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1. [2025] NZEmpC 48 Brown v The Clinician Holdings Ltd [pdf, 287 KB]

   ...[13] Mr Brown says that Mr Tenenbaum repeatedly committed to putting the agreement reached on 14 April 2022 in writing. Mr Tenenbaum denies making any such commitment. [14] On 3 May 2022 Mr Tenenbaum’s assistant, Oanh Nguyen, prepared a job description for the CFO role and sent it to Mr Tenenbaum with a message asking whether it should be sent to Mr Brown for a review. Mr Tenenbaum responded that he would “like to have a think before we share it with [Mr Brown] for his com...

2. Turner v Auckland Council [2012] NZWHT Auckland 36 [pdf, 327 KB]

   ...supervisor/project manager/ builder/site foreman. [87] Capstone and Mr Donaldson deny this. They have said that Ms Tressider was the project manager and that she engaged and Page | 27 paid the sub-trades herself. This was unlike other jobs undertaken by Capstone, where they would usually organise sub-contractors. [88] Capstone and Mr Donaldson claim that they had a very limited written contract with Ms Tressider to construct the structural shell of the house on...

3. [2016] NZEmpC 111 MUNZ v The China Navigation Co Pte Ltd [pdf, 505 KB]

   ...successful. The letter of advice set out core terms and conditions of employment relating to rates of pay, working hours, annual holidays and the provision of a uniform. Subsequently, the new contractor wrote again to the employees enclosing a job description, a proposed individual employment contract and further uniform details. [51] A union representing the employees sought a meeting with the management of the new contractor at which the union presented a draft collective agreem...

4. Taylor v Corrections [2018] NZHRRT 35 [pdf, 308 KB]

   ...targeted by sexist or sexual slurs. While this is a less extreme threat than physical violence, it can be very distressing. No staff in any organisation should be unnecessarily exposed to this type of harassment simply as a result of doing their job. Further, in the Corrections context, the fear of the harassment escalating to physical violence is also very real. [52] The additional challenges posed by offenders with mental illnesses creates a further layer of unpredictable and at tim...

5. [2023] NZEmpC 89 A Labour Inspector of the Ministry of Business, Innovation and Employment v Prisha’s Hospitality (2017) Ltd T/A Royal Cambridge Indian Restaurant [pdf, 787 KB]

   ...Prisha’s Royal Cambridge was a private business operating for profit. The evidence is that Mr Kalra was looking for paid work when he contacted Prisha’s Royal Cambridge; he went through a recruitment process and was offered the restaurant manager job just a few weeks before the Royal Cambridge Indian Restaurant opened. From 15 December 2017, Mr Kalra worked managing the Royal Cambridge Indian Restaurant. Although he was working with another manager until 10 March 2018, his dut...

6. Pryazhnikov v New Zealand Police [2024] NZHRRT 49 [pdf, 471 KB]

   (1) ORDER PROHIBITING PUBLICATION OF THE NAME AND IDENTIFYING DETAILS OF A THIRD PARTY REFERRED TO IN THIS DECISION (2) ORDER PREVENTING SEARCH OF THE TRIBUNAL FILE WITHOUT LEAVE OF THE CHAIRPERSON OR DEPUTY CHAIRPERSON REDACTED DECISION OF TRIBUNAL1 1 This decision is to be cited as Pryazhnikov v New Zealand Police [2024] NZHRRT 49 Note publication restrictions. IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2024] NZHRRT 49 I TE TARAIPIUNARA MANA TANGATA REFERENCE NO. HRRT 028/2019

7. [2024] NZEnvC 282 M & L Taylor Partnership v Queenstown Lakes District Council [pdf, 7.4 MB]

   ...10/10/24Lots 1 & 2 being a Subdivision of Lot 2 DP 15139 (622 Ballantyne Road, Wanaka) CSNZ TH6 CONSULTING SURVCVORS OF N£UU Z6RLRNDScale: Sheet: 1 : 1,250 @ A3 1 Of 1A DIVISION OF THE NEW ZEALAND INSTITUTE OF SURVEYORS Surveyed: Drawn: Datum: Job #: Rev: Lindis Peak 2000ST 01/04/22 ST 03/06/22 21168 S1 B + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + ++ + + + + + + ++ + + + + 9 Red Beech Trees 2-3m tall planted 2022 ext...

8. [2015] NZEmpC 171 Nisha v LSG Sky Chefs New Zealand Ltd [pdf, 488 KB]

   ...Ms Alim said she was not meeting her financial obligations, which placed stress on her and her family. She explained that she had suffered from depression which resulted in her seeing a counsellor. The counsellor told her she should leave her job because of the effect it was having on her. Regarding her resignation, Ms Alim also met with Ms Park, who spoke to her informally. Again, Ms Alim did not explain why she was leaving. [64] At the time of resignation Ms Alim decided to...

9. [2018] NZEmpC 60 FGH v RST [pdf, 720 KB]

   ...considering particular causes of action. Mid 2013 – mid 2015 [21] After working for RST on a temporary basis for some months in 2010 and 2011, Ms H commenced working for the organisation in a permanent role in early February 2012. Her job required her to work in one of several teams of about eight members, each of whom was responsible for the processing of applications made by members of the public, and once assessed and if appropriate, issuing a formal document to an appli...

10. Kaupapa Maori responses to violence against wahine Maori [pdf, 965 KB]

    ...Tamariki took the kids. They gave the kids to him, an abusive partner with a protection order against him. She has worked really hard to get them back. She did all the programmes, domestic violence, budgeting, counselling. She got a house, she got a job. He is still doing all this violence with his new partner…and he still has the kids. Barriers in supporting whanau - Exclusion from court processes and prison programmes Kaupapa Māori providers encountered the justice system ex...