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David Burton
Barrister – Employment Law
David Burton - is a specialist employment law barrister.
David is proud to have been one of two partners of one of the first eleven law firms in New Zealand approved to provide employment law services to Government and the public sector.
He acts for a wide range of employer clients, both in the private and public sectors. He also acts for employee clients.
While based in Wellington and the Wairarapa, David is able to provide his services to clients throughout New Zealand and internationally.
David Burton
Proud to have been a partner of Cullen - The Employment Law Firm, one of the first eleven law firms in New Zealand approved to provide employment law services to Government and the public sector.
Wairarapa and Wellington
Services
I have an extensive history of assisting and representing employers in a wide range of situations including employment relationship problems, performance management issues, employment law compliance and corporate support.
With over 30 years of experience in employment law, I am able to provide high end support to commercial and public service clients.
I am a very experienced employment law professional possessing an invaluable depth of business expertise.
- Employment Relationship Problems
- Managing Performance
- Individual/Collective Employment Agreements and Contractor Agreements
- Collective Bargaining and Industrial Action
- Investigations
- Restructuring and Redundancy – “Change Processes”
- Employment Law Compliance
- Dispute Resolution
With my focus on business clients, I have a wealth of knowledge of employment practices and the laws relating to rights employees can expect to enjoy in the workplace.
- Employment Relationship Problems
- Performance Management Issues
- Individual/Collective Employment Agreements and Contractor Agreements
- Collective Bargaining and
- industrial action
- Bullying and Harassment
- Health and Safety
- Restructuring and Redundancy
- Your rights
Investigations can be complex and time consuming. Deciding on the best approach can be challenging for an organisation. It is not a requirement to use an independent investigator, as long as the person who gathers the facts/does the investigation is neutral, doesn’t take sides, and considers all information in a balanced way. Using someone experienced and external to the organisation to gather the facts and present these in a balanced way is a useful process, particularly if there is a risk that the investigation may later be scrutinised by the Employment Relations Authority.
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Phone
+64 027 4119 180
Address
David Burton - Barrister
Level 8, Midland Chambers
45 Johnston Street
Wellington
New Zealand