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1. NLT v Coetzee [2020] NZIACDT 7 (10 February 2020) Sanctions [pdf, 122 KB]

   ...Coetzee from India, but came to New Zealand while she was acting for him. [7] In addition to immigration services, Ms Coetzee acted for the complainant in relation to employment consultation services. It was Ms Coetzee who found the complainant a job as a health professional at a health centre in a tourist location in New Zealand. [8] On 4 December 2015, Ms Coetzee filed an application with Immigration New Zealand for a work visa for the complainant. The visa was approved on 1...

2. Dixon v Accident Compensation Corporation (Employment Status at time of Incapacity) [2023] NZACC 170 [pdf, 223 KB]

   ...Rehabilitation and Compensation Amendment Bill (Number 2) 2007 which enacted clause 43. The explanatory note said: Lengthening extended employee status Currently, most claimants are not eligible for weekly compensation if they are between jobs or on unpaid leave or are injured more than 14 days after stopping work. The Bill extends eligibility for weekly compensation for those claimants to 28 days after stopping work. The proposal reduces uncertainty for the majority of peopl...

3. The Impact of the Prostitution Reform Act on the Health and Safety Practices of Sex Workers Report [pdf, 819 KB]

   ...this, yet in in-depth interviews, participants from all sectors spoke of the frequency of this request. Most survey participants reported telling clients that it was the law that they had to use condoms and over half reported refusing to do the job if the client persisted. Male sex workers were more likely than female and transgender sex workers to report doing the job but charging the client more. Rights under the Act • Over 90% of survey participants were aware that they h...

4. [2021] NZEmpC 186 Restaurant Brands Ltd v Gill [pdf, 349 KB]

   ...to fill the position. Third, if New Zealanders were not considered suitable for the role, it would need to be explained why, including details as to how many candidates had been considered, why they could not perform the duties described in the job description, and why they were not able to be trained. For the purpose of these questions, the employer would need to show it had conducted a “labour market test”. [17] RBL’s restaurant roles were not on INZ’s skilled migrant li...

5. Rhodes v Accident Compensation Corporation (Personal Injury) [2022] NZACC 194 [pdf, 218 KB]

   ...these movements will dynamically narrow her ischiofemoral impingement. I am sure that Dr Rod Nicholson would agree that it would considerably less likely that Melinda would suffer from ischiofemoral impingement if she had a sedentary office job. With the application of common sense, I think we can all agree that it is more likely than not that Melinda’s job as a personal trainer is contributing significantly to her ischiofemoral impingement. I am sure that Dr Rod Nicholson wo...

6. 2022 NZPSPLA 035.pdf [pdf, 97 KB]

   ...to the incident in April. He thinks that some people in his wider family and/or acquaintance group have some form of association with gangs, but he is not sure how much as he has nothing to do with it. [7] MA says he was stood down from his job because of the charges and then when his COA was suspended he could no longer get security work. He has therefore not had a job and has faced considerable uncertainty up until now which has been very stressful. He was offered a job but knew...

7. OIA Ex-prisoner employment [pdf, 212 KB]

   ...additional Police vetting may be required. Any formal offer of employment made in writing is subject to the pre-employment checks, including a criminal record check. 2. Does the MoJ allow ex-prisoners in third party companies to work on external jobs/contracts for it? 2a. If there are restrictions to the capacity/types of job - what are they? 2b. If the MoJ don’t allow this, why? 2c. How does the MoJ monitor the staff of third party companies who may be working on the MoJ contrac...

8. 2023 NZPSPLA 058 [pdf, 90 KB]

   ...that Mr Mulock-Houwer does not hold the necessary training and experience to hold a licence as a security consultant and security technician. Concerns were also raised by the complainant as to Mr Mulock-Houwer’s workmanship on one of the security jobs he completed without a licence. [4] Mr Mulock-Houwer contests the assessment of his workmanship on the security job. I accept that some of the complainant’s criticisms of this job was not Mr Mulock-Houwer’s responsibility. I also...

9. DP v VK Ltd [2014] NZDT 753 (28 November 2014) [pdf, 93 KB]

   ...he did the work as instructed to by CC. The first he heard about authority or otherwise was when he received an abusive call from BB in which he said he would not be paying as he had not authorised the work as there was no Order number for the job and in any event it was a poor job. [15] BB says that CC did not have actual authority to contract with someone in this way. He says that CC’s employment contract is silent on the matter of what sorts of contracts he was able to agree...

10. [2021] NZEmpC 13 Edwards v Recreational Services Ltd [pdf, 206 KB]

    ...employed; Recreational Services argued that he was only ever a casual employee. A decision about the nature of his employment was determinative of most of his claims.3 [3] According to the Authority’s determination, Mr Edwards applied for a job with Recreational Services as a lawn mower operator, in a position of fixed duration.4 Having applied for that job, he was offered another job weed spraying. Work began on 26 September 2016 and his employment ended on 7 December 2016 fol...