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1. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

   ...and, by implication, that future similar situations will be dealt with differently. I accept this to be a responsible and genuine reaction by the company to the findings made against it. The evidence establishes that the Sealord group has expert human relations and legal resources within the company that would be applied to any future allegations of the sort that led to Ms Sefo’s dismissal. [70] It is unlikely that Mr Barr, as factory manager, would alone have to deal with sim...

2. [2009] NZEmpC AC 15/09 Air New Zealand Ltd v V [pdf, 95 KB]

   ...saw no reason to be alcohol free. Dr Powell concluded subsequently: “Myself, I am unsure whether he is chemically dependent and I believe that only time will tell”. [80] The defendant met with Mr Ward and Martha Gibbons, the plaintiff’s human resources consultant, on 24 October 2006. At this and subsequent meetings with company management, the defendant had a union representative to assist him. The defendant said he was not happy with some of Mr Green’s conclusions. H...

3. [2006] NZEmpC WC 15/06 OCS Ltd v Food Workers Union Inc [pdf, 108 KB]

   ...Some required the assistance of an interpreter to give their evidence. All have English as a second language, all are women. [12] On 25 May 2005, at the commencement of collective bargaining negotiations with the union, OCS’s general manager human resources, Mr Clive Menkin, advised John Ryall, then regional secretary of the union, that OCS was looking to implement the Panztel finger scanning system at Wellington Hospital. Although he was not called as a witness, Mr Ryall all...

4. [2007] NZEmpC AC 26/07 Eastern Equities Corp Ltd t/a Farmers Transport Ltd v Bright [pdf, 107 KB]

   ...discussion along these lines appears to have some corroboration in Mr Kelsey’s notes of the meeting on 15 September. Mr Kelsey then responded with the letter of the same date to which I have already referred. Submissions [35] The company’s Human Resource Policy & Procedures Manual contains quite elaborate directions to the manager who undertakes performance appraisals. It also sets out a process with vertical flow charts as to how poor performance leading to final dismis...

5. [2012] NZEmpC 168 Service and Food Workers Union Nga Ringa Tota Inc v Sanford Ltd [pdf, 185 KB]

   ...know...” 6 [52] The only academic study of bargaining facilitation in New Zealand is contained in a paper by Ian McAndrew entitled “Collective bargaining interventions: contemporary New Zealand experiments” in The International Journal of Human Resources Management. 7 Dr McAndrew’s sample was of 14 facilitations in 6 Not be taken literally – both parties expressed their confidence in, and admiration for, the mediators....

6. ENVC Hearing 6Oct14 WML reply Mark Appeldoorn tracked [pdf, 718 KB]

   ...in the peak assessments for potential reducing learned marina user travel times, for example, where marina users elect to avoid the peak ferry arrival times of their own voluntary accord. It follows that any effect resulting from this type of human action would be to further reduce effects in on Ocean View Road and in the keyhole. 18. Similarly, the enquiry in the evidence of Mr Karndacharuk7 and Mr Blom8 as to the potential additive or cumulative effect of traffic bunching...

7. ENVC Hearing 6Oct14 WML rebuttal Mark Apeldoorn [pdf, 718 KB]

   ...in the peak assessments for potential reducing learned marina user travel times, for example, where marina users elect to avoid the peak ferry arrival times of their own voluntary accord. It follows that any effect resulting from this type of human action would be to further reduce effects in on Ocean View Road and in the keyhole. 18. Similarly, the enquiry in the evidence of Mr Karndacharuk7 and Mr Blom8 as to the potential additive or cumulative effect of traffic bunching...

8. ENVC Hearing 6Oct14 WML reply Mark Appeldoorn final [pdf, 717 KB]

   ...in the peak assessments for potential reducing learned marina user travel times, for example, where marina users elect to avoid the peak ferry arrival times of their own voluntary accord. It follows that any effect resulting from this type of human action would be to further reduce effects in on Ocean View Road and in the keyhole. 18. Similarly, the enquiry in the evidence of Mr Karndacharuk7 and Mr Blom8 as to the potential additive or cumulative effect of traffic bunching...

9. [2013] NZEmpC 133 2013 Dolev v Netafim Australia Pty Ltd [pdf, 186 KB]

   ...the employment agreement. However, none of the emails contained any bilateral confirmation that long service leave would discontinue for future service with Netafim from that point. Mr Schneider has misunderstood Mr Dolev’s comment to the Human Resources Manager in the email dated 10 February 2006. [49] Both counsel in their submission referred to the principles applying to contractual interpretation. They referred to Vector Gas Ltd v Bay of Plenty Energy Ltd, 3 and a consi...

10. Canterbury Westland Standards Committee v Simes [2012] NZLCDT 4 [pdf, 194 KB]

    ...was able to give legal advice regarding the direction or management of proceedings that were reserved areas of work.18 In the case of an incorporated law firm employees would have to be involved in giving the advice (a company operates through its human employees) and there is no requirement that such employees be lawyers. The requirement is only that the incorporated law firm be controlled by a lawyer. [78] As a consequence, Mr Gorringe submitted, the purpose of Section 24 must be t...