This is a casual employment agreement under NZ's Employment Relations Act 2000.

You work when shifts are offered — there's no guarantee of minimum or maximum hours, and you're free to accept or decline shifts.

Your job title, start date, and pay rate will be documented in an email, supported by the terms below.

Follow reasonable instructions, act honestly and professionally, and work in Groundswell Property’s best interests.

Stick to company policies - we’ll point out where to access these, and if you are in breach of them.

Keep a valid NZ driver's licence — this is treated as essential, and losing it could mean instant dismissal if you can't do your job without it.

Fill in your own time records honestly. You can lose your job if you file your time dishonestly, or help someone else file their time dishonestly.

We expect you to act with integrity. Do the right thing. If you agree to do something, do it. We’ll do the same.

Paid fortnightly, direct to your bank account.

Annual holiday pay: 8% on top of your regular pay each payday (standard for casuals, since you don't accrue traditional annual leave).

Public holidays: time-and-a-half if you work one.

Sick leave: as per the Holidays Act, but you'll need a medical certificate for absences (and you pay for that certificate yourself).

The employer can deduct money for overpayments, debts, or unreturned property — but has to talk to you first (except where you've already agreed to it).

If you use your own car for work, you get IRD mileage reimbursement — but only if your licence and car are valid, and the car's kept clean and well-maintained.

If given a company vehicle, it's for work use only and must be returned if requested.

If you use your own phone for work, you get an allowance ($5 per fortnight) — same conditions about keeping it in good working order.

None of these reimbursements apply during unpaid leave.

Anything confidential about the business stays confidential — during and after your employment.

Anything you create as part of your job (inventions, designs, documents, etc.) belongs to the employer, not you — including intellectual property and "moral rights" under the Copyright Act.

Either side can end things with just one week’s notice (or one average pay instead of notice).

Groundswell Property can terminate your employment without notice for serious reasons: dishonesty, misconduct, criminal convictions relevant to your role, drug/alcohol issues affecting work, violence or aggression, or persistent underperformance.

On leaving, you must return all company property and delete any confidential files you have.

No redundancy pay is offered — even if your role disappears or the business restructures.

Raise problems with the employer first.

If unresolved, you can go to MBIE mediation, then the Employment Relations Authority if needed.

Personal grievances must be raised within 90 days of the incident.

Electronic communications, such as email, form submissions, and digital signatures, are valid under this agreement.

New Zealand law governs the agreement.

Terms can only be changed if both sides agree in writing.