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1. Short v Accident Compensation Corporation (Personal Injury) [2024] NZACC 188 (22 November 2024) [pdf, 178 KB]

   ...section 20(2)(e) to (h)). Section 25(1)(a)(i) provides that “accident” means a specific event or a series of events, other than a gradual process, that involves the application of a force (including gravity), or resistance, external to the human body. Section 25(3) notes that the fact that a person has suffered a personal injury is not of itself to be construed as an indication or presumption that it was caused by an accident. [24] Clause 1(1) of Schedule 1 of the Act provides...

2. [2025] NZLCDT 30 National Standards Committee 1 v Yang (18 June 2025) [pdf, 172 KB]

   ...statement to the Police is inherently of greater moment in professional disciplinary matters, especially in circumstances like the present case where there were unusual pressures. Within the range of aberrant behaviours, allowances can be made for human frailty, as demonstrated in Auckland Standards Committee 2 v G.5 3 Auckland Standards Committee 3 v G [2024] NZLCDT 16 at [32]. 4 See above n 3 at [30]. 5 See above n 3. 8 [31] Mr Yang’s first statement was misleadin...

3. [2008] NZEmpC WC 13B/08 Mana Coach Services Ltd v NZ Tramways and Public Passenger Transport Union Inc [pdf, 102 KB]

   ...mobile phone voicemail, he often did not respond. However, Mr Griffiths had the ability to contact MCSL, even if he was away from his office, by use of his mobile phone. [35] Surprisingly these days, Mr Griffiths’ counterpart at MCSL, its human resources manager Mr Russell, refused to and did not use a mobile telephone despite being away from his office frequently. MCSL was nevertheless contactable by telephone or facsimile transmission or email at each of its depots and, unli...

4. [2013] NZEmpC 31 Turner v Talley’s Group Limited [pdf, 196 KB]

   ...2011 letter did not come as a bolt from the blue for Talley’s: it was the logical successor to Mrs Turner’s earlier expressions of dissatisfaction about her loss of work. [78] Talley’s is a relatively large-scale operation with commensurate human relations and employment resources. It responded to Ms Sharma formally and after due consideration through its experienced Personnel Manager, Mr Cox. Mr Cox’s reply was by letter to Ms Sharma dated 8 November 2011. It addressed...

5. [2013] NZEmpC 152 The Salad Bowl Ltd v Howe-Thornley [pdf, 243 KB]

   ...probable; taking account of corroborative documentary records generated at the time or otherwise before the spectre of litigation arose; and the commonsense that a specialist court can bring to assessing the probabilities of interactions between human beings who are not lawyers or other relevant experts, leading to what was hoped by both to be mutually beneficial employment. [5] I have also taken into account the natural human frailties of attempting to remember, almost a year...

6. [2014] NZEmpC 60 Walker v Firth Industries [pdf, 185 KB]

   ...Walker was the site delegate for the New Zealand Amalgamated Engineering, Printing & Manufacturing Union (the union) and had been pursuing this issue for some time. One of the people present at the meeting was Vicki Donaghue, a member of the human resources department of Firth who was based at the Dunedin Plant doing training and staff development work. In the course of the meeting, Ms Donaghue referred to Mr Walker as “my nigger”. This was apparently said in jest but, as...

7. E31A Urban Design and Landscape Architecture JWS [pdf, 4.6 MB]

   ...comprising for Base B a-d and at least three of e-j, and for Bases C-G at least two of a-d and at least three of e-j: a. expression of primary and secondary building volumes with modulation of height or form; b. roof form modulation; c. provision of human scale, fine-grained detail and richness at all edges that the public will view at close range, and larger forms and elements to respond to mid and long-range viewing distances; d. visual expression of building entries; e. offsets...

8. BORA Policing Bill [pdf, 415 KB]

   Policing Bill 12 December 2007 Attorney-General LEGAL ADVICE CONSISTENCY WITH THE NEW ZEALAND BILL OF RIGHTS ACT 1990: POLICING BILL 1. We have assessed whether the Policing Bill (PCO 8297/13) (‘the Bill') is consistent with the New Zealand Bill of Rights Act 1990 (‘the Bill of Rights Act'). We understand that the Bill is to be considered by the Cabinet Legislation Committee at its meeting on Thursday 13 December 2007. 2. We have concluded that the Bill appears to

9. [2018] NZEmpC 77 Jones v Downer NZ Ltd [pdf, 482 KB]

   ...stated dates; and (e) failing to carry out work issued to him in a reasonable and timely manner. [36] The disciplinary meeting was held on 23 June 2016. 23 June 2016 meeting [37] The attendees at this meeting were Mr Dawson, Mr Gray, a human resources manager, Mr Jones and his representative. Before reaching any conclusions, Mr Gray decided not to proceed with a disciplinary investigation and, instead, to attempt to make the employment relationship functional. He ende...

10. MfE - Supplementary - T A D Ensor - Planning (18 March 2021) - Appendix A [pdf, 366 KB]

    ...the daily recording of the volume of abstraction is required anyway under the Resource Management (Measurement and Reporting of Water Takes) Regulations 2010. 4.11 National environment standards and other regulations [075] The NES for Sources of Human Drinking Water (NESDW) is potentially relevant, however I was not made aware of any adverse effects on registered drinking water supplies. The Resource Management (Measurement and Reporting of Water Takes) Regulations 2010 apply and the s4...