We are a full service law firm with offices in Christchurch and Auckland. We have an excellent working knowledge of your industry through existing strong client relationships with transport industry leaders and provide services across all areas of law.

We can help you with any legal issue. We have specialist teams within our firm and extensive networks both here and overseas and are happy to provide a dedicated Wynn Williams team for RTANZ.
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For COVID-19 related information please visit our dedicated resource section here. We have recorded a number of employment-related videos - these can be viewed here.  Please contact Amanda Douglas on 021 885 585 or by email to amanda.douglas@wynnwilliams.co.nz if you have any questions relating to:
  • wage subsidies
  • reducing remuneration or hours or staff numbers
  • annual leave / public holidays 
  • casual employees versus full or part-time employees 
 
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WHAT WE ARE OFFERING RTANZ MEMBERS:
  • A phone help line service where the first 15 minutes will be free of charge
  • Provision of training and seminars
  • Presentations at National and Regional conferences
  • Updates on relevant legal information through the RTANZ newsletter

 

FIXED FEE EMPLOYMENT AGREEMENT OFFER FOR RTANZ MEMBERS

As you may have read in the RTANZ newsletter, we are offering fixed fee packages for employment contracts and employment related policies.  

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Government announces further extension to the wage subsidy

By: Amanda Douglas

On 14 August 2020, the Government announced an extension of the COVID-19 Alert Level Three restrictions for Aucklanders and the Alert Level Two restrictions for all other parts of New Zealand. At this stage, those restrictions will remain in place until 26 August 2020.

Covid-19: Employment considerations moving to Level 3

By: Amanda Douglas

The government has announced that New Zealand will move to COVID-19 Alert Level 3 from 28 April 2020 for two weeks, at which time it will be reviewed. Under Level 3, people are required to work at home unless that is not possible. Workplaces can only open if Workers cannot work from home; and Workplaces are operating safely; and Customers are not allowed on premises; and Businesses can trade without physical contact. Does this affect your business?

COVID-19: Health and Safety requirements for returning to the workplace under Level 3

By: Amanda Douglas

With the announcement that New Zealand moves to Alert Level 3 on 28 April 2020, many businesses are asking what they need to do to prepare for a return to the workplace. Health and safety planning will be needed to ensure that effective COVID-19 controls are in place and that the health and safety of workers, and other people, is not put at risk.

‘Accessible Streets’ rule package proposed by the Associate Minister of Transport

By: Michelle Mehlhopt, Tegan Wadworth

The Associate Minister of Transport has proposed an ‘Accessible Streets’ rule package which seeks to improve the safety and efficiency of multiple types of transport.

COVID-19: Consultation timeframes extended for Government policy documents

By: Michelle Mehlhopt, Jesse Aimer

The Ministry for the Environment has extended the consultation timeframes for the proposed National Environmental Standards for the Outdoor Storage of Tyres and proposed amendments to the National Environmental Standards for Air Quality. In addition, the Ministry of Transport has extended the consultation timeframe for the draft Government Policy Statement on Land Transport.

Keeping New Zealand moving – draft Government Policy Statement on Land Transport

By: Michelle Mehlhopt, Jesse Aimer

The Government is seeking feedback on the draft Government Policy Statement on Land Transport for 2021/22 – 2030/31 (GPS 2021). The GPS 2021 aims to provide direction to those who are planning, assessing and making decisions on investment of the National Land Transport Fund (Fund) over the next 10 years.

New year's resolutions about staff - start the process now

By: Amanda Douglas

In our experience, the lead up to Christmas and the New Year is when employers often look ahead to their staffing needs for the upcoming year. Often, it is at this time that employers identify employment issues.

Dealing with NZTA disputes – cooperate or litigate?

By: Joshua Shaw, Courtney Donaldson

In October 2018 the NZ Transport Agency (NZTA) announced that it was undertaking an extensive review of its 850 open compliance files. This announcement came with the message that the NZTA would be toughening up its compliance regime and would no longer be prioritising education over enforcement.

Receiverships: who, what and why

By: Shane Campbell, Josh Taylor

The recent enforced receivership of national construction firm Ebert Construction has thrust receiverships back into the spotlight. With some 95 staff laid off and creditors owed around $40 million, the consequences of a high-profile company being forced into a receivership are apparent. Nonetheless, many people involved in the construction industry, and the general public, may have little knowledge of what a receivership entails.

Health and Safety at Work Act 2015 – A Landlord's Perspective

By: Hayden Baird

This article considers what is required of landlords, whether commercial or residential, under the health and Safety at Work Act 2015.

The Employment Standards Legislation Bill

By: Sophie Carter

The Employment Standards Legislation Bill will see some sweeping changes made to our employment laws, due to come into effect from 1 April 2016. The Bill makes several amendments to key pieces of employment legislation with the aim of "(promoting) fairer and more productive workplaces by providing enhanced protections and benefits for both employers and employees".

New year, new plan

By: Jenny Turner

With 2016 well and truly here and January done and dusted resolutions may have been set, new systems in place and the journey has started to achieve those milestones. With the life plan in place it may also be a good time to consider your 'legal health' and your plan for the New Year in that regard.

New Health & Safety Legislation - not something to fear

By: Amanda Douglas

It is true that all organisations are going to be affected by the changes to the Act and that the duties of care imposed cannot be transferred or insured against, but it must be made clear that many organisations who prioritise health and safety will be already doing most of what is required.

Private Health and Safety Prosecutions

By: Amanda Douglas

A number of private prosecutions under the Health and Safety in Employment Act 1992 (HSEA) have been signalled in recent months. Having recently been counsel in a HSEA private prosecution, Tim Mackenzie outlines the issues that practitioners considering a HSEA prosecution should consider. Registering an interest Any party interested in a potential prosecution must first formally notify Worksafe New Zealand (Worksafe) of an interest in any enforcement action being taken. Worksafe must then advise the interested party of any decisions taken including a decision not to prosecute. If Worksafe declines to prosecute it is sensible for your client to consider their reasons and give weight to them.

Disclosure of Job Candidate Information

A recent decision of the Human Rights Review Tribunal contains significant developments for employers over their obligations to withhold and disclose private information. The decision, Waters v Alpine Energy Limited, has allowed an unsuccessful job candidate to view information regarding the recruitment process, including CV's of other candidates. This has caused a stir in the industry.

New Health & Safety Bill Introduced to Parliament

By: Amanda Douglas

As discussed in our previous articles Impact of Health and Safety Reforms at Governance Level and Government Announces Law Reform Package for Workplace Safety, the Government’s “Working Safer” package aims to significantly reform New Zealand’s Health and Safety law. One of the most fundamental components of this change will be the introduction of entirely new legislation. This will replace the Health and Safety in Employment Act 1992 (HSE).

Minimum Wage Obligations for Salaried Employees

By: Charlene Sell

Are you aware that you have an obligation to ensure at least the minimum wage is paid to your salaried employees?

Redundancies: Justifying your Decision to Restructure

Of recent times, there has been development in the law surrounding redundancies and an employer's decision to restructure their business. With many employers looking to restructure, it is timely to summarise these developments.

How Safe is Your Goods Service Licence?

By: Amanda Douglas

You are required under the Land Transport Act 1998 ("the Act") to hold and maintain a Transport Service Licence ("TSL"). If you lose your TSL, you cannot lawfully operate.

Restraints of Trade in a Competitive Market

By: Charlene Sell

There are two words that every employer fears from a key employee, "I'm leaving."  The situation is only made worse when you find out that your key employee is leaving to join a competitor!

Drugs and Alcohol in the Workplace

By: Amanda Douglas, Kirstie Wyss

Everyone knows that an employee who turns up at work under the influence of drugs or alcohol poses a very real risk not only just to their own safety but also to the safety of other employees and customers - especially where the operation of heavy machinery is involved.  This doesn't always (but can) involve blatant drug or alcohol use at work.  Sometimes, as an employer, you are dealing with the after-effects of drug or alcohol use by your employee the night before.  In other instances, you are trying to screen for drugs and alcohol in a safety sensitive area.

Don't Get Burned - The Importance of Business Interruption Insurance

Recently a demolition business owner had three of his trucks destroyed by arson. Unfortunately, whilst the business has insurance for the damage to the trucks, it has no cover for the business it will lose with three of its fleet out of action.

Handling Redundancies in Tough Times

By: Charlene Sell

Canterbury business owners have received a number of blows over the last couple of years.  The ongoing global financial crisis coupled with the effects of the Christchurch earthquake and subsequent aftershocks have hit many businesses hard.  Some business owners can no longer carry on as they have done in the past and now must consider downsizing their business to keep afloat.  This may result in business owners having to make the tough decision to lay off some of their staff. 
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