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1. [2020] NZSSAA 1 (7 January 2020) [pdf, 75 KB]

   ...confirmed or varied by a Benefits Review Committee. DECISION (DECLINING EXTENSION OF TIME) The issue [1] XXXX received an adverse decision from a Benefits Review Committee dated 29 January 2019. It concerned the commencement of his Job Seeker Support benefit. XXXX wanted the benefit to commence on 7 September 2018, whereas the Benefits Review Committee said 12 November 2018 was the earliest date possible, because that was the date XXXX first applied for a bene...

2. Criminal Cases Review Commission: June 2020 newsletter [pdf, 635 KB]

   ...investigating and reviewing convictions and sentences and deciding whether or not to refer them back to an appeal court. I would like to take this opportunity to thank all those who applied for Commissioner roles. We had 80 applications and it was a tough job determining the short-list, such was the quality of the people who put themselves forward. It is always the case, when there is a strong interest in a limited number of positions, that very good applicants will unfortunately miss o...

3. 2021 NZPSPLA 029.pdf [pdf, 90 KB]

   ...security was something he was suited to, and if so, to earn some money so that he could pay for the required training. Mr Poumale advises that Mr Taala is the only security guard he has engaged who did not hold a COA. [4] Mr Poumale has a day job working for another security company and prior to the latest Covid lock down was only working under his licence during weekends at Auckland bars and clubs. He usually undertook this work himself and only engaged others if more than one g...

4. Guidelines for Hearings [pdf, 331 KB]

   ...that a particular point is proven by one or other party. Evidence Evidence need not be written documents or records. A witness’ recollection of what they have personally observed is also evidence when given under oath. It is the Member’s job to decide the significance of events and this means that opinions about an issue, such as the cause of damage, can only be provided by an expert. A person is an expert when they have the qualifications or experience to provide a knowledgeable...

5. Ministry strategy 2023 [pdf, 217 KB]

   ...The Ministry has a lower turnover rate, because our people feel valued, have greater opportunities within the Ministry, are safe and know the work they do matters • Our people feel a common connection toward a shared cause and have a clear line of sight between their work and the Ministry’s goals • Our people are able to do their best job because they have the tools and physical environment they need • Leaders have the tools to support the needs of their people while balancing th...

6. 2022 NZPSPLA 18.pdf [pdf, 121 KB]

   ...conduct. [4] Mr Lafaele’s former employer has subsequently been advised that Mr Lafaele is associated with Black Power and collects debts for Black Power by using stand over tactics. They also understand that he left or was fired from his previous job with a security company after getting into an argument with his boss. [5] In his written response Mr Lafaele says he did not intend to intimidate Ms Anderson but appears to blame her for what happened. I do not accept his explanati...

7. 2024 NZPSPLA 064.pdf [pdf, 82 KB]

   ...waiver of the grounds for disqualification. In her initial response to the police complaint, she stated that she is a polite and caring person, and she promised not to act in the way that resulted in the charges she was facing while working on the job as a security guard. This was supported by her tutor who advised that she was one of the best students in her practical work and that it appeared Ms Grayling only got into trouble when she was bored and had time on her hands. [5] While t...

8. [2011] NZEmpC 8 Service v YMCA Christchurch [pdf, 243 KB]

   ...meeting. I started the meeting on a positive note with a brief about an advisory group meeting I had attended that day. Josie put the files I had given her on her desk. She told me that this incident was serious, that it could cost me my job. She stated that I was stood down for two days on full pay. I was stunned. I said that I felt this was “over the top”. I tried to explain that the incident was out of course time, that it had occurred last year and the Police had...

9. [2012] NZEmpC 153 Hayllar v The Goodtime Food Co Ltd [pdf, 265 KB]

   ...rehabilitation programme had been raised at the meeting on 29 April 2010: 43. Phil then told me that, as per the Policy, I had to undergo drug rehabilitation and that if I refused to do so, I would be disciplined and would most likely would (sic) lose my job. He told me that I would have to attend Wellesley Medical Centre’s Drug and Alcohol Rehabilitation program, but that it could take a while for the paper work to be processed. Phil also said that Goodtime had never been...

10. Auckland Standards Committee 1 v Hart [2012] NZLCDT 20 [pdf, 455 KB]

    ...support the application for EM bail and for continued interim name suppression at the District Court. Ms Thode undertook liaison and negotiations with the authorities required to prepare the reports for the EM bail and clearly did an excellent job of this because the consent of the Police was indicated in advance of this application. Similarly the continuation of interim name suppression was agreed when the further substantive evidence and submissions were filed. [81] Despite thi...