• Garden Leave

    When a departing employee is instructed to stay away from the workplace for the duration of their notice period but is still paid their normal wage. For the duration of garden leave, although the employee is not actually working, they must stick to the rules of their employment agreement.

    The most common reason to place an employee on garden leave is to prevent them from collecting sensitive, up-to-date information about the company and passing it on to a potential competitor.

    Unless the employee has a specific clause in their employment agreement that allows the employer to direct the worker to take garden leave, this cannot be enforced.

  • Goal Setting

    A motivational tool used to help employees be more focused, productive and eager to work. It involves helping employees understand the expectations of their role and giving them realistic goals to achieve so their job is more rewarding.

    Goals can be set in any industry or type of job. The goal could be related to increasing financial gain or customer satisfaction, or achieving a higher level of performance. The most important part is the goals should be specific, measurable and achievable.

    If the goals are unrealistic or too demanding, the result could lower workplace morale.

  • Good Faith

    A concept that all employers, employees and union members adhere to which ensures any business dealings are carried out in a fair, honest and truthful manner.

    Acting in good faith establishes a sense of trust between parties. This makes the process of negotiating more constructive and eliminates the risk of any action being taken with hidden motives.

    There are consequences for people who do not act in good faith. For example, an employer who does not follow good faith may be fined by the Employment Relations Authority or Employment Court.

  • Good Faith Bargaining

    In collective bargaining, employers and union members must deal with each other in an open and honest manner without misleading each other. These guidelines ensure all participants are active, disclosing all relevant information and contributing to the bargaining process in a fair, reasonable and constructive manner.

    Both employers and union members must follow the guidelines set out in the code of good faith in collective bargaining. Failure to abide by the rules of good faith in bargaining may result in a penalty from the Employment Relations Authority.

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