The work relations act 2000 sets out the statutory rights and duties of employers and employees in New Zealand. The Act also covers some aspects of collective bargaining, including the obligation to bargain in good faith. This blog post will explore part 6aa of the employment relations act 2000. This section of the Act covers the duty of employers to consult with employees about changes to their employment conditions. We will examine what this consultation process entails and how it can benefit both parties involved.
What is the Employment Relations Act 2000?
The Employment Relations Act 2000 is an act of the United Kingdom Parliament that regulates working relationships between employers and employees. The Act sets out the statutory framework for managing these relationships, including rights and responsibilities, procedures for resolving disputes, and enforcing contracts. It also establishes the independent statutory bodies that oversee these relations: the Advisory, Conciliation, and Arbitration Service (Acas) and the Employment Tribunals.
The Employment Relations Act 2000 repealed and replaced the previous Labour Relations Acts of 1971 and 1974.
What are the different parts of the Employment Relations Act 2000?
The Employment Relations Act 2000 (the ERA) is the key legislation governing employment relations in New Zealand. The ERA sets out the legal framework for employment relationships and establishes the rights and obligations of employers, employees, and their respective representatives.
The ERA consists of four parts:
Part 1 – Introduction
Part 2 – Employment Relations Principles
Part 3 – Administration and Enforcement
Part 4 – Miscellaneous
What does part 6aa of the Employment Relations Act 2000 cover?
Part 6AA of the Employment Relations Act 2000 sets out the requirements for an application for registration of a union.
An application for the enrollment of an affiliation ought to be made to the Recorder of Affiliations and ought to be joined by:
(a) the prescribed application fee; and
(b) a copy of the union’s rules; and
(c) such other information as may be prescribed.
How can part 6aa of the Employment Relations Act 2000 be used?
In addition to Part 6 of the Employment Relations Act 2000, an employee may be eligible for certain protections under Part 6AA.
Part 6AA of the Employment Relations Act 2000 sets out the minimum entitlements for annual holidays, public holidays, sick leave, bereavement leave, and compassionate leave.
The honors under Part 6AA despite any capabilities that a laborer could have under their business game plan or at point of reference based guideline.
To be eligible for the entitlements under Part 6AA, an employee must:
-be employed on a full-time, part-time or casual basis; and
-have finished no less than a year of persistent help with their boss (or six months if their employment is governed by a modern award or enterprise agreement).
What is the employment relations act 2000?
The Employment Relations Act 2000 is a United Kingdom statute that codifies trade unions and industrial relations law. The Act regulates the activities of both employers and employees to promote good industrial relations. It came into the force on 1 July 2004.
The Work Relations Act 2000 sets out the following fundamental principles:
– the right of employees to be represented by a trade union;
– the right of employers to be represented by an employer organization;
– the right of employees and employers to negotiate collectively;
– the right of employees to take collective action, including strike action, to defend their interests; and
– the need for employees’ fair and equitable treatment by their employers.