If you are a property owner in the region, by now you will have received your new Capital Valuation (CV) from the Central Otago District Council (CODC). Your property has almost certainly increased in value, possibly quite significantly from your 2019 CV. What does this actually mean?An increased CV has two impacts on most people: it affects how potential buyers view the value of their property and it affects their rates. Let’s look at the market impact first. There’s a segment of buyers to whom your CV will provide a clear guideline as to what the purchase price of the property should be. These buyers want independent verification of whatever a real estate agent is telling them, so they pay attention to “objective” valuations. However, the CV is not always an accurate reflection of a property’s value on the market. They are a record of value at a snapshot in time – and our new valuations took that snapshot in October 2022 when they market was still firm. Hence, they might seem a bit high compared to what’s going on in sales today.CVs are also only a desktop valuation, worked up from recent sales statistics rather than actual inspections. The council doesn’t know what has gone on in the inside of a house. Home improvements or renovations that have not involved a code of compliance or resource consent will not be accounted for in these values. Which brings us back to rates – if you think your new CV is too high or too low, what impact does it have on you? Obviously, your valuation affects your rates. But that impact might be less than you think – a higher CV doesn’t mean your rates will automatically increase proportionally. Rates also depend on land use, your location, and what services the council offers – like waste management, library services and so on – in your area. Some of these components are independent of your property value.Ultimately, the sale price of your property will be determined by interested buyers, not by your CV. But if you feel that your new CV is way out in terms of value, you can challenge it by filling in this form before 21st April. If you intend selling your property in the next 12 months, and you feel the valuation is low, this might be worthwhile.

Investing is often referred to as a journey – one that became real for a lot of New Zealanders when KiwiSaver was introduced close to 20 years ago.Where we are on that journey will be different for each one of us.That’s because investing is personal. We each have our own goals and objectives, our own tolerance to risk, and our own sets of experiences and biases.At some point, KiwiSaver balances shift from small, to meaningful, to very meaningful. In a lot of cases, KiwiSaver becomes critical to the level of savings we will have when we retire.Our choice as investors is to leave it to chance, or to create a simple method of maintaining regular reviews of our position. Regular reviews give us the best chance of a successful investing journey.What should you consider when reviewing your KiwiSaver?1. Think about what’s important to you in terms of how your money is invested. Does it matter how and where your funds are invested, or are you just focused on the overall returns? Are you looking for lots of options and particular areas to invest your money in or is one diversified fund enough? Are you more comfortable with a large corporate provider or do you prefer the idea of a smaller boutique provider? How important to you is the information they provide and the way they provide it?2. Think about risk and how comfortable you are to see your balance move around. This will be partly determined by what stage of life you are in. Less risk is prudent when considering a first home purchase or if you are close to retirement but is probably not a good idea when you have 40 years of investing ahead of you.3. Choose a fund provider. It’s vital you select an appropriate one, and you get value for your money. In other words, as well as all the considerations above, fees and performance should influence your decision.4. Finally, you should be revisiting this assessment process at least once a year. We believe by measuring, monitoring, and managing your KiwiSaver, you may help your balance become even more meaningful.Clearly there are multiple factors to consider when reviewing your KiwiSaver, but you don’t have to do it alone. We are always happy to answer any questions you may have. Our KiwiSaver Advice service has been set up to enable you to access our experience, and we have put together a process to make this as straightforward as possible.So, get in touch if you want to make the most of your investment journey.

