A personal grievance is a formal claim the employee raises when the employer's actions do not comply with the Employment Relations Act 2000. Example of a personal grievance is writing a claim for being unjustifiably dismissed or disadvantaged which we elaborate on below.
If you have a discipline meeting or an investigation meeting we can represent you during this and make the employer fully aware of your version of events and try to avoid the worst outcome and come to an agreement with your employer.
-When an employer has acted badly to an employee (where an employer has breached their agreement or has treated the employee in a highly unfair manner) and the employee feels that he or she cannot remain in the job.
- When an employer blatantly gets an employee to choose whether they would like to resign or be dismissed.
- When an employer acts in a way to pressure an employee into resigning from their job.
If an employer's action makes the situation at work so intolerable for the employee that the employee resigns, it may be considered a constructive dismissal.
Having problems with your current employment? You may be able to seek an exit package on mutual grounds. You may have been disadvantaged during your employment relationship which you could be unaware of. Contact us if you feel there are ongoing issues throughout the employment relationship.
The duty of good faith requires the parties to collective bargaining to use their best endeavours to agree on a bargaining process if possible, covering for example the items listed in code of good faith in collective bargaining. The agreement should set out a process for conducting bargaining in an effective and efficient manner. The aim is to encourage the parties to think about possible issues and obstacles in advance and agree on how to deal with them.