SUBMISSION on the Employment Relations Amendment Bill (no 2) 196-1 (2010) To the Transport and Industrial Relations Committee
Date of Submission 13 September 2010
This submission is from the Human Resources Institute of New Zealand (HRINZ), Level One, 11 Chews Lane, PO Box 11 450, Wellington 6142.
HRINZ is a professional membership organisation for people who are interested or involved in the management and development of human resources. The Institute has more than 3800 members who work in private and public sector businesses throughout New Zealand. HRINZ helps members develop their professional skills and knowledge as human resources practitioners and key decision-makers in their organisations. We do this by providing members with education and information services, conferences, seminars, publications, networking opportunities and representation at Government and official levels. HRINZ is distinguished from other business groups in that our values focus on promoting good people management, and acting ethically and legally. It is important to us that our national and international voice advances these values.
We do not wish to appear before the committee to speak to our submission. We can be contacted via: Beverley Main, CEO, HRINZ, Telephone 04 499 2966
HRINZ supports the intent of the Bill because it provides improved flexibility and choice that brings balance that is more appropriate to the employment relationship, while also providing enhanced opportunity for organisations to improve their productivity.
We wish to make the following comments:
1. We support the changes to union access to workplaces.
2. We laud the clarification of employer entitlement to communicate with employees during collective bargaining.
3. We appreciate the moves to clarify uncertainties and ‘in practice’ discrepancies in relation to personal grievances.
4. We agree that it is sensible and potentially helpful to extend the 90 day trial period to all workplaces. We are confident employers, employees and unions will work together effectively to reduce any concerns about [potential] abuse of individuals. We reference the largely positive Australian experience in this regard, and recognise that in some situations of disadvantage, redress may be available via other means in this Act or other employment legislation. We are hopeful that this move will encourage employers to be more willing to employ skilled migrants living in New Zealand.
5. We support the changes suggested to smooth process available to employers and employees through the employment institutions.
6. We acknowledge that it may be helpful to have changes to Labour Inspector enforcement powers in order to incentivize compliance and, especially, deter long-standing non-compliance.
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