Hi and welcome to my first advice column for The Central App. I’m Tim, a partner at BDO Accounting based in Alexandra (although I service clients across the Central Otago region). A born and bred Southlander, after a decade away overseas ‘continually learning,’ I have returned to my lower South Island roots.I met my wife Kelly – an Aucklander who doesn’t have the box at Eden Park but does drink Speights! – at university. We have two young daughters, Sophie (9) and Emily (7), and I consider myself extremely lucky to raise them in paradise.As an adviser, I’d like to make this column topical, relevant, and useful. I want to avoid accounting ‘jargon’; instead, I would rather comment on topics or areas of interest to you the reader. If there is something you would like me to address, please email me and I will look to cover that topic.This column is primarily about introducing myself to you, but I would also like to make an observation about local conditions. There appears to be a real movement of people occurring at present out of the big cities and into the regions, and Central Otago appears to be a large winner in the people movement trends. NZ statistics confirm that our region is the second fastest region growing in terms population size behind the Selwyn District. While such movement can put pressure on existing local services and housing stock (most likely keeping our local planners awake at night…), I also see it as an incredibly exciting time for the region. Such population growth should continue to drive prosperity in our region over time – I am calling it the new ‘gold rush.’ I am intrigued to see how our region will look in 5 to 10 years’ time based on current forecasted population growth statistics. Furthermore, if the country is to incur some form of recession over the next few years as analysts are predicting, then such population growth should insulate us somewhat. Let’s hope so; now is the time to be cautiously optimistic in my view.Finally, here’s the one bit of accounting speak for this article. As the deadline to file your 2022 tax returns fast approaches, if you haven’t already done so, please contact your accountant. Time is running out to complete yours and avoid any late filing penalties!And in relation to the end of the current financial year (31 March 2023), if your business holds stock >$5,000 please make sure you do a stock take at the end of the year. If you have any bad debtors, please ensure they are written off before 31 March 2023 for them to be deductible in that financial year.  If you have any queries, you can always speak to your accountant, or reach out to me and we will look to resolve!

We currently face a tough market to attract employees, so retaining staff we acquire is crucial. It is important that you cast the net as widely as possible when recruiting. To do so successfully means taking stock of what your current staffing looks like. Consider whether any changes might be needed to ensure your workplace is welcoming to all.Most business owners and managers will be driven to create a workplace that is welcoming. To achieve this, reflect on how you would ensure this is the case for someone who is, in one way oranother, different to the majority of your employees.This could include differences in gender, age, sexuality, ethnicity, family situation, neurodivergence, or disability, to mention a few. While, hopefully, no one would set out to make someone feel uncomfortable or unwelcome, workplace norms that have developed over time may unintentionally have this effect.For example, your workplace might have a majority of single, 20-somethings employees without family commitments. Then, you employ a 35–40-year-old single parent with young children.Everyone is friendly and welcoming and might even be understanding that the new employee requires more flexibility in working hours or location. However, what if all the opportunities for staff to bond take place straight after work or staff functions are held in the evenings? The new employee might find it hard to participate in these events and end up feeling excluded and unable to bond with the rest of the team.So, what to do? Certainly, not everything will suit everyone, but a simple first step is to be aware of staff differences. In this situation, you could let the person know that you are planning a staff function and would love this employee to be involved. Ask them how you can help facilitate that. It might be they have a friend who will help them out if there’s time to plan, or you could contribute to a babysitter, or even arrange a lunch function during work hours so that they are included.Whatever the differences might be, the key is to be aware of diversity but not afraid of it. Our country is diverse and therefore a diverse staff is more likely to be productive and connect with the community and a wider customer base.Take stock of your staff, aim to hire for diversity, but when you do be mindful to ensure you are being actively inclusive. If in doubt, ask them, there’s no need to shy away from it –most likely if they are the only person in the workplace that is a man, gay, from a different ethnicity, religious etc. they will be well aware of it. By opening up the conversation you are showing that you want to make this workplace their place, too, and that you take inclusion seriously and are willing to walk the talk.For more advice on how to actively encourage diversity and inclusion at your workplace, get in contact with the team at EASI NZ.

Two months into the year seems like a good time to look at how the local real estate market is faring. The news for Central Otago is generally positive, with the latest statistics (January 2023) from REINZ supporting the gut feeling of local agents that we are doing better than many other places.The median house value nationally declined 13.3% in January 2023, but that is reduced to a 9.3% decline if we exclude Auckland. While Otago as a whole dropped 11%, in comparison, Queenstown/Lakes area median values declined by only 1.6%.The market in our area has softened, but nowhere near as much as in other parts of NZ. Overall, the figures tell us that NZ has become a land of two markets: urban centres that are experiencing a larger downturn, and rural areas where median values are moving backwards more slowly. That slight softening is having an impact, however.Sales in Central/Otago Lakes were down 15.4% in January 2023 compared to January 2022. Last year 15 houses sold in Alexandra/Clyde in January; this year it was eight. In Cromwell, in January 2022 there were 37 sales compared to nine this year.Nationally, new listings are down 16%, and it now takes 53 days to sell on average, 16 days longer than in January 2022. Otago’s median price for January 2023 had dropped 11.6%, but that includes Dunedin – one of the cities feeling the pinch. Auckland, meanwhile, has seen the median price plummet by 21%.Statistics like these are useful, but they don’t tell the whole story – in part because they lag real world trends by a month or so. On the ground, the feeling here in Central is that while there might be a bit more softening to come, we should be pretty well protected from any major real estate downturn.There are a few reasons for that:Urban flight to this region has remained steady since Covid19 took hold. We expect that to continue, especially with the adverse weather events up north. The Otago economy is holding up well and that attracts people.The job market is still tight. Even as interest rates or mortgage refinancing bites, workers are in such demand here wages will need to compensate to retain people. Demand for holiday homes is still high from our traditional markets of Dunedin and Southland, helped by a beautiful summer.There’s still a heavy demand for rental accommodation in our area, but we have recently heard that a lack of management and cleaning staff has some B&B owners considering reverting back to long term rentals.In February, which we don’t have figures for yet, there was a noticeable increase in viewings and multi-offers and it feels like a bit of momentum is gathering. Good, well-presented homes, especially lifestyle blocks, are in demand.As always, if you see something you love, snap it up – though it will be a distinct advantage if you are a cash buyer. If you want any further information, as a buyer or seller, get in touch with us at Tall Poppy. 

We hope that you’ve had the opportunity to take time out over the summer and spend it with friends and family.Recruiting has been a challenge in recent years, and 2023 has already seen some enormous demands put on employers with the migrant wage due to rise on February 27th from $27.76 an hour to $29.66.Under the new rules, migrants will be required to meet the wage threshold in force at the time they apply for their visa. If the wage threshold increases between the job check being approved and the application for the migrant visa, the remuneration may need to meet a higher threshold than what was approved in the job check pay range.For example: A job check is granted on 15 January 2023 based on the current median wage of $27.76.If a candidate is offered employment and applies for an Accredited Employer work visa before 27 February 2023, the rate must meet at least the median of $27.76 which is the median wage in the immigration system at time of application.If the candidate applies for an Accredited Employer work visa on or after 27 February 2023, the new rate of $29.66 will apply.Unfortunately, this has also put pressure on finding affordable local staff because no one wants to do the same job but earn less money than the person next to them.So, what do we do if we can’t afford to pay everyone in the business at least $29.66 an hour?Fortunately, studies show that job satisfaction is not just all about the money. The top reason for leaving (or staying) with a business or organisation is actually culture. What’s it like to work for you?A strong boss or manager can lead staff while creating an enjoyable place to work and a positive culture through various means:Provide transparency in your business to your employees. Line up jobs with strategic business targets.Clearly identify people’s tasks and responsibilities. Show recognition when someone does a good job and reward them for it.Identify career progression and pay scales.Actively participate in succession planning.Involve the team in business processes such as business continuity planning.Provide training opportunities that meet both your business requirements and their own personal aspirations. These are all essential elements of culture and provide additional reasons why people might want to work for your business.It’s also time to stop offering people jobs and start offering them careers. Opportunity can be a two-way street and businesses generally benefit from investing in their staff, whether growing management and leadership skills or providing access to learning new sets of skills that the business can use going forward.Many businesses in Central Otago can provide workers with opportunity over money. Now is the time to tell people why they should be working for you and what you will do for them.Employment is a partnership.  If a candidate or employee is only interested in the money, ask yourself if they’re really the right fit for the business or whether you are presenting a not attractive enough opportunity.If you’d like a chat about recruitment, linking job descriptions to company strategies, culture, pay-scales, or anything else relating to human resources, please give Cherilyn a call on 021 665 013.

If you’ve been paying attention to residential real estate activity in Central, you will have noticed that Clyde is consistently in demand, with prices reflecting that popularity.Seven years ago, an entry level property in Clyde would have cost between $250 and $350 thousand. At that time, holiday homes outnumbered locals. Neither of those hold true today.“We just want Clyde” is a familiar refrain to agents who try to coax buyers to look at the wider district.What is it about Clyde that has driven its renaissance? Buyers love the historic feel in the town. The retention and refurbishment of the old buildings offers an appealing look. The commercial developments in Sunderland and Holloway Streets have retained the old timey feel but also offer a modern vibe. The clustering of eateries and tourism-driven businesses give the town a buzz.The size of Clyde is also a feature of its popularity. Its small enough to be able to walk everywhere, but large enough to have good facilities. Thriving clubs – tennis, bowls and golf – and an active arts community attract buyers, as does the new hospital.Geographically, its proximity to the lake, and its position at the start of the rail trail and the end of both the popular Millenium track and the new Dunstan trail also appeal. In fact, the popularity of the bike trails means tourists who used to focus on Queenstown and Wanaka are now coming to Central Otago. Consequently, our housing market has been exposed to a whole new audience.Retirees, in particular, are attracted to the area. Those buyers are often holiday makers who have been coming to Clyde, perhaps staying at the campground, for many years and are ready to make a permanent move.But there are only so many properties available in Clyde. Its spread is geographically limited by the river and the hills with Mutton Town being the only direction it can really grow in. Sunderland Park at the south end of town has 90 sections ranging upwards from 400 square metres. Aurum on Clutha, the new retirement village being built in the same area, has some units underway and they will hopefully finished by winter. Other than these new builds most of Clyde’s turnover is in existing homes.When demand outstrips supply prices rise, and Clyde consistently outperforms Alexandra by 10-15%. So, if you are thinking of buying in Clyde, you need to be quick off the mark. Turnover is steady even in today’s real estate market. If you want any further information, as a buyer or seller, get in touch with us at Tall Poppy.

How often do we consider the path we took that took us to where we are today – all the twists, turns, blocks, bumps, reversals, and pivots? What was modelled to you, and what were you exposed to that moulded your career? Was it your family, a teacher at school, or the careers person that met you for 5 minutes? Perhaps they recommended a course you didn’t feel passionate about, or even misguidedly told you that you wouldn’t be able to do the one thing you had your heart set on? As we wander into 2023, as much as we might try to avoid New Year resolutions, it’s hard not to reflect. What would or could we have done differently over the last year or even years? How do those hypothetical scenarios play out in our imaginations?Research tells us that we spend on average a third of our lives at work. So, with that in mind, are you truly happy with where you are today, and, more to the point, do you really want to keep doing what you are doing?The good news is it is NEVER too late to change things up, get excited and learn. There’s even free help from the Government too!! Funding up to $12,000 is available if you fit the criteria. This can be for one year of study or two years of training through a tertiary education organisation. A big question to ask yourself is what it is that you want.An amazing salary is of course a motivating factor, but what if you didn’t have to worry about money and could have just pure job satisfaction? What would you be doing? How would it feel, and what would that look like? Remember the pithy motivational ‘Find a job you enjoy doing, and you will never have to work a day in your life’ quote!Perhaps it is time to get serious with yourself and be your own life coach. Ask others questions about their job satisfaction and career dreams. Their answers could shine a light on some interesting themes as well as spark some thought-provoking conversations.  At EASI NZ we are always happy to chat with you about what options might be out there, especially about apprenticeships that are a great way to learn while not accruing the dreaded student loan.Many young people are getting ready to head off into tertiary education this time of year, feeling the pressure to forge ahead (but also sometimes floundering) to be ‘successful’. Consider offering them your valuable lived experiences and stories. You could also think about joining them as you take a new turn on your own learning pathway or career change.Whatever 2023 brings, the team at EASI NZ hope that it’s a happy and healthy one! Also, you could always take up Bee Keeping – there’s a funded course for that! 

Selecting an agent to work with when you sell your house is a big decision. This month, as the summer market opens up, we look at some things to consider so you feel comfortable with the person you choose.In my experience, there are five main criteria clients should apply when choosing who will represent them.1. RelatabilityIt’s easier to work with people you like. People want to feel that they are being listened to and that there’s rapport between themselves and the agent. You might talk to several agents about potentially taking your listing, but you will probably connect with one or two above the others.Sometimes clients prefer to deal with one gender or another, but mostly it boils down to working with someone you think you will get along with.2. Knowledge of the areaYou should make sure your agent has a good knowledge of the local market and current conditions. Ask them about their experience in the area and to give you an overview of the current housing market. Drill down to make sure they know your spot in particular. 3. The right skillsMake sure the agent you choose is clear that they are vendor focused and that they have the ability to negotiate successfully on your behalf. Ask them why they recommend a particular method of sale. Make sure you feel comfortable that they know their stuff.4. TransparencyAsk for property appraisals and information on fees and commissions. Check whether marketing costs are included. 5. ReputationLast, but definitely not least, consider the agent’s reputation. Reputation is a mixture of integrity and success. The majority of people choose the top selling agents in their area, data you can get from online portals like ratemyagent. Search your local area and you’ll see feedback on various agents from past clients.The Real Estate Authority keeps a public register of agents. You can use this to check agents’ licences and find out if any have had a complaint upheld in the past three years. Referrals are also a good way to evaluate an agent. Ask around friends, neighbours and family to find out who does a good job and, perhaps, who doesn’t. In small towns like we have in Central, a good reputation is crucial.Ultimately, don’t feel like you have to take on the first agent you talk to. Selling a house is a major event and it pays to shop around to find the right agent for you.

The promise of a new year brings with it the possibility of a fresh start, new beginnings and new resolutions that may or may not last further than the 2nd of January! It’s also a busy time in recruitment as candidates start to re-think their priorities and whether they feel valued in their current jobs.Do you think you have a good handle on what your team are looking for?Maybe they want a promotion or pay rise, a change in direction with their career, or maybe (I hope not) they’re just not feeling appreciated enough to come back in the New Year.There are few things in life that provide a bigger dopamine hit than being told you’ve done a great job, reached your targets in good time, or are a great team player – any compliment about what you’ve done well at. Sharing gratitude at the end of the year costs nothing compared to not letting your people know they’re appreciated – that could potentially cost you a lot more in recruitment, stress, and lost productivity.So, how can you let people know they are genuinely valued, appreciated and their hard work has been noticed?Studies consistently show that Millennials and Gen Zs prefer real time feedback (good or bad). Gen X’s seem much more relaxed and will happily wait for their 3 or 6 (hopefully not 12) month performance review. At the end of the year, though, acknowledgement should be for everyone at all levels.Let’s look at ways to celebrate staff and consider if they hit the spot.The Christmas staff party Pros:·       A blanket approach that includes all team members·       A chance to cut loose a bit and for team members to get to know each other a bit better·       Can be done and dusted in NovemberCons:·       Can be costly·       Inebriated team members saying exactly what they think may not be great·       Not everyone’s cup of tea/idea of a good time (they might just prefer the $’s)·       Individuals may feel it’s impersonal and indentured to attendMorning Tea with Secret SantaPros:·       Less chance of inebriated misdemeanours occurring ·       Cheaper option·       Element of fun with gift swapping/receiving Cons:·       Effort to go out and buy a gift that may possibly end up in landfill·       Embarrassment of realising you might have completely misread a person and got them a gift that they hateHamper or HamPros:·       Something that can be tailored to each individual·       An actual useful gift of food when the cost of living has reached new highs·       Something team members can share with their familyCons:·       Having to find out which team members are vegetarian, vegan, gluten free, Keto, Paleo or have various food allergies·       …it’s hard to think of any others so it seems this may be our preference!It does make you wonder, though, considering the effort and cost, if just a plain and simple handwritten Christmas card with sincere and thoughtful thanks for each individual – and a gift voucher, let’s not be too bah humbug – might surpass all of the above. Take the time to be thankful this Yuletide and you might just be surprised at what comes back your way. Hopefully bucket loads of dopamine wrapped in red satin ribbons.

