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1. Waitangi Tribunal theme D - Crown's right of preemption [pdf, 4.2 MB]

   ...Government's policies and practices through the appointment of an independent Protector of Aborigines; and (b) the assurance of adequate reserves. That tribunal held that the apparent principle behind the reserves was that 'Maori would retain sufficient resources to be full participants in the projected new economy, and would have sufficient land to provide an economic base for the future'. 8 A key question addressed here is whether the Crown's actions in relation to p...

2. Evaluation of Alcohol and Other Drug Treatment Court pilot [pdf, 1.3 MB]

   Formative Evaluation for the Alcohol and other Drug Treatment Court Pilot Prepared for Ministry of Justice 31 March 2014 F O R M A T I V E E V A L U A T I O N F O R T H E A L C O H O L A N D O T H E R D R U G T R E A T M E N T C O U R T P I L O T i i Contents Preface v Glossary vi 1. Executive summary 1 2. Introduction 9 2.1 Background 9 2.2 Formative evaluation of the AODT Court 9 2.3 Formative evaluation methodolog

3. ENVC Matiatia transcript 20141006 [pdf, 5.4 MB]

   ...CONTINUES READING OPENING SUBMISSIONS “Registrations of interest… the ferry terminal,” to go to Te Wharau or Cable Bay to do other things that the island has to offer in the way or recreation and tourism. “In the Auckland… discretionary resource consent.” 6 You may remember, Sir, in times gone by we did have those zones indicated. I remember one up on the inside near Algies Bay or Snells, and there were other locations, and at one stage the Akoranga locatio...

4. [2010] NZEmpC 84 Secretary for Justice v Dodd [pdf, 126 KB]

   ...through their private activities.” [83] Employee responsibilities include “[t]o maintain appropriate standards of behaviour …”, “[t]o ensure that you do not make or allow any unauthorised use of, or access to, the Ministry’s property or resources, or information about its business or clients.” Under a subheading “Conflict of interest”, this code provides: You should avoid any activity or behaviour (work-related or private) which could reflect badly on you as an emp...

5. [2009] NZEmpC CC 5/09 Ramsay V Commissioner of Police [pdf, 126 KB]

   ...solution was to recommend placing Constable Coy under performance management and removing Mr Ramsay from the Temuka station before Sergeant Smith returned from leave as the two officers were in direct conflict. [70] Subsequent advice from human resources was that Mr Ramsay could not be removed from Temuka without his consent. Human resources advised Inspector Gaskin to meet with Mr Ramsay, manage Sergeant Smith’s performance issues, and hold a joint meeting between the two of them...

6. [2015] NZEmpC 210 Allied Investments Ltd t/a Allied Security Ltd v Marriott [pdf, 214 KB]

   ...are to be taken into account when considering the test of justification as to dismissal. These include whether the employer sufficiently investigated the allegations before dismissing or taking action against the employee, having regard to its resources; whether the employer raised their concerns prior to the dismissal; whether the employer gave the employee a reasonable opportunity to respond to the employer’s concerns before 2...

7. [2013] NZEmpC 60 Snowdon v Radio New Zealand Ltd [pdf, 236 KB]

   ...matters proceeded to trial, the history of the two previous adjournments, the Employment Court’s previous comments as to complexities and delays which were unconscionable and largely unnecessary and the extraordinary amount of time and effort and resources that had to be poured into these proceedings by the defendant without any resolution of the substantive claims. He referred to the affidavits of current and former employees and advisors of the defendant as to the significant i...

8. [2014] NZEmpC 119 Pact Group v SFWU & PSA [pdf, 271 KB]

   ...employees a preference in relation to terms or conditions of employment; whether the employer breached s 4(1) of the Act by misleading or deceiving the unions in collective bargaining by falsely claiming that it did not have the financial resources to pay wage increases equivalent to more than one per cent per annum; and what are the remedies available in law for a breach of s 9 of the Act. [9] The relevant facts are as follows. Pact is a registered charitable trust w...

9. Tweeddale v Pearson [pdf, 405 KB]

   ...Pearson and Ms Tucker entered into a construction contract with Humphries Construction Limited to build a house at 9 Ake Ake Avenue Palmerston North for $142,732.67 inclusive of GST. [6] On 23 April 1998 Mr Pearson and Ms Trucker applied for resource consent for a discretionary activity. [7] The contract provided that the builder shall carry out and complete the whole of the works in a thorough and workmanlike manner to the reasonable satisfaction of the owner, in strict a...

10. Young people & alcohol: some statistics on possible effects of lowering the drinking age [pdf, 279 KB]

    ...indicate improved age identification and greater compliance from licensed premises. It is also possible that this decline is due to a Police preference for issuing an infringement notice to young people rather than taking the more time consuming and resource-intensive action against licensed premises. The total number of minors found in restricted or supervised areas of licensed premises that were apprehended or issued with infringement notices in the year 2000 was more than the number of min...