An employee is defined as any person of any age employed by an employer to do any work for hire or reward under a contract of service.
The General Synod / Te Hinota Whanui has developed employment guidelines for lay staff. This is intended for all parishes to use as best practice within the Church.
The Employment Guidelines October 2014 include chapters on recruitment and selection, performance management and development, and farewell. Please contact the Regsitrar-Manager if you would like to discuss the guidelines or need further assistance.
It is very important that all employees have an employment agreement and are treated appropriately according to the Employment Relations Act 2000. It is sometimes the case that an individual undertakes work for a parish that is outside an employment agreement. This in itself is not a measure of whether the individual is deemed an employee under the legislation. If you have someone in this position, please contact the Diocesan Office in Hamilton for further discussion.
Payroll matters are managed through the Diocesan Office in Hamilton. If you have any queries please contact the Executive Assistant on 07 857 0020 or firstname.lastname@example.org.
Medical Insurance: The Diocesan group scheme is with Southern Cross on the Regular care package. If you and your family wish to investigate this further, please contact the Diocesan Office.
Koinonia Fund is a Christian Kiwisaver Scheme administered by the New Zealand Anglican Church Pension Board. Click here to see an overview of the services provided by the Pension Board.
Baptist savings provides a facility for anybody who wants to invest their money for strategic returns, and do good in the process.
The Ministry of Business, Innovation and Employment (MBIE) website has comprehensive information about holidays and leave.
Employees get their annual holiday entitlements on their first and subsequent anniversaries after starting work. Annual holidays can be taken at any time agreed between the employer and the employee. Employees must be given the opportunity to take at least two of the four weeks’ holidays continuously, if they wish to do so.
Employees are entitled to a paid day off on a public holiday if it would otherwise be a working day. These public holidays are separate from and additional to annual holidays. There are eleven public holidays: Christmas Day, Boxing Day, New Year’s Day and the day after, Waitangi Day, ANZAC Day, Good Friday, Easter Monday, Queen’s Birthday, Labour Day and Provincial Anniversary Day.
Employees are entitled to five days paid sick leave per annum after six months of continuous employment. Sick leave can be used when an employee is sick or injured, or when the employee’s spouse or partner or a person who depends on the employee for care (such as a child or elderly parent) is sick or injured.
Employees are entitled to up to three days paid leave on the death of an immediate family member. In the event of a death outside the immediate family that causes a person to suffer bereavement, up to one day’s paid leave may be taken if the employer accepts that the employee has suffered bereavement.
The current entitlement to paid parental leave is 16 weeks; this will be increased to 18 weeks from 1 April 2016.
The Government has proposed further changes to parental leave provisions that are intended to come into effect on 1 April 2016. MBIE has recently completed public consultation on the proposed changes and received almost 900 submissions, which will be be reflected in an Employment Standards Bill that will be introduced to Parliament this year.
The Diocese takes all complaints of misconduct very seriously. If you are aware of, or have experienced, a breach in standards on the part of an employee, and you wish to make a complaint, or make an inquiry about the complaints procedure, please speak with the parish vicar initially. In the case of a breach in standards on the part of a Diocesan employee, please contact the Registrar-Manager.