Frequently asked questions

This is a serious situation, fortunately the team at Working For Workers has the experience to help. You might be surprised to learn that as a worker, have rights under New Zealand law with regards to and form of meetings. (Even an investigation meeting! why? because it's never just a meeting). These basic meeting rights are: - that you are entitled to bring a representative with you; - that you have reasonable notice of the meeting; - you must be told what the purpose of the meeting is; -you must be told what (if any) the allegations are; - you must be provided the likely outcome if those allegations (if any) are confirmed; - you are entitled to all the information and evidence the employer is using to raise the allegations before the meeting; However, it is about how this process is handled. Going in without a representative is a sure-fire way to end up with outcomes that could detrimentally affect your future career or your livelihood. Most employers, but definitely not all employers, will try follow the correct process as per the Employment Relations Act 2000. Typically, this will involve: > Beginning the process with a letter that provides: - The reason for the letter. - The allegations (if any). - The reason for the allegations (if any). - The proposal (in case of a redundancy process). - The date and time for the investigation meeting (notice this is an investigation meeting, if you have been invited to a disciplinary without an investigation meeting then the employer is not complying with the employers' obligations relevant to legislation). - The timeframe for the investigation. - The process should the investigation become a disciplinary process. Never, ever go to a meeting with your employer without representation. The odds are not in your favour if you do. Contact us by email or phone today.