August 12, 2026 • 32 mins
This week on Ask the Expert, employment lawyer Gareth Abdinor joined the Afternoons team to answer more workplace-based questions.
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Speaker 1 (00:09):
You're listening to a podcast from news Talk zed be
follow this and our wide range of podcasts now on iHeartRadio.
Speaker 2 (00:16):
Well are joined once again by Gareth Abdenoor. He's an employment,
workplace and information expert and director of Abdenoor Employment Law.
He joins us once a month to answer your questions.
Have you got a problem in your workplace? If you're
the boss, you've got a curly question you need answering.
He is the man to chat to and he joins
us right now, Gareth, afternoons.
Speaker 3 (00:35):
You gooday?
Speaker 2 (00:36):
How you doing very good? I bet you're happy you
don't work in politics, Gareth.
Speaker 3 (00:41):
I certainly am. It's cut throat.
Speaker 2 (00:44):
Certainly is certainly is. I mean it's been a full
noise day and just on that A quick question that's
comes through straight away, Gareth, I'll put to you it says,
get a question for Gareth. Is unloyalty reason enough to
fire some very naughty politicians in my National Party without
fear of legal actions? Yours, Faith Lee Christopher Luxen PM,
it's not really.
Speaker 3 (01:03):
Wow, I'd be more than happy to assist our Prime minister,
but perhaps we do that off the air.
Speaker 2 (01:10):
Yeah, yeah, fair enough to mate. Fair enough to so
keep your teas coming through on nine two ninety two,
and he has taking your calls at eight one hundred
and eighty ten eighty always a very popular hour, so
make sure you get in early now before we get
to some of the text questions coming through, Gareth, Obviously
we've been hearing a lot about AI and the disruption
and the job market over the past twelve months, the
(01:31):
past eighteen months. Is that something you're seeing more and
more in your.
Speaker 3 (01:35):
Job I am. I'm seeing it on a daily basis now, Tyler,
both in terms of what people expected, which is a
lot of jobs really aren't aren't going to exist anymore,
especially when they can be automated, when they can be
absorbed by AI. And I don't think people have really
(01:58):
realized potentially how big of an impact this is going
to have. But I'm seeing it. I'm seeing it on
a day to day basis. I guess what I'm finding
even more interesting is the huge business risk that employers
are running, where employees are using these free and inverted
(02:22):
commas AI tools and they're putting client information in them,
They're putting commission commissionally sensitive information in them, and they
don't really know where that information is going, how it's
being used, and I think it's a huge risk that
people aren't really live to yet.
Speaker 2 (02:45):
Can businesses or should businesses be looking pretty closely at that, Gareth?
You know, there is if you're part of a business,
particularly a big business, there's a lot of rules you've
got to take into account when you're using technology or
technology they've given you. Is that a part of it
now that when it comes to the use of AI,
that that may be something businesses should be looking at
and appropriate use in information you feed into these these things.
Speaker 3 (03:07):
Oh, definitely. I think it is really becoming a priority
and it's something that people really haven't thought enough about.
I mean, you'll remember a few years back, employees posting
questionable content on social media was the talk of the day,
and people eventually realize that what you do on social
(03:33):
media could have consequences for your employment. And I think
the same principle applies to use of AI. Before you
suddenly put client information into chat, GPT or any of
these other tools, you need to think about A. Should
I be doing this? B Does my employer permit me
(03:57):
to do this? And if so, what are the constraints?
Because I can really see the potential for it to
go horribly horribly wrong.
Speaker 2 (04:05):
It's a brave new will Gareth, that's for sure, right
taking your calls eight hundred and eighty ten eighty, Or
if you want to send a text message nine two
nine two. Gareth is with us for around about another
forty minutes, so you better get in quick text here,
Gareth says, Hi, I have a small business and offered
a new position to a new employee. They signed the
contract and have just emailed to say that they've changed
(04:27):
their minds. Do I have any comeback? If I did
that after signing, they could sue me? Says the text.
Speaker 3 (04:34):
Wow, I guess the first comment I'd make is it
sounds like this employers maybe dodged a bullet because someone
who accepts a roll and then at the last minute
says they don't want it. Yeah, I expect they're going
to be problematic if they did join. This is one
of those situations where for years and years there've been
(04:56):
clauses in agreements saying if you don't give the right
amount of notice, then we can make deductions from your pay.
Of course, in this case the person hasn't earned any
pay yet, but those clauses are questionable in terms of
their enforceability anyway. If the employer incu's damage though, or
(05:17):
suffers damage because this person hasn't turned up, they may
be able to pursue the person for that. I expect
that it's not going to be worth their while, though,
and I would just chalk it up as a dodging
a bullet. Yeah, saving yourself some heartache. If this is
(05:39):
the kind of person that's going to pull the pin
at the eleventh hour, most probably not the kind of
person you wanted.
Speaker 2 (05:45):
Exactly At that point, Gareth, can you say you know, okay, fine,
you don't want it, You've signed the contract. I'm going
to dodge a bullet here, but then go back to
the second person that you probably already said, really sorry,
you didn't get the job. At that point, are you
legally allowed to go back to the person next in line,
or do you have to go back to the whole
pilavora of posting the advert and all the rest of it.
Speaker 3 (06:06):
Yeah, it really depends on what sort of industry you
and if you're in the public sector, there's very strict
roles as to the process that you have to follow.
And I expect they would have to go through the
whole dog and pony show again. In the private sector,
you can definitely go to that the person who was
your second choice. You may have to butter them up though,
(06:27):
and explain that even though they would second choice and
weren't successful, actually now there is an opportunity, so you
might have to do some fancy talking there.
Speaker 2 (06:37):
Yeah, very good, right, taking your calls. Eight hundred and
eighty ten eighty. Gareth Abdenor Employment Workplace and Information Expert
and director of Abdenor Employment Law, is with us for
another forty minutes. So if you've got an issue in
your workplace or with an employee, or you've just got
a curly question, here's a man to chat to right now.
If you prefer to send a text. Nine two ninety
two is that NUM Joined by Gareth Abdenor, Employment, Workplace
(06:58):
and Information Expert and Director of Abdenor Employment Law. Taking
your calls on. Oh, eight hundred eighty ten eighty David,
afternoon to you. You're on with Gareth.
Speaker 4 (07:09):
Hi garp in the afternoon. How can we help?
Speaker 5 (07:14):
Oh?
Speaker 4 (07:15):
Good, thank you. My partner is working in the hospitality industry.
