Need help at work but not sure about employing someone full-time?

There are a number of ways you can take on someone to assist you at work;

• Independent Contractor – someone who provides services to your business without being employed, often to carry out a specific project. Contractors take responsibility for themselves, determine the hours they work and when, supply their own materials and tools and pay their own taxes. This relationship frees the business from the administration and costs of an employment relationship.
• Temporary Help – temping agencies can assist in finding someone to help with a temporary assignment. You pay the agency directly thereby eliminating employment obligations; however this arrangement usually comes at a premium.
• Casual staff – agreeing to employ someone on the basis that work will be offered to them when it is available
• Fixed term – where there is a genuine reason for such an agreement, a fixed term contract can be entered into e.g. seasonal fruit picking.
• Part-time staff – employing someone to help part-time is considerably cheaper than employing a full-timer. Providing the staff member is willing, over time, the position can grow as the business does.
• Full-time employee

Employment Agreement
If you chose to take on an employee, whether casual, part-time, full-time or fixed term, a written agreement should exist between you and the employee, and should include at least the following details:

• Names of the party (employer and employee)
• Salary or wage to be paid
• A description of the work to be performed
• Where the work will be performed
• Times the work will be performed
• Procedures for resolving employment relationship problems

It's important to note as an employer, you must tell an employee they have a right to seek independent advice on their employment agreement. Furthermore, you must give that person the opportunity to seek that advice before they sign the agreement.

Legislation
There is much legislation in NZ outlining entitlements of employees, and it pays to be familiar with such areas, for example:

• Annual Leave
• Special Leave
• Employment Relations Education Leave
• Parental Leave
• Statutory Holidays
• Minimum Wages
• Health and Safety
• Equal Employment Opportunity
• Union Membership

Before plunging ahead, make sure you know what you're in for. There are many responsibilities for the employer to take on. You need to be aware of these responsibilities, your rights as an employer, and employee rights under New Zealand legislation. For your business, it will mean increased administrative tasks and costs. So be sure you know what is required and how it will impact your business.