Search Results

1. [2019] NZEmpC 156 Radford v Chief of New Zealand Defence Force [pdf, 388 KB]

   ...between the Chief of the New Zealand Defence Force and a person in Ms Radford’s situation. [5] The Ministry of Foreign Affairs and Trade (MFAT) now seeks leave to appear and be heard in the proceeding. [6] John Saunders (Divisional Manager, Human Resources Group at MFAT) states that the organisation employs 1,500 staff worldwide. Approximately 850 are employed in MFAT’s overseas posts. Of these, approximately 300 are staff seconded from Wellington and the remaining 550 a...

2. Pukekohe Vegetable Growers Association.pdf [pdf, 202 KB]

   ...farming communities. Oppose in part CVP is operationally different from pastoral farming and requires the ability to rotate crops on different parcels of land in order to produce vegetables sustainably. Fresh vegetables are essential for human health and the ability to meet growing population demand is essential for the health and wellbeing of our communities, noting that the land area occupied by CVP is less than 2%. Policy 6 Federated Farmers seek amendme...

3. [2019] NZEmpC 105 Chief Executive of Manukau Institute of Technology v Zivaljevic [pdf, 217 KB]

   ...in the common bundle. No objection was taken by MIT to that application and it is granted. [4] Second, Mr Zivaljevic has applied to exclude evidence. He objects to the evidence proposed to be given by Ms Kirsten Sargent, who is MIT’s Head of Human Resources, People and Culture, in its entirety. He also objects to four documents that are currently included in the common bundle. These documents comprise email threads between Mr Zivaljevic and MIT after the termination of his emp...

4. [2019] NZEmpC 174 Clearkin v Geneva Healthcare Ltd [pdf, 194 KB]

   ...her claims; and also stating that the settlement which had been reached only related to a claim for unpaid wages, travel expenses and lieu hours. Her point was that she was able to advance other claims notwithstanding the settlement. [8] The Human Resources Manager for GHL, Ms Manik, responded by stating that the company considered there had been a full and final settlement and that no further claims could be brought. [9] It is necessary to record the terms of the settlement agr...

5. 6352184 BORA vet Briefing to Attorney General Conversion Practice Prohibition Legislation Bill [pdf, 202 KB]

   ...lacking decision-making capacity, punishable by up to 3 years’ imprisonment and another where the conversion practice causes serious harm, punishable by up to 5 years’ imprisonment. The Bill also proposes civil remedies be available under the Human Rights Act 1993. 3. The definition of conversion practice is critical to its efficacy and to its consistency with the Bill of Rights Act. A conversion practice is defined as a practice that is directed towards an individual because of thei...

6. OIA 99215 [pdf, 467 KB]

   ...Office $963.42 Job Evaluation of Director of the Office of the Chief Operating Officer $963.42 Job Evaluation of Manager Crown Entity Monitoring $708.40 Job Evaluation of Manager Design Standards $743.82 Job Evaluation of Manager Payroll HRIS (Human Resource Information System) $991.76 Job Evaluation of Principal Advisor Strategic Information $963.42 Job Evaluation of Senior Advisor and Advisor EPMO (Enterprise Portfolio $1,494.72 Manaaement Officer) Job Evaluation of Senior Risk...

7. [2021] NZACC 109 - Martins v ACC (26 July 2021) [pdf, 161 KB]

   ...payment” in the appeal. Rather, he should have claimed “exemplary or punitive damages” under s 319 of the Act “to receive [an] award (money) to punish the defendant for outrageous conduct and violation of the New Zealand legislation and human rights.” Discussion [8] Section 162 of the Accident Compensation Act 2001 (“the Act”) provides that an applicant is entitled to appeal to the High Court on questions of law. The contended point of law relied upon must be cap...

8. HC v T Ltd [2022] NZDT 214 (14 November 2022) [pdf, 106 KB]

   ...goods must be fit for any particular purpose made known by the consumer expressly or by implication and for the purpose for which supplier represents that they are or will be fit. 8. HC’s position is that a T Ltd branded Smart watch worn on a human wrist and used for sporting activities, represented by the manufacturer as suitable for swimming, ought to have lasted longer than 3 years, and so it is not durable and it has failed in its fitness for purpose. 9. While I accept t...

9. EN v T Ltd [2023] NZDT 726 (20 December 2023) [pdf, 175 KB]

   ...breach. The right to reject the goods only applies to a claim against the supplier of the goods. The manufacturer has a defence against a claim if the goods fail to comply with the guarantee of acceptable quality because of a cause independent of human control occurring after the goods have left the manufacturer’s control. 9. I have considered the evidence and I find that EN is not entitled to compensation. I say this because: a. EN has not shown that there is anything wrong w...

10. Ngā Mātāpono – The Principles: The Interim Report of the Tomokia Ngā Tatau o Matangireia – The Constitutional Kaupapa Inquiry Panel on the Crown’s Treaty Principles Bill and Treaty Clause Review Policies [pdf, 6.4 MB]

    W A I T A N G I T R I B U N A L R E P O R T 2 0 2 4 N G Ā M Ā TĀ P O N O The Principles NGĀ MĀTĀPONO The Principles W A I 3 3 0 0 W A I T A N G I T R I B U N A L R E P O R T 2 0 2 4 N G Ā M Ā T Ā P O N O T H E P R I N C I P L E S The Interim Report of the Tomokia Ngā Tatau o Matangireia – the Constitutional Kaupapa Inquiry Panel on the Crown’s Treaty Principles Bill and