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1. 2025 NZPSPLA 045 pdf [pdf, 91 KB]

   ...agents or providing greater support to workers. As previously stated, Mr Kumar should have had better processes in place to ensure his Indian agents acted legally and competently so that the immigrant workers recruited were the right people for the job. He should have put more training and ongoing support and supervision in place for his workers. SSSL was not equipped to provide the training, and support, or the hours of work contracted for the number of people they recruited from oversea...

2. 2024 NZPSPLA 120.pdf [pdf, 89 KB]

   ...Leon Rihia and Michael Downward. He has proved to us that he is more than capable in these areas of work! [7] There is no dispute that this letter was incorrect. While there may have been a future intention for Mr Tulloch to commence on the job training it did not happen. He did not do any training in the relevant classes with Senjo Security, and he was not capable, trained or experienced in the classes of repossession agent, private investigator, or security consultant. CIPU there...

3. Working group

   ...working group I hope to contribute some of the experience I have gained from my career as a human resources specialist, coach, facilitator and mediator and general manager in the professional services and charitable sector. My current role or “day job” is as the Chief Executive of Rural Women New Zealand, a for purpose organisation that works to strengthen, support and connect rural communities. Having worked with conflict resolution professionals, as the Chief Executive of LEADR NZ (now pa...

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   1. Justice sector & policy >
   2. Key initiatives >
   3. Improving Access to Civil Justice

4. What to expect when you appear in court

   ...incident you want to complain about. Only complaints received in writing will be dealt with. The complaint must include all of the following information: your name, address and contact number the interpreter’s name the date and place of the interpreting job a description of the breach you are complaining about. Back to top

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   1. Courts >
   2. Going to court >
   3. Going to court without a lawyer >
   4. Representing yourself in a civil case in the District Court

5. How to fill in the paper form

   ...your record will automatically be concealed under the Clean Slate scheme. However, sometimes you need to give your full record, including convictions that have been concealed. For example, you might need a full record when you’re: applying for some jobs (such as police, prison or probation roles) involved in court cases or tribunal hearings travelling to certain countries – check with the embassy or consulate of the country you want to travel to. In most cases it is against the law for an...

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   1. Criminal record check >
   2. Get your own criminal record

6. [2013] NZEmpC 207 Nee Nee v C3 Ltd [pdf, 139 KB]

   ...night. 3. I did accept that I did drink on the night, and should have immediately admitted that I did so, when I had the first opportunity at the disciplinary meeting. 4. I regret that I did not do that. I panicked as I was worried about my job. Both myself and my family will be hugely affected if I am dismissed from my job. 5. I would like to apologise to the Company, not only for the events of the night, but also for not stating the full story when I first had the oppor...

7. AA v BK, BL & BM LCRO 264 / 2012 (25 July 2013) [pdf, 184 KB]

   ...offered his opinion on the various factors to be given weight in accordance with the Principles of Charging referred to at paragraph [85]. [89] Mr XZ's approach was somewhat different. While agreeing with Mr XY that the time spent on a job at the relevant hourly rate would tell you what the job cost you, he argued that it does not tell you what the job is actually worth. To find that out, he said you need to assess the value of what you are doing for the client, and that re...

8. LCRO 60/2017 NV v GW (31 July 2017) [pdf, 191 KB]

   ...requirement) at a figure that recognises the financial pressure that Ms NV was under. [78] If there was any room for uncertainty as to whether Ms GW was requiring a retainer to be paid in advance, or whether she was providing a firm estimate for the job, any scope for confusion must surely be eliminated by Ms GW’s indication that potential costs would be significantly influenced by factors uncertain, specifically whether there was prospect of the matter being settled or whether th...

9. Evidence Brief: Supervision and Intensive Supervision [pdf, 370 KB]

   ...a probation officer as falling somewhere between ‘probation is not casework’ and ‘probation is casework’. He found probation officers tended to define their work in one of many ways: • as law enforcers – primarily seeing their job as helping the offender comply with a court order • as time servers – those who perform their role without vocational interest in probation; their duties are performed minimally and methodically • as therapeutic agents – pr...

10. [2019] NZEmpC 73 Kazemi v Rightway Ltd [pdf, 446 KB]

    ...opportunity that the Programme seemed to offer and she met with Mr Sheehan and with the Recruitment Manager with whom she had previously dealt. [22] The meetings Ms Kazemi had with Mr Sheehan and with the Recruitment Manager were not in the nature of a job interview; rather they were informal discussions over coffee at which the basis for the Programme and its perceived benefits were explained to Ms Kazemi. Mr Sheehan gave evidence of explaining that the Programme enabled the RP...