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1. Trends in child and youth prosecutions in New Zealand 2002 to 2011 [pdf, 289 KB]

   ...part at least, to Policing Excellence initiatives introduced in 2009. One of the benefits from the programme is that Police are better equipped to deal with changing demands. This means, for example, preventing crime before it happens, putting police resources where and when they are most needed, and responding better to the needs of victims. In 2011, 68 percent of apprehensions of children and young people were resolved through alternative action by Police Youth Aid (343 apprehensions...

2. [2011] NZEmpC 128 McKean v Ports of Auckland Ltd [pdf, 130 KB]

   ...significant concerns about it, variously describing it as “offensive”, “disgusting”, “racially divisive”, “insulting”, and complaining that it contained sexist innuendo and was damaging to POAL’s reputation. [15] Mr Tasi (Manager Resource Allocations) was one of the complainants. He says that he identified himself as being the Pacifica manager referred to by Mr McKean, and advised Mr Gibson that he was “deeply offended by the degrading

3. [2010] NZEmpC 129 Metallic Sweeping (1998) Ltd v Ford [pdf, 64 KB]

   ...issue. I therefore issued a minute to the plaintiff, part of which was: [3] Although she has taken no formal steps, Ms Ford has written to the Court. In that letter, dated 23 April 2010, she essentially says that she has very limited financial resources and attaches a pay advice slip in support of this. In case Ms Ford did not copy that letter to Mr Paulsen, a copy is attached to this minute. [4] In her letter, Ms Ford also refers to submissions made to the Authority by her former r...

4. [2010] NZEmpