Lawyer - Whangarei, Kerikeri
Cheyenne is a Whangarei local and part of our litigation team. She specialises in relationship property, employment law, and property disputes. She also has experience dealing with conveyancing matters.
Cheyenne currently splits her time between our Whangarei and Kerikeri offices.
Cheyenne regularly appears in the Family Court, and has represented clients at Employment mediations and in the Employment Authority.
Outside of work Cheyenne enjoys playing netball ,running and being active outdoors.
Qualifications: LLB, BCom, University of Otago
- Drafting Employment Agreements and providing legal advice to employers prior to undertaking a proposed course of action.
- Preparing applications in the Employment Relations Authority.
- Advocating on behalf of Employees or Employers at employment mediations before a MBIE mediator.
- Preparing and/or defending applications under the Care of Children Act.
- Acting for party in Relationship Property Proceedings.
- Preparing and/or defending applications for Protection and Restraining Orders.
- Appearances on behalf of landlords or tenants at Tenancy Tribunal.
P: 09 470 2437
Contact Cheyenne Kumar
|DDI||09 470 2468|
|Cell||021 445 893|
Cheyenne Kumar's Specialist Services
When you buy or sell your house you are probably dealing with your most valuable asset.
Employment relationships can be good – we know because we’ve been NZ’s legal employer of choice.
Relationship and family property
Make sure your personal matters are in order. We can help with pre-nuptial contracting out agreements, separation agreements, property sharing agreements, powers of attorney, living wills and advanced care directions, personal and property rights applications, and elder care issues.
Cheyenne Kumar's Blog Posts
Employment Law Update – When Employees’ Misconduct / Bad Behaviour Matters
August 28, 2018
When an employer fires an employee for misconduct but gets the process wrong, the first thing they tend to ask us is “doesn’t the employee’s bad behaviour matter at all?” The answer is a little complex – but it usually boils down to a matter of how much the bad behaviour contributed to the situation.