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1. E91 Kurt Grant - Construction Methodology - RE – Applicant [pdf, 9.5 MB]

   ...Guide for Land Disturbing Activities in the Auckland Region, June 2016, Guideline Document 2016/005. GWMCP Groundwater Monitoring and Contingency Plan HDPE High Density Polyethylene IVHEMP Inner Viaduct Harbour Environmental Management Plan JSEA Job Safety Environmental Analysis MPDPM Management Plan for Dredging and Placement of Mudcrete MPI Ministry for Primary Industries MWEP Mana Whenua Engagement Plan NCR Non Conformance Report NSMP Navigation and Safety Management Pla...

2. Deloitte report: Assessment of business compliance costs of the indicative anti-money laundering regulatory requirements [pdf, 2 MB]

   Ministry of Justice New Zealand: Assessment of business compliance costs of the indicative anti- money laundering regulatory requirements July 2008 This report has been prepared on the basis of limitation set out on page 4. New Zealand Assessment of Business Compliance Costs of the Indicative Anti-Money Laundering Regulatory Requirements Contents Executive Summary...............................................................................

3. [2007] NZEmpC CC 28/07 B & D Doors Ltd v Hamilton [pdf, 77 KB]

   ...meeting on 28 November 2003 that Mr Columb might have been responsible, Mr Hamilton said in his evidence to the Court that he was not suggesting that Mr Columb had made anything up. Mr Hamilton suggested in his evidence that Mr Fisher wanted his job as manager of the wooden doors department but he later agreed that Mr Fisher already had an equivalent position in the sectional doors department of the business. In any event, the proposition that Mr Fisher was responsible for alterin...

4. [2007] NZEmpC CC 13A/07 Abernethy v Dynea NZ Ltd [pdf, 107 KB]

   ...February. He read them through with his wife. They were not happy with the record. They thought they were being pushed into accepting an exit package, and that the settlement figure was not enough to compensate him for the loss of his job. Also because his ACC had been extended, if he resigned as at 23 February, this could affect the ACC payments he was to receive. This was the first time he had seen the terms written down and he thought they were not fair or reasonab...

5. [2007] NZEmpC AC 12/07 CE of Unitec Institute of Technology v Henderson [pdf, 105 KB]

   ...Unitec was neither involved in nor aware of this agreement at the time it was entered into by Mrs Nummy and Ms Henderson. [8] Despite that agreement, Mrs Nummy appeared to Ms Henderson to be on the Unitec campus more frequently than her part-time job required. Ms Henderson believed that Mrs Nummy had spread rumours about her among other staff. There was some evidence to support this belief of a state of affairs that was difficult to prove as neither of the Nummys was called as a w...

6. [2010] NZEmpC 120 Musa v Whanganui DHB & Anor [pdf, 83 KB]

   ...the individual Board Member for any liability which it incurs. 10.5 The risk that the individual Board Member will not be entitled to the statutory protections which may otherwise be available. [13] On 18 May 2007 the then new board Chair, Kate Joblin, wrote to Mr Solomon about her concerns at the latter’s actions which appeared to have contravened the Board’s code of conduct about public statements and his level of attendance at board meetings. A special meeting of the full b...

7. [2012] NZEmpC 19 Warmington & ONeill v AFFCO NZ Ltd [pdf, 214 KB]

   ...[10] There is no dispute that Mr Ogg had pre-contractual discussions with each of the plaintiffs. What is in dispute is what was said. I return to this later. [11] In early 2011, Mr O‘Neill was approached by Silver Fern Farms and offered a job. He advised his manager of this and was offered a substantial increase in his salary as an incentive to stay with AFFCO. AFFCO invited him to sign a new agreement which included two changes, first to reflect the rise in salary and second...

8. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

   ...will be practicable and that she is entitled to this primary remedy, even after the necessarily long delay in determining her claims. I conclude that Ms Sefo should be reinstated to her former role as a mussel opener. There is no higher paid job in the fish processing industry for which Ms Sefo would be qualified and experienced. She has not been able to earn wages at the same level in other work she has undertaken since being dismissed. There is a strong statutory incentive for...

9. [2012] NZEmpC 168 Service and Food Workers Union Nga Ringa Tota Inc v Sanford Ltd [pdf, 185 KB]

   ...tasks, both around the plant and on local community projects, for which Sanford continued to pay them. The plant upgrade included more mechanisation for which staff had to be trained and there must have been a degree of uncertainty about how their jobs might be affected when the plant reopened. These events also contributed to a disinclination to address collective bargaining during that period. [65] There is no evidence that the parties agreed about the state of their bargaining...

10. [2013] NZEmpC 97 Transpacific Industries v Harris and Green [pdf, 238 KB]

    ...Immediately before joining the plaintiff he worked for another company known as Remondis Metro Waste (formerly known as Metro Waste) and before that he was a sales representative for a coffee company. Mr Harris did not apply for an advertised job with Transpacific. Through an industry contact, he talked to Transpacific’s sales manager and was offered a position. His base salary at Transpacific was higher than that which he had received at Remondis and the prospect of higher com...