Thursday, August 25, 2016

Wallace & Associates - Tips on Choosing the Right Law Firm

In this modern world, finding the right law firm for your business could be necessary. Starting and developing your business can be difficult, so the role of a law firm plays great significance for your business since you will be needing their legal advice in running your organization. You need a straightforward law firm to avoid any crisis to happen. Choosing the best law firm for your business doesn't involve an arduous process, but rather, it can be simple as long as you remember the following tips provided by Wallace & Associates:

Ensure that the firm is credible

There are a lot of things to look for in a law firm, but this attribute is the most important. Make sure that the firm fully understands the nature of your business and has good experience of working in your sector. It would be better if the firm is using a clear and plain language in offering advice and explanations to their clients. In case you're planning to build a start-up business, Wallace & Associates recommends that you contact a smaller law firm because their costs are apparently lower and they may value you more as a client. Confirm if all solicitors hold a practising certificate with The Law Society to identify if they are qualified or not.

Search carefully

You can start with The Law Society and use its services to find good information about the solicitors in your area. It can also provide info about solicitors in your specific specialization, and can also arrange a free initial consultation. Wallace & Associates needs you to consider asking your friends or relatives about good firms, or speak to people in your business contacts, along with the bank managers and accountants in your area about other sources.

Consult the potential solicitors

Don't just go for the first one because it's better to try and see a few solicitors. They should have an idea or subtle understanding about your business and the sector you're in. Determine how they are going to charge you and understand that they often charge an hourly rate. You can also avoid ruining your budget by asking them if they could agree on a fixed spending limit. Get quotes from every solicitor you see along with breakdowns of costs. You can also request the outline of other services their firm can deliver to you and your business. Find and contact their previous clients if possible because they are a good source of reference.

Similarly, Wallace & Associates have a lot of satisfied clients in the past few years, giving them good reviews most of the time and recorded little to no complaints from them.

Tuesday, August 23, 2016

Wallace and Associates Inc.: About Us

Paul Wallace - Principal Consultant


Paul has a Bachelor of Laws degree and a Bachelor of Arts degree.


With over twenty years’ experience Paul is ideally placed to provide advice to business owners and employees alike. It is more than likely that whatever your issue, Paul will have encountered a situation similar to yours and will be able to guide you toward resolution.

Paul practiced as a lawyer for 9 years appearing regularly in the Family, District and High Courts, before developing a specialist interest in employment law.

In addition to practicing as a lawyer Paul has significant commercial experience having been a consultant to the Employers and Manufacturers Association and more recently having held senior employment relations roles in the private sector with Air New Zealand, Westpac Bank and Spotless Services - three of New Zealand’s largest employers. In the public sector Paul has also worked with a large government department.

Paul has resolved countless employment relationship problems and has appeared in numerous mediations, as well as having represented clients in the Employment Relations Authority and the Employment Court.

Now practicing as an Employment Law Consultant Paaul utilizes his knowledge and experience in all areas of employment law for both employers and employees.


Paul is an Associate Member of the Auckland District Law Society.


We have an extensive network of relationships with recruiters, outplacement and career transition agencies, and other service provides which are specialists in their chosen fields.

Monday, August 22, 2016

Wallace and Associates Inc: Training & Development

Ideally employers should have their own staff who are trained to conduct the company’s investigations and disciplinary meetings. This lessens the reliance on, and costs associated with, engaging external consultants and lawyers.

Wallace & Associates deliver training workshops to up-skill managers. These workshops are tailored to suit organisational requirements.

• General employment relations
• Running an employment investigation and disciplinary process
• Investigating bullying and harassment complaints
• Performance management
• Negotiating & managing union relationships

• How to undertake business restructuring and change management

Thursday, August 18, 2016

Wallace & Associates - Employment Law & Human Resources

Wallace & Associates is an Employment Law and Human Resources Consultancy which provides advice and assistance across all areas of Employment law, Human Resources and Industrial Relations. We have particular experience in personal grievances and collective bargaining.

We represent employers of all sizes. Our employee clients range from employees in junior positions to high level senior executives.

Paul Wallace has over 20 years’ experience in law and employment relations. Unlike a number of employment law advocates/consultants Paul is legally qualified with a Bachelor of Laws Degree and a Bachelor of Arts Degree.

For more information about Paul’s background visit About Us

We strongly recommend that if you have a potential employment law issue make sure the representative you choose has the right qualifications and experience to achieve the best outcome. A qualification in law combined with solid practical experience gives Paul a definite advantage.

Free initial consultation
If you are an employee facing difficulties at work, or an employer wondering how to manage a work issue it is important to get expert advice so you don’t make mistakes in handling the situation.

That’s why we encourage you to take advantage of our free initial consultation. We will assess your situation and provide you with guidance on how to proceed and we can represent you in any formal meetings if necessary. Your inquiry will be treated as a priority and with complete confidentiality.

How we can help you

We provide a complete and comprehensive employment law and human resource service dedicated to helping you to resolve workplace issues.

Employment Law

Most employment relationship problems can be resolved either through negotiation or through mediation provided by the Ministry of Business Innovation and Employment mediation service. We will always try to help our clients resolve issues in the most pragmatic manner and without incurring large costs.

However, in the minority of cases which are not resolved through negotiation or mediation Paul can represent you in the Employment Relations Authority and if necessary the Employment Court. This is where Paul’s legal background becomes important – he won’t pass you off to another legal representative should your case need to go to Court.

Human Resources

We work with employers on making sure they have appropriate Human Resources policies and procedures. We can also provide an outsourced Human Resources solution tailored to suit your business.

Industrial Relations

Paul has substantial experience In Industrial Relations, having negotiated Collective Agreements with numerous unions across different sectors throughout New Zealand.

Monday, August 15, 2016

Wallace and Associates - Employment Law & Employment Relations

Wallace & Associates provide advice and representation in all areas of Employment Law and Employment Relations for employers and employees.


Employers must comply with the stringent procedural rules and the legal test of acting as a fair and reasonable employer. Not following the correct process can cost thousands of dollars even if you have a good reason to dismiss an employee. Paul works with employers and provides sound advice and support so that the correct processes are followed and employers fulfil their legal obligations to act as a fair and reasonable employer.

Our services for employers include:

·         Advice and guidance on performance management of non-performing employees

·         Disciplinary procedures

·         Managing restructures and organisational change

·         Employment issues involved in business reorganisation, mergers and acquisitions and business sale & purchase transactions

·         Development and implementation of employment relations strategies

·         Representation in mediation, the Employment Relations Authority and
Employment Court

·         Attending disciplinary meetings

·         Negotiation of exits for senior management.

·         Resolution of employment disputes/employment relationship problems

·         Drafting employment documentation, including employment agreements, company rules, policies and procedures.

·         Advising on work related law e.g. Employment Relations Act, Privacy Act, Wages

·         Protection Act, Health and Safety in Employment Act


Employees must be treated fairly and reasonably by their employer. This means the employer acts in good faith and in accordance with the rules of natural justice toward their employees. It also means employees are given the opportunity to be heard in all matters which affect their employment. If you are an employee having issues at work contact us – your initial consultation is free.

Our services for employees include:

·         Attending disciplinary meeting or meetings to discuss performance issues

·         Representing employees who are being bullied or harassed

·         Representing employees in personal grievance claims e.g. for unjustified dismissal, redundancy unfair action by your employer – e.g. unfair warning or similar

·         Advising employees of their employment rights e.g. during restructuring or business reorganization

·         Disputes over wages or holiday entitlements

·         Interpretation of employment agreements and policies

·         Concerns over health and safety in the workplace