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1 (1) ORDER PREVENTING SEARCH OF THE TRIBUNAL FILE WITHOUT LEAVE OF THE CHAIRPERSON OR OF THE TRIBUNAL. IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2017] NZHRRT 35 Reference No. HRRT 005/2016 UNDER THE PRIVACY ACT 1993 BETWEEN STEPHEN BROOKER PLAINTIFF AND SPARK NEW ZEALAND TRADING LIMITED DEFENDANT AT WELLINGTON BEFORE: Mr RPG Haines QC, Chairperson Ms LJ Alaeinia, Member Ms DL Hart, Member REPRESENTATION: Mr DA Ewen...
...· I have not been made bankrupt, entered into a composition with my creditors, or been disqualified as a director. · I am financially secure. · I know of no other matter which might affect my suitability for appointment as Deputy Chairperson of the Human Rights Review Tribunal or which might affect my credibility while in office. I make this solemn declaration conscientiously believing the same to be true and by virtue of the Oaths and Declarations Act 1957. Signature ________________...
...systems. Effective internal controls, ethics, and compliance programmes, including a clearly articulated anti-corruption policy are 1 Maryse Tremblay & Camille Karbassi, Corruption and Human Trafficking 4, Transparency International, Working Paper No. 3, 2011 http://www.oecd.org/daf/anti-bribery/ConvCombatBribery_ENG.pdf� http://www.oecd.org/daf/anti-bribery/ConvCombatBribery_ENG.pdf� https://www.unodc.org/documents/brusse...
...occasions when a corporation may legitimately be fined; but no valid argument exists for imposing on a large corporation the sort of swinging fine that would be thought appropriate to an errant millionaire, treating the corporation as though it were a human being. For the punishment does not fall upon those who are really responsible. ... Where a company of which the offender and his wife were the sole shareholders was jointly charged with the offender, it was said to be app...
...adopting this approach arises from the fact that the CA (cl 13.3) incorporates the methods of calculation provided by the Act, which do not support the plaintiffs’ methodology. [18] The evidence for the defendants was first from Stephanie Mackie, Human Resource Manager-Projects for Oji. She had previously worked for CHH in various human resources positions. Secondly, there was evidence from Alan Renowden, Remuneration Manager for Oji. He had previously worked for CHH in variou...
...there is a request for an order for further hard copy documents including documents created by, or sent to or by, certain named managers and employees of the defendant. This application also includes relevant documents held by the defendant’s human resources office and human resources files in the defendant’s archives. Included also is the physical material held in the payroll office and the payroll files in the defendant’s archives. [22] These applications are particularl...
...incompatibility with the Government’s ‘Expectations for the design of regulatory systems’. The proposal can be considered incompatible with aspects of the Government’s ‘Expectations for the design of regulatory system’. The proposal will have human rights implications for individuals subject to PSOs. The proposal will affect individuals’ freedom of expression, freedom of association and freedom of movement. The proposal will also likely result in some unpredictable o...
...amount of our work is building the capability of practice mentors and passing on our knowledge, skills and capability in order for them and the model to succeed. [28] She told the Court that in response, her manager replied by email advising her a Human Resource Representative would have answers to her questions by the end of the week. Later in the week, she said her manager requested that she attend a face to face meeting with her and the HR Representative. [29] She says that...
...in New Zealand has the right to freedom of movement and residence in New Zealand. Section 19(1) 13. Section 19(1) of the Bill of Rights Act states: Everyone has the right to freedom from discrimination on the grounds of discrimination in the Human Rights Act 1993. 14. In our view, the key questions in assessing whether discrimination under section 19(1) exists are: i. Does the legislation draw a distinction based on one of the prohibited grounds of discrimination? ii. Does the...
...informed. Financial implications 52. After considering any submissions from Mr - on factors relevant to compensation quantum, I will report back to Cabinet with a proposed compensation package and seek agreement to the required financial appropriation. Human rights 53. Compensation would be consistent with the New Zealand Bill of Rights Act 1990 and Human Rights Act 1993. Legislative implications 54. There are no legislative implications. Regulatory impact analysis 55. Not required....