Package Fee (incl GST)

• $298 - NZLS members and Associate members (usually $423)
• $358 - Non-members (usually $533

Note: Access to the online files is via your "My CPD" page. If you would like to purchase multiple packages, please contact us here.

Online CPD Modules

Modules will be available to access within 2 business days - you will be notified by email. 

New Employment Legislation - 1.5 CPD hours

• Publication date: June 2019
• Authors: Simon Mitchell, Samantha Turner

The Employment Relations Amendment Act received Royal Assent on 11 December 2018 with most of the changes taking effect on 6 May this year. This webinar will consider the key legislative changes for you and your clients when preparing and negotiating contracts and revising work schedules.

This module will examine the practical implications of these changes so that you can provide your clients with effective advice. Additionally, we will consider a recent Employment Law Court case of interest concerning availability contracts.

Topics covered will include:

• Hours of work and breaks
• Protection for vulnerable workers
• Collective bargaining and union rights
• 90 day trials.

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Employment Fundamentals - managing the relationship 2019 - 1.5 CPD hours

• Publication date: June 2019
• Authors: Bridget Smith, Andrea Twaddle

At the heart of the employment relationship is the principle of good faith, with employees and employers obliged to deal with each other fairly and reasonably at all times.

It is imperative that you are able to provide your clients with timely and effective advice in the employment arena. Relatively small issues, that are not effectively addressed from the outset, can rapidly escalate and morph into much larger problems for your clients.

This module will consider key aspects of the employment relationship including good faith, changing terms, disciplinary action and performance management.

In considering these aspects, it will examine the practical implications of s 103A and s 4 of the Employment Relations Act 2000. Section 103A sets out a test for determining whether an employer’s actions were that of a fair and reasonable employer in the circumstances.

Advice to ensure a fair process will be covered from the perspectives of the employer and employee.

Additionally, it will look at, in what circumstances it would be advisable to recommend that the client engage the services of an independent investigator.

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Employment - redundancy - 2 CPD hours

• Publication date: May 2019
• Authors: Rachael Judge, Rebecca Rendle

Care must be taken when declaring an employee’s position redundant as the courts can, and will, enquire into the merits of the decision. This seminar will look at key developments in the employment redundancy arena and will help ensure that you are able to provide your clients with robust advice, whether you are representing the employee or the employer.

This seminar will include:

• Practical tips for assisting your client to develop a robust business case
• A discussion of “relevant information” and what is required to be disclosed
• A conversation around good faith consultation
• A review of selection processes
• An overview of the obligation to redeploy – can your client require applications or is there an obligation to automatically redeploy?
• A discussion of employer obligations towards employees on parental leave during restructuring processes.

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