- 7 May - PAYE (5th on weekend)
- 7 May - GST, Prov Tax
- 21 May - PAYE, RWT, N-RWT (20th on weekend)
- 28 May - GST, Prov Tax
- 31 May - RWT, FBT
Employment Agreements
From 1 July 2011, employers are required to retain a signed copy of the Employment Agreement or the current signed terms and conditions of employment under the Employment Relations Act. Failure to comply with these provisions may result in penalties being imposed on the employer of up to $20,000*.
Good employment relationships begin with a good recruitment process that ensures everyone has clear expectations about the role, working conditions and employment rights. A clearly written Employment Agreement can help reduce the risk of misunderstandings.
Every employee must have a written Employment Agreement. This can be either an individual agreement or a collective agreement. Collective Employment Agreements are negotiated in good faith between an employer and a registered union on behalf of their members. Employers must not unduly influence employees to join or not join a union.
The employer must retain the “intended agreement” even if the employee has not signed it. All agreements, whether or not they are signed, must be made available to both the Employee on request of a copy, and a Department of Labour inspector if they are conducting an employment investigation.
If you would like any further information in regard to Employment Agreements please contact Loretta Wood.
* Maximum penalty for a Company employer