OUR SERVICES
Let us lodge a Personal Grievance on your behalf & get you the compensation you deserve. We will deal with your employer and take the stress away from you having to do so.
You have 90 days from the date your employment problem occurred (or the date you became aware of the employment problem) to lodge a personal grievance. We stress the importance of consulting us as soon as possible to allow sufficient preparation time to raise the personal grievance on your behalf.
The majority of our cases are undertaken under a contingency or ‘NO WIN NO FEE’ basis. This means that we will only charge a fee if we are successful in obtaining a financial settlement for you in addition to other terms of settlement, e.g. written apology and reference, changed from being fired to having resigned.
We help with:
- Unfair dismissal
- Sacked or Dismissed?
- 90 trial period help
- Unfair Termination
- Unfair Redundancy
- Representation at disciplinary meetings
- General Employment disputes
Unfair Dismissal
Unfair dismissal is when your employment is terminated for no good reason as a result of your employer’s unjustified actions. Even if your employer did have a valid reason to terminate your employment, they are obligated to follow a fair & reasonable procedure. Your employer needs to meet both these thresholds for your termination to be deemed fair & justified. Give us a no obligation call to discuss your employment dispute. Please note that you have 90 days to challenge the unfair dismissal
Fired,Sacked or Dismissed?
Whatever you call it, being sacked from your job can come as a huge shock and it often feels unfair. The legal term for being fired, sacked or dismissed sacked is unjustified dismissal. If you have been sacked unfairly, you have the right to challenge the unjustified dismissal. Give us a no obligation call to discuss your employment dispute. Please note that you have 90 days to challenge your “sacking”.
90 Trial Period Help
The 90-day trial period legislation allows an employer with less than 19 employees to gauge an employee’s suitability to a role. There are, however, specific requirements that the employer must meet if they decide to terminate your employment under the 90-day trial. Give us a no obligation call to discuss your employment dispute. Please note that you have 90 days to challenge your unfair termination under the 90-day trial period.
Unfair Termination
Your employer must have a good reason & follow a fair process before terminating your employment.Some of the common reasons for terminating an employee’s employment are serious misconduct,poor performance,redundancy,90 day trial period & medical incapacity.You have a right to challenge your termination,if you feel that the employer did not act in good faith,did not have a good reason or did not follow a fair process. Give us a no obligation call to discuss your employment dispute. Please note that you have 90 days to challenge your unfair termination
Unfair Redundancy
Redundancy is when your position has become surplus to the company’s requirements. This often happens when a company is going through a restructure for various reasons, namely cutting costs, closing down or relocating, because your role is no longer required, et cetera. Redundancy however does not absolve the employers of its responsibility to act in good faith. What this means is the employer needs to follow a fair and reasonable process by; •giving you adequate notification of the intention to make your role redundant •to be consultative and communicative with you to explain why your role is been made redundant •discussing alternatives to redundancy, for example alternative employment or redeployment where possible Give us a no obligation call to discuss your employment dispute. Please note that you have 90 days to challenge your unfair redundancy
Exit Package
Exit settlements are a pragmatic approach to resolving unemployment dispute. It is a shorter quicker process to resolve unemployment dispute then being locked into litigation which can take months or sometimes even years. It gives both parties the opportunity to resolve the matter promptly enabling them to put the dispute behind them sooner and to get on with their lives. A mutually acceptable negotiated settlement is agreed to with the terms of the agreement recorded in a settlement. The settlement is signed with by mediator at MBIE and is confidential, legal and binding to both parties.
Representation at disciplinary meeting
We understand that disciplinary meetings can be very intimidating and stressful. An employee has a right to have a support person and a representative at a disciplinary meeting. The support person could be a family member or friend that will offer the comfort and support at that stressful time. The representative will assess the allegations levelled against you, discuss potential outcomes with you and ensure that your rights are observed at disciplinary meeting. Representation helps ensure that what you do or say does not compromise your position at a disciplinary meeting will be procedurally correct. We will guide you through this process & ensure that the disciplinary meeting will be procedurally correct. We understand that this is a anxious time. Give us a no obligation call to discuss your employment dispute.
Where we assist with disciplinary and other meetings that achieve non-financial settlement, such as job reinstatement, we charge an agreed hourly rate.