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Speaker 1: Change in the workplace. Cabinets agreed that if we earn

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Speaker 1: more than one hundred and eighty thousand dollars a year,

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Speaker 1: you won't be able to raise an unjustified dismissal claim.

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Speaker 1: It's interesting this, what's it about a workplace relations safety?

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Speaker 1: Minister Brook Vanvelden's with us. Brook morning, Good morning mate.

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Speaker 1: Just real quick on the COVID thing, given you're in

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Speaker 1: charge of face too. The story I read Minister to

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Speaker 1: sit on COVID Royal Commission report for months, as reported

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Speaker 1: by a newsroom, and everyone ran with that you weren't

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Speaker 1: supposed to release it yesterday and you did. How did

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Speaker 1: that all play out? Oh?

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Speaker 2: Look, Mike, I think this really comes down to what

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Speaker 2: I hear a lot of, which is a trust in media.

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Speaker 2: This is just a classic example. Many many months ago,

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Speaker 2: newsroom approached an office that wasn't mine and asked what

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Speaker 2: I was going to do with the report. Someone in

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Speaker 2: that office who didn't know me, said I was going

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Speaker 2: to sit on it till twenty twenty six, and newsroom

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Speaker 2: ran with that. And you know, sometimes miss information can

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Speaker 2: go circle the globe a few times before it actually

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Speaker 2: comes back to you.

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Speaker 1: Did you come back did any of you go wrong? Corrected?

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Speaker 2: We did, and they did actually publish a correction. But

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Speaker 2: the up there, the concusion was laid. But I've been,

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Speaker 2: you know, for the last month or so, definitely going

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Speaker 2: to release it.

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Speaker 1: As you should it because it's ours after all. Now, right,

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Speaker 1: did this business? What's the point of this? So if

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Speaker 1: you were one hundred ninety thousand dollars, you cannopt in?

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Speaker 1: I note so, But but what's the point?

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Speaker 2: So what it is here is it's really paving the

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Speaker 2: way for the next generation of leadership. You know. One

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Speaker 2: of the classic cases of grievance are here from business

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Speaker 2: is you want to take a chance on someone, but

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Speaker 2: you're too afraid something goes wrong, how on earth it

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Speaker 2: will all work out? And so what this says is,

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Speaker 2: you know, you've got someone in the workforce who's maybe

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Speaker 2: quite skilled, got a good attitude, but if you push

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Speaker 2: them up to that next leadership level into management, you know,

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Speaker 2: if it doesn't work out and they aren't a good fit,

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Speaker 2: this allows you to move them on. I think that's

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Speaker 2: really positive for the next generation coming through. But the

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Speaker 2: other part of this is I'm sure there'll be many

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Speaker 2: people listening who have worked with a manager who has

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Speaker 2: led to poor productivity, low morale, and the boss and

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Speaker 2: the workers are just sitting there waiting for this person

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Speaker 2: for years and years to want to move on. And

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Speaker 2: this will boost productivity and culture within our workplaces.

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Speaker 1: The one eighty is tied to the top tax rate.

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Speaker 2: I take that's right, but it will only be for

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Speaker 2: the first year because then it will be indexed with

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Speaker 2: wage growth. What we're not aiming for here is that

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Speaker 2: in twenty years time, when wages have continued to grow,

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Speaker 2: everybody's been captured by this, but it is for the

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Speaker 2: top earners. It's around three point five percent of New

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Speaker 2: Zealand's workforce.

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Speaker 1: Good stuff. You have a good weekend, Appreciate it, Brook

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Speaker 1: van Velden. For more from the Mic Asking Breakfast, listen

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Speaker 1: live to news talks that'd be from six am weekdays,

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Speaker 1: or follow the podcast on iHeartRadio.