The difference between an employee and a contractor has long been a contentious issue.  Could the recent ruling against Uber in the New Zealand Employment Court see a shift to a more robust and perhaps clearer distinction?The case was brought against global ridesharing giant Uber by 2 unions on behalf of 4 contractors who argued that they were in fact employees of the company. The Court found in favour of the drivers and in doing so looked beyond what was simply written in the agreement between Uber and the drivers and, instead, into the true nature of the relationship.  At this stage, the case will likely be appealed, and the decision will only apply to those four drivers but there are two reasons why we should take note of it. Firstly, the Judge presiding stated that the case “may well have a broader impact, particularly where, as here, there is apparent uniformity in the way in which the company operates and the framework under which the drivers are engaged.” It also, added a new consideration to the test applied under the Employment Relations Act when assessing the nature of the relationship – that of “in whose interests is the work done?” – meaning this could be applied to any future challenges. Secondly, the Government is currently undertaking a review on Contractor-based business models and may give some consideration of the outcome of this case in deciding any future policies or legislation. Whilst, of course, none of this will happen overnight, it is perhaps a wakeup call for businesses to look at their business model and consider the true nature of their relationship with contractors. For some this will be genuine; however, there are some sectors where the contractor model is used almost by default but where, even if the current tests were applied, let alone a more robust system, they might find that their workers are their employees.If a contractor relationship turns sour and they challenge the nature of the relationship you could stand to be liable to back pay all the entitlements due to an employee and you could be found liable to pay any outstanding tax they may owe. Not to mention the time and stress of having to go through this process.At EASI NZ we work alongside businesses to support them in deciding what the appropriate hiring model is for them and can help you with the paperwork to reflect this so that you can create a relationship that is based on fairness, clarity, and integrity. An employee is entitled to minimum statutory rights as laid out in the Employment Relations Act 2000, Holidays Act 2003, Wages Protection Act 1983 and Parental Leave and Employment Protection Act 1987 to name but a few.A contractor has none of these rights and is subject to commercial law. An employee has a “master/servant” relationship, and this includes a level of control by the employer over the employee’s day-to-day tasks. A contractor “is not a servant” of the organisation and is instead focused on “service outcomes”.The review of this case included the level of “control” that Uber exercised over their “contractors” in reality, in whose interests the work was done (i.e. Who would gain the most benefit) and the extent to which the drivers were integral to the business.If you need help to get your employee or contractor paperwork up to scratch contact us at [email protected] or call 021 665 013!

Hang around the BBQ long enough and you’ll soon find that almost everyone has something to say about the real estate industry.Popular misconceptions around the difference between flat-fee agencies (Tall Poppy is one example) and commissions-based agencies abound, so let’s bust some of those enduring myths!Myth 1: “You get lower service when you pay a lower fee.”No surprises that this myth prospered when the first low-fee companies arrived in NZ. It’s totally understandable – most people equate higher price to better quality. The NZ Real Estate industry, however, was due for a shake up so when different fee structures started appearing it was positive for home sellers.Now most people realise that you can get great service from companies offering flat fees.We at Tall Poppy know this because we run regular customer satisfaction surveys, have loads of repeat business and often have our customers refer others to us.Myth 2: “With a fixed fee, the agent won’t bother getting me the best price.” Um. No. Agents are working for you, the client. Here at Tall Poppy we have our own system for managing offers designed to bring in the best price for our clients.But if you really believe that fees need to be incentivised for an agent to work for you, we’ll happily work out a fee structure you feel comfortable with.Myth 3: “Low fee real estate companies won’t last.”That’s what the traditional real estate companies were hoping! However, several low fee firms have stayed the distance since breaking into the NZ market.Tall Poppy has been around since 2012 and continues to grow.There’s a couple of other enduring misconceptions left over from the days when there were only a handful of traditional agencies around. Let’s tackle them as well.Myth 4: “If you don’t have an office, you’re not a ‘real’ real estate agent.”Hopefully this misconception has had its day with people discovering, thanks to Covid that you don’t need to go into an office to work. Innovative real estate firms, like Tall Poppy, realised this before the pandemic.We have a centralised national office that supports agents around the country – which keeps agents’ overheads low and your costs down.Myth 5: “I need a team of agents working for me.”While having a whole bunch of agents used to be the norm, nowadays it is much more common to work with a single agent. Having one contact person who takes all the responsibility for your sale gives you a much more personalised experience.An agent will always work with other agents, from within their own company and from competitors, if it means getting the best price for your house.If you are choosing an agent for your property, make sure you do extensive research about how the agent, agency and fees will work for your situation.There are plenty of resources on the internet, including commission calculators, and you can talk to different agents.Just don’t believe all the stories you hear around the barbie!

