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1. 2024 NZPSPLA 116.pdf [pdf, 74 KB]

   ...suitable to be a certificate holder. Police advise that while Mr Rayilla was working as a security guard at a consulate, he stole money from two bags he searched and scanned. [2] Mr Rayilla’s actions resulted in him being dismissed from his security job. The people he stole the money from, and the consulate office agreed not to press charges against Mr Rayilla. They informed the police but considered Mr Rayilla losing his job together with having his security certificate cancelled w...

2. [2011] NZEmpC 109 Evolution E Business Limited v Smith [pdf, 229 KB]

   ...2009. His email stated: To Henry Norcross, I am hereby handing in my resignation from employment as Technical Manager with e://volution E-Business Ltd. My final day of work will be Friday the 13 th of February. I currently have no other job offers and will begin my job hunt once [I] return to New Zealand, [I] have however decided that my time with e://volution is over. It has been of huge value to me in working with this company and going through all of our recent strugg...

3. [2006] NZEmpC AC 65/06 McAlister v Air New Zealand Ltd [pdf, 139 KB]

   ...subjected to such detriment; or (c) retires that employee, or requires or causes that employee to retire or resign. (2) For the purposes of this section, detriment includes anything that has a detrimental effect on the employee's employment, job performance, or job satisfaction. (3) This section is subject to the exceptions set out in section 106. [75] Section 105 imports prohibited grounds of discrimination from s21(1) of the Human Rights Act 1993 and includes age as...

4. [2019] NZEmpC 123 Elisara v Allianz New Zealand Ltd [pdf, 319 KB]

   ...there was a need to report concerns about compliance. (d) The terms of Mr Elisara’s Individual Employment Agreement, requiring compliance with the rules, policies and procedures adopted from time to time and the Code of Conduct. (e) The job description for Mr Elisara’s position which (under the heading “Compliance”) required an application of business knowledge, in support of Allianz’s commitment to a compliance culture, to ensure compliance requirements are met “1...

5. Feaver v Accident Compensation Corporation (Work-Related Personal Injury) [2023] NZACC 210 [pdf, 438 KB]

   ...carried about three to four metres and placed onto a conveyor belt below waist height. [39] She described another operation as putting unbagged meat into cardboard boxes. This continued until each box weighed 27.2 kgs. She said: The three hardest jobs in my experience were bagging the legs, the wrapping job and packing the boxes at the end of the wrapping machine and then carrying them over to the conveyor belt as they were the heavier boxes. It was in the course of doing this l...

6. [2007] NZEmpC WC 27/07 Body & Ors v Secretary for Justice [pdf, 55 KB]

   ...the public sector total remuneration market. There is scope for differentials to reflect the employee’s competence ranging between 85 and 110 percent of the median. All of this is subject to affordability. [17] The policy provides for all jobs to be evaluated according to a system, assigned to a job band, and included in a salary band. Any benefits such as cars, car parking, etc are discouraged but clause 10 provides that, where agreed as part of employment agreements, these...

7. [2009] NZEmpC WC 4/09 Tse v Cieffe NZ Ltd [pdf, 39 KB]

   ...grew rapidly and by 2005 it needed urgent work done on its management system. Ms Tse was engaged to work on establishing and implementing internal systems for document management and clearing the backlog of documents but also did other jobs. [20] Ms Sajdl prepared two job descriptions which listed the duties she expected of Ms Tse. It is common ground that all but one of the listed tasks were performed by Ms Tse. As her desk was at the reception area she did some rec...

8. [2009] NZEmpC WC 4/09 Tse v Cieffe NZ Ltd [pdf, 39 KB]

   ...grew rapidly and by 2005 it needed urgent work done on its management system. Ms Tse was engaged to work on establishing and implementing internal systems for document management and clearing the backlog of documents but also did other jobs. [20] Ms Sajdl prepared two job descriptions which listed the duties she expected of Ms Tse. It is common ground that all but one of the listed tasks were performed by Ms Tse. As her desk was at the reception area she did some rec...

9. [2016] NZEmpC 80 Tribe v John Scott & Co Ltd [pdf, 108 KB]

   ...16 October visit and Mr Brink advised that a person had been appointed to the role. It seems that Mrs Tribe queried this and Mr Brink referred back to their earlier communications. Mr Tribe asked if Mrs Tribe could be considered if any other jobs came up at the company and Mr Brink confirmed she would. Mrs and Mr Tribe then left. [21] The next day Mrs Tribe raised a personal grievance through her representative. Mr Brink said that he felt as though he had been set up....

10. Muneez v Deng [2013] NZIACDT 33 (27 May 2013) [pdf, 108 KB]

    ...do so. [19.4] Ms Deng failed to keep Mr Muneez informed of information requests from Immigration New Zealand, and the result was that he could not respond to those requests. [19.5] Ms Deng failed to identify that Mr Muneez had used an incorrect job description in his Expression of Interest. [19.6] For Mr Muneez to succeed in gaining residence, an offer of appropriate employment was essential, and Ms Deng failed to inform him of this. She told him that his identified work experience a...