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1. BORA Equal Pay Amendment Bill [pdf, 291 KB]

   ...Relations Act 2000. 6. The purposes of the Bill are to: a. improve the pay equity system and eliminate and prevent discrimination, on the basis of sex, in the remuneration and employment terms and conditions for work done within female-dominated jobs; b. provide a simple and accessible process for claimants to progress a pay equity claim; and c. promote the enduring settlement of claims relating to sex discrimination on pay equity grounds. 7. To that end, the Bill: a. establis...

2. Guide to virtual meetings - Behavioural Science Aotearoa [pdf, 308 KB]

   ...of goals your meeting might have: 1. To make a decision e.g. who do we hire? 2. To discuss the merits of an idea e.g. should we publicly release this how to guide? 3. To brainstorm ideas e.g. what qualities are we looking for when we put out a job advert? Propose a process to achieve the goal of the meeting Agreeing on a process to achieve the goals you set out significantly increases meeting effectiveness, yet leaders rarely do it. Below is an example of what the process could loo...

3. [2022] NZEmpC 222 Gumbeze v The Chief Executive of Oranga Tamariki [pdf, 225 KB]

   ...extension of time. The prejudice relied on by Oranga Tamariki was that since the investigation its witnesses have been promoted and requiring them to be available to give evidence would have a deleterious impact on the performance of their new jobs. Anna Palmer, Oranga Tamariki’s Regional Manager for Central, North and West Auckland, explained that its witnesses now hold senior roles with increased responsibilities. [31] Ms Palmer explained that all three witnesses invested...

4. [2022] NZIACDT 30 - ZK v Li (19 December 2022) [pdf, 200 KB]

   ...here. [5] Mr Li is a director of Ursacorp Consulting (Ursacorp), of Auckland. [6] The complainant, a national of China, was working in New Zealand in the travel industry. She approached Mr Li in April 2018 seeking advice as to whether her job could be considered skilled employment for residence. His advice was encouraging. However, the remuneration structure was complex. Her retainer was $3,500, but her employment conditions also provided for an assured income level of $55,0...

5. CF v EX [2021] NZDT 1623 (13 July 2021) [pdf, 194 KB]

   ...contract to arise, even where the other elements of a contract exist. Whether this is so is dependent upon the facts as it appears to an objective observer. 6. It is clear from all the facts that there was agreement between the parties about what the job was to entail, how the cost of the work was to be calculated, and that CF was to pay. However EX asserted at the hearing that because the two were friends and the work was done at “mates rates”, that in effect, he should not be l...

6. [2022] NZIACDT 3 - IL v Khetarpal (10 February 2022) [pdf, 140 KB]

   ...concerning the complainant’s visa application. Ms Khetarpal responded on 17 July 2019. 3 [8] On 2 August 2019, Immigration NZ wrote to Ms Khetarpal raising concerns regarding the complainant’s work visa application. It was noted that the job offer did not substantially match the relevant ANZSCO occupation as a chef, but matched the occupation of cook. Furthermore, her income appeared to be less than the minimum threshold. Accordingly, the complainant might not meet th...

7. ORC - Melanie Heather - Evidence in Reply - 11 March 2022 [pdf, 146 KB]

   ...evidence in chief. I note that Mr McIntyre agrees with a number of the practical issues with the existing RPW provisions that I raised in my evidence in chief. At paragraph 48, he accepts that the PC8 framework makes the ORC compliance team’s job easier and more effective in managing discharges, but maintains that the duplicated monitoring between ORC and QLDC is not the most efficient approach to managing discharges. Ms Boyd’s evidence in reply addresses the alleged duplica...

8. [2024] NZEnvC 074 GI Finlay Trustees Ltd v Western Bay of Plenty District Council [pdf, 175 KB]

   ...accept that the argument regarding the consequences for tenants was unmeritorious. As the Court found, no tenant had made any attempt to find alternative premises and, as such, the argument that businesses would close and people would “lose their jobs and livelihood” lacked substance. This line of argument did not significantly increase the length of the hearing or the Council’s costs but was spurious. [21] With respect to the submission that the Appellants should not hav...

9. TL v OC Ltd [2023] NZDT 775 (14 December 2023) [pdf, 235 KB]

   ...evidence as a whole: a. 3 x 10L pails of [Product 1] were purchased by OC Ltd, well before the painting was completed. CI0301_CIV_DCDT_Order Page 3 of 5 b. At least 2.5 x 10L of [Product 1] were used, as TL had half a pail left at the end of the job. c. At least a further 4 x 10L of product were likely necessary to complete the ‘painting’ work. d. As H invoiced OC Ltd for ‘extras’, it is likely that H purchased the additional product that was used, although there is no...

10. P Ltd v W Ltd [2024] NZDT 16 (17 January 2024) [pdf, 254 KB]

    ...witness noted that the day was not particularly windy. d. The model of leaf blower used by the employee was a Stihl BG 50, a relatively lightweight, low powered, domestic model. The evidence was that this was used as it was suitable for the job, and as the employee, who is now retired, was a man in his 70s. NL disagreed that the leaf blower was a low powered model but has presented no evidence of this. I accept W Ltd’s evidence of the model used. e. Sand grains are small and ve...