigate. Applying to the Employment Relations Authority To apply to the ERA, a party must fill in a prescribed form that can be found on the ERA’s website. The fee of $71.56 must be provided with the application, along with copies of supporting documents. These could include: the employment agreement meeting notes/minutes emails, letters or facsimiles diary notes file notes of discussions by the parties payslips The ERA website has other forms for the general public to access. These forms include: Application for interim reinstatement: An employee who has been dismissed and wishes to continue working for his or her former employer while the case is before the ERA can apply for interim reinstatement by filling out this form. The form should be attached to the application. Statement of Reply: when the ERA contacts the responding party, that party must fill in a Statement of Reply. There is a prescribed form on the website. Application for investigation to be reopened: If a party would like to reopen their case with the Employment Relations Authority, they must fill in this form and pay a fee of $153.33. Application for removal of matter to the Employment Court: If a party would like a matter to be heard in the Employment Court instead of the ERA, it must fill out a prescribed form and pay a fee of $153.33. Forms can also be requested from the Ministry of Business, Innovation, and Employment on 0800 20 90 20. Case management conference When the ERA receives an application and payment, it will begin the investigation process. A case management conference file is created for the parties, and a case management conference is held. This is a brief process which normally takes place over the phone. The purpose of a case management conference is to: outline a procedure for the investigation process have a clear understanding of the issues formulate strategies to resolve the dispute ensure that the correct evidence is used to resolve the dispute agree on a date, place and time for an investigative meeting Investigation meeting with the Employment Relations Authority Meetings are held at the ERA’s office. Parties are welcome to...
Employment Relations Authority. Failing resolution in mediation, the matter may be referred to the Employment Relations Authority for investigation and determination. Any decision of the Authority may be appealed to the Employment Court.
