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Before you advertise, consider What you're looking for: hours of work - do you envisage this being full-time, part-time, fixed term or casual? skills, education, expertise and experience needed What you're offering: pay rate and perks education or progression Review these documents: Employer Direct Recruitment Guide (General) Employer Direct Seek/Trademe Guide

You should let the candidate know that you want to check references prior to contacting their references. You should only ask questions that are related to the role and their fit with the workplace. If you have concerns about the feedback, you may wish to raise this with the candidate however you should check with the reference prior to doing so. Review this document: Employer Direct Reference Check Template

Job offer: We recommend that any offer is done in writing. This ensures that there is no confusion. An offer letter should include: The terms of the role (pay, perks, type of employment etc) If there is a 90 day trial or probation period this must be included in the offer letter A recommendation to seek legal advice or to discuss this with their family and a minimum of three working days to do so before the offer is withdrawn. The person within the business that they should contact if they have any questions We recommend that the contract is provided at the same time. Important things to note: Not all employees can have a 90 day trial. Check that this is applicable to your employee Ensure that the employment type you are offering is correct Review these documents: Employer Direct Types of Employment Guide Employer Direct Guide to creating employment agreements Employer Direct Checklist - New Starts Employer Direct Offer Letter Template Employer Direct IEA Template

A good employment relationship is not simply about ticking boxes. The law recognises the importance of how both parties act in an employment relationship. This module is designed to give you a good grounding in what this looks like including acting in good faith, remaining communicative and what it means to be a reasonable employer in the eyes of the law. After you complete each part of this module, your knowledge will be assessed through a series of questions. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library.

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This module is designed to give you a good grounding in the basics of employment law and HR practices for employment. This includes acting in good faith, remaining communicative and what it means to be a reasonable employer in the eyes of the law. It will also cover 90 day trials and probation periods as applying these principles to this process is important. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library. Once you have completed this modules, your skills and knowledge will be assessed through online quiz.

For each of these scenarios, select if you believe these are the actions of a reasonable employer or not.

Here are some further scenarios. Example #1: An employee has been swearing during their shifts over the past year. This has made some other employees uncomfortable and they have raised this informally with you. You have decided not to do anything previously because you thought it was just 'banter'. However you are now going through a disciplinary process over repeated absences with this employee and raise this ongoing and repeated behaviour. Is this acting in good faith, being communicative and reasonable? Not really. Swearing repeatedly in the workplace is not related to the absences and despite knowing about it, you have not raised this previously. In a worse case scenario, it could appear that you were trying add to the allegations of misconduct that the employee was facing in order to impose a more serious sanction, or that your decision was predetermined. Example #2: During Covid lockdowns, your business was down by 40%. This was concerning and you were worried about the ongoing future of your business. You asked your employees to take a 20% pay cut as otherwise there would be redundancies or the business would close. Is this acting in good faith, being communicative and reasonable? No, you are not genuinely consulting your employees but giving them an ultimatum.

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