employee advocacy 

While we use "representation" and "advocacy" interchangeably, I think there's an important difference. We often use the term "representative" to mean someone who responds, acts and makes decisions on your behalf, and use "advocate" to mean someone who stands up for your rights or helps you navigate complex processes.  People generally need me to act more like an advocate than a representative, especially if they're wanting to restore relationships. So while I do write the occasional letter/email (with your permission) to de-escalate and clarify situations, I tend to encourage you to speak and act for yourself.

I help people build healthier, safer and better working lives. Let's use my 20+ years of union-based advocacy experience to faciliate your best possible outcomes. I base my fees on your earnings or your employer's ability to pay. 

The scope of my mahi looks like a bit like this: 

• understanding and negotiating individual employment agreements at job-offer stage

• work-related assistance for migrants or people with language/literacy support needs

• health and safety training & guidance for workers and their representatives

• helping resolve potential employment relationship problems at an early stage

• boosting worker engagement participation and representation 

• help with: return-to-work plans, investigations, disciplinaries, restructures, mediation   

• professional supervision and mentoring for HSRs and other worker representatives

• representation if you feel unable to lead your own resolution

I usually work fully online or in Kapiti/Horowhenua. Reach out whenever you're ready, but know that early support almost always delivers better solutions. Your first 30 minutes is always free.

​I'm likely to request information while representing you, like

• your employment agreement

• other contract-related documentation

• your job description

• and any relevant communication about the issue.
   

You'll send files through email, messaging or common and secure sharing tools. We'll do what works best for us. We'll usually talk about this in our first session.

If you withhold information that could be relevant, I may not be able to represent you effectively. I'll ask questions to help you know what you should share (or not share) with me. 

I'm not a lawyer. Our communication may not be protected by legal privilege. If I believe you're likely to need to head to the Employment Court to resolve your issue, I will advise you to meet with a lawyer. 

I store your information securely in a professional online account. 

I don't ask for information that I don't need. 

I don't share information without your permission. The only exception is if I believe there's serious risk to someone's health or safety. I'll tell you if that's my view and I'll try to reach agreement with you about how you (or I) should share this information and with whom (e.g., WorkSafe, emergency services). 

Here's my full privacy policy.

We'll agree on your rate for my fees in our first session.

For representation services, I send weekly invoices usually on a Friday. Your invoice will include a timesheet so you can match the invoice to the work I've done with/for you that week. I generally bill in 15 minute blocks and you'll usually have 14 days to pay. 

If you disagree with the hours I've charged, let me know as soon as possible, before you pay. If the costs are getting too high, please let me know. We'll discuss options and find a solution.  

I believe in equity and justice. I base my fees on your income, and my advocacy is the same regardless of what you pay in monetary terms. 

Think my fees are too low? As we approach resolution:

• we can either have an open and dignified discussion to reach agreement on an appropriate final payment; or

• if we're negotiating a settlement arrangement with your employer, we have the option to include a clause where the employer meets the costs of representation.   

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My goal is always to ensure you get the advocacy that best fits your preferred outcome and needs. I'll tell you if I believe you need different representation.
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For example,

• I can support appropriate communication with your union if your union has the resource to represent you. 

• I'll recommend you engage a lawyer if I believe you're likely to need to use the Employment Relations Authority (or Employment Court).

• I'll suggest you engage a different representative (e.g., through ELINZ) if I oppose your chosen course of action. 

I'd communicate this to you discretely and with sensitivity. Likewise, if you feel uncomfortable about my representation, let's talk it through.