She's been working there for four years now in an
executive assistant role. When she joined the entity they had
the role was a full time role. But when she
applied and then she was shortlisted and went through the process,
(07:35):
and because of her family commitments, she wouldn't wasn't able
to commit to the full hours, so they agreed to
make her a wage employee, full time, part time. I
don't know if that makes sense, but over there three
four years now, they are now looking at the establishing
(07:57):
the role. However, they are not talking to her about
the establishing. I think they are conveniently frustrating her to leave.
Does that qualify for a redundant.
Speaker 3 (08:12):
Yeah, so's there's quite a lot in that, David. If
the employer is looking to disestablish the role, then they
need to consult with your wife. And if they are
unable to redeploy her to another position on a similar
remuneration package, then it's likely that she would be made redundant. Now,
(08:40):
if they are just frustrating her and making her life
difficult and hoping she'll leave, then it may be that
she has grounds for a personal grievance. If they want
to disestablish the role, they actually have to consult with
her and there's a process that they have to follow.
So if they're not doing that, then you know, as
(09:04):
I always say on the show, she could ask them.
She could say, do you have any plans for the role?
Do you have an issue with the role. It's amazing
what you can achieve by actually asking the right question. Sometimes,
surprisingly the other side tells you what they're thinking, and
(09:26):
then you can make decisions based on that. Other times
it's a case of giving them enough rope and they
end up hanging themselves with it by saying the wrong thing,
which then is quite helpful. So I hope that helps.
But yeah, raise it with them, see what they have
to say.
Speaker 4 (09:47):
Yeah, I just wanted to because it seems to be
heading to an orchestra to dismissal type of situation where
I've advised her to keep diary notes of all the
discussions that do take place because it's annoying and quite
you know, it's a pretty large industry and I mean
it's a large corporate organization, so it.
Speaker 3 (10:07):
Ends that's good advice. You know, keeping notes of discussions
is a good idea. The other thing that I sometimes
suggest to people is if they're having discussions with you,
so there isn't a paper trail. You know, sometimes you
can follow it up with an email going you know,
(10:27):
it was good talking about X, Y and Z. This
is what I understood the situation is, and that way
you've got a paper trail. Often in employment disputes, it's
not necessarily what happened, it's what you can prove happened,
and having either diary notes or emails can be very
(10:48):
helpful with that.
Speaker 2 (10:50):
Good luck, Yeah, good luck, David. All the best to
you and your WiFi. Eight hundred and eighty ten eighty.
If you've got a question for Gareth, text here Gareth Hi, well,
part time worker in an office job eight thirty to
one thirty pm. I've been told I can't eat at
my desk and I need to take my half hour
break that extends my day. Can they make me do that?
Speaker 3 (11:09):
Yeah, this is one that comes up all the time.
The Holidays Act sets out very clearly when an employee
is entitled to a break, and sometimes employees don't want
to take those breaks because that extends the day. Of course,
it's a risk for the employer if they don't enforce
(11:34):
those breaks. Because I've dealt with a number of cases
where employees don't want to take their breaks, and then
a year or two down the track they raise a
claim saying, well, you haven't allowed me to take my breaks.
So yeah, I think based on the information given to us, yes,
the employer can do that.
Speaker 2 (11:53):
Yeah, very good, Right, keep those taps coming through on
nine to ninety two and your phone calls, oh, eight
hundred and eighty ten eighty. We do prioritize calls. If
you've got a question for Gareth, that is the best
way to get in. Let's go to Greg. You got
to question around privacy for Gareth Greek.
Speaker 6 (12:08):
Yeah, yeah, thanks. I've got an employer, actually two of us,
my colleague and we both resigned on the same day
a number of years ago, basically because our employer was
doing something very dodgy. And we find now that well,
not so much him now, but my colleague. But when
(12:32):
people when you put an application in for a job,
the people you're applying for a job for, they actually
make contact with them. And because we left him together,
we resigned together to make a statement. Yeah, he doesn't
speak very highly of us, and I've never given him
permission to do reference checks or anything. Neither the employer ers.
Speaker 3 (12:59):
Yeah, that's a that's an awful situation to be and
but both your ex employer and your prospective new employer
it sounds like they're breaking the law. So you can't
contact an applicants previous employer unless they give you permission
(13:22):
to do so. Now, often that permission is not express,
it's they just put them as a referee in the
CV or the application. Now, if you haven't done that,
someone is not legally allowed to go and contact that
previous employer, and you may have a claim against either
(13:47):
or both of those parties for breaching your privacy. Pursuing
a breach of privacy claim is something that can take
a long time and often is not actually worth the effort,
but you can put them all notice. From a practical perspective,
(14:10):
it may be better thinking about when you apply for
a job, who are you going to provide as referees,
and how are you going to deal with the fact
that you don't want them to contact this previous employer.
You know, often say to people actually give an explanation
like I left that business under the following circumstances, and
(14:35):
so I don't want you contacting them, rather than just
hoping that they will comply with their obligations. You know,
we live in a village. The whole country is very small,
and often joke we've got one and a half degrees
of separation, and so people go, oh, well, I know, Bob,
(14:55):
I'll just give them a call, even though that's not legal.
Speaker 6 (15:01):
Yeah, I know. It's just very prostrating because you get
to a point where you know they're about to employ you.
I actually have on my CV that referees are available
on requests.
Speaker 3 (15:14):
Yeah and that, but you know, I think given what's happening,
it might be a good idea to front foot that more,
actually put names of people that you're comfortable for them
to contact, rather than just saying available on request.
Speaker 2 (15:34):
It's a tough situation, Greg, but all the very best
for that, and thank you very much for your phone call.
So one hundred and eighty ten eighty. If you've got
a question for Gareth, now is your opportunity quick text
question here? Gareth says, hi, I left my job as
a building apprentice three months ago on good terms with
my employer, but he has not paid out my holiday
pace citing financial difficulties. I have tried to resolve this
(15:56):
with him, but not getting anywhere. What advice would you
have for me to resolve this? That's from Lucas.
Speaker 3 (16:01):
Wow, I think it says at all. If the employers
saying they have financial difficulties and they can't pay holiday pay,
you know that's a statutory payment that this employee ex
employee is entitled to. That sounds to me like this
company or businesses trading while being insolvent. If you can't
(16:24):
pay things that are due, then you are insolvent and
you should not be in business. What I often find
is quite effective in a situation like this is to
serve as statutory demand under the company's Act on the business.
