When facing complex, emotionally charged and technical situations, that require a blend of legal and organisational experience and understanding.

When things go wrong -Alan Davis has decades of experience in resolving workplace disputes and conflict.

Mediation (as Mediator or representing you in mediation)

Negotiation

Employment Relationship Problems

Personal Grievances (unjustified dismissal and unjustified disadvantage)

Wage Arrears claims

Disputes over interpretation of employment agreement

Compliance Order proceedings

Breach of employment agreement

Make adjustments to your employment arrangements to meet your business challenges. Navigate the changes with guidance and support around your rights and obligations.

Variation of employment

Protecting against claims of disadvantage or breach of good faith

Consultation obligations

Restructuring and Redundancies

Changing job descriptions and roles

Changing privileges and terms and conditions

Make sure your policies are current, relevant and easily understood. Alan Davis brings an exceptional mix of in-house experience and legal nous to bring clarity, simplicity and compliance through a focused process of policy review and development.

Holidays Act

Human Rights Act

Health and Safety at Work Act

Wages Protection Act

Employment Relations Act

Parental Leave Act

Protected Disclosures Act

Official Information Act

Privacy Act

When and how to investigate issues of employee conduct is a minefield. As an Association of Workplace Investigator’s Certificate Holder, experienced HR practitioner and qualified lawyer, Alan Davis can expedite a robust and fair process that enables you to make critical decisions with confidence.

Get ahead of problems by giving your people systems, processes and policies independent scrutiny and validation. Identify areas for improvement and minimise potential cause for challenge to your employment processes and decisions.

Avoid or mitigate the many issues faced when making change or ending the employment relationship, by carefully incorporating terms and conditions at the get go, in your employment agreements.

• Employee or Contractor (when can you legitimately use independent contractor arrangements?)

• Employment agreements

  • Individual

  • Collective (including collective bargaining)

• Independent Contractor agreements

• Terms and Conditions

• Policies

• 90-day Trial periods and Probation

• Restraint of Trade

• Confidentiality

• Suspension

• Flexible working arrangements

Mitigate the risks of claims of “unjustified dismissal” when ending the employment relationship:

Conduct-related

• Fraud, Theft and Dishonsety

• Bullying & harassment

• Sexual Harassment

• Suspension

Performance-related

• Performance improvement plans

Warnings and Dismissal

Redundancy

Medical incapacity

Agreed exit

Post-employment issues (protecting your business when the relationship ends)

Restraint of Trade / Non-solicitation

Confidentiality

Mentoring (HR Advisors and line-managers)

Specialist Training Programmes

• Collective Bargaining

• Key Employment Legislation

• Running an employment investigation

• Managing performance and dismissal