A law firm specialising in employment ought to lead by example in dealing with its own staff.
If it was fined for unfairly dismissing a worker it would lose the confidence of its clients.
So what happens when a union is fined for unfairly dismissing a worker?
New Zealand’s largest union has been forced to pay $5000 for unfairly firing a sick Wellington worker. . .
”A fair and reasonable employer could have investigated better by persevering to engage Ms Kindell and assemble all relevant information from the appropriate medical sources before making a final decision.” . . .
A fair and reasonable employer could have and the court obviously thinks the PSA should have.
That the union didn’t could make it an unfair and unreasonable employer.
It could provide more evidence for employers who complain about the difficulty in complying with the process required to discipline or dismiss staff.
This case also gives more evidence to support my theory that unions often take a jaundiced view of employers because they judge them by their own low standards.
Unions are specialists in employment law and employee rights and ought to above reproach in dealing with their own staff.
It can’t help PSA members have confidence in their union when it doesn’t lead by example.