What do you feel when you knock off from work for the weekend? Is it a sense or achievement about the week’s accomplishments? Are you filled with excitement at the thought of just focusing on your personal stuff for the next few days?Or…do you feel like you’re just kidding yourself and you’ll be monitoring your inbox over the weekend with rising dread about what awaits you Monday morning?If so, you might need to think about setting boundaries so as to disconnect from work.We are responsible for setting boundaries for ourselves, and, guess what, others will typically respect them once communicated. Your work/life balance will be all the better for it. What’s more, modelling how to set boundaries to your team can be contagious and beneficial for your business.With remote working becoming permanent for many companies, clocking in and out can be difficult to define. So, to clarify expectations and protect employee downtime should we be adding ‘Right to disconnect’ policies to our employee handbooks?Research suggests that people are more productive when they have time to fully disconnect and recharge.To help your employees (and yourself) to disconnect, ask yourself these questions:Do you need an employee presence online all the time?Who are these employees and how are they to be compensated for their time?What do you have in place to ensure your employees make good decisions about managing their time online and off?What additional structures and frameworks could you provide to empower your employees to make better decisions about managing their time online and off?Understandably, 9am-5pm might not be how everyone wants to work. Family and other commitments might mean your team members prefer a 12pm-12am vibe. Optimising those hours for your online presence could totally work if properly communicated.Of course, to get a business running at optimum levels you must sometimes make yourself available to clients and employees at all hours. For example, the good people at The Central App can’t completely switch off. How else would we know there’s an incident on State Highway 1 or treacherous icy conditions out there while we’re buttering our breakfast bagel?Good communication, setting realistic expectations, and tag teaming when the going gets tough can go a long way in keeping the team feeling valued and respected.The article What Happens To Your Brain When You Work On Vacation (fastcompany.com) really backs up the importance of disconnecting from work when you are fortunate enough to go on vacation. Imagine not being able to recall the treasured memories of your holiday because you had your work brain engaged?If you have any questions around introducing the right to disconnect into your workplace, get in touch with us at EasiNZ.

Congratulations! You’ve made the big decision to put your house on the market. The next question is which method of sale is best for you – priced, auction, deadline/tender, or negotiation.Advertising with a PriceIn the current market, I recommend advertising with a price to most clients. This means either putting a fixed price on your marketing material or asking for Buyer Enquiry Over a certain amount. Putting a number to your property means buyers know where they stand and so are much more likely to engage if your house falls within, or just outside, their budget. The first two and half weeks of marketing is when most buyer interest occurs, so you want to make sure they are engaged as soon as your house is listed. Not putting an indicative price on the listing puts potential buyers off as they need to work to figure out whether your property is in their ballpark. Statistics from Trade Me, NZ’s largest property portal, back this up, showing there’s 50% less hits if a listing doesn’t have a price.  Engaging everyone from the get-go creates favourable conditions for a multi offer situation and injects a sense of buyer urgency as competition is created. With strong marketing from your agent you will likely receive offers above your asking price.AuctionIn the current market, where there are both fewer buyers and fewer buyers without conditions, auction is best reserved for special properties. It works well if your property is in a highly desirable area or street that will generate heavy competition.Tender and DeadlineThese work well in a highly competitive market with plenty of cash rich buyers around, but are less effective when the market is tighter as it is now. It can be frustrating for vendors to have a tender or deadline process, receive no offers then have to go to market with a price.By NegotiationI don’t recommend this method of sale for the current market as there is no price indication given for the buyer. It’s much better to put an indication on the listing and then start negotiations from there.My overall advice is to listen to your agent when thinking about how best to sell your property. They will take into account local conditions and trends. That said, if you are certain you know which way you prefer, then your agent should listen to you, their customer. When it comes to setting the price, property valuation websites give you an idea based on how many percent above RV sales have been in the area. Some of the property valuation websites allow you to update their data if you as the homeowner think it is inaccurate – which it may be if you have renovated, for example.Local agents will have a good knowledge of the price range you can expect. If you are not happy with an agent’s estimate, obtain a second opinion.Tall Poppy offers no-obligation appraisals so give us a call if you are thinking of moving.

Over the last couple of years the term well-being has become increasingly used and part of our everyday lives. The workplace is no different. For some, this comes as no surprise and is welcomed, for others it may appear to be yet another bandwagon or as another symptom of “wokeism”. So why are we hearing more about it? And does it really matter?Firstly, to define “well-being.” Dodge, Daly et. al. define stable well-being as “when individuals have the psychological, social and physical resources they need to meet a particular psychological, social and/or physical challenge.” With the definition above in mind, a useful analogy is that of the “capacity cup” – we all have a certain capacity to deal with the challenges that life will inevitably throw at us. Where we are facing stresses and challenges, these will add to the volume in our capacity cup. Where our capacity cup is already quite full, try to throw another challenge in there and it over-flows. This is when our well-being starts suffering as we no longer have the capacity to cope with the challenges that come our way. With the challenges we have all faced over the past couple of years with Covid, many peoples’ capacity cups are already sitting at a higher level, the resulting impact being that our capacity to deal with challenges is reduced, thus impacting upon our well-being.So why is this the responsibility or concern of a business owner or manager? Of course, for many, it may simply be the case that they care for their employees. However, putting the soft fluffies aside, there is a strong business case for looking after employee well-being. Firstly, the protection of mental health and reduction of psychosocial hazards is a requirement under the Health and Safety At Work (2015) Act. Secondly, evidence has shown that good mental health and well-being of workers improves productivity, reduces attrition and supports the achievement of business goals.Where to from here? How do you support employees well-being?Develop a mental health and well-being policy. Having this in place not only shows your employees that you take it seriously, but it opens up the conversation around it and provides you with guidance on how to take a preventative approach as well as responding to concerns should they arise.  Take steps to educate yourself and your team on well-being matters and how to identify and talk about these.Talk – speak to your employees and colleagues. Find out what will support their well-being (it’s not always a one-size-fits-all approach).Create a supportive culture where well-being can be talked about without any fear of discrimination or stigma.Take notice of any changes you see in someone and start a conversation with them about it.Conduct regular business and performance reviews where, not only you can share with your employees what is happening in the business and how they are doing, but also give them the opportunity to share feedback with you.Listen – when an employee or colleague comes to you with a mental health or well-being challenge, take the time to actively listen. You may not have the answers (and you do not need to), but seek to support them in finding those answers and support.There are many amazing initiatives and resources available – here are a few:1737 – Free and confidential counselling via phone or textYouthline: Youthline.co.nz or 0800 376 633Mental Health Foundation: Mentalhealth.org.nzXero Employee Assistance: Free to all employers, employees and their families using Xero until March 2023Mates In Construction – mates.net.nz

Plenty of people dream of living on a lifestyle block, eating food they have produced themselves, raising animals, and enjoying space and privacy.Since the first Covid lockdown, numerous real estate buyers have turned that dream into a reality, choosing self-sufficiency and rural living over a reliance on food supply chains and city dwelling.Owning a lifestyle block has responsibilities as well as pleasures, though, so it’s important to consider a range of issues if you are contemplating the move out of town.One thing to think about is what land usage around your property might be. Are there orchards or vineyards nearby? Is your dream of peaceful rural living going to be shattered by frost fans, bird guns and tractors chugging along? Will you cope living in area that will be subject to spraying? Lifestylers need to be tolerant of their established rural neighbours and anticipate country conditions.Water is another important consideration in Central Otago. Make sure you understand how water rights work and how much water you will realistically need to maintain your rural property. Domestic water supplies often need to be enhanced by irrigation to keep livestock, trees and gardens thriving.Fire is a risk that many new to rural living underestimate. In this area, dangerous combustible material needs to be minimised, with pastures kept short, neat and tidy to keep home and family safe.Pest control is another novel responsibility for many. Certain areas of the region need landowners to do their share of dealing with rabbit infestation.If buying bare land, don’t forget to factor in the costs of driveways, irrigation and other infrastructure. And if you are looking at a small block, make sure you have enough land to house and feed animals.Consider the additional commuting time you will be imposing on the family, especially if you have busy school aged kids.If none of these issues put you off, then perhaps a lifestyle block is right for you.Just take this lifestyle block owner’s advice and don’t let the kids name your animals, or you may find the livestock you intended to fill the freezer enjoying old age in your paddocks.

