Waikato Business News July/August 2023

50
Government Ends
Covid-19 Restrictions
Mandatory isolation for Covid-19 is no longer required. However,
the Ministry of Health’s guidance is that people should selfisolate
for at least five days if they are unwell, or they test
positive for Covid-19. The obligation for the wearing of face
masks for visitors to healthcare facilities has also been removed.
In summary, the changes
which came into effect
from 12.01am Tuesday,
August 15 mean that all
Covid-19 requirements have
been removed and are no
longer in place.
Covid-19 Leave Support
Scheme (LSS)
The Covid-19 Leave Support
Scheme also ended on August
15 and associated payments
will no longer be available
through the Ministry of Social
Development for employees
who tests positive for Covid-
19 after this date.
What Do Employer’s Pay
Employees Who Have
Covid-19?
If an employee has Covid-19
and is unable to work, then
usual considerations relating
to sickness and the taking of
sick leave apply. This means
if an employee has paid sick
leave entitlement available,
then they should utilise that in
the first instance.
Alternatively, if the
employee has exhausted all
of their paid sick leave entitlement,
or have no entitlement
available, then they may
need to take unpaid sick leave,
unless of course they are still
fit enough to be able to work
and can work from home.
An employee who has
tested positive for Covid-
19 should not be permitted
to work at the employer’s
premises because there is a
risk of spreading the virus
further. The employer and
the employee may need to
consider what the available
options are:
• Taking paid sick leave;
• Taking unpaid sick leave;
• Working from home (if the
employee is able to);
• Taking sick leave in
advance of entitlement;
• Annual leave by agreement.
Can Employer Request a
Medical Certificate?
Grayson Clements
promotes four legal
staff to new positions
Yes, an employer can request
that an employee provide a
medical certificate to support
any period of absence for
sickness, including Covid-19
at any time. There are rules
relating to who pays for meeting
expenses associated with
obtaining a medical certificate
in terms of paid sick leave entitlement
under the Holidays Act
2003, which may need to be
considered.
Alternatively, an employer all of their entitlement to paid
may require an employee to sick leave, then the employer
produce a medical certificate
may require them to produce a
at their own expense for medical certificate at their own
any sick leave taken outside expense for unpaid sick leave.
of their paid sick leave entitlements
EAL’s employment agreement
under the Holidays builder on the Employers Tool-
Act. However, an employer box has this particular clause
should have contractual provision
available. Outside of this word-
under the terms of an ing, then the employer should
employee’s employment agreement
pay associated costs in terms of
which makes this clear. the employee providing a med-
Namely, wording that says if ical certificate in the event the
WAIKATO the employee BUSINESS has exhausted NEWS, employer JULY/AUGUST requires one. 2023
Requiring a RAT Test
The Ministry of Health still
want RAT test results to be
reported. As before, submissions
of positive results will
receive an SMS acknowledgment
from the official 2328 or
2648 numbers to confirm the
positive result.
An employer could accept
evidence of this as proof of that
the employee has Covid-19,
thus saving the expense with
requiring a medical certificate
and additional pressure on the
health system, i.e. time and
resource in terms of providing
a medical certificate.
Report RAT test results at
https://covid19.govt.nz/
testing-and-isolation/
if-you-have-covid-19
From Employers
Assistance Ltd newsletter
– employers.co.nz
Hamilton law firm Grayson Clements has promoted four of
its legal staff to new positions within the firm.
Elizabeth Hussain and
Donna Gifford have
been promoted from
associates to senior associates,
and Philip McHugh and
Emily Schwikkard have been
promoted from lawyers to
associates.
Director Andrew Clements
says the promotions are
an exciting step forward for
Elizabeth, Donna, Philip and
Emily and for the firm itself.
“Our promotion pathway
is very much about recognising
our people not just for
their technical skill and excellence,
but also their leadership
potential, character and relationships
with clients.
“We’re very proud to recognise
the efforts of Elizabeth,
Donna, Philip and Emily, and
congratulate them on their
very well-earned promotions
here at Grayson Clements.”
Philip McHugh’s legal passion
is in tech, coupled with an
expertise in corporate structuring
which has seen him
pioneer legal agreements in
complex sectors involving digital
enterprise, cryptocurrency
and NFTs. Philip works with
clients to understand their
drivers and develop solutions
that protect their interests
both now and in the future.
Emily Schwikkard specialises
in general civil and commercial
litigation and has
experience in novel estate
claims, significant trust matters
and insurance matters.
She has a calm and pragmatic
approach to dispute management
of all types and works
closely with a wide network of
Barristers and other professionals
to deliver results.
Elizabeth Hussain is a specialist
property and finance
practitioner, and regularly
advises institutional, commercial
and high net wealth private
clients. Elizabeth’s motivation
is client relationship
management and building a
team to understand and meet
client needs.
Donna Gifford has a core
focus on residential conveyancing.
Donna is a Fellow of
the New Zealand Institute of
Legal Executives with more
than 15 years experience in
every type of conveyance. Her
clients benefit from her extensive
experience and her interaction
with the team which
also makes her a key link
between Grayson Clements’
property clients and the wider
legal team.
Philip McHugh, Elizabeth Hussain, Emily Schwikkard, Donna Gifford
Grayson Clements – Design, Deliver, Protect
Grayson Clements was established in 2008 by lawyers Michael Grayson and Andrew
Clements, who both had a desire to grow a firm that focused on designing solutions,
delivering results and protecting people. Their work and reputation have gained
traction and their client base has grown organically to a point where they now have
a team of 25 staff across a range of practice areas.