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1. ND v BT [2024] NZDT 830 (22 October 2024) [pdf, 200 KB]

   ...had been done. CI0301_CIV_DCDT_Order Page 2 of 4 [8] BT said that the work had begun satisfactorily. However, he said, as time went on, ND and his employees increasingly became absent; they failed to turn up to do the work, and went to other jobs. He provided copies of texts, which showed that he made a number of efforts to contact ND, who was slow to respond, or failed to do so. BT said that he had a large family, and part of the house, where the extension was to be joined, was l...

2. OIA-111066.pdf [pdf, 11 MB]

   ...substantially similar qualifications, experience, or skills employed in the same or substantially similar circumstances; (iii) Subject the individual to any detriment or disadvantage (including any detrimental or disadvantageous effect on their employment, job performance, or job satisfaction) in circumstances in which other employees employed by the Ministry in work of that description are not or would not be subjected to such detriment or disadvantage; (iv) Retire the individual or...

3. DML v Montgomery and MT Enterprises Ltd [2014] NZHRRT 6 [pdf, 182 KB]

   ...Mr Montgomery take other sex workers into that room several times. 5 [22] Once or twice Mr Montgomery told the plaintiff exactly what he had done with other sex workers. He said that he “went down on them” and that they gave him “blow jobs”. He would also tell the plaintiff that he liked “young, skinny girls with perky breasts”. On one occasion he told her that he could do what he liked with girls and that “most girls will do anything for me anyway”. [23] The pl...

4. Report of the NZ Prostitution Law Committee 2008 [pdf, 642 KB]

   ...means of earning money. Second, exiting the industry is difficult, and often involves several attempts. Third, by no means all sex workers want to exit, and some sex workers find it offensive that they should be being offered assistance to leave a job where they are quite happy. There are as many reasons for exiting as there are reasons for entering the sex industry and a ‘one size fits all’ approach to support and assistance in exiting will not be appropriate. Despite the percep...

5. [2023] NZEmpC 57 New Zealand Steel Ltd v Haddad [pdf, 444 KB]

   ...humiliating. [5] NZ Steel did not ultimately appoint Mr Haddad to any of the roles because, it says, in the absence of an interview, it was not able to determine his suitability for any of them and was entitled to appoint the best person for the job(s). It terminated Mr Haddad’s employment for redundancy. [6] Mr Haddad brought a grievance for unjustified dismissal in the Employment Relations Authority. He was successful and awarded reinstatement, three months’ lost earnings...

6. McElroy & Ors as Trustees of the Shona and Roger McElroy Family Trust v Lay [pdf, 284 KB]

   UNDER The Weathertight Homes Resolution Services Act 2002 IN THE MATTER of an adjudication BETWEEN SHONA KAY McELROY, ROGER IAN McELROY and RUSSELL STUART MELVILLE as Trustees of the Shona and Roger McElroy Family Trust Claimants AND No First or Second Respondents AND STEPHEN BRIAN LAY Third Respondent AND JESSOP TOWNSEND LIMITED Fourth Respondent AND AUCKLAND CITY COUNCIL Fifth Respondent AND ARCHITECTURAL WATERPROOFING LIMITED (in Liquidation

7. [2011] NZEmpC 125 Angus v Ports of Auckland Limited [pdf, 160 KB]

   ...sunbeds. Next week I can float to Sunday morning of you. My great grandfather was one of the priests for the Island of Tualvau and he taught them bannans grow on trees. Yours the Best Billy. T. James [10] The authorship of this ‗job application‘ was anonymous in the sense that there is no person named Billy T James employed by POAL. Indeed, as is fairly well known to most New Zealanders, and particularly because of additional death anniversary publicity at about...

8. [2013] NZEmpC 28 Maori Hill & Balmacewen Pharmacy Ltd v O’Sullivan [pdf, 205 KB]

   ...went through a number of points during the interview with prospective trainees, including making it clear that they would initially be on paid work experience, and that this was intended to provide an opportunity for them to find out whether the job was to their liking and whether he considered they were good at it. In this sense it is clear that Mr Vohora regarded this initial phase as something of a trial period. [7] Ms Hughes applied for a position as trainee pharmacy techni...

9. [2013] NZEmpC 82 Tan v Morningstar Institute of Education Ltd t/a Morningstar Preschool [pdf, 177 KB]

   ...business point of view, it makes sense. I also understand, as a leader, I need to take more responsibility; this is a leader’s duty. How many will go? Nina: Only you already made us pain enough. Catherine: Ok, when do I need to finish my job? [19] When Ms Tan asked when she needed to finish her job Mr Tan records that Ms He did not hear that clearly. Ms Tan told her in Cantonese that she did not have to give her feedback and she should go home and think about it and di...

10. [2021] NZEmpC 76 ANZ Sky Tours Ltd T/A ANZ Sky Tours v Wei [pdf, 287 KB]

    ...mailto:ctripbooking@anzskytours.com [12] While initially taking issue with how this change was effected (she says imposed without consultation), ultimately in her evidence Ms Wei agreed this change of focus was a good thing for her – she felt more relaxed in her job. [13] Accompanying this change was a proposal from Ms He, ANZ Sky Tours’ managing director (contained in an email dated 19 September 2016), that Ms Wei’s remuneration be changed from a salary of $40,000 per a...