Terminology

A B C D E F G H I J K L M N O P Q R S T U V W X Y Z

Attrition – the rate at which staff leave a business.

BPR – Business Performance Review - A meeting between an employee and their line manager to assess where the business is at and how their individual role is performing against company objectives and targets.

Burnout – A clinical condition resulting for chronic work-related stress - WHO.

Contractor - Someone who is engaged, by another party, to perform services under an independent contractor agreement. Contractors are self-employed and earn income by invoicing the other party for their service.

Consultation Period – The period in which employees are consulted by the employer on any proposed workplace changes.

Disciplinary Process – The formal process by which misconduct is addressed.

Discrimination – Treating a person differently and less fairly because of a ‘prohibited ground’ including race, sex, age, religion amongst others.

Dispute Resolution - Refers to all processes that are used to address disputes and includes all methods and approaches from early resolution through to formal tribunal or court processes.

Employee – A person who performs work under the direction of the Employer and is compensated either by payment of an agreed wage or salary.

Employer – A person or entity that offers paid work to an employee.

Employer Obligations - The obligations that an employer owes to an employee under NZ law.

Exit Interview – An interview undertaken by a business owner/manager/HR professional with a person exiting a business to gain valuable insights on their role and the business as a whole.

ERA – Employment Relations Authority.

Fixed Term Employment - when a person is hired for an employment period that has a set time frame and will finish on a predetermined date.

Garden Leave - A period when an employee retains their employment, receives full pay but does not report to work.

HR (Human Resources) Audit - a comprehensive and objective review of a business’s HR paperwork, procedures, policies and function used to find ways to improve or identify / rectify any issues. This can be done internally or is often carried out by an external company.

Harassment – Behaviour which may be sexual, racial or another behaviour that affects an employee’s mental wellbeing and ability to safely complete their job.

IEA – Individual Employment Agreement: An Employment contract between an employer and employee.

Independent Contractor – A person who provides services with an agreed outcome to another person or entity, as a sole trader or via a registered limited company.

JD (Job Description) - A written explanation of the requirements and responsibilities of an employee.

KPI - Key Performance Indicator: Designed to help you define and measure your employees’ progress toward agreed goals.

Mediation - A meeting between two parties with an independent party (mediator) to seek to resolve a disagreement or dispute outside of court. 

Misconduct – An action or inaction by an employee the does not meet the behaviour expectations of the employer.

Non-solicitation Period - Defined by a set period, a clause that restricts an employee from directly enticing business the former employer’s clients, or seeking to entice other employees to move employers, if they move to a new role in a same or similar industry. 

Onboarding - The process of inducting and supporting new employees into a business.

OHS (Occupational Health and Safety) - Health and Safety paperwork, procedures and systems in the workplace.

PIP- Performance Improvement Plan - A formal document outlining the specific areas in which an employee needs to improve, and the planned support offered to achieve expected outcomes of their role.

Personal Grievance – An action raised by an employee against an employer where there is an employment issue that they have been unable to resolve.

Policies and Procedures – A range of documents specific to an employer that describe workplace processes and expectations that may apply to all employees and independent contractors.

Psychosocial Hazards – “Aspects of the design and management of work and its social organisational context that may have the potential for causing psychological or physical harm.” - Worksafe.

Redundancy - Where an employee’s position is no longer needed for the operation of a business following a restructure process.

Remuneration – The amount an employee is paid in return for the work completed for the employer.

Restructure - The process followed to make structural changes to roles within a business – this process may result in changes to role requirements (e.g. hours, pay, job description) or redundancies.

ROI - Return on investment.

Statutory Entitlements – the minimum rights given to employees under law.

SWOT Analysis – A process of identifying Strengths, Weaknesses, Opportunities and Threats in a business.

Scope Document - An agreement of the work that will be performed on a project including the deliverables and outcomes.

Scope of Services – A document used when working with an independent contractor to identify the parameters of services required and intended outcomes of the services they offer.

Trading as - The name a business trades under when the registered business is of a different name.

Turnover - The amount of money coming into the business before business operating costs are deducted.

Unjustified Dismissal -Where an employee was dismissed without good reason or as the result of an unfair process.

Unjustified Disadvantage – Where an employer has does something that has disadvantaged an employee or made it hard for them to do their job and that action was not fair, justified or in good faith.

Vacancy - A job opening looking for staff

Workplace Bullying – Repeated and unreasonable behaviour directed to an employee or group of employees that may cause physical or mental harm.

YTD - Year to Date