Employment Policy
St Joseph's School is guided by its special character to be a good employer and implement policies that promote high levels of staff performance. St Joseph's School ensures all resources are used effectively, and recognises the needs of all staff.
The board of St Joseph's School complies with the principle of being a 
good employer, as required by the Education and Training Act 2020 (s 597). We implement this Employment Policy and associated policies to comply with being a good employer and we report on our compliance in our annual report.
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In the context of the Education and Training Act 2020 (s 597), a good employer means:
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An employer who operates an employment policy containing provisions generally accepted as necessary for the fair and proper treatment of employees in all aspects of their employment, including provisions requiring:
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(a)
(b)
(c)
(d)
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good and safe working conditions
an equal employment opportunities programme
the impartial selection of suitably qualified persons for appointment
recognition of—
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(i)
(ii)
(iii)
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the aims and aspirations of Māori
the employment requirements of Māori
the need for greater involvement of Māori in the education service
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(e)
(f)
(g)
(h)
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opportunities for the enhancement of the abilities of individual employees
recognition of the aims and aspirations and employment requirements, and the cultural differences, of ethnic or minority groups
recognition of the employment requirements of women
recognition of the employment requirements of persons with disabilities.
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Education and Training Act 2020 (s 597(2))
St Joseph's School supports the fair and proper treatment of staff members in all aspects of their employment, and builds employment relationships that are based on good faith. We comply with employment legislation and regulations, and all relevant employment agreements.
According to the Employment Relations Act 2000 (s 4), the duty of good faith applies in all of the various employment relationships, including between an employer and an employee and an employer and a union. Good faith involves the following principles:
- all parties must not mislead or deceive or do anything that is likely to mislead or deceive each other
- all parties must show mutual obligations of trust and confidence
- all parties must be active and constructive in establishing and maintaining a productive employment relationship in which parties are responsive and communicative, among other things
- employers proposing to make a change that will or is likely to have an adverse effect on the employment of one or more staff members should provide affected staff access to information about this change and the opportunity to comment on this information before a decision is made.
A party to an employment relationship who fails to comply with the duty of good faith may be liable to a penalty under the Employment Relations Act 2000 (s 4A) if the failure was:
- deliberate, serious, and sustained
- intended to undermine bargaining for an employment agreement
- intended to undermine an employment agreement
- intended to undermine an employment relationship
- intended to undermine the pay equity claim resolution process under Part 4 of the Equal Pay Act 1972
- a breach of section 59B or 59C of the Act.
Employment Relations Act 2000
Employment New Zealand: Good faith 
St Joseph's School also complies with the employment provisions of our integration agreement, including processes for the appointment of special positions and acceptability requirements for special positions. We ensure the special character of our school is upheld in all aspects of employment.
The board takes all steps, so far as is reasonably practicable, to meet its primary duty of care obligations to ensure good and safe working conditions for all staff. See Health, Safety and Welfare.
To support our responsibilities as a good employer, we:
- aim to provide equal employment opportunities for all staff members – see Equal Employment Opportunities
- employ appropriately qualified staff members through a fair appointment process – see Appointment Policy
- ensure that the school is appropriately staffed and that we give effect to the conditions of all relevant employment agreements – see School Staffing
- ensure that all staff members maintain proper standards of integrity, conduct, and concern for the public interest, and the wellbeing of students attending our school – see Staff Conduct
- have a fair and consistent performance management process – see Performance Management
- provide opportunities for professional development to meet identified needs – see Professional Development
- have set processes for ending employment that comply with employment agreements and the requirements of the Employment Relations Act 2000 – see Ending Employment.
The board makes our employment policies available to staff.
The principal assures the board that the school operates an employment policy that complies with the principle of being a good employer, that the policy (including our equal employment opportunities programme) is available to staff, and that a report on compliance is included in the annual report. See Review Schedule and Board Assurances.
Related policies
Legislation
- Education and Training Act 2020
- Employment Relations Act 2000
- Public Service Act 2020
Hei mihi | Acknowledgement
SchoolDocs appreciates the professional advice of the Anderson Lloyd legal team (Dunedin) in reviewing this policy.
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: Term 4 2024, Term 3 2023, Term 1 2023, Term 3 2022, Term 3 2020
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