ADHD NZ statistics suggest there are 280,000 people across genders and ages with ADHD in Aotearoa. Many of these people lack both the support they need and funding, something newly diagnosed young Green MP Chloe Swarbrick is fighting for.Our society struggles to recognise and diagnose those with neurodivergence, meaning some fall through the gaps.ADHD NZ have a 5-year plan that includes supporting educators, but in general the education system is playing catch up.Females stand out as being under diagnosed as they tend to mask symptoms well in childhood. It may not be until adulthood where extra life stresses become prevalent that ADHD can be amplified, recognised and, for the fortunate privileged few, diagnosed.The 16-25 age group especially struggle as they transition into the working world under supported.The self-limiting beliefs that may come hand-in-hand with being neurodivergent can play a big part in the mental health of individuals.The potential of these beautiful minds not being utilised to their gifted capacity is heart breaking, especially with our youth trying to get a foothold in the world.Despite disadvantages, in the workplace ADHD people can do exceptionally well if they are in a role that they love.Ask them what they are good at and invite them to help with hard tasks. The ability to hyper focus means they can get done in one afternoon what could take a week for their neurotypical counterpart.Focusing particularly on ADHD traits, there are many benefits to be celebrated, explained well in this article. Jobs that an ADHD person can thrive in include Graphic Designer, Teacher, Computer Technician and Chef. Offering consulting, recruitment and employment support to employers and individuals with dyslexia, dyspraxia, ADHD and autism, this initiative makes so much sense. There are quizzes you can take here too! As a recruitment partner at EASI NZ a part of my job that I love is screening candidates for jobs and contacting their referees. I look forward to a time when clients specifically request an out-of-the-box thinker that they can build a job around. I’m always mindful of matching the intricacies of the job, the individual and the client and appreciate my own ADHD superpowers that allow me to be intuitive in this process with the focus being on a ‘happy ever after’ for the candidate and client, and, dare I say it, to ‘celebrate success’! Some useful links:ADHD NZ have a great tool to help see if you could have ADHD here - data collected from it helps them target their attention on where it can help best. https://anteris.nz/index.php for help with diagnosis. You will need a GP referral letter.click here for a kiwi podcaster with some great insights into ADHD.

Quite a few people, and you may be one of them, have something unusual or uniquethey need to insure.We at C&R specialise in finding cover for tricky areas.Do you have rare, valuable, or collectible items in your home? Perhaps you have acomprehensive wine collection, original art, or first edition books. Are you sure theyare covered under your contents policy? Have they been appraised?Insurance can’t replace the items, but it can provide funds to put you back into thesame position as you were prior to a loss.Do you own a classic car or motorbike? Specialist insurers will provide market oragreed value options for either storage and restoration cover or comprehensivecover based on hobby or occasional use.If it is your everyday car (well done!) cover can still be in place with an agreedreplacement value.We can also help you figure out whether your car is a classic. Holden stopped makingV8 Commodores in 2017 and the last V8s are already considered classics. Ford’sAussie V8s pre-2016 are typically appreciating in value. Consequently, traditional carinsurance based on a reducing market value may not be the best option for yourrumbling V8.What about your caravan or motorhome? Cover can include your contents kept in acaravan and return home/roadside assistance following a loss. If you live in yourcaravan or motorhome, cover can also fund alternative accommodation optionsfollowing damage to your caravan.Getting married? While we can’t ensure that the bride and groom turn up on time,most other costs incurred due to cancellation or postponement by any cause beyondyour control can be insured under wedding cover.Running a charity golf tournament? You could offer a $70,000 ute as a hole-in-oneprize without buying the vehicle. Simply arrange Hole-in-One Cover through yourbroker, confirm a few details, and offer participants an awesome opportunity for asmall cost.It can be difficult to get your insurer to cover out-of-the-ordinary items andsituations.A C&R Insurance broker will work with you to identify your needs and provide youwith a range of options to protect you, your assets, and your business.We want to make it easy for you.

