Krukay Chinese

เรียนรู้ภาษาจีน เรียนรู้วัฒนธรรม


Training Agreement Nz

During the first 30 days, new employees must be recruited on conventional terms, provided that there is a collective agreement. Workers and employers may agree on additional conditions that are more favourable than those provided for in the collective agreement. After the expiry of the 30-day period, the worker and the employer are free to negotiate and agree on different terms in the individual employment contract if the worker has not become a member of the trade union. Employment contracts must contain certain clauses. Additional clauses should be adopted that meet the needs of the organization and staff. Negotiations are unfair when a worker is severely disadvantaged, when he negotiates an individual employment contract. This case also provides that a guarantee in which the employer paid for the worker to have undergone recognised training which leads to a qualification for the worker and a better qualification for the employer would be a legitimate link. It is important to assume that the duration of the engagement is appropriate and that the other characteristics are proportional to the employee`s commitment. A recent labour court case serves as a warning to employers that recovering costs related to training, hiring and equipment may be illegal. Some employers strive to ensure their return on investment in employee training by associating it with the company for a certain period of time after their training.

If they go further in this scenario, they may try to make an employee pay to pay a sum if they do not stay for a certain period of time. This may be illegal. If a loyalty agreement does not benefit the employee, it may be incompatible with the EPA. You can use our employment contract builder to create an employment contract for your employees that meets the requirements of your organization. As an employer, it is important that you clarify your employee`s qualification and that your agreement is a clear benefit to both parties. Violations of the Wage Protection Act 1983 are a real possibility in training agreements, that is, if you design an employment agreement, it must be fair and reasonable. .