If it's a company, if they don't pay the amount,
(16:45):
then they risk being put into liquidation. It's amazing how
often suddenly payment is received the very next day. So
if it's a company, that might be the way you
want to go. If it's not a company, you might
want to contact the labor inspector. Their details are available
(17:06):
online and I'm sure they'd be very interested in an
employer that can't pay holiday pay.
Speaker 7 (17:12):
Yeah.
Speaker 2 (17:12):
On the very best with that, Lucas. Keep those teams
coming through and we are joined by Gareth abdena Employment
a lawyer, expert and director of Abdenal Employment Law taking
your calls and questions on anything related to your place
of employment or if you're an employer, this is your opportunity.
Oh one hundred and eighty ten eighty is that number? Darren?
You're on with Gareth?
Speaker 5 (17:34):
Hi?
Speaker 3 (17:34):
Gareth, Hi, Darren? What can we help with?
Speaker 8 (17:38):
Yeah? Hi? So just kind of question. Really if I
was earning a certain amount fifty sixty thousand a year
and my and I looked at went to my my
IR account and realized that that only declared sort of
ten thousand, eleven thousand, you know whatever it was of
actually paye income. You said, I mean so the employer
(18:00):
hasn't that's.
Speaker 3 (18:01):
Not ideal, was it?
Speaker 9 (18:03):
No?
Speaker 3 (18:05):
Well, I guess the first thing I would do is
I would raise that with the employer because is this
an accident or is this someone being very dodgy? Of course,
if they being dodgy, what what is the gain for them?
Is this so that they don't have to pay p
(18:25):
o ye they don't have p o ye to pay.
The first step, raise it with the employer, see what
they have to say, ask them to review it. If
you don't get any luck there then I would be
I would be getting some legal advice because you need
to tread carefully because you don't want to be the
(18:47):
one left holding the bag. I guess I'm interested, Darren.
You know, do you get pay slips? If you get
pay slips, no pace, because you know, if that is
the case, has the employer been deducting the money and
not passing it on to ir D or have they
(19:08):
not been deducting the money from your wages? So it's
one where I definitely want to tread carefully. You don't
want to get on the wrong side of IID. But yeah,
raise it with the employer first and see what they
have to say. But you're right to be concerned. That's
a big red flag.
Speaker 2 (19:29):
Yeah, okay, well the very best, Darren. It is a
tough situation to be in. But thank you very much
for your call. Get a greg.
Speaker 7 (19:36):
Yeah, Tyler and Gareth. A nice situation isn't around on
a salesperson. And I've got a quarterly bonus. Now, I've
been employed with like current employer for over a year now.
Speaker 9 (19:48):
And.
Speaker 7 (19:50):
Basically I haven't seen any of that quarterly bonus In
the first year I've been working there. I didn't hear
a rumor that they didn't pay it out in the
first year, and I did. I think in January I
did contact Pie managers say what is the story with
our owners, and didn't get any reply to that. So
(20:13):
I just wondering, Look, obviously I've got to have a
conversation with the company around a bonus going forward, But legally,
what am I entitled to for that here that I've
people missed out?
Speaker 3 (20:27):
Yeah, that's a great question, and that's certainly not something
to be sneezed at. Is it the first step? I
suggest you look very carefully at the paperwork regarding the
bonus scheme. You know, is there a bonus document or
is it a clause in your employment agreement? And check
very carefully how it's worded. That may actually answer your
(20:52):
question as to when it's payable. Of course, a lot
of these bonus schemes aren't worded as well as they
could be, and they are a little bit ambiguous. In
that case, you need to raise it, and you need
to say, well, hang on a minute. I asked the
question back. Whenever you raised it, I never got a response.
(21:17):
What is the story? Why have I not received this?
It's supposed to be quarterly and see how they explain it.
The fact that they never responded to that first communication,
that's a red flag. Firstly, under the duty of good faith,
you would expect the employer to at least respond. You know,
(21:38):
the response might not be the response you want, but
there should be a response. So they're on the back
food already. So first step, look at the paperwork. See
if you can actually work out are you entitled to
it or not. It may be that the wording answers
it and says that it's only payable the year after
in a rears or something like that. If the answer
(22:01):
is not there, raise it with the employer and don't
be afraid to say that you previously raised that and
you haven't had a response. As always, do it in
as constructive a way possible, because even if you end
up having to raise a claim, you want to be
the reasonable one. So it pays not to come in
(22:24):
both barrels blazing. Yeah yeah, which I have doing it,
So take a deep breath before you do it.
Speaker 4 (22:34):
Yeah yeah, yeah.
Speaker 7 (22:35):
Well, my wife's an HR managers, so I do have
to temper myself on my case. But look, I've got
a colleague that works here as well, and he's in
the same situation. We both discussed this and it's I've
told him that I think that this is unfair and
at the very least.
Speaker 3 (22:50):
Yeah, so check the paperwork as a first step, because
you know, it's always better to have more information rather
than less going into a discussion like this and then
raise it with your employer. If the wording of the
bonus scheme is ambiguous, then you know the law says
(23:10):
that the party who drafted the contract is not the
party that gets the benefit of any ambiguity. So you
know you may be able to negotiate this, So good
luck with that.
Speaker 2 (23:24):
Thank you very much for your call, Greg go eight
hundred and eighty ten eighty. If you've got a call
for Gareth Abdenal now is your opportunities only with us
for about another ten minutes? Text question here Gareth sees
hi as an employer, is there any way I can
get notified if one of my staff loses their driver's license.
We had an incident where a vehicle has been impounded
because the driver's license was disqualified and we didn't know
(23:45):
because they never told us.
Speaker 3 (23:47):
Yeah, yeah, that's not a situation you want to be
and especially if the employee drives work vehicles and that
could impact on insurance and all sorts of things. It's
my standard practice in every employment agreement that I prepare
where the worker needs to drive, there's a clause in
there that sees within twenty four hours or forty eight
(24:11):
hours of having the license suspended or revoked or any
change in the licencessed status, there's an obligation on the
employee to notify the employee right that doesn't necessarily mean
that they will do it, but if they don't, they've
breached the contract and potentially could end up being dismissed.
(24:34):
So put the obligation on them. I do understand that
there is a product out there that you can sign
up to which links in with Land Transport and notifies
you when there's a change, but I haven't had direct
(24:54):
involvement with that, and so that might be something that
you want to look into.
Speaker 2 (24:58):
We're joined by Gareth Abdenall, Employment Lawyer and director of
Abdenall Employment Law. Taking your questions. Julie, how are you
this afternoon?
