Search Results

1. LCRO 81/2018 QQ v RR (26 November 2019) [pdf, 548 KB]

   ...summary, those emails are critical of Mr QQ for: (a) Devising a strategy that was too aggressive and was misguided; 6 (b) Failing to ensure Mrs RR understood the short or long term ramifications of the strategy; (c) Wasting Mrs RR’s energy and resources; (d) Engaging Mrs RR in a costly and futile exercise; (e) Failing to achieve Mrs RR’s objectives; (f) Failing to ensure Mrs RR fully understood the risks of proceeding; (g) Leaving Mrs RR to face consequences that were c...

2. [2015] NZEmpC 171 Nisha v LSG Sky Chefs New Zealand Ltd [pdf, 488 KB]

   ...Those persons were asked to make their election by 31 December 2010. If they elected not to transfer they could then be made redundant with effect from 22 February 2011. 5 [13] From late December 2010 to 23 February 2011, the New Zealand Human Resources Manager for LSG, Ms Park, met with most of the employees who elected to transfer their employment to LSG. 5 The narrative in paras [10] to [12] is derived from the judgment of W...

3. ENVC Hearing 6Oct14 TGKL lay attach 2 treated timber [pdf, 1.8 MB]

   University of Wollongong Research Online Faculty of Arts - Papers (Archive) Faculty of Law, Humanities and the Arts 2005 Treated Timber, Toxic Time-bomb: The Need for a Precautionary Approach to the Use of Copper Chrome Arsenate (CCA) as a Timber Preservative N. Lansbury University of Wollongong Sharon Beder University of Wollongong, sharonb@uow.edu.au Research Online is the open access institutional repository for the University of Wollongong. For further information contact the UOW Libra

4. [2016] NZEmpC 165 Lawson v NZ Transport Agency [pdf, 463 KB]

   ...(IEA). In that role he reported directly to the Regional Manager, Mr Rick Barber. [11] Previously, he had worked for 18 years as a sworn police officer, 10 of them as a prosecutor. He was a police officer until 2004. He had also been a Human Resources Manager for Korucabs Sub Franchising Ltd in 2004 and 2005; and a driver for Korucabs Auckland Ltd from 2005 to 2007. [12] At the Agency, Mr Lawson managed a passenger team which covered taxis, buses, shuttles and private hire...

5. [2018] NZEmpC 60 FGH v RST [pdf, 720 KB]

   ...representative on 28 September 2015 on behalf of Ms H, failed to arrange an impartial investigation which affected Ms H’s conditions of employment to her disadvantage. e) Fifth cause of action: on 30 September 2015, Ms Tiffany Scott, senior Human Resources (HR) manager, failed to arrange an impartial investigation on receiving a complaint from Ms H about bullying by Ms Julian, which affected her conditions of employment to her disadvantage. f) Sixth cause of action: Ms Jul...

6. [2007] NZEmpC 6A/07 Otago Taxis Ltd v Strong [pdf, 96 KB]

   ...and interlocutory issues which no doubt have resulted in legal expenses far in excess of the amount originally in dispute. In the course of those interlocutory applications Ms Ritchie deposed that the plaintiff was a small company with limited resources which could not “absorb” the cost of the defended hearing of the challenge. Judge Couch later directed the parties to further mediation, the defendant at this stage being represented by counsel. The mediation was unsuccessful....

7. [2007] NZEmpC WC 12B/07 Credit Consultants Debt Services NZ Ltd v Wilson & Anor [pdf, 108 KB]

   ...Wilson said that in his initial discussions with Mr Harrison he raised the issue of the restraint of trade clause in his contract with Credit Consultants. He told Mr Harrison that his role had been made redundant and that after talking to human resources practitioners the fact that he had been made redundant probably meant that the restraint of trade did not have any effect. He took no legal advice on this and did not show the HR practitioners his restraint clause. [37] It is comm...

8. [2011] NZEmpC 96 Snowdon v Radio New Zealand Ltd [pdf, 177 KB]

   ...also the view of the Court. I referred to an earlier ruling of Judge Shaw, when adjourning matters for the second time in 2007, which stated that the delays were prejudicing the defendant due to the extraordinary amount of time and effort and resources that “had to be poured into it”. [23] On 20 May Mr Fletcher filed a memorandum stating that he had, that day, received and accepted instructions from the plaintiff in the three proceedings and gave a new address for service....

9. [2011] NZEmpC 127 Bishop v Bennett [pdf, 162 KB]

   ...This judgment is being delivered long after the hearing. That delay, and the resulting inconvenience to the parties, is regrettable. The principal reason for the delay is the Christchurch earthquakes, which have impacted heavily on the Court’s resources and on my availability to devote the time necessary to complete this judgment. Costs [66] Costs are reserved. Unless there is some factor of which I am unaware, Ms Bennet is entitled to a reasonable contribution to the costs s...

10. [2011] NZEmpC 3 Northland DHB and 20 Others v New Zealand Resident Doctors Association Inc [pdf, 188 KB]

    ...to ensure that it is the appropriate union, and not an interloper or busybody, which initiates bargaining. It is also to ensure that an employer or employers receiving such notices can be confident that they are properly given before committing resources to the bargaining process as is required by the statute on receipt of a notice initiating bargaining. [65] When Carisse de Beer, as an employee of CNS that was contracted to the defendant to do such things, signed the notices initia...