HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

• harassment of a work colleague or customer • use of illegal drugs at work • repeated failure to follow a reasonable instruction • deliberate destruction of the employer’s property • actions that seriously damage the employer’s reputation • a serious breach of the employer’s policies and procedures.

Reference: https://eab.business.govt.nz/employmentagreementbuilder/termina tion/endingEmploymentSeriousMisconduct

Key points for payroll:

• What type of disciplinary is this termination based on (General or Serious) to determine if notice will need to be paid? • What is the final day(date) for the termination pay • Is there any settlement agreement (personal grievance) in place regarding this termination.

Important note for payroll on termination from disciplinary:

A termination based on a disciplinary outcome is a serious situation for an employer, and depending on the circumstances, an ex employee may choose to challenge the process and/or the decision to terminate their employment. It is important for payroll to ensure that their part of the process (in paying the final pay) has been done correctly, ensuring all payments by law are compliant and agreed terms have been met so it does not add to the employee's case that the employer's decision was flawed and unlawful.

For additional information, look at this EmploymentNZ reference: https://www.employment.govt.nz/resolving problems/types-of-problems/misconduct-and-serious-misconduct/

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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