Recent headlines in the national media point to a period of doom and gloom in real estate. Whether it’s high inflation, house prices falling, or barriers to market entry, you’d be forgiven for feelingpessimistic.But not everything you read applies to us here in Central Otago. Sure, we feel some of the effects of national issues.Those people building houses will have to be patient while building supply blockages resolve. Sellers also need to cultivate patience with homes taking a wee bit longer to sell. Mortgage holders willcertainly feel some pain if interest rates continue to rise.Nevertheless, there’s much cause for optimism locally. Looking around Alexandra, I see more development happening at once than I think I have ever seen before.There’s the new Countdown going up, a new Stihl shop, Postie is back in town and there’s a big upgrade happening with the development of the multipurpose entertainment centre in TarbertStreet and Riverside Park, to name a few.Industrial sites are hard to come by and pretty much all our commercial sites are full. Contrast that with just three years ago when there were “for lease” and “for sale” signs everywhere and manyempty retail stores!Residential development is also in a healthy space.Dunstan Park has sold all of stage 1 and 2 with titles come through. Stage 3 has only 3 sections left and titles are due in early 2023. Stage 4, the final stage, will be developed as house and landpackages in the near future.Almost 60 small rural lots have sold in the William Hill development on Dunstan Road. Building won’t start until the new district plan is cemented, but the popularity reflects a trend of people choosingcountry over city.Sunderland Park in Clyde is also ticking along well, with many sections sold or under offer. Building will begin when titles are issued and the sceptic infrastructure in place.So, next time you see negative real estate sentiment in the media, remember that our little slice of New Zealand is largely defying the doom.

There’s no quick fix to the staffing shortage plaguing Central Otago and beyond in 2022, with post-pandemic staffing levels leaving many businesses teetering on the brink of survival.One way businesses can help address hiring issues is by letting go of their unconscious biases, like those around age.Many roles are advertised at a skill and pay level that we might not necessarily think will interest an over 50-year-old. Plus, words like “dynamic,” “enthusiastic” and “energetic” in job ads make us think of younger people. Such assumptions are an example of unconscious bias.We might assume, for example, that “physically demanding” roles exclude older workers, but I know plenty of 60-year olds that could run rings around most people!Valuing over 50 year olds requires rethinking how we value people. Google innovatively launched a Human Capital program back in the 1990s focusing on the competence,knowledge, values, and the innovative potential of individuals. Human capital also incorporates the well- being of the individual.Whilst many people over 50 remain career oriented, others have achieved everything they set out to do. People’s needs and wants change in line with the lifestyle they desire – they may value personal well- being over money and responsibility.They may no longer want the stress of owning a business, managing multiple departments and staff, or earning the big bucks. They’ve already been there, seen it, done it and now opt for a balanced lifestyle over hectic pressure and stress. Some have simply always preferred to be a “do-er” than a “visionary”.Whatever the reason an over 50-year-old is sitting in front of you requesting that you hire them, consider their competence, knowledge, values, and innovative potential without considering their age.Would your business benefit from this over-qualified or over-experienced person’s human capital?Would your other staff benefit from learning from a team member like this? Can your business afford not to take that kind of opportunity?Challenging our unconscious bias in the workplace can help us to make better decisions for our businesses by bringing diversity to the workplace and encouraging innovation through multiple perspectives that reflect our customer bases.So…what’s the average age of your last staff hires?

That is this month’s question.Here at C&R Insurance we know that the majority of people don’t feel as passionate and excited about insurance as we do.For most, obtaining insurance is a chore that they want to be as quick and as painless as possible.Often, people simply sign up with the big names in insurance via a website or phone call and assume they have protected themselves adequately, and they probably have.This is just one approach to obtaining insurance, however. The other is to go through a broker.Brokers are a one-stop shop that can make sure clients get the best cover for their personal situation.They are able to compare policies from company to company, underwriter to underwriter, and offer you the best match to your needs.A broker will ask you more pertinent questions and gain a much more holistic understanding of your lifestyle and possessions than a call centre operator. They will be able to identify all the areas of potential risk in your life or business and advise on fit for purpose solutions.Often, when individuals piece together various insurances themselves (business, motor, life, house, contents etc.) they don’t know what they don’t know, so they don’tconsider all the issues that should inform their decisions. A broker can expertly guide you through insurance policy details.Another advantage of using a broker is that should you need to make a claim, you will have someone who knows the industry inside out on your side. If claims are disputed,your broker is your advocate to the insurance companies.This can take an enormous amount of stress out of the claims process as sometimes if you have different insurances with different companies they will each try to make theother responsible for the claim, and you, the client, become caught in the middle.So next time your insurance is up for renewal, think about talking to a broker to see if their services can make being insured as painless as possible. At C&R insurance we make it easy for our clients.