Speaker 10 (25:06):
I'm very well, thank you. Look having handled HR and
I on matters for a large company in Australia, for
thirty plus years. I take my hat off to your Garrett.
The level of expertise and advice you're giving a spot on,
so your listeners are very very fortunate to have you.
Speaker 2 (25:26):
Nicely, see Julie.
Speaker 10 (25:28):
He knows what he's talking about. There's just one piece
of extra advice I think i'd add to those, especially
those queering and you'll leave, or especially heck, that guy
who's ird wages don't quite match what the employer has
said by all means, be respectful and courteous and all
the rest of it, and reasonable, but it do put
(25:50):
it in writing, because it's no good relying on oh
well you told me blah blah blah. If you've got
it in writing, you've got a pay per trayal.
Speaker 3 (25:58):
And I agree wholeheartedly.
Speaker 10 (26:01):
So important put it in writing and allow for the
fact that perhaps as you've missed understood what they said,
would they please clarify, you know, all those sorts of phrases.
But just put it in writing. Don't rely on the
verbal stuff, because they'll need to have a think about
what they want to say to you too, rather than
off the cuff.
Speaker 3 (26:23):
Yeah, I agree. I think that's fantastic advice. Julie. As
I often say to people, it's not what happened, it's
what you can prove happened, and those aren't necessarily the
same thing.
Speaker 2 (26:35):
Yeah, very good, Julie, thank you very much. We'll get
you back. That was lovely, Blaze, you're on with Gareth.
What's your question?
Speaker 5 (26:41):
Thank soon, Thank you for taking my call. I got
injured work and I was off work for two months,
and then there was a gradual returned to work when agreed.
The doctor allowed me to return to work three days
a week for two months and then review. The company
agreed to that, and after two weeks off the gradual
(27:04):
to return, the company came and said to me, well,
you've got excess leave. We're giving you two weeks Nodies,
you have to go on and we'll live now. Just
want to know, can they're forced to go on and
we'll leave while when they've agreed to the gradual return
to work plan.
Speaker 3 (27:18):
Yeah, so there's a couple of different things happening there, Blaze. Generally,
a company can require an employee to take leave and
they only have to give fourteen days notice, but they
do have to act reasonably, and so I would be
looking at how much leave have you actually got. If
(27:42):
it's more than a few weeks, it may be reasonable
for the employer to do that, especially where you're not
able to do your role one hundred percent. Of course,
what is the impact of that going to be on
your gradual return to work? So it's not a straightforward question.
(28:06):
Often when people aren't a one hundred percent medically fit
to do their role, that's actually a really good time
for them to take some leave and use up some
of that leave that has built up. So it really
depends if you don't think it's fair. If you don't
think it's reasonable, have a discussion with your employer and
explain why. But if you've got a big leave balance,
(28:29):
you know this might actually be a reasonable thing for
your employer to do.
Speaker 2 (28:34):
All the very best plays and thank you very much
for your phone call, Perry. We've got a couple of minutes.
Gareth is standing by for your question.
Speaker 9 (28:42):
Hey, Gareth's I've just got a quick question that follows
on from the driving one you were talking about before.
I got pulled up on my bike in the private
private motor motorbike, got a good ticket for it, and
two weeks later I was called in by my by
the company I worked for, d T had sent my
driving record and please explain to my to my employer mate,
(29:06):
is that legally they allowed to put my it's a
private matter. Are they send that through to my employer?
Speaker 5 (29:13):
Yeah?
Speaker 3 (29:14):
That's an interesting one, period, and I guess you know,
I'm going to have to answer like a lawyer. And
so it really depends. It depends what your job is
and what's in your employment agreement. That product that I
talked about earlier in the show, where employers can sign
up to that and get notified if something happens to
(29:37):
your driving conditions, perhaps that's got something to do with it.
I would, however, expect an employer to consult with employees
before they sign up to something like that. If your
job involves driving, it may be that NZTA is able
to inform them, but I would need more information. It
(29:58):
definitely does sound odd though, So.
Speaker 9 (30:02):
Yeah, yeah, apparently gerret because I looked into it too.
It just just in the fringes to see what was
going on. And when I actually had the meeting with
my manager, he said it was because I have a
commissioner truck license. That triggered. That triggered something. But I
don't drive a truck for the business that I work for.
I drive private like one of the vehicles, but it's
(30:26):
not a truck. And and like I said, I was
pulled up on my bike in the weekend in a
private matter and it went through to it would think
through which I found a little bit strange.
Speaker 5 (30:35):
You know.
Speaker 3 (30:36):
Yeah, I mean that that does sound strange on the
face of it. But if the fact that you've got
that commercial license and you do drive for work, whether
you're driving a truck or not, maybe that's enough something
I would need to look at closer. I ride a
bike as well, and I guess it's just a reminder
to maybe slow down a bit.
Speaker 2 (30:57):
All the very best with that, Peri, and thank you
very much for your question. I think we've got time
for a very quick text question here, Gareth. This one,
Hi Mark.
Speaker 6 (31:05):
Here.
Speaker 2 (31:05):
We have a few employees in our company and unfortunately
the workload is starting to quiet down. Could you please
point me in the right direction as to the best
is to the best place to get advice in the
correct process we need to follow if we are considering
making redundancies.
Speaker 3 (31:20):
Yeah, a great question, and it's always good when people
ask in the beginning rather than after it's all gone
pear shaped. As a starting point, look at the employment
dot govt dot z website. There's a lot of good
advice on there, but you know, redundancies are a tricky
process to get right and easy to get wrong. I
(31:42):
suggest you contact your whoever you use for your legal advice,
the company's lawyer, and get them to recommend an employment
lawyer that can give you specific advice. That's the way
to minimize your risk.
Speaker 2 (31:57):
Brilliant, Gareth, fantastic as always. We've got full phone lines
and unfortunately we've run out of time, so hopefully we'll
keep those guys for next time. You're in at about
a month, but have a great couple of weeks and
we'll see.
Speaker 3 (32:08):
Sounds good, Thanks Tyler.
Speaker 2 (32:10):
That is Gareth Abdenor Employment Lawyer, Workplace and Information Expert,
Director of Abdenor Employment Law. If you need to get
a hold of him and you need to seek some
professional advice, just go to his website Abdenorlaw dot z.
He's brilliant as you've just heard, and I've got to
say this part. The content of the segment is general
in nature and is not legal advice and information discussed
is not intended to be a substitute for obtaining specific
(32:33):
professional advice, and shouldn't be relied upon as such.
