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1. Ngati Pahauwera Affidavits 2 of 4 [pdf, 11 MB]

   6 Vilma Hape photo 23: Raupunga School Beach trip to Mohaka 1999 - driftwood teepee and parent Vilma Hape photo 24: Raupunga School Beach trip to Mohaka 1999 - fire with children and parent, note fire is contained with rocks for safety 6 Vilma Hape photo 23: Raupunga School Beach trip to Mohaka 1999 - driftwood teepee and parent Vilma Hape photo 24: Raupunga School Beach trip to Mohaka 1999 - fire with children and parent, note fire is contained with rocks for safety Page 158

2. [2016] NZEmpC 65 Caffe Coffee (NZ) Ltd v Farrimond [pdf, 418 KB]

   ...……………………………………………………………………………. [233] Introduction [1] Whilst an employee of Caffe Coffee (NZ) Limited (Caffe Coffee), which operates a coffee roasting business, Mr Sune Farrimond decided to leave his job to establish a business which would also undertake coffee roasting. After he did this, Caffe Coffee became aware of the extent of the new operation and concluded that Mr Farrimond had breached numerous employ...

3. [2019] NZEnvC 049 Haines House Haulage Northland v Whangarei District Council [pdf, 3.5 MB]

   jSEFORE THE ENVIRONMENT COURT I MUA I TE KOOTI TAIAO 0 AOTEAROA Court: IN THE MATTER AND BETWEEN AND Decision No. [2019] NZEnvC 4 '1 of the Resource Management Act 1991 of an appeal pursuant to s 120 of the Act HAINES HOUSE HAULAGE NORTHLAND LIMITED (ENV-2018-AKL-12S) Appellant WHANGAREI DISTRICT COUNCIL Respondent Environment Judge J A Smith Environment Commissioner R M Dunlop Environment Commissioner S K Prime Hearing: Whangarei, 10-12 December 2018, incl

4. Youth Court research: experiences & views of young people, their families and professionals [pdf, 719 KB]

   ...repercussions for bail breaches could signal to young people that they would not be held accountable for breaches. A few young people reported more significant effects, such as reflecting on their behaviour and how it affected others, gaining a job, or enjoying a programme placement. These impacts may be related to factors outside of the court, as well as bail conditions. Professionals considered young people to be held to account by meeting the victim at their FGC, attending spec...

5. National Panui May 2021 [pdf, 531 KB]

   Contents: Applications for hearing in MAY | HARATUA 2021: ISSN 1175 - 8120 (Print) ISSN 2463-3763 (Online) www.mäorilandcourt.govt.nz www.mäorilandonline.govt.nz MAY | HARATUA 2021 The purpose of the National Pänui / Te Pänui ä Motu is to provide notice to interested parties of hearings being conducted in, and applications received by, the Mäori Land Court. Only applications and sittings that were confi rmed at the time of this publication are listed. For more information, plea

6. [2008] NZEmpC WC 18/08 Arthur D Riley & Co Ltd v Wood [pdf, 67 KB]

   ...also considered that he had no confidence she would not repeat this behaviour given the previous warnings given to her and the fact that this breach was during the currency of one of those warnings. [37] Miss Wood said the impact of losing her job was significant. She had broken up with her partner at the time and had no income but a number of financial commitments. She found it difficult to get work, suffered from a loss of confidence and self-esteem. She is now in employment....

7. [2008] NZEmpC CC 13/08 ANZ National Bank Ltd v Svensson [pdf, 64 KB]

   ...will amount to a breach of the agreement which may only be justified if the change is technical or inconsequential. 3. Where an employment agreement permits the exercise of management prerogative to alter an employee’s working conditions or job description, the employer must act reasonably and fairly before making such changes4 and the employee may not unreasonably withhold their agreement. 4. If a dismissal or disadvantage occurs as a result of the failure of an employee to...

8. International Covenant on Civil and Political Rights - summary record 3rd report [pdf, 35 KB]

   ...voluntary system, she said the Committee would be interested to learn whether the new system was being systematically monitored to ensure that wage differentials between men and women were actually being reduced. She also inquired how gender-neutral job evaluation was to be carried out under the new system and what machinery was in place for dealing with violations. 26. Mrs. HIGGINS asked for more details about the proposals for settlement of claims by the Waitangi Tribunal, and specifically w...

9. [2015] NZEmpC 224 Rothesay Bay Physiotherapy (2000) Ltd v Pryce-Jones [pdf, 143 KB]

   ...prior to Ms Pryce-Jones’ work visa being approved. [16] Taken on its face, the employment agreement indicates an intention that the parties would enter into an employment relationship as at mid 2008. Schedule One of the agreement set out the job position (as staff physiotherapist), that Ms Pryce- Jones would report to Ms Bomer and would carry out her duties at the RBP premises. Her hourly rate was to be $60, with usual hours of work of between 30 to 40 hours, with additional hour...

10. [2015] NZEmpC 225 Lumsden v Skycity Management Ltd [pdf, 206 KB]

    ...the agreement by treating matters arising out of the plaintiff’s past employment with Skycity as not fully and finally settled. This was done by using allegations made against the plaintiff to his prejudice when considering his subsequent job application. … 2 Skycity breached its duty of good faith as provided by the Employment Relations Act, s 4(1). This was done by way of Skycity’s agreement to clauses 10 and 14, followed by its breach of both clauses at the first...