Installment 3 of Questions to Ask your labour supplier - Employment Agreements, Terms and Conditions

Posted by Andrew on April 4, 2014

In the third installment of our blog series on "Questions to ask a Recruitment or Labour Hire Supplier", I want to cover the use of Employment Agreements, worker management and minimum terms and conditions.

Superior Personnel’s charge-out rates are transparent by including holiday pay, accident compensation (ACC) levies, statutory holidays, sick leave and administration costs. We do not support the emerging practice of forcing temporary staff to become independent contractors as we believe this places an unrealistic expectation on the staff’s ability to pay large tax and accident compensation costs at years end.

At Superior Personnel, each temporary / labour hire staff member is an employee of Superior Personnel - they have an employment agreement with us which sets out the terms and conditions of their placements, minimum requirements and obligations on those employees, Health and Safety responsibilities and our Drug and Alcohol Policy. The Employment Agreements are checked regularly with our legal 

Our employment agreement also sets out the consequences for misconduct and the process for disciplinary matters and dismissal (in the most serious cases). Any issues regarding our employees placement, pay, management, discipline or dismissal are dealt with by Superior Personnel and not by our client.

Superior Personnel has a contract with the New Zealand Drug Detection Agency (NZDDA) to complete all drug and alcohol testing. We have a program for post incident and reasonable cause testing, pre-employment testing for safety sensitive roles and a random drug and alcohol testing program. All our temporary staff are subject to ongoing random testing (monitored and conducted by NZDDA) for the term of their employment.

Superior Personnel complete a Ministry of Justice Criminal Record check for every temporary staff candidate. 

Superior Personnel uses “Driver Check” to maintain and monitor the driver license status of our temporary staff in driving roles. This covers all classes and licence endorsements. Any change in their licence status is notified to Superior Personnel, and in turn the client.

Superior Personnel can complete Credit Checks of temporary staff when requested by the client. This provides consumer information, identity verification, credit defaults, judgments, insolvencies and outstanding court fines.

If clients require pre-employment health checks we could undertake the testing for you through an approved provider.