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	<title>Wanaka Law - Lawyers, Barristers, Solicitors, Mediation, Lake Wanaka, New Zealand</title>
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	<description>Legal Firm in Wanaka New Zealand</description>
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		<title>More on the 90 day trial period</title>
		<link>http://www.wanakalaw.co.nz/more-on-the-90-day-trial-period</link>
		<comments>http://www.wanakalaw.co.nz/more-on-the-90-day-trial-period#comments</comments>
		<pubDate>Mon, 30 Aug 2010 05:39:59 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Legal News Update]]></category>
		<category><![CDATA[90 day trial period]]></category>
		<category><![CDATA[90 day trial provisions]]></category>
		<category><![CDATA[good faith]]></category>
		<category><![CDATA[Heather Smith]]></category>
		<category><![CDATA[personal grievance]]></category>
		<category><![CDATA[reasons for dismissal]]></category>
		<category><![CDATA[Stokes Valley Pharmacy]]></category>
		<category><![CDATA[unjustified dismissal]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=251</guid>
		<description><![CDATA[Outline The predicament of Heather Smith, and particularly the circumstances surrounding her dismissal by Stokes Valley Pharmacy (2009) Limited has become somewhat of a cause celebre for the opponents of the 90 day trial provisions of the Employment Relations Act. Heather Smith claimed that her employer, Stokes Valley Pharmacy (2009) Limited  dismissed her unjustifiably. Her<a href="http://www.wanakalaw.co.nz/more-on-the-90-day-trial-period">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Warning, warning, warning</title>
		<link>http://www.wanakalaw.co.nz/warning-warning-warning</link>
		<comments>http://www.wanakalaw.co.nz/warning-warning-warning#comments</comments>
		<pubDate>Sun, 11 Jul 2010 05:12:19 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[unjustified disadvantage]]></category>
		<category><![CDATA[unjustified dismissal]]></category>
		<category><![CDATA[warning]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=215</guid>
		<description><![CDATA[The cases discussed in this article show firstly that an inappropriate warning may give rise to a claim for unjustified disadvantage and secondly that warnings must not be used simply as a pretext for a planned dismissal. An employer should have a fully worded warning procedure in the employment agreement or in the staff manual. <a href="http://www.wanakalaw.co.nz/warning-warning-warning">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Redundancy</title>
		<link>http://www.wanakalaw.co.nz/redundancy</link>
		<comments>http://www.wanakalaw.co.nz/redundancy#comments</comments>
		<pubDate>Sun, 11 Jul 2010 04:27:07 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[consultation]]></category>
		<category><![CDATA[Employment]]></category>
		<category><![CDATA[redundancy]]></category>
		<category><![CDATA[termination]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=212</guid>
		<description><![CDATA[An employer can lawfully terminate employment on the grounds of redundancy.  It is essential, however, that the employer goes about it in the correct manner.  Girl Guides Association of New Zealand Inc recently found out the hard way.[1] Pamela Galbraith was the Youth Services Manager from 1996 until 2007.  She was then appointed Program Manager. <a href="http://www.wanakalaw.co.nz/redundancy">... READ MORE &#187;</a>]]></description>
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		<title>90 day trial period</title>
		<link>http://www.wanakalaw.co.nz/90-day-trial-period</link>
		<comments>http://www.wanakalaw.co.nz/90-day-trial-period#comments</comments>
		<pubDate>Sun, 11 Jul 2010 04:17:44 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=207</guid>
		<description><![CDATA[The 90 day trial period The purpose of the 90 day trial period is to enable employers to take on staff without the risk of a personal grievance claim if things do not work out. A recent Employment Relations Authority case suggests that employers must still take some care when deciding to terminate employment. The<a href="http://www.wanakalaw.co.nz/90-day-trial-period">... READ MORE &#187;</a>]]></description>
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		<title>Misconduct outside the work place</title>
		<link>http://www.wanakalaw.co.nz/misconduct-outside-the-work-place</link>
		<comments>http://www.wanakalaw.co.nz/misconduct-outside-the-work-place#comments</comments>
		<pubDate>Sun, 11 Jul 2010 04:10:16 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[disrepute]]></category>
		<category><![CDATA[misconduct]]></category>
		<category><![CDATA[Murray v A-G]]></category>
		<category><![CDATA[outside the workplace]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=203</guid>
		<description><![CDATA[It is now well established that an employee can be disciplined, even dismissed, for misconduct which takes place outside of work hours and the workplace . However, disciplinary action can only be justified if there is some connection between the misconduct and employment. This &#8220;connection&#8221; can be illustrated by reference to a number of cases.<a href="http://www.wanakalaw.co.nz/misconduct-outside-the-work-place">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>The new Real Estate Agents Act</title>
		<link>http://www.wanakalaw.co.nz/the-new-real-estate-agents-act</link>
		<comments>http://www.wanakalaw.co.nz/the-new-real-estate-agents-act#comments</comments>
		<pubDate>Thu, 10 Jun 2010 22:46:41 +0000</pubDate>
