Langley Twigg has relocated its Hastings Office to nearby Havelock North, opening for business there at the end of last month. Sited on at the corner of Donnelly Street and Karanema Drive, the four-year-old building benefits from a prominent position and eye-catching livery. Its systems are fully integrated with our Ahuriri, Napier office meaning that all members of our team can easily work and meet clients in either office.
You can find details of all our legal team members!
UPDATE: from 4 April 2022, in line with Government guidance, we will no longer require vaccine passes in our offices.
The Health and Safety of both our staff and clients is a priority at Langley Twigg, so, from 15 December 2021 we will require all clients and other visitors to our offices to be fully vaccinated against Covid-19. This also applies to our Team.
We are implementing this policy to comply with our obligations under the New Zealand Government’s Covid-19 Protection Framework (traffic lights).
In addition to signing in on arrival, using either the Covid-19 tracer phone app. or the paper register, please come prepared to show your My Vaccine Pass on your phone or in printed form.
If you do not have a Vaccine Pass, please speak with us to arrange an alternative to meeting in our offices, for example meeting virtually or at a convenient off-site location.
The Government has announced a set of measures designed to meet problems in the housing market.
Assistance for first home buyers
From 1 April 2021, First Home Grant income caps lifted from $130,000 to $150,000 per couple, as well as higher house price caps (Napier and Hastings – up from $525,000 to $600,000)
Tax changes to discourage investors
Investment to boost supply
These changes will affect many of our clients, and if you have questions, we would encourage you to contact us to discuss the finer detail. Please see the details of our team, or simply call us on 06 835 8939 or send an email to [email protected] .
David MacCallum, sole practitioner of Baker MacCallum, sadly passed away in May, leading to the gradual winding down of that firm.
With effect from 13 July 2020, Langley Twigg has agreed with the representatives of David’s Estate to take over his client records and ensure that all of David’s clients receive the same high quality service to which they have been accustomed. We have temporarily occupied the office in the ANZ Bank Building, on the corners of Middle Road and Porter Drive of Havelock North, whilst we seek more suitable premises. Langley Twigg prides itself on achieving great results for our clients, and we now look forward to assisting former clients of Baker MacCallum.
For more information, please contact Partner Brett Conn at [email protected] or 06 831 0450.
The Government has announced a scheme to assist in the resolution of rent commercial disputes between landlords and tenants as a result of Covid-19.
A temporary amendment to the Property Law Act (“the Act”) will be made to imply a term into all commercial leases of businesses (which meet the eligibility criteria) to provide that a fair proportion of rent and outgoings cease to be payable when a tenant’s business has suffered a material loss of revenue because of the restrictions put in place to combat Covid-19.
The criteria for businesses to be eligible to have this clause implied into their commercial lease are:
(a) The business has 20 or fewer full-time equivalent staff per premises;
(b) The business is New Zealand based;
(c) The business has not already come to an agreement for a rent abatement with their landlord (unless the landlord insisted on strictly enforcing the terms of the lease in response to a tenant’s request for rent reduction).
By implying terms into commercial leases, the legislation levels the playing field for those tenants who occupy premises under an older version of the ADLS lease which do not contain a “no access” clause (clause 27.5 of the 6th edition ADLS lease) which allows a fair proportion of rent to cease to be payable where the tenant is unable to occupy premises due to covid-19 restrictions (see our recent article).
However, the amendment will not apply where the landlord and the tenant have already reached agreement on the issue themselves by the date of the announcement of these amendments to the Act (Thursday 4 June 2020).
What is a “fair proportion” of Rent?
The Act will further be amended to provide clear rules to be followed when determining factors which are to be considered in determining a “fair proportion”, based on the principles that the interests of both the landlord and tenant are to be taken into account and that the financial burden of Covid-19 is fairly proportioned.
Although the legislation has not yet been drafted, it is anticipated that the “clear rules”
for determining a “fair proportion” of rent will include the following factors:
Resolution of Disputes by Arbitration
The Act will also require that any disputes under the implied clause must be settled by arbitration and will provide a government subsidy of up to $6,000 (including GST) per arbitration if at least one party to the arbitration is a small or medium enterprise receiving the wage subsidy. The purpose of this amendment is to ensure that the disputes are resolved in a time and cost efficient way, and to provide certainty and consistency.
As noted above, these are temporary amendments to the Act and it is anticipated that they will only apply for a period of 6 months after the Bill is enacted.
During lockdown, one of our team, Diane Quarrie, set herself a challenge to send to the firm a photo from home each working day of her in a different hat and outfit, and she managed all 33 days! Check out her looks below and let us know your favourite!
With the restrictions of the Level 4 lockdown lifted, it became business as unusual for Real Estate Agents and others involved in the property market. Personal movement was freed up, enabling pre-existing settlements to take place and Agents to carefully manage new viewings. At Langley Twigg, our move over the past two years towards a paperless office has really paid off. It has meant that, operating from offices at home, we could review contracts, have them signed by electronic means, and, with appropriate remote witnessing, enable our clients to settle.
Langley Twigg enjoys a substantial share of the Napier and Hastings conveyancing markets and are accordingly well placed to provide a number of observations:
What does this mean for the rest of this year as we emerge from the Covid-19 pandemic? No doubt your crystal ball is as good as ours. Some will see it as a “dead-cat bounce”. However when we consider the conditions that made for a strong market in the first three months of this year, we note that many of these still exist. Commentators have noted the likely resilience of the Hawke’s Bay economy with its low dependence on international tourism, attraction for domestic tourism, and strengths in agricultural products that are in demand in both home and export markets. Add to this the climate and lifestyle factors that make living in the Bay desirable, and we can’t help feel bullish about our little corner of the world.
As the economic effects of the Covid-19 pandemic begin to creep through our country of small businesses, the benefits of having a well-documented and properly managed trust, designed to help preserve and protect all that you have worked for, are being brought into stark focus.
Over the last month the team at Langley Twigg have had some time to focus on the new Trusts Act which will impose new obligations on trustees, settlors and beneficiaries and affect how trusts operate.
We are fortunate to belong to the Lawlink network of NZ law firms, which has put significant resources into a collaborative production of an excellent template for trusts created under the new regime.
Indeed the new Lawlink Trust Deed’s primary author, Mary Joy Simpson, was a keynote speaker at the recent Auckland District Law Society “Cradle to the Grave” Conference, on the topic of “Drafting Trust Deeds”.
Since the new Act takes effect on 30th January 2021, it is important to now review existing trusts in the new legislative context to ensure that the trust operates as was intended, ensuring it remains robust, fit for purpose, compliant with the new Act, and if appropriate extending its lifespan, which may now be up to 125, rather than 80, years.
To a large extent, the Trusts Act codifies our existing trust law, whether in statute or case law. However there are changes of which all parties to a trust should be made aware, and this would form part of any review
In conducting a trust review, we would cover the following key areas:
Reasons for the trust
Why was the trust created in the first place? Common reason are: creditor protection, estate planning, relationship property, residential care subsidy, providing for beneficiaries with special needs. Many trusts will need some form of changes in light of the new Act; however for most, their existing structure will be fit for purpose, or can be made so with some variation.
In some cases though, a resettlement of the trust on another new trust which is more appropriate for the holding of assets inter-generationally may be appropriate. Alternatively, you may decide that the trust has served its purpose and can be wound up.
In many cases, variations, resettlements and winding-ups should be carried out before the Act comes into effect.
Are current trustees willing, and able, to take on the additional responsibilities imposed on them by the Act? If not, steps should be taken to effect the retirement or removal of unsuitable trustees and, where appropriate, the appointment of new ones.
The Act imposes a heavier burden on trustees to, for example, hold and retain trust documentation, (within limits) provide information to beneficiaries, and record trustee decisions.
It imposes five mandatory duties on trustees. These cannot be modified or excluded in the Trust Deed, and if the wording of a Trust Deed (including an existing Trust Deed) purports to do so, that modification or exclusion will be invalid.
The mandatory duties are:
The Act also imposes ten default duties that must be performed by trustees unless modified or excluded in the Trust Deed.
The default duties are:
Your existing Trust Deed may already modify many of these default duties. It will be a worthwhile exercise to review existing Trust Deeds to see whether further modification is warranted to control the application of the default duties, or to ensure that they are more explicit in meaning.
Our view is that variations will need to be authorised by the Trustees and can in many cases only occur if the power to vary the Trust Deed is actually stated (our post-1992 Trust Deed template has this flexibility).
A review of your Trust need not be a lengthy or expensive exercise, but will ensure that your Trust is fit for purpose and compliant. Like any check-up, it can help prevent problems and much higher costs down the track.
Be sure to get in touch with our Trust lawyers if you have any further questions.
On March 25 New Zealand went into COVID‐19 Alert level 4, causing huge and unparalleled interruption to our lives and businesses. Many businesses have spent the last four weeks trying to find ways to effectively work from home while others have been unable to operate at all.
With the Government announcement that the country will move to Alert Level 3 at 11:59 on 27 April, many employers will be looking forward to getting their businesses up and running again and many employees will be looking forward to returning to work. However, we aren’t out of the woods yet and there are many businesses that face two more weeks of alternative working arrangements or no work at all. This will leave many employers have some important decisions to make.
Does Level 3 mean that my employees can start returning to their usual workplace?
Government guidance says that if you can operate your business remotely using alternative working arrangements, then you should continue to do so. If you operate a business where working remotely is not possible, e.g. hospitality or retail, you will be allowed to re‐open at Level 3 provided that there is no direct contact with the public. Orders will need to be made via phone/online ordering and using contactless delivery or collection. If in doubt about your ability to open, you should seek further guidance from the Ministry of Business, Innovation and Employment.
What health and safety requirements should I consider at Level 3?
As an employer you are required, by the Health and Safety at Work Act 2015 (HASAWA), to minimise health and safety risks to your workers. Where you have employees returning to the work at Level 3 this means putting systems into effect to reduce the risk of COVID‐19 transmission in the workplace. What this looks like in practice for your business will be fact specific to your workplace but as a general rule you will want to maintain people ‘bubbles’ and minimise personal contact. You may also want to:
If your employees are working from home you still have obligations under the HASAWA to ensure that health and safety risks are minimised, including both physical and mental health of employees. You may wish to check that your employees have all the equipment they require to work safely from home, that they are taking appropriate rest breaks, don’t feel isolated and are still able to have contact with their colleagues.
I’m looking at re‐opening my business at level 3, but I won’t be able to give my employees their usual hours, what can I do?
Changes to an employee’s terms and conditions of employment can only be made via consultation with the employee and in accordance with employment law. As with many employment situations open communication and good faith are key to achieving a successful result, as well as a legally correct one. If you think that you cannot provide your employees with their usual hours of work you should consult your employees, giving them the opportunity to consider and respond to any
proposed change before decisions are made. It is also important that where changes to an employee’s terms and conditions of employment are made those changes are documented.
I don’t know if my business can continue to sustain losses, likely even when we move to level 3; can I restructure?
The Government is encouraging employers who are facing difficulties, and who are looking into redundancy options, to consider applying for the COVID‐19 Wage Subsidy (Wage Subsidy) to help keep workers employed during this time. However, as an employer it is your prerogative to run your business as you see fit. If that means that the business cannot sustain some or all of its employees due to COVID‐19 that is a decision that only you can make. It is important to remember that you must always act in good faith, consult with employees and follow employment law; employment law requirements have not been put on hold because of the pandemic. We recommend that if you are considering redundancies that you seek legal advice.
If you have received the Wage Subsidy but are still considering redundancies you will need to remember that you may have given a declaration (when applying for the Wage Subsidy) that included a commitment to retain employees for the 12 week wage subsidy period. If you have received the Wage Subsidy, and made that declaration, then good faith would most likely require you to retain the employees for the duration of the wage subsidy period.
If you have received the Wage Subsidy, and proceed with a redundancy process, you may be required to pay back the unused balance of the Wage Subsidy for those employees whose employment ends within the wage subsidy period. If you have received the Wage Subsidy, but are now considering redundancies, you should seek further legal advice.
The COVID‐19 pandemic has been challenging for everyone but it is important to remember that your obligations as an employer have not changed. Any decisions regarding your employees must be made following consultation with your employees and following employment laws. If you are concerned about the effects of COVID‐19 on your business and what it could mean for your employees, we suggest that you speak to one of our employment law team.
We have always emphasised the importance of having a Will and Enduring Powers of Attorney (EPAs) in place regardless of age and circumstances. The Coronavirus outbreak is a strong reminder that if you are over the age of 18, these documents are essential.
While many legal documents have formal requirements for signatures to be witnessed, there are particular requirements for EPAs and even stricter rules for Wills. Wills and EPAs are not valid unless they are signed and witnessed correctly. Given the current Government restrictions on movement and social distancing rules, that could prove a challenge.
Having your Will signed and witnessed safely while complying with the law
In an effort to relax the signing and witnessing formalities during this unprecedented situation, the Government has made a temporary law change to modify the requirements for signing and witnessing Wills.
While Wills must still be in writing and signed by the Will maker in the presence of two witnesses, the law change now allows Wills to be signed and witnessed using audio-visual links such as Zoom, Skype or Facetime.
How? There are a few steps to be followed:
The changes made are temporary. The modification order will expire after the Epidemic Preparedness (COVID-19) Notice 2020 (the Epidemic Notice) is lifted, and the law will return to normal. However Wills signed while the Epidemic Notice is in force following the requirements outlined above for signing and witnessing are valid Wills and there is no need to sign a new Will after revocation of the Epidemic Notice.
What happens if you can’t have a Will validly signed and witnessed?
We acknowledge that many people are not going to be able to achieve having their Will signed properly while in isolation. Some may have no access to audio-visual links or they may have no one to witness their Will while in isolation. Many people will be in isolation with those they would want to benefit under their Will and the rule that any beneficiary may not witness a Will has not been relaxed.
The Will may still be signed by the Will-maker (without being witnessed) and kept in a safe place until after restrictions have ended. Bear in mind however that Wills that don’t comply with the formal requirements are not valid until signed and witnessed by two witnesses.
If the Will-maker dies before the restrictions are lifted and before validly signing and having the Will witnessed, the Wills Act allows the High Court to make an order declaring a Will to be valid even if it doesn’t meet all the formal requirements. The judge can do so if satisfied that the document expresses the deceased person’s intentions. The process for probating such a Will is more complex but it is the best alternative particularly for the elderly and the vulnerable who are currently in a position where they cannot validly execute a Will.
Enduring Powers of Attorney - signing procedures
EPAs are invaluable documents meant to allow a prompt management of your affairs in case of an accident, loss of mental capacity or while you are outside of New Zealand. An EPA for property will provide authority for someone to carry out certain functions for you such as paying monthly bills or buying or selling property. An EPA in relation to personal care and welfare will only come into effect should you lack the capacity to make those decisions yourself and in that situation, your attorney will be working with your health professional or doctor to make decisions in your best interest.
If you lose capacity without having EPAs in place then a court application process needs to be followed before your affairs can be managed. This can be a lengthy and expensive process
Signing procedures for EPAs are fairly complex. There are four categories of persons signing each individual document: (1) the donor; (2) the witness for the donor (who must be a lawyer, legal executive or authorised officer of a trustee corporation); (3) the attorney or attorneys (including successor attorneys), the signatures of each of whom must be witnessed separately; and (4) each attorney’s witness who must be a person other than the donor or the donor’s witness.
The remote signing and witnessing procedures for EPAs should be carried out in the same practical manner as for Wills using audio-visual links. The standard EPA forms will need however to be amended to reflect the fact that they have been executed and witnessed remotely.
If you haven’t reviewed your Will and EPAs in a long time, now it’s the time to do so to ensure they reflect your current wishes. If don’t have these documents, please consider making arrangements to have them in place as soon as possible.
Langley Twigg's team of Hawke's Bay lawyers keeps you up to date on all the latest legal news.
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