Good working relationships begin with a good hiring process, so workers and employers have the same expectations for roles and working conditions. In accordance with Article 64 of EA 2000, employers must keep a signed copy of an individual employment contract (or terms of employment) that has been made available to an employee (or potential worker) even if the worker has not signed or accepted it. The employee must receive a copy of the agreement if requested. If an employer does not accept or issue the individual labour agreement, a labour inspector may issue an opinion on compliance with the employment contract within 7 days. Otherwise, a sanction may be imposed. Collective agreements cover issues similar to those of individual agreements, but conditions are agreed between an employer and a union representing a group of workers. Anyone who is a member of this union will have the same agreement, usually with a pay scale for different jobs or different levels within the jobs. Employers are required to keep a copy of the employment contract (or current signed terms of employment). The employer must respect a “considered agreement” even if the employee has not signed it. Staff members are entitled, upon request, to a copy of their contract. A well-written employment contract helps the worker and employer know what is expected of them and what they are entitled to.

This means that misunderstandings are less likely to arise, and if a problem arises, then workers and employers can go to the employment contract to clarify things. You can use our employment contract manufacturer to establish an employment contract for your employees that meets your organization`s requirements. If there is a collective agreement in your company, you must: Jon, a science teacher, is offered a permanent job at a district school near Cromwell. He tells the principal of the school that he wants to review the collective agreement before signing his letter of offer. The director agrees. Under New Zealand law, workers must receive a written agreement containing specific information on the terms of employment envisaged. Unless there is a collective agreement covering the work, a written individual employment contract must be presented and presented to the worker before the start of labour. There are some things that must cover all individual employment contracts.

Most of these clauses are mandatory in the Employment Relations Act 2000 (ERA 2000), although a clause is mandatory in the Holidays Act 2003. The legal clauses are: a worker may have an individual employment contract or, if he is unionized, he is covered by a collective agreement. Jon asked his union, the Post Primary Teachers` Association, to review the collective agreement and offer with him. You immediately realize that this is no longer relevant – a new collective agreement is in effect. Jon explains to the manager why he will not sign the letter of offer and indicates that the salary increases have increased. You must have a written employment contract (also called an employment contract) for all employees – even if you don`t need it for contractors or volunteers. Employment contracts must contain certain clauses. Additional clauses should be adopted to meet the needs of the organization and the worker.

The collective agreement for the hiring of basic staff in high schools and surface schools is being negotiated. If you have a new employee starting this work, please contact employment.relations@education.govt.nz for assistance under the work agreement. All full-time or part-time workers who are registered full-time (but are not unheard of) and whose work is not covered by the coverage clause of a collective agreement must sign the following individual employment contract: each worker must have a written employment contract.