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1. NZCVS Cycle 5 Who experience v3 [xlsx, 825 KB]

   ...factors – Sampling error 29 Fraud and deception offences by demographic factors – Pooled data (Cycle 1–Cycle 5) – Estimates and sampling error 1 New Zealand Crime and Victims Survey (NZCVS) Key findings – Cycle 5 (2021/22) (available at Resources and results) Enquiries Contact us for further information about these and related statistics Suggested citation Ministry of Justice. 2023. New Zealand Crime and Victims Survey. Key findings Cycle 5. Who is experiencing crime? [...

2. NZCASS in an international context: comparing the New Zealand Crime & Safety Survey with other international surveys [pdf, 253 KB]

   ...that knowing about more crime was preferable as it is often more difficult to try and address crime issues that remain hidden. Questionnaire design differences As noted above, national-level surveys are developed with specific local needs and resourcing issues in mind. In addition to affecting the mode of the survey and the sample frame, this also impacts on the questionnaire design. Most victimisation surveys include screener questions and victim forms, but there are many differe...

3. [2010] NZEmpC 90 NZ Fire Service Commission v Warner & Ors [pdf, 60 KB]

   ...[65] But the practical implications of extending the jurisdiction of the authority to the limit of the general language of s 161(1) are relevant to its construction. Parliament has not equipped the authority with any tort equivalent to the battery of resources accorded contract claims by s 162. Had Parliament intended that it have general tort jurisdiction one could reasonably have expected that the power to deal with such matters as defamation, conversion and breach of copyright would ha...

4. [2010] NZEmpC 156 Raukura Hauora o Tainui Trust v Nathan [pdf, 53 KB]

   ...disciplinary meeting was arranged with Ms Nathan and her support person, Ms Louise Darroch of the Mangere Community Centre, for 21 February 2008. The plaintiff was represented by Ms Blomfield, Tutata Matatahi and the plaintiff’s Human Resources Manager, Mr Bill Martin. When asked at that meeting who actually did the banking, Ms Nathan said that the banking timetable had been given to the receptionists but she never did the banking and she was not clear who did. Ms Blo...

5. [2012] NZEmpC 29 Tourism Holdings Limited (trading as CI Munro) v Charlesworth [pdf, 138 KB]

   ...[2010] NZCA 385. 17 At [18] citing Aoraki Corporation Ltd v McGavin [1998] 1 ERNZ 601. 18 At [19] and [20]. 19 [20] As this Court has previously said a “steely” approach is required. It has been repeatedly emphasised that the scarce resources of the Courts should not be burdened by litigants who choose to reject reasonable settlement offers, proceed with litigation and then fail to achieve any more than was previously offered. Where defendants have acted reasonably i...

6. [2006] NZEmpC 61A/06 NZ Tramways and Public Passenger Transport Employees Union & Anor v Transport Auckland and Cityline (NZ) Ltd [pdf, 71 KB]

   ...long hours of on duty time of up to 14 hours per day, anti-social hours of shift work (4.45am to 1.30am the following day plus Night Rider Services, midnight to 4am) and extended time away from their families. [8] Mr Cook, the National Human Resources Manager for Stagecoach New Zealand, the trading name of Transportation Auckland Corporation Limited and Cityline (New Zealand) Limited, said the cea, which has the full name of Bus Operators, Servicepersons/Operators & General Ha...

7. [2006] NZEmpC AC 34/06 NZ Engineering Printing & Manufacturing Union v ACI Operations NZ Ltd [pdf, 71 KB]

   ...financial consequences for the defendant of employees being permitted to choose the days on which longstanding entitlements to alternative holidays were taken. Evidence in support of this argument was given by Mr Woodcock, the defendant’s human resources manager. He said in his affidavit that the additional cost to the defendant of employees predominantly taking holidays on those days which attracted higher rates of pay was very substantial. [57] In advancing his submissions,...

8. [2012] NZEmpC 220 Matsuoka v LSG Sky Chefs NZ [pdf, 130 KB]

   ...dealt with at the same time as the removed proceeding in ARC 23/12. The evidence 7 At [94]. [17] I found in my substantive judgment that the plaintiff was interviewed by Marie Park, the Human Resources Manager of LSG, on 23 February 2011. 8 The plaintiff’s name had appeared on a list of persons who had elected to transfer to LSG. The plaintiff and three others were represented by Mr Mann who advised Ms Park that he was bei...

9. [2013] NZEmpC 4 Dalley v Norrell Building Ltd [pdf, 106 KB]

   ...Company failed to provide Mr Dalley with a written employment agreement as required by s 63A(2) of the Act. There was, however, no evidence that this failure was wilful or that it had any adverse consequences for Mr Dalley. The Company has limited resources and its culpability with respect to this breach of the Act was minimal. In all the circumstances, and having regard to the fact that remedies are being awarded against the Company for the unjustifiable dismissal, I decline to...

10. International Covenant on Civil and Political Rights - government report back 5th report [pdf, 242 KB]

    ...Māori communities to share ownership of problems and develop solutions together. Māori Wardens 31. Te Puni Kōkiri and New Zealand Police have worked together since 2007 to expand the support for Māori wardens, including training and better resources for their work. Māori wardens work in their communities to promote community safety, prevent offending and intervene early to de-escalate problems, working closely with Iwi Liaison Officers in New Zealand Police. Since 2007,...