		<dc:creator>karen</dc:creator>
				<category><![CDATA[The Property file]]></category>
		<category><![CDATA[If you are selling a house]]></category>
		<category><![CDATA[Real Estate Agents Act]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=175</guid>
		<description><![CDATA[The new Real Estate Agents Act In November 2009, the Real Estate Agents Act 2008 came into full force. The new Act introduced a number of changes, including the establishment of a Government Agency to oversee the Real Estate Agency profession, the establishment of complaint procedures, the adoption of standards of conduct to which agents<a href="http://www.wanakalaw.co.nz/the-new-real-estate-agents-act">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Building disputes &#8212; claims against local authorities.</title>
		<link>http://www.wanakalaw.co.nz/building-disputes-claims-against-local-authorities</link>
		<comments>http://www.wanakalaw.co.nz/building-disputes-claims-against-local-authorities#comments</comments>
		<pubDate>Sat, 10 Oct 2009 01:49:22 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Building Law]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=158</guid>
		<description><![CDATA[Although Central Otago has been somewhat lucky in that there have been very few leaky homes cases, there are lessons to be learned from these cases. In many instances, homeowners have taken action against local authorities, architects, engineers, builders, project managers, suppliers and personnel working on the job.  Sometimes, all of these people are involved<a href="http://www.wanakalaw.co.nz/building-disputes-claims-against-local-authorities">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Have I got enough to fire him yet?</title>
		<link>http://www.wanakalaw.co.nz/have-i-got-enough-to-fire-him-yet</link>
		<comments>http://www.wanakalaw.co.nz/have-i-got-enough-to-fire-him-yet#comments</comments>
		<pubDate>Sat, 10 Oct 2009 01:44:50 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Allan v Transpacific Industries Group Limited]]></category>
		<category><![CDATA[embarrassment]]></category>
		<category><![CDATA[employee must be given the opportunity]]></category>
		<category><![CDATA[employment agreement]]></category>
		<category><![CDATA[fair and reasonable employer]]></category>
		<category><![CDATA[fair investigation]]></category>
		<category><![CDATA[grievance process]]></category>
		<category><![CDATA[humiliation]]></category>
		<category><![CDATA[inadequate investigation]]></category>
		<category><![CDATA[misconduct]]></category>
		<category><![CDATA[non-performance]]></category>
		<category><![CDATA[opportunity to comment]]></category>
		<category><![CDATA[personal grievance]]></category>
		<category><![CDATA[substance and procedures]]></category>
		<category><![CDATA[thorough investigation]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=164</guid>
		<description><![CDATA[I doubt whether many employment advocates have not been asked that question from time to time. In my experience, once the factual circumstances have been properly analysed and assessed, the answer will be&#8221; &#8220;no&#8221;. This is primarily because few employers really understand the need for a fair and thorough investigation, whether the issue is one of non-performance<a href="http://www.wanakalaw.co.nz/have-i-got-enough-to-fire-him-yet">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employment &#8211;Make the agreement fit the facts</title>
		<link>http://www.wanakalaw.co.nz/employment-make-the-agreement-fit-the-facts</link>
		<comments>http://www.wanakalaw.co.nz/employment-make-the-agreement-fit-the-facts#comments</comments>
		<pubDate>Sat, 10 Oct 2009 01:37:50 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=162</guid>
		<description><![CDATA[Employers who prepare employment agreements frequently make the mistake of using a document that bears little resemblance to the reality of the workplace. Fixed term agreements are used inappropriately.  Employees are referred to as independent contractors and not employees.  Permanent employees are incorrectly referred to as casual employees. In many cases, employers will use a<a href="http://www.wanakalaw.co.nz/employment-make-the-agreement-fit-the-facts">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Property Pitfalls</title>
		<link>http://www.wanakalaw.co.nz/property-pitfalls</link>
		<comments>http://www.wanakalaw.co.nz/property-pitfalls#comments</comments>
		<pubDate>Fri, 03 Jul 2009 05:16:03 +0000</pubDate>
		<dc:creator>chris</dc:creator>
				<category><![CDATA[The Property file]]></category>
		<category><![CDATA[Conveyancing]]></category>
		<category><![CDATA[Covenants]]></category>
		<category><![CDATA[Easement]]></category>
		<category><![CDATA[Pitfalls]]></category>
		<category><![CDATA[Property]]></category>
		<category><![CDATA[Restrictive]]></category>

		<guid isPermaLink="false">http://www.wanakalaw.co.nz/?p=146</guid>
		<description><![CDATA[Introduction. Over the last 25 years, Wanaka has expanded extensively.  At one stage, it was one of the fastest-growing towns in Australasia.  Maybe it still is.  This  has meant  a huge demand for residential property and this in turn has put pressure on zoning, infrastructure and development. Sections within subdivisions have sold out even before they<a href="http://www.wanakalaw.co.nz/property-pitfalls">... READ MORE &#187;</a>]]></description>
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		<slash:comments>0</slash:comments>
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