Last week the reserve bank raised interest rates by another half a percent and signalled more increases to come. You may be wondering what impact the higher interest rates, coupled with inflation and rising living costs, will have on the local property market.It will definitely be harder for the average person looking to enter the property market. Higher mortgage rates won’t stop people from borrowing, but they will cut acertain percentage of buyers out of the market.As rates bite, the overcommitted are likely to avoid new builds and perhaps sell off sections. Tightly stretched mortgage holders may need to reduce spending, cutting luxuries like dining out.Here in Central Otago, though, the impact is not likely to be as bad in other parts of NZ. Here’s why:Compared to other centres, we are affordable, and we are certainly the most affordable in the Central Lakes region.Young people are prepared to move out of expensive places to buy their first house. Alternatively, they may invest for the future here while renting near their workplace.The government raised the cap for the First Home Grant in May’s budget and removed it for First Home Loans.As our borders open up, more Kiwis and overseas buyers will return, as NZ is seen as being a safe distance from global trouble spots.There’s a trend towards people choosing lifestyle over the convenience of city amenities. With increased opportunity to work from home, more people canescape urban areas.The increasing cost of building, coupled with the shortage of materials, will drive people to choose existing housing.You may need to tighten your belt as we face economic headwinds, but economist Tony Alexander advises borrowers to fix mortgages for two years at the longest,predicting rates are likely to fall by the first half of 2024.High interest rates are never good news for mortgage holders, but locally we should have a softer landing than other regions. I’m confident Central’s property market will remain relatively buoyant.

You’d have had to be living under a rock the last few weeks to not have noticed Simon Henry’s disparaging comments about Nadia Lim in the media.The comments themselves, the outraged response to them, followed by a weak apology and real economic consequences for Henry’s firm DGL as a number ofclients abandoned ship, all point to the importance of corporate culture and values aligning.Culture is inexorably linked to your company values and the behaviours you want your staff to exhibit.According to DGL’s website, their values emphasise respect – for their partners, the quality of their staff, ethical practice, and – ironically – “the rich social and culturaldiversity of our communities.”That’s why Henry’s comments, coming directly as they did from the chief executive, where so shocking.Devoid of substance, they dismissed everything that Nadia has achieved in her professional career to focus on how she looks, and suggested her company has tradedoff her appearance. This shows a total lack of respect.If Simon Henry really believed in his company values, his comments would not have made the light of day.From an HR perspective, his remarks raise a red flag for the likelihood of a toxic internal culture.If you tolerate behaviour that is not in line with your company values, you create a toxic culture, which in turn leads to reduced productivity.Poor company culture also drives resignations. Staff rate a company’s culture as one of the key issues in terms of attrition. It is often more important than pay andwork/life balance when people are deciding whether to stay or leave.With such a competitive labour market in Central Otago, local companies can’t afford to not adhere to their values and create a positive culture.So, take heed of the media storm that Henry stirred up and think about checking that your businesses values and actions align.Your company values should become empowering decision-making tools that promote your brand, and leadership needs to come from the top.Embracing your values leads to conscious thoughtfulness, greater diversity, inclusion, and respect.The outcome is greater productivity and better staff retention, a win for any organisation.

Ever wondered what would happen if you incorrectly filled in an insurance application?Across the insurance industry 1-2% of claims are declined due to non-disclosure, but about 10% of complaints arise from this issue.Non-disclosure is where information that could impact a decision to provide cover is not given.Sometimes this could be a genuine mistake or a misunderstanding.In other cases, it could be someone deliberately leaving out something important.An example is the question “Have you ever had a previous insurance claim declined?”Even when arranging contents insurance, the fact that you have had a vehicle claim declined, for drink driving say, is relevant.A person who mistakenly withheld information about being declined for car insurance ended up almost losing their house. One failure to disclose snowballed as all theirinsurances were cancelled and insurance companies subsequently refused to accept them as a client.Fortunately, we were able to help them navigate the system and become reinsured, but not without a lot of stress and extra expense for the person.If you are not sure if something is relevant or important, disclose it and provide an explanation if needed. Most youthful mistakes are not held against you forever.Tips for consumers:1. Answer all of the questions on the insurance application, even if you don’t think they are relevant.2. Contact your insurer if you forgot to include something on the application.3. If someone else fills in the insurance application, you must read through it carefully before signing it.4. When you renew house, contents or vehicle insurance, tell the insurer about any events (convictions, speeding, accidents, losses, etc.) that have happenedsince the last renewal.5. If you can’t remember your full medical history, ask your doctor for a copy of your medical notes, and double-check the insurance application.6. Make sure you keep a record of your interactions with insurers. Don’t rely on verbal agreements.If you fail to disclose, you run the risk of never being insurable again, so if in doubt, leave it in. Don’t guess!