Speaker 1 (32:37):
For more from News Talks B listen live on air
or online, and keep our shows with you wherever you
go with our podcasts on iHeartRadio
You're listening to a podcast from news Talk zed be
follow this and our wide range of podcasts now on iHeartRadio.
Speaker 2 (00:16):
Well are joined once again by Gareth Abdenoor. He's an employment,
workplace and information expert and director of Abdenoor Employment Law.
He joins us once a month to answer your questions.
Have you got a problem in your workplace? If you're
the boss, you've got a curly question you need answering.
He is the man to chat to and he joins
us right now, Gareth, afternoons.
Speaker 3 (00:35):
You gooday?
Speaker 2 (00:36):
How you doing very good? I bet you're happy you
don't work in politics, Gareth.
Speaker 3 (00:41):
I certainly am. It's cut throat.
Speaker 2 (00:44):
Certainly is certainly is. I mean it's been a full
noise day and just on that A quick question that's
comes through straight away, Gareth, I'll put to you it says,
get a question for Gareth. Is unloyalty reason enough to
fire some very naughty politicians in my National Party without
fear of legal actions? Yours, Faith Lee Christopher Luxen PM,
it's not really.
Speaker 3 (01:03):
Wow, I'd be more than happy to assist our Prime minister,
but perhaps we do that off the air.
Speaker 2 (01:10):
Yeah, yeah, fair enough to mate. Fair enough to so
keep your teas coming through on nine two ninety two,
and he has taking your calls at eight one hundred
and eighty ten eighty always a very popular hour, so
make sure you get in early now before we get
to some of the text questions coming through, Gareth, Obviously
we've been hearing a lot about AI and the disruption
and the job market over the past twelve months, the
(01:31):
past eighteen months. Is that something you're seeing more and
more in your.
Speaker 3 (01:35):
Job I am. I'm seeing it on a daily basis now, Tyler,
both in terms of what people expected, which is a
lot of jobs really aren't aren't going to exist anymore,
especially when they can be automated, when they can be
absorbed by AI. And I don't think people have really
(01:58):
realized potentially how big of an impact this is going
to have. But I'm seeing it. I'm seeing it on
a day to day basis. I guess what I'm finding
even more interesting is the huge business risk that employers
are running, where employees are using these free and inverted
(02:22):
commas AI tools and they're putting client information in them,
They're putting commission commissionally sensitive information in them, and they
don't really know where that information is going, how it's
being used, and I think it's a huge risk that
people aren't really live to yet.
Speaker 2 (02:45):
Can businesses or should businesses be looking pretty closely at that, Gareth?
You know, there is if you're part of a business,
particularly a big business, there's a lot of rules you've
got to take into account when you're using technology or
technology they've given you. Is that a part of it
now that when it comes to the use of AI,
that that may be something businesses should be looking at
and appropriate use in information you feed into these these things.
Speaker 3 (03:07):
Oh, definitely. I think it is really becoming a priority
and it's something that people really haven't thought enough about.
I mean, you'll remember a few years back, employees posting
questionable content on social media was the talk of the day,
and people eventually realize that what you do on social
(03:33):
media could have consequences for your employment. And I think
the same principle applies to use of AI. Before you
suddenly put client information into chat, GPT or any of
these other tools, you need to think about A. Should
I be doing this? B Does my employer permit me
(03:57):
to do this? And if so, what are the constraints?
Because I can really see the potential for it to
go horribly horribly wrong.
Speaker 2 (04:05):
It's a brave new will Gareth, that's for sure, right
taking your calls eight hundred and eighty ten eighty, Or
if you want to send a text message nine two
nine two. Gareth is with us for around about another
forty minutes, so you better get in quick text here,
Gareth says, Hi, I have a small business and offered
a new position to a new employee. They signed the
contract and have just emailed to say that they've changed
(04:27):
their minds. Do I have any comeback? If I did
that after signing, they could sue me? Says the text.
Speaker 3 (04:34):
Wow, I guess the first comment I'd make is it
sounds like this employers maybe dodged a bullet because someone
who accepts a roll and then at the last minute
says they don't want it. Yeah, I expect they're going
to be problematic if they did join. This is one
of those situations where for years and years there've been
(04:56):
clauses in agreements saying if you don't give the right
amount of notice, then we can make deductions from your pay.
Of course, in this case the person hasn't earned any
pay yet, but those clauses are questionable in terms of
their enforceability anyway. If the employer incu's damage though, or
(05:17):
suffers damage because this person hasn't turned up, they may
be able to pursue the person for that. I expect
that it's not going to be worth their while, though,
and I would just chalk it up as a dodging
a bullet. Yeah, saving yourself some heartache. If this is
(05:39):
the kind of person that's going to pull the pin
at the eleventh hour, most probably not the kind of
person you wanted.
Speaker 2 (05:45):
Exactly At that point, Gareth, can you say you know, okay, fine,
you don't want it, You've signed the contract. I'm going
to dodge a bullet here, but then go back to
the second person that you probably already said, really sorry,
you didn't get the job. At that point, are you
legally allowed to go back to the person next in line,
or do you have to go back to the whole
pilavora of posting the advert and all the rest of it.
Speaker 3 (06:06):
Yeah, it really depends on what sort of industry you
and if you're in the public sector, there's very strict
roles as to the process that you have to follow.
And I expect they would have to go through the
whole dog and pony show again. In the private sector,
you can definitely go to that the person who was
your second choice. You may have to butter them up though,
(06:27):
and explain that even though they would second choice and
weren't successful, actually now there is an opportunity, so you
might have to do some fancy talking there.
Speaker 2 (06:37):
Yeah, very good, right, taking your calls. Eight hundred and
eighty ten eighty. Gareth Abdenor Employment Workplace and Information Expert
and director of Abdenor Employment Law, is with us for
another forty minutes. So if you've got an issue in
your workplace or with an employee, or you've just got
a curly question, here's a man to chat to right now.
If you prefer to send a text. Nine two ninety
two is that NUM Joined by Gareth Abdenor, Employment, Workplace
(06:58):
and Information Expert and Director of Abdenor Employment Law. Taking
your calls on. Oh, eight hundred eighty ten eighty David,
afternoon to you. You're on with Gareth.
Speaker 4 (07:09):
Hi garp in the afternoon. How can we help?
Speaker 5 (07:14):
Oh?
Speaker 4 (07:15):
Good, thank you. My partner is working in the hospitality industry.
