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1. Julian v Inia - Succession to Moehuarahi Te Ruuri (2024) 309 Waiariki MB 197 (309 WAR 197) [pdf, 459 KB]

   ...authorities (not necessarily jural authorities) to establish similar findings on tikanga based duties.27 In Ellis the Supreme Court noted that the appropriate method of ascertaining tikanga will depend on the circumstances of the particular case and the resources of the parties. The Supreme Court spoke about conducting wānanga, appointing Mātanga tikanga (tikanga experts) as independent experts or expert witnesses; or referring to prior authorities, learned texts or Waitangi Tribu...

2. NZCVS 2024 Cycle 7 Who is experiencing crime [xlsx, 89 KB]

   ...sample and a Māori booster sample that aimed to increase sample size for Māori. Information on the number of interviews completed from each sample is provided below. Refer to the NZCVS methodology report for further details about the survey, found at resources and results. NZCVS sample time periods and sample composition Period of data collection Time period covered by data Main sample size (response rate) Māori booster sample size (response rate) Total sample size (response...

3. Gangs-Legislation-Amendment-Bill-Escalating-Penalties_FINAL.pdf [pdf, 1.2 MB]

   ...enforce the ban on displaying gang insignia included in the Bill. Specifically, Police are concerned about repeated defiance of the ban where offenders are not deterred by the proposed penalties. Repeated defiance will significantly increase the resource impact for Police in enforcing the display ban. The current penalties for breach of the display ban are a maximum 6 months’ imprisonment or a maximum $5,000 fine. 9. To address this concern, Police have proposed an escalating pena...

4. [2025] NZEmpC 161 Chief of Defence Force v YFX [pdf, 311 KB]

   ...support her “overall wellbeing and any relationship issues” within the office. [21] The letter told YFX that the proposed meeting was not disciplinary but she was invited to bring a support person with her. She was informed that NZDF’s Human Resources Manager, Ann Nordin, would be at the meeting. The letter ended by advising YFX that the matter would be handled on a confidential basis. She was asked not to discuss its subject matter except with close family members...

5. Whānau Protect (National Home Safety Service) evaluation report [pdf, 2.4 MB]

   ...be better if security alarms were funded for a year instead of 6 months. They also saw benefit in having a personal alarm for use in the community. The timing of alarm installation was also highlighted as critical; clients considered it a wasted resource for the 6-month period to overlap with time the offender spent in custody. Some clients felt the service could be improved if it provided more comprehensive security upgrades. For example, inclusion of security cameras and additional...

6. [2023] NZEmpC 144 Cronin-Lampe v The Board of Trustees of Melville High School [pdf, 847 KB]

   ...attached to a letter sent to senior management by Mrs Cronin-Lampe, which Mr Hamill saw, in October 2011. He said he had been unaware of the existence of the document before then. That said, Mr Hamill also stated he had a copy of a guideline resource published by NZAC as to the role of counsellors that “used to sit in my bookcase”. He confirmed it referred to a supervision requirement for counsellors. A copy of this particular document was not produced. 19 That is becau...

7. [2011] NZEmpC 120 Bourne, Conrad, Turner and NZ Merchant Service Guild Industrial Union of Workers Inc v Real Journeys Ltd [pdf, 305 KB]

   ...Bourne, Mr Conrad, Mr King-Turner and Denis Lilley. The work of those launch masters was covered by a collective agreement between the Guild and the defendant (the collective agreement). [35] The Guild is a relatively small union with limited resources. Until 2008, its only organiser was the general secretary, Helen McAra. In late 2008, Sarah Dench was also engaged as an organiser. Those paid organisers were assisted in their work by members of the union. [36] During the l...

8. [2016] NZEmpC 48 Nelson v Katavich [pdf, 290 KB]

   ...a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred. (3) In applying the test in subsection (2), the Authority or the Court must consider‒ (a) whether, having regard to the resources available to the employer, the employer sufficiently investigated the allegations against the employee before dismissing or taking action against the employee; and (b) whether the employer raised the concerns that the employer...

9. MLC-MAC - Retention & disposal appraisal report [pdf, 1 MB]

   ...are of profound cultural importance to Māori and to the nation as a whole. They are also of significance to the on-going process of historical claims and inquiries brought under the Treaty of Waitangi Act 1975 and they provide a rich and detailed resource for New Zealand social and economic history. Accordingly, most of the records covered by the report have been recommended for retention as public archives. The Court has, since its creation, been a unit within a number of different a...

10. Retention and disposal appraisal report - Māori Land Court and Māori Appellate Court [pdf, 1.1 MB]

    ...are of profound cultural importance to Māori and to the nation as a whole. They are also of significance to the on-going process of historical claims and inquiries brought under the Treaty of Waitangi Act 1975 and they provide a rich and detailed resource for New Zealand social and economic history. Accordingly, most of the records covered by the report have been recommended for retention as public archives. The Court has, since its creation, been a unit within a number of different a...