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1. Gender Pay Gap Action Plan 2020 - full version [pdf, 526 KB]

   ...develop strategic initiatives to further reduce the gap. Current state Tāhū o te Ture and Te Arawhiti have a pay band structure that enables us to establish the internal relativity of our positions by comparing and assessing positions according to job size. Positions are allocated to salary bands using either the Hay Group job sizing evaluation system or by comparison with other positions. Job size considers factors that add to the complexity of a position, such as: • knowled...

2. [2023] NZEmpC 199 Breen v Prime Resources Company Ltd [pdf, 209 KB]

   ...Schirnack, counsel for Prime Resources Company Limited Judgment: 15 November 2023 JUDGMENT OF CHIEF JUDGE CHRISTINA INGLIS Introduction [1] Mr Breen was employed by Prime Resources Company Ltd (the company) in April 2021. His job was directed at selling off-the-plans apartments for the company. Less than four months after Mr Breen’s appointment, COVID-19 struck. The country went into lockdown in August 2021. Mr Breen immediately advised Mr Chung, the...

3. [2025] NZIACDT 20 – EI v Liu (3 March 2025) [pdf, 119 KB]

   ...in processing the visa application. He acknowledges his negligence, but this does not equate to liability for financial compensation. The complainant should seek justice from the agent who took his money and the employer offering the fraudulent job. It would not be fair or just to seek compensation from him. He is being targeted as the easiest party, rather than holding the actual wrongdoers accountable. He accepts sanctions for his negligent practice, but not liability for the c...

4. OIA-Tauranga Courthouse [pdf, 4.5 MB]

   ...T: +64 9 370 8000 F: +64 9 370 8001 E: aklmail@ghd.co.nz W: creativespaces.co.nz 1 Project MOJ Tauranga Moana Innovative Courthouse Recorded By GHDWHcs Subject Stakeholder Workshop 1 Minutes Tel Venue/Date/Time TEAMS / 15.03.2023 / 1:00-2:00pm Job No 12549965 Location Online & GHD Tauranga Office Attendees Olivia Pearson, GHD, Project Director (OP) Tyson Smith, Te Wheke, Hauora a Toi Mental Health and Addiction Lived Experience Network Forum - Member (TS) Chris Froneman, GHD...

5. [2017] NZEmpC 164 NZPSA v IRD [pdf, 519 KB]

   ...December 2017. Three new organisational groups will be established, effective from February 2018. Moving a large number of people into new structures, teams and roles, while at the same time changing the processes and systems they use to do their jobs, is not without its challenges. We are exploring alternatives if the new organisation design cannot be fully implemented on 12 February 2018 as planned, due to some concerns raised by one of the unions about the selection processe...

6. [2020] NZEmpC 142 Kwik Kiwi Cars Ltd T/A Mark Cromie Motor Group v Crossley [pdf, 308 KB]

   ...be consultation to determine alternatives, which would include but would not be limited to: • re-development to another position; • demotion; • reduced hours of work; or • reduced remuneration. [25] The IEA annexed a job description, which confirmed Ms Crossley would be a “Booking Consultant” responsible for customer bookings and customer follow-up; she would deal with service reception, costing, invoicing and administration as required; she would comm...

7. [2019] NZEmpC 193 Ikundabose v McWatt Group Ltd [pdf, 214 KB]

   ...agreement was executed by the parties on 5 and 6 September 2016. The written agreement confirmed that employment had commenced on 17 August 2016. The agreement also confirmed Mr Ikundabose’s position as a mechanic performing the duties in the job description attached. Clause 2.2 of the agreement further provided: 2.2 Duties as set out in the job description which may be modified from time to time by the Employer The Employee shall perform the duties set out in t...

8. Gender-Pay-Gap-Action-Plan-2021-website.pdf [pdf, 506 KB]

   ...participating in the Aspire Women’s Leadership Programme from Victoria University of Wellington. 21 Additional information Administrative and Clerical Pay Equity Claim “Pay equity is about women and men receiving the same pay for doing jobs that are different but are of equal value. It recognises that while on the surface two jobs may look very different to each other, they require the same or similar degrees of skills, responsibility, conditions, experience and eff...

9. CAC 10003 v Kumandan - Penalty Decision [2012] NZREADT 32 [pdf, 91 KB]

   ...passed three years”. [17] He submitted that nobody had been prejudiced and no losses had been incurred as a result of the charge. He referred to the fact that he was a new immigrant to New Zealand and entered the real estate industry, had no other job experience in New Zealand and needs his licence for his work. He submitted that he would not be able to survive in New Zealand should his licence be cancelled as he was not entitled to any support in New Zealand, WINZ or otherwise, sho...

10. Kho v Navarette-Scholes [2016] NZIACDT 60 (22 September 2016) [pdf, 101 KB]

    ...could process the documents immediately, and he provided all the documents Ms Navarette-Scholes requested from him. [12] The complainant said Ms Navarette-Scholes did nothing, and the agreement apparently made fees non-refundable if there was no job offer. The complainant said he had formed the view Ms Navarette-Scholes was operating a scam. [13] The Registrar did not seek to provide any further material. Discussion The standard of proof [14] The Tribunal determines facts on the ba...