Let’s dive deeper into the Kiwi way of navigating employment challenges before resigning!
I’ll spill the tea: If you’re planning your great escape and gearing up for a constructive dismissal claim, now is the time to make sure everything is official and in black and white. Constructive dismissal, the act of making a swift exit because your workplace has become as chaotic as a flock of seagulls fighting over a chip, demands you whip out a paper trail proving you weren’t just idly twiddling your thumbs as the chaos unfolded. Think emails, meeting notes, texts – gather them up like they’re toilet paper during the lockdown. This stash holds more weight than a hoard of All Blacks in a scrum, especially if things go all legal drama.
If you’re going all-in on a constructive dismissal claim, you’re the star guest at the proof party. Showcasing how your job transformed into a hot mess faster than you can say “fush and chups,” and resigning was the only logical escape route. Having a record of raising concerns via email with your boss is your golden ticket, proving that you tried to rescue the sinking ship before calling it quits. Your evidence should paint a vivid picture of the issues at hand and how your boss buried their head in the sand, dodging responsibility and neglecting to address them.
And when the curtain rises on finally raising a personal grievance, having this arsenal of documented evidence is like hitting the jackpot at the local pub quiz. The Employment Relations Authority eats this stuff up. It’s a feast for the eyes and ears, captivating the audience and compelling them to acknowledge the validity of your claim.
So before you tell your employer “Up the Wahs!” it’s paramount to ensure that all your ducks are in a row, and everything is meticulously documented to substantiate your claims. With your evidence in hand, you’re positioned to showcase the truth and stand up for your rights. In the words of our legendary Sacked Kiwi OG, Vicki: “It’s not about what you know but about what you can show.”
Legal Disclaimer: The content posted on the Sacked Kiwis website should not be considered or relied upon as legal advice or opinion. The information presented here is not intended to serve as legal guidance. Over time, laws and regulations evolve, potentially altering the accuracy of previously shared information. Updates in jurisprudence or legislation, which could happen without immediate notice, may render the legal information on this platform outdated or obsolete.
Should you need employment advice, please don’t hesitate to contact us through our toll-free hotline.