As the property market gets tighter and there’s more competition between sellers, presentation of your property becomes more important than ever.The best way to get your home ready for sale is to plan well in advance. Start by ordering a LIM report/council files. Check that everything on your property is compliant with council regulations and if it’s not, get it fixed. Otherwise, you’ll put prospective buyers off.Next, consider your home’s street appeal. First impressions matter, so keep your lawn and verge lush, trim any overgrown greenery and tidy up whatever is looking tired. It can be well worth hiring a professional gardener to enhance your curb appeal.Prepare for photographs, and increasingly video and drone footage, to be taken of your home. This could include:Touching up paint (if repainting, stick to neutral colours)Repairing defects like broken windows, door handles and blindsDecluttering surfaces, especially in the kitchenRemoving personal items like family photos from viewAdding more pot plantsFreshening up cushions and throwsUpdating bed covers and pillowslipsReplacing tatty carpets and worn floor coveringsImproving light fittingsCleaning windows, inside and outPutting toys, books etc. into storageAdding clean folded towels to the bathroom (and removing toothbrushes and other toiletries)Once your photos have enticed a buyer to come for a viewing, you need to do some additional preparation.Think about enhancing lighting. Increase the wattage of bulbs in darker areas and remove net curtains (unless modern and in fantastic condition) to allow for morenatural light.Make sure the house is heated well in advance of a viewing. A relaxed, warm buyer will linger.Consider brewing coffee or having baking smells wafting through your home.If your house is empty, think about investing in professional staging as it is much likelier to appeal when it is furnished beautifully.In a competitive market, and that’s where Central Otago is heading as more houses are offered and take longer to sell, a better presented home will always win over apoorly presented home.

To present a great CV, put yourself in the shoes of the hiring manager. This person has an immediate staffing problem, is usually very busy and is under pressure to fill the vacancy.You, the prospective candidate, want to make it easy for them to solve their problem by hiring you!Follow these tips to get your CV – your personal brochure – to the top of the pile.1. Keep your CV short – We live in a time-poor world so make your CV easy to read. Avoid distracting graphics and meaningless statements.2. Contact details – Make it simple to find your contact details. Place them at the top of the page in clear, uncomplicated text.3. Introduce yourself – Give a brief statement explaining what you’ve been doing, what you want to do, and why you think you’d be a benefit to the company. A cover letter can go into more detail, but include a short summary in the CV itself.4. Identify your Key Skills – Do this on the front of the CV to keep the prospective hiring manager reading! You need to make it obvious you have the skills they need and are the person who is likely to solve their problem.5. Provide examples – demonstrate your key skills, making them relevant to the business.Sales positionKey skill = Proven track record in salesExample = Highest grossing sales member for 2022An example of a key skill at the beginning of your career could beKey skill = LeadershipExample = Captain of the interschool debate team6. List your technical skills and qualifications – Make it easy to assess your ability and training to do the job. Outline your past work experience, including the names of past organisations, your positions, and how long you worked there.Your CV should provide the hiring manager with enough information to assess if you have the skills for the job yet leave them with enough questions that they feel theyneed to invite you to an interview.So dust off your CV now, and if you would like further guidance get in touch with us.

From 1 October 2022, the Earthquake Commission (EQC) will double cover for damage caused to dwellings by natural disasters. Private insurance will cover the gap between the EQC portion and the value of the dwelling. The government’s intention is to try to lower premiums for many.What does this mean for you?Since the Canterbury earthquakes, insurers have focused on risk-based pricing for house and commercial insurance.Broadly speaking, if you are in a higher risk area, your premium will usually be higher. Some parts of the country, like Hawkes Bay and Wellington, have seen significant premium increases.But Central Otago is a benign environment in relation to natural hazards covered by EQC.We don’t have any hydrothermal fields or volcanoes, and the coast is about as far away as is possible in NZ. Earthquakes and landslips are our main concern.Insurers can charge less based on our location’s low risk. EQC cover, however, is charged at the same price across New Zealand, so someone with a house on a cliff-face in Wellington pays the same levy as an Alexandra resident living on the flat on Earnscleugh Road.Unfortunately, when everyone pays the same rate, some are disadvantaged.The coming change may actually increase total policy costs for Central Otago homeowners as the EQC levy portion rises and the insurer premium reduces at a lower rate than in other areas.This new formula will be applied to home policies renewed after October this year, and insurers may react differently to the changes.Therefore, it’s a great time to review your policies. If you need help C&R Insurance will review for you with no obligation.Financial and coverage benefits that might come from changing your insurance company or your policy. For example, you might consider paying a higher excess (the amount that you pay in the event of a loss) to obtain a lower annual premium.Being locals, we can make personal visits to your home, which means we are able to look around and ask relevant questions about additions like gazebos, sheds and outdoor kitchens to make sure you are covered correctly.Contact us C&R Insurance for more details or to answer any questions you may have.Steve MacManus - Broker C&R InsuranceAuthorSteve has over 30 years of Finance & Insurance experience. His experience and technical knowledge of the Insurance industry has proven to be a major benefit toclients and the company in the past. Steve joined C&R Insurance two and a half years ago, after 13 years working for a corporate broking house where he dealt with large complex corporate accounts. Steve’s abundance of industry knowledge and dedication to achieve positive outcomes for clients is what gives him an advantage when dealing with clients and complicated risks. Outside of the office Steve was an active part of the Scouts NZ national scout team, He now coaches and competes nationally in Cowboy Action Shooting events and when he isn’t busy gardening, he is out enjoying the outdoors.

