WORKSHOP A
PRE-CONFERENCE
AUCKLAND/TÄ€MAKI MAKAURAU : 23 SEPTEMBER
This one-day masterclass is a fundamental for HR professionals who manage employment relations issues. This masterclass will focus on the justification needed and the process you need to follow to justify decisions from a performance management, misconduct, serious misconduct or restructuring process. Many will know that sometimes you can run the best process in the world and the employee may raise a personal grievance. This masterclass will also give HR professionals a good understanding of the personal grievance process in New Zealand and potential outcomes to it.
Facilitating
Workshop A
Gwen Drewitt
Special Counsel,
Lane Neave
Gwen is a Special Counsel in the Christchurch employment team. Gwen has particular expertise in employment and health & safety. Gwen acts for both employers and employees and enjoys getting to know clients and their businesses in order to deliver pragmatic advice that works for them.
Gwen has substantial expertise and experience in a range of employment matters, including guiding clients through disciplinary, grievance and performance management processes. Advising on redundancies and restructures and providing assistance with settlement negotiations.
Gwen also is experienced in assisting clients in Employment Authority proceedings and has appeared in the Employment Court. Gwen has practiced in the UK for several years; Gwen is also well placed to advise international clients on their employment law obligations.
WORKSHOP B
POST-CONFERENCE
AUCKLAND/TÄ€MAKI MAKAURAU : 25 SEPTEMBER
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When allegations of sexual or racial harassment, discrimination, bullying, or other serious misconduct or incompatibility are made, a timely and robust investigation by an experienced investigator is key to achieving a fair resolution for all parties involved.    
   
This workshop will take an in-depth look at unique factors influencing investigations - the seriousness of allegations, complexities of complaints, and consequences of failing to investigate. Then, how do you conduct an investigation, determine scope, ensure appropriate terms of reference are defined and adhered to, and set expectations of people involved in investigation processes. Additionally you, as the Investigator, need to ensure the investigation is procedurally fair, that independence is assured, that there is transparency, standards of proof, and that evidence is dealt with appropriately.
Facilitating
Workshop B
Joseph Harrop
Senior Associate,
Lane Neave
Joseph is a Senior Associate at Lane Neave, specialising in Employment Law. He also has expertise in Privacy and Health and Safety, with a background in more general commercial litigation.
He advises and represents employer and employee clients on a broad spectrum of matters, including restructuring, performance management, strikes and lockouts, health and safety issues and disciplinary processes.
He will be presenting on performance management, an area of complexity with numerous fishhooks for employers. He will be delving into some interesting recent case law, along with practical tips for employers in managing the process and limiting risk.