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...Employment Relations Act 2000 (the Act). [2] The application was dealt with on the papers before the Authority. Ms Ball gave evidence in these proceedings. No evidence was produced by the defendant other than an affidavit from the current National Human Resources Manager for the defendant, Ms Brosnan. Ms Brosnan has no direct knowledge of the events in question and deposed that Ms Ball’s manager at the relevant time (Ms O’Connor)
...Family Trust. Previous editions of Best of the Best were published by Worldwide Annuals Limited. Mr Taylor was responsible for sales and marketing for Worldwide Publishers Limited. Mrs Taylor dealt with administration, day to day finances and human resource issues. She described it as a very small family business. [13] It is not disputed that Mr von Tunzelman was employed to work on Best of the Best. However to determine the identity of Mr von Tunzelman’s employer it is nec...
...return to front line/shift work duties; contacted him at home while he was on sick leave in that regard and required him to provide further details of his illness; falsely asserted that he was using industrial blackmail; allowed an identified human resources manager to have an active role in his rehabilitation management and grievance when that person had a conflict of interest, having been the object of his earlier grievance; instigated an investigation against him...
...any reason, an unsuitable person to share in the enjoyment of those privileges and in the effective discharge of those responsibilities, he is not a fit and proper person to remain at the Bar. Yet it cannot be that every proof which he may give of human frailty so disqualifies him. The ends which he has to serve are lofty indeed, but it is with men and not with paragons that he is required to pursue them. It is not difficult to see in some forms of conduct, or in convictions of some k...
1 IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2012] NZHRRT 6 Reference No. HRRT 008/2011 IN THE MATTER OF A CLAIM UNDER THE PRIVACY ACT 1993 BETWEEN AA (PAKISTAN) PLAINTIFF AND CHIEF EXECUTIVE, DEPARTMENT OF LABOUR DEFENDANT AT AUCKLAND Mr RPG Haines QC, Chairperson Mr R Musuku, Member Mr B Neeson, Member Plaintiff in person Ms C Pille for Defendant DATE OF HEARING: Heard on the papers DATE OF DECISION: 28 March 2012...
...placed before the learned District Court Judge, the practitioner was discharged without conviction. [5] Because of the steps which the practitioner had taken to address the underlying causes of her offending the NSC adopted what could be seen as a humane and rehabilitation-focussed approach to the penalty. It was initially urged upon the Tribunal that a suspension for two years would be appropriate in all of the circumstances. [6] The practitioner’s submissions were not far apa...
...operation in many ways. Examples of integration include the use of a single computer system to coordinate the movement of containers both at Woolston and at Lyttelton. The Company has a single set of policies and single systems for payroll and human resources. All employees of the Company receive the same newsletter and received the same commemorative gifts from the Company. On the other hand, there is very little exchange of staff or equipment between the two facilities and they...
...infringing act) where they can show that the failure was necessary for the purpose of saving or protecting life or health, preventing serious damage to property, or avoiding an actual or likely adverse effect on a natural and physical resource or human health. • To avoid liability under the new sections, the defendant’s conduct also has to have been reasonable in the circumstances and the defendant must have taken all reasonable steps to mitigate or remedy the effects of the failure...
...complaint being upheld without necessarily imposing a sanction. It follows that it is not necessary to find a disciplinary sanction should be imposed to uphold a complaint. However, it is important to recognise that not every lapse or manifestation of human frailty should result in an adverse professional disciplinary finding. It follows there will be occasions when advisers are responsible for a lapse from acceptable standards, but that still does not justify upholding a disciplinary c...
...established. [54] Section 50 allows a complaint to be upheld without necessarily imposing a sanction. It follows it is not necessary to find that a disciplinary sanction is required to uphold a complaint. However, not every lapse or manifestation of human frailty should result in an adverse professional disciplinary finding. There will be occasions when advisers are responsible for a lapse from acceptable standards but still not justify upholding a disciplinary complaint. [55] It is...