Ever jumped online to check out how much your house is worth? Or, how much the house you are looking at buying is likely to go for? You’re not alone!Property websites like propertyvalue.co.nz, homes.co.nz, and oneroof.co.nz have made buyers and sellers more educated than ever before.But, how accurate are the valuations they provide?Such websites use historical sales statistics to generate their estimated value of a property, focusing on the percentage of sales above capital valuation.Real estate agents themselves often use the websites to gather data on sales over the last three months.So, they are certainly useful in giving a broad brushstroke of likely value. However, there’s a lot of information not taken into account in website estimates.That’s why the expertise of a local agent is so important.A real estate agent has on-the-ground knowledge about comparable properties in the market. They can evaluate how a house rates alongside others that have sold, and are currently for sale, to give a more accurate idea of value.A good local agent also knows what’s going on in town. They’ll consider which suburbs are doing well, how handy a property is to amenities, and even how the houseis positioned for the sun.In Central Otago, it’s also essential to understand that values vary from town to town.A house in Cromwell would be valued differently if it were situated in Clyde, Alexandra, or Omakau.Remember, too, property website valuations are made sight unseen. Major improvements, particularly those that don’t require council consents listed on the title,aren’t taken into account. Freshly decorated homes, or homes with updated kitchens and bathrooms, will have both greater saleability and greater value.By all means continue to check out property values online. But, don’t become the seller who over- or under- inflates their value, or the buyer who is put off by thesuggested valuation range.Instead, make your valuation more accurate by asking an agent for a market appraisal – the no obligation, free service provided by the real estate profession.Get in touch if you would like to know how much your property is worth.

Employee welfare needs to be top of mind for local employers as ‘The Great Resignation’ is here in New Zealand. Recent research* shows that two in five New Zealand employees (43 percent) plan to actively search for a new job this year. Fifteen percent plan to quit without having another job lined up.  The research also found that 31 percent of people plan to quit their jobs as soon as they secure a new job.  To contend with this trend of people looking elsewhere for employment there are four question employers need to consider:  Do you understand what employees are seeking from their employers? Have you asked this question? Is it higher pay, fewer hours, four-day weeks, or different benefits? It’s time we as employers stop assuming and actually ask our team what they’re after. Are you prepared to be a leader for employers in this space? The first businesses to put employee welfare on a par with profits, will benefit from the early adoption of this policy to become an employer of choice. How do you keep great employees, nurture new graduates, and improve your hiring practices? Developing structured processes for business as usual activities and combining professional development for employees will help you to keep employees. Are you taking your team with you? Give your employees a strategic understanding of your business so they understand their role. That way, you can ensure consistent business messages, the services and/or products you provide and, employees can quickly understand if they’re really the staff for you or, whether they should be working elsewhere! By running regular structured meetings, employers will also get a valuable heads up around staff attrition that will enable them to plan ahead. Clear open communication can put small issues to rest before they become big issues, so that’s another way to ensure you keep your talent working with your business.  *ELMO Employee Sentiment Index – New Zealand (Period: Oct -Dec 21) is a nationwide poll commissioned by ELMO software and carried out by independent research firm Lonergan Research. This is a quarterly index asks more than 500 New Zealand workers about their attitudes, actions and concerns in the workplace in the past three months, in addition to their plans for the future.