Back in the day, a client would have choked on their weetbix if I’d advised them to spend some money on staging their home for sale.  But these days, staging - where a professional furnishes an empty property – has increased in popularity as it is something that brings results, particularly in a buyer’s market. Emma Maddox from Eye for Style in Cromwell stages homes locally and in the four years she’s been running her business staging has become the norm, rather than the exception. Staging is most useful for already-vacated houses and new-build properties that the developer or builder is trying to sell. Hiring someone to add furniture and furnishings to an otherwise empty home offers several benefits. The main advantage is that it makes a house feel like a home. Potential buyers get a much better sense of life in a staged home than they do in an empty house. They can see how rooms might be used, where furniture can be placed, and how the home feels. Emma tells me that buyers now expect properties to be beautifully presented. First impressions count and an attractive staged home will definitely leave a more positive impression than an empty shell. In a competitive market, sellers need to stand out from the crowd. Staging will cost the seller somewhere between $1500 and $3000 depending on the size and layout of the house. It’s not an insignificant amount of money, but it is often money well spent. While it’s hard to quantify how much staging affects the sale price, anecdotally it might lead to an increase of $10,000 to $15,000 depending on the house’s value. Where staging really counts, though, is saleability. A staged home is much more attractive to buyers and in a tough market for sellers that can mean the difference between a quick sale and languishing on the market for months.     

Pretty much everyone knows someone who is on a hospital waiting list these days. That’s unsurprising when in May of this year 27,000 people were waiting for planned non-acute treatment, up from just 8000 pre-Covid. We have also all seen the news stories about how much pressure the public health system is under across the board.And heard of the cases where sick kiwis can’t access the best treatment through Pharmac and instead have to rely on fundraising pages and the kindness of strangers to lengthen their lives. That’s why health insurance should be one of the main insurances you consider. At C&R we work with four health insurance providers: Southern Cross, NIB, Acura and AIA.That means we can give you a range of options. Most providers start with a base hospital or surgical cover plan. Then you may choose to add on a specialist option which will cover things like scans and physiotherapy. Further options include day-to-day doctor’s visits, dental cover or optical cover. Some insurers also offer coverage for non-Pharmac treatment. Southern Cross does this for cancer, for example, while NIB will cover non-Pharmac funded treatment for any conditions.Many of our clients don’t realise that insurers can also cover pre-existing conditions. There may be restrictions, such as a period of time needing to elapse, but individuals will be looked at on a case-by-case basis. Being fully covered, even for something you have experienced before, can give you real peace of mind.Private health insurance is also an excellent option for employers. Many insurers offer group schemes, so if you have 15 or more employees you can buy a package that covers your staff and their families. Some people like to prepare for health emergencies by self-insuring – that is, they put aside money to save for when they need it for a health procedure. While that method can be effective for lesser health issues, say where you need a small procedure or extensive physio, it might not be enough if something major happens. A single valve heart replacement can cost up to $80,000; a new hip or knee up to $28,000; and a hysterectomy up to $25,000. It takes a while to save for those rainy days!Clients sometimes also have the perception that insurers don’t often pay out. Statistics from the Financial Services Council show, however, that health insurers in NZ collected $434.2 million of Health Insurance Premiums in the 3 months ended 30 June 2022 and paid out $347.2 million of claims in the same period. That’s $800 of claims paid for every $1,000 of premium received which is a pretty good record of payment.So, if you think it’s time you stopped being in the 78% of Kiwis who don’t have health insurance, come and have a chat to me at C&R about your options. After all, what price health? 

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.