Yes. However there are certain circumstances where strike action is unlawful, including:

• the collective agreement has not yet expired
  
  
• the parties are within the first 40 days of negotiation
  
  
• the action relates to a personal grievance, or is about union membership
  
  
• where public safety and health are affected
  
  
• where there are reasonable grounds for believing the action is based on health and safety
  

 

 

An employer can ask the Employment Court for an injunction or bring court action against the parties concerned.

 

Yes. However fixed term engagements must not be used to limit an employees rights. Nor can they be used to establish suitability for permanent employment. Also the employer must advise the employee how when and why the employment will end.

 

The grounds for bringing a PG have been extended to include those specified by the Human Rights Act. Employees can bring a grievance on the following grounds

• unjustifiable dismissal
• unjustifiable action which disadvantages the employee
• discrimination
• sexual harassment
• racial harassment
• duress over membership of a union or other employee organisation

 

Collective employment contracts that had not expired by 2nd October 2000 will continue until their expiry date, or 31st July 2003, whichever is the earlier.

 

Existing individual employment contracts will continue, under the Employment Relations Act 2000.