She's been working there for four years now in an
executive assistant role. When she joined the entity they had
the role was a full time role. But when she
applied and then she was shortlisted and went through the process,
(07:35):
and because of her family commitments, she wouldn't wasn't able
to commit to the full hours, so they agreed to
make her a wage employee, full time, part time. I
don't know if that makes sense, but over there three
four years now, they are now looking at the establishing
(07:57):
the role. However, they are not talking to her about
the establishing. I think they are conveniently frustrating her to leave.
Does that qualify for a redundant.
Speaker 3 (08:12):
Yeah, so's there's quite a lot in that, David. If
the employer is looking to disestablish the role, then they
need to consult with your wife. And if they are
unable to redeploy her to another position on a similar
remuneration package, then it's likely that she would be made redundant. Now,
(08:40):
if they are just frustrating her and making her life
difficult and hoping she'll leave, then it may be that
she has grounds for a personal grievance. If they want
to disestablish the role, they actually have to consult with
her and there's a process that they have to follow.
So if they're not doing that, then you know, as
(09:04):
I always say on the show, she could ask them.
She could say, do you have any plans for the role?
Do you have an issue with the role. It's amazing
what you can achieve by actually asking the right question. Sometimes,
surprisingly the other side tells you what they're thinking, and
(09:26):
then you can make decisions based on that. Other times
it's a case of giving them enough rope and they
end up hanging themselves with it by saying the wrong thing,
which then is quite helpful. So I hope that helps.
But yeah, raise it with them, see what they have
to say.
Speaker 4 (09:47):
Yeah, I just wanted to because it seems to be
heading to an orchestra to dismissal type of situation where
I've advised her to keep diary notes of all the
discussions that do take place because it's annoying and quite
you know, it's a pretty large industry and I mean
it's a large corporate organization, so it.
Speaker 3 (10:07):
Ends that's good advice. You know, keeping notes of discussions
is a good idea. The other thing that I sometimes
suggest to people is if they're having discussions with you,
so there isn't a paper trail. You know, sometimes you
can follow it up with an email going you know,
(10:27):
it was good talking about X, Y and Z. This
is what I understood the situation is, and that way
you've got a paper trail. Often in employment disputes, it's
not necessarily what happened, it's what you can prove happened,
and having either diary notes or emails can be very
(10:48):
helpful with that.
Speaker 2 (10:50):
Good luck, Yeah, good luck, David. All the best to
you and your WiFi. Eight hundred and eighty ten eighty.
If you've got a question for Gareth, text here Gareth Hi, well,
part time worker in an office job eight thirty to
one thirty pm. I've been told I can't eat at
my desk and I need to take my half hour
break that extends my day. Can they make me do that?
Speaker 3 (11:09):
Yeah, this is one that comes up all the time.
The Holidays Act sets out very clearly when an employee
is entitled to a break, and sometimes employees don't want
to take those breaks because that extends the day. Of course,
it's a risk for the employer if they don't enforce
(11:34):
those breaks. Because I've dealt with a number of cases
where employees don't want to take their breaks, and then
a year or two down the track they raise a
claim saying, well, you haven't allowed me to take my breaks.
So yeah, I think based on the information given to us, yes,
the employer can do that.
Speaker 2 (11:53):
Yeah, very good, Right, keep those taps coming through on
nine to ninety two and your phone calls, oh, eight
hundred and eighty ten eighty. We do prioritize calls. If
you've got a question for Gareth, that is the best
way to get in. Let's go to Greg. You got
to question around privacy for Gareth Greek.
Speaker 6 (12:08):
Yeah, yeah, thanks. I've got an employer, actually two of us,
my colleague and we both resigned on the same day
a number of years ago, basically because our employer was
doing something very dodgy. And we find now that well,
not so much him now, but my colleague. But when
(12:32):
people when you put an application in for a job,
the people you're applying for a job for, they actually
make contact with them. And because we left him together,
we resigned together to make a statement. Yeah, he doesn't
speak very highly of us, and I've never given him
permission to do reference checks or anything. Neither the employer ers.
Speaker 3 (12:59):
Yeah, that's a that's an awful situation to be and
but both your ex employer and your prospective new employer
it sounds like they're breaking the law. So you can't
contact an applicants previous employer unless they give you permission
(13:22):
to do so. Now, often that permission is not express,
it's they just put them as a referee in the
CV or the application. Now, if you haven't done that,
someone is not legally allowed to go and contact that
previous employer, and you may have a claim against either
(13:47):
or both of those parties for breaching your privacy. Pursuing
a breach of privacy claim is something that can take
a long time and often is not actually worth the effort,
but you can put them all notice. From a practical perspective,
(14:10):
it may be better thinking about when you apply for
a job, who are you going to provide as referees,
and how are you going to deal with the fact
that you don't want them to contact this previous employer.
You know, often say to people actually give an explanation
like I left that business under the following circumstances, and
(14:35):
so I don't want you contacting them, rather than just
hoping that they will comply with their obligations. You know,
we live in a village. The whole country is very small,
and often joke we've got one and a half degrees
of separation, and so people go, oh, well, I know, Bob,
(14:55):
I'll just give them a call, even though that's not legal.
Speaker 6 (15:01):
Yeah, I know. It's just very prostrating because you get
to a point where you know they're about to employ you.
I actually have on my CV that referees are available
on requests.
Speaker 3 (15:14):
Yeah and that, but you know, I think given what's happening,
it might be a good idea to front foot that more,
actually put names of people that you're comfortable for them
to contact, rather than just saying available on request.
Speaker 2 (15:34):
It's a tough situation, Greg, but all the very best
for that, and thank you very much for your phone call.
So one hundred and eighty ten eighty. If you've got
a question for Gareth, now is your opportunity quick text
question here? Gareth says, hi, I left my job as
a building apprentice three months ago on good terms with
my employer, but he has not paid out my holiday
pace citing financial difficulties. I have tried to resolve this
(15:56):
with him, but not getting anywhere. What advice would you
have for me to resolve this? That's from Lucas.
Speaker 3 (16:01):
Wow, I think it says at all. If the employers
saying they have financial difficulties and they can't pay holiday pay,
you know that's a statutory payment that this employee ex
employee is entitled to. That sounds to me like this
company or businesses trading while being insolvent. If you can't
(16:24):
pay things that are due, then you are insolvent and
you should not be in business. What I often find
is quite effective in a situation like this is to
serve as statutory demand under the company's Act on the business.
If it's a company, if they don't pay the amount,
(16:45):
then they risk being put into liquidation. It's amazing how
often suddenly payment is received the very next day. So
if it's a company, that might be the way you
want to go. If it's not a company, you might
want to contact the labor inspector. Their details are available
(17:06):
online and I'm sure they'd be very interested in an
employer that can't pay holiday pay.
Speaker 7 (17:12):
Yeah.
Speaker 2 (17:12):
On the very best with that, Lucas. Keep those teams
coming through and we are joined by Gareth abdena Employment
a lawyer, expert and director of Abdenal Employment Law taking
your calls and questions on anything related to your place
of employment or if you're an employer, this is your opportunity.
Oh one hundred and eighty ten eighty is that number? Darren?
You're on with Gareth?
Speaker 5 (17:34):
Hi?
Speaker 3 (17:34):
Gareth, Hi, Darren? What can we help with?
Speaker 8 (17:38):
Yeah? Hi? So just kind of question. Really if I
was earning a certain amount fifty sixty thousand a year
and my and I looked at went to my my
IR account and realized that that only declared sort of
ten thousand, eleven thousand, you know whatever it was of
actually paye income. You said, I mean so the employer
(18:00):
hasn't that's.
Speaker 3 (18:01):
Not ideal, was it?
Speaker 9 (18:03):
No?
Speaker 3 (18:05):
Well, I guess the first thing I would do is
I would raise that with the employer because is this
an accident or is this someone being very dodgy? Of course,
if they being dodgy, what what is the gain for them?
Is this so that they don't have to pay p
(18:25):
o ye they don't have p o ye to pay.
The first step, raise it with the employer, see what
they have to say, ask them to review it. If
you don't get any luck there then I would be
I would be getting some legal advice because you need
to tread carefully because you don't want to be the
(18:47):
one left holding the bag. I guess I'm interested, Darren.
You know, do you get pay slips? If you get
pay slips, no pace, because you know, if that is
the case, has the employer been deducting the money and
not passing it on to ir D or have they
(19:08):
not been deducting the money from your wages? So it's
one where I definitely want to tread carefully. You don't
want to get on the wrong side of IID. But yeah,
raise it with the employer first and see what they
have to say. But you're right to be concerned. That's
a big red flag.
Speaker 2 (19:29):
Yeah, okay, well the very best, Darren. It is a
tough situation to be in. But thank you very much
for your call. Get a greg.
Speaker 7 (19:36):
Yeah, Tyler and Gareth. A nice situation isn't around on
a salesperson. And I've got a quarterly bonus. Now, I've
been employed with like current employer for over a year now.
Speaker 9 (19:48):
And.
Speaker 7 (19:50):
Basically I haven't seen any of that quarterly bonus In
the first year I've been working there. I didn't hear
a rumor that they didn't pay it out in the
first year, and I did. I think in January I
did contact Pie managers say what is the story with
our owners, and didn't get any reply to that. So
(20:13):
I just wondering, Look, obviously I've got to have a
conversation with the company around a bonus going forward, But legally,
what am I entitled to for that here that I've
people missed out?
Speaker 3 (20:27):
Yeah, that's a great question, and that's certainly not something
to be sneezed at. Is it the first step? I
suggest you look very carefully at the paperwork regarding the
bonus scheme. You know, is there a bonus document or
is it a clause in your employment agreement? And check
very carefully how it's worded. That may actually answer your
(20:52):
question as to when it's payable. Of course, a lot
of these bonus schemes aren't worded as well as they
could be, and they are a little bit ambiguous. In
that case, you need to raise it, and you need
to say, well, hang on a minute. I asked the
question back. Whenever you raised it, I never got a response.
(21:17):
What is the story? Why have I not received this?
It's supposed to be quarterly and see how they explain it.
The fact that they never responded to that first communication,
that's a red flag. Firstly, under the duty of good faith,
you would expect the employer to at least respond. You know,
(21:38):
the response might not be the response you want, but
there should be a response. So they're on the back
food already. So first step, look at the paperwork. See
if you can actually work out are you entitled to
it or not. It may be that the wording answers
it and says that it's only payable the year after
in a rears or something like that. If the answer
(22:01):
is not there, raise it with the employer and don't
be afraid to say that you previously raised that and
you haven't had a response. As always, do it in
as constructive a way possible, because even if you end
up having to raise a claim, you want to be
the reasonable one. So it pays not to come in
(22:24):
both barrels blazing. Yeah yeah, which I have doing it,
So take a deep breath before you do it.
Speaker 4 (22:34):
Yeah yeah, yeah.
Speaker 7 (22:35):
Well, my wife's an HR managers, so I do have
to temper myself on my case. But look, I've got
a colleague that works here as well, and he's in
the same situation. We both discussed this and it's I've
told him that I think that this is unfair and
at the very least.
Speaker 3 (22:50):
Yeah, so check the paperwork as a first step, because
you know, it's always better to have more information rather
than less going into a discussion like this and then
raise it with your employer. If the wording of the
bonus scheme is ambiguous, then you know the law says
(23:10):
that the party who drafted the contract is not the
party that gets the benefit of any ambiguity. So you
know you may be able to negotiate this, So good
luck with that.
Speaker 2 (23:24):
Thank you very much for your call, Greg go eight
hundred and eighty ten eighty. If you've got a call
for Gareth Abdenal now is your opportunities only with us
for about another ten minutes? Text question here Gareth sees
hi as an employer, is there any way I can
get notified if one of my staff loses their driver's license.
We had an incident where a vehicle has been impounded
because the driver's license was disqualified and we didn't know
(23:45):
because they never told us.
Speaker 3 (23:47):
Yeah, yeah, that's not a situation you want to be
and especially if the employee drives work vehicles and that
could impact on insurance and all sorts of things. It's
my standard practice in every employment agreement that I prepare
where the worker needs to drive, there's a clause in
there that sees within twenty four hours or forty eight
(24:11):
hours of having the license suspended or revoked or any
change in the licencessed status, there's an obligation on the
employee to notify the employee right that doesn't necessarily mean
that they will do it, but if they don't, they've
breached the contract and potentially could end up being dismissed.
(24:34):
So put the obligation on them. I do understand that
there is a product out there that you can sign
up to which links in with Land Transport and notifies
you when there's a change, but I haven't had direct
(24:54):
involvement with that, and so that might be something that
you want to look into.
Speaker 2 (24:58):
We're joined by Gareth Abdenall, Employment Lawyer and director of
Abdenall Employment Law. Taking your questions. Julie, how are you
this afternoon?
Speaker 10 (25:06):
I'm very well, thank you. Look having handled HR and
I on matters for a large company in Australia, for
thirty plus years. I take my hat off to your Garrett.
The level of expertise and advice you're giving a spot on,
so your listeners are very very fortunate to have you.
Speaker 2 (25:26):
Nicely, see Julie.
Speaker 10 (25:28):
He knows what he's talking about. There's just one piece
of extra advice I think i'd add to those, especially
those queering and you'll leave, or especially heck, that guy
who's ird wages don't quite match what the employer has
said by all means, be respectful and courteous and all
the rest of it, and reasonable, but it do put
(25:50):
it in writing, because it's no good relying on oh
well you told me blah blah blah. If you've got
it in writing, you've got a pay per trayal.
Speaker 3 (25:58):
And I agree wholeheartedly.
Speaker 10 (26:01):
So important put it in writing and allow for the
fact that perhaps as you've missed understood what they said,
would they please clarify, you know, all those sorts of phrases.
But just put it in writing. Don't rely on the
verbal stuff, because they'll need to have a think about
what they want to say to you too, rather than
off the cuff.
Speaker 3 (26:23):
Yeah, I agree. I think that's fantastic advice. Julie. As
I often say to people, it's not what happened, it's
what you can prove happened, and those aren't necessarily the
same thing.
Speaker 2 (26:35):
Yeah, very good, Julie, thank you very much. We'll get
you back. That was lovely, Blaze, you're on with Gareth.
What's your question?
Speaker 5 (26:41):
Thank soon, Thank you for taking my call. I got
injured work and I was off work for two months,
and then there was a gradual returned to work when agreed.
The doctor allowed me to return to work three days
a week for two months and then review. The company
agreed to that, and after two weeks off the gradual
(27:04):
to return, the company came and said to me, well,
you've got excess leave. We're giving you two weeks Nodies,
you have to go on and we'll live now. Just
want to know, can they're forced to go on and
we'll leave while when they've agreed to the gradual return
to work plan.
Speaker 3 (27:18):
Yeah, so there's a couple of different things happening there, Blaze. Generally,
a company can require an employee to take leave and
they only have to give fourteen days notice, but they
do have to act reasonably, and so I would be
looking at how much leave have you actually got. If
(27:42):
it's more than a few weeks, it may be reasonable
for the employer to do that, especially where you're not
able to do your role one hundred percent. Of course,
what is the impact of that going to be on
your gradual return to work? So it's not a straightforward question.
(28:06):
Often when people aren't a one hundred percent medically fit
to do their role, that's actually a really good time
for them to take some leave and use up some
of that leave that has built up. So it really
depends if you don't think it's fair. If you don't
think it's reasonable, have a discussion with your employer and
explain why. But if you've got a big leave balance,
(28:29):
you know this might actually be a reasonable thing for
your employer to do.
Speaker 2 (28:34):
All the very best plays and thank you very much
for your phone call, Perry. We've got a couple of minutes.
Gareth is standing by for your question.
Speaker 9 (28:42):
Hey, Gareth's I've just got a quick question that follows
on from the driving one you were talking about before.
I got pulled up on my bike in the private
private motor motorbike, got a good ticket for it, and
two weeks later I was called in by my by
the company I worked for, d T had sent my
driving record and please explain to my to my employer mate,
(29:06):
is that legally they allowed to put my it's a
private matter. Are they send that through to my employer?
Speaker 5 (29:13):
Yeah?
Speaker 3 (29:14):
That's an interesting one, period, and I guess you know,
I'm going to have to answer like a lawyer. And
so it really depends. It depends what your job is
and what's in your employment agreement. That product that I
talked about earlier in the show, where employers can sign
up to that and get notified if something happens to
(29:37):
your driving conditions, perhaps that's got something to do with it.
I would, however, expect an employer to consult with employees
before they sign up to something like that. If your
job involves driving, it may be that NZTA is able
to inform them, but I would need more information. It
(29:58):
definitely does sound odd though, So.
Speaker 9 (30:02):
Yeah, yeah, apparently gerret because I looked into it too.
It just just in the fringes to see what was
going on. And when I actually had the meeting with
my manager, he said it was because I have a
commissioner truck license. That triggered. That triggered something. But I
don't drive a truck for the business that I work for.
I drive private like one of the vehicles, but it's
(30:26):
not a truck. And and like I said, I was
pulled up on my bike in the weekend in a
private matter and it went through to it would think
through which I found a little bit strange.
Speaker 5 (30:35):
You know.
Speaker 3 (30:36):
Yeah, I mean that that does sound strange on the
face of it. But if the fact that you've got
that commercial license and you do drive for work, whether
you're driving a truck or not, maybe that's enough something
I would need to look at closer. I ride a
bike as well, and I guess it's just a reminder
to maybe slow down a bit.
Speaker 2 (30:57):
All the very best with that, Peri, and thank you
very much for your question. I think we've got time
for a very quick text question here, Gareth. This one,
Hi Mark.
Speaker 6 (31:05):
Here.
Speaker 2 (31:05):
We have a few employees in our company and unfortunately
the workload is starting to quiet down. Could you please
point me in the right direction as to the best
is to the best place to get advice in the
correct process we need to follow if we are considering
making redundancies.
Speaker 3 (31:20):
Yeah, a great question, and it's always good when people
ask in the beginning rather than after it's all gone
pear shaped. As a starting point, look at the employment
dot govt dot z website. There's a lot of good
advice on there, but you know, redundancies are a tricky
process to get right and easy to get wrong. I
(31:42):
suggest you contact your whoever you use for your legal advice,
the company's lawyer, and get them to recommend an employment
lawyer that can give you specific advice. That's the way
to minimize your risk.
Speaker 2 (31:57):
Brilliant, Gareth, fantastic as always. We've got full phone lines
and unfortunately we've run out of time, so hopefully we'll
keep those guys for next time. You're in at about
a month, but have a great couple of weeks and
we'll see.
Speaker 3 (32:08):
Sounds good, Thanks Tyler.
Speaker 2 (32:10):
That is Gareth Abdenor Employment Lawyer, Workplace and Information Expert,
Director of Abdenor Employment Law. If you need to get
a hold of him and you need to seek some
professional advice, just go to his website Abdenorlaw dot z.
He's brilliant as you've just heard, and I've got to
say this part. The content of the segment is general
in nature and is not legal advice and information discussed
is not intended to be a substitute for obtaining specific
(32:33):
professional advice, and shouldn't be relied upon as such.
Speaker 1 (32:37):
For more from News Talks B listen live on air
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