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1. International comparisons of recorded violent crime rates for 2000 [pdf, 288 KB]

   ...equivalent New Zealand offences AMERICAN DEFINITION EQUIVALENT NEW ZEALAND OFFENCES MURDER AND NON-NEGLIGENT MANSLAUGHTER Murder and non-negligent manslaughter, as defined in the Uniform Crime Reporting Program, is the wilful (non- negligent) killing of one human being by another. The classification of this offence, as for all other Crime Index offences, is based solely on police investigation as opposed to the determination of a court, medical examiner, coroner, jury, or other judicial body....

2. Regulatory Impact Statement child witnesses in the criminal courts proposed reforms [pdf, 258 KB]

   ...Child, Youth and Family); New Zealand Police; the Crown Law Office; Legal Services Agency; the New Zealand Law Commission; Office of the Children’s Commissioner; Te Puni Kokiri; Ministry of Pacific Island Affairs; Ministry of Women’s Affairs; Human Rights Commission; Families Commission; Office for Disability Issues; Office of Ethnic Affairs; and the Treasury. The Department of the Prime Minister and Cabinet was informed. Conclusions and recommendations Please refer to the A...

3. [2007] NZEmpC AC 46/07 Eurera-Morrison v New Zealand Post Ltd [pdf, 94 KB]

   ...the mail) and departing, after which the phone was gone. She did not order food or deliver any mail. They were told by the McDonalds’ manager that the phone belonged to one of its employees. [6] Mr Coker took advice from the defendant’s human relations department and was told they should advise the plaintiff of what had occurred as soon as possible and interview her as part of the investigation. He claimed that this was not a disciplinary meeting, but, in accordance with th...

4. [2007] NZEmpC WC 12B/07 Credit Consultants Debt Services NZ Ltd v Wilson & Anor [pdf, 108 KB]

   ...[36] Mr Wilson said that in his initial discussions with Mr Harrison he raised the issue of the restraint of trade clause in his contract with Credit Consultants. He told Mr Harrison that his role had been made redundant and that after talking to human resources practitioners the fact that he had been made redundant probably meant that the restraint of trade did not have any effect. He took no legal advice on this and did not show the HR practitioners his restraint clause. [37] It...

5. [2010] NZEmpC 142 Wang v Hamilton Multicultural Services Trust [pdf, 75 KB]

   ...Wang had lodged in the Authority another employment relationship problem for determination. This alleged that he had been discriminated against in his employment. Mr Wang had commenced contemporaneous proceedings by way of complaint to the Human Rights Commission. Those proceedings were unresolved at mediation. On 20 November 2009, the Employment Court ruled that despite the unresolved proceedings before the Commission, Mr Wang was entitled to pursue his personal grievance bef...

6. Regulatory Impact Statement Hague Child Protection Convention [pdf, 178 KB]

   ...The advantage of this approach is that provisions can be more easily changed. Promulgating regulations is a faster and less costly option as it would not involve the Select Committee process. 76. However, the Convention impinges on fundamental human rights in some areas and involves important issues of international co-operation. It would not be appropriate to limit public opportunity for comment or Select Committee scrutiny. It is probable that the Regulations Review Committee would...

7. [2008] NZEmpC CC 9/08 Coffey v The Christchurch Press, a division of Fairfax NZ Ltd [pdf, 70 KB]

   ...after 5 years into the position of supervisor in the sports department. He accepted that having have left as a junior and returned as a supervisor created a difficult situation and there was some resentment from older staff which was a natural human reaction. He claimed that Mr Coffey was the most difficult journalist that he had ever had to manage. [37] Mr Lammers accepted that after the mistake was fixed up life just went on and he got on with his normal work, as did Mr Coffey,...

8. [2008] NZEmpC CC 8/08 Butcher V OCS Ltd [pdf, 80 KB]

   ...plaintiff who: -has habit of taking chances & trying a smoke in out of the way areas -does not guarantee he will not be caught again. [13] At the conclusion of the meeting Mr Miller and Clive Menkin, the defendant’s general manager of human resources, agreed that the decision to dismiss the plaintiff would be suspended to enable Mr Miller to present options apparently as an alternative to dismissal. On 4 November 2005 Mr Miller wrote to Mr Menkin expressing the view that...

9. Floyd v The Proprietors of Hauhungaroa 2C Block Incorporation Committee of Management - Hauhungaroa 2C Incorporation (2014) 325 Aotea MB 42 (325 AOT 42) [pdf, 229 KB]

   ...redundant. [25] In relation to the employment situation with farm manager Mr Floyd, discussions had commenced with him in 2010 regarding alterations to his employment agreement, and during this time the committee sought professional advice from a human resources consultant. Mr Floyd was given notice requiring him to take his annual leave owing from 18 March 2011 and return to work on 13 December 2011. An acting farm manager was appointed during this time. Mr Floyd was advised...

10. [2015] NZEmpC 214 Goel v Director-General for Primary Industries [pdf, 135 KB]

    ...issues [11] Mr Goel said in evidence that he received good performance reviews throughout his two years of service. His last report, for July 2012, was produced. In answer to a question from the Court, Mr Luke Southorn, MPI's Director of Human Resources (HR), summarised the report as indicating, "somebody who is making good progress, having not yet reached what I'd call performing the role to the full requirements of the job." [12] In his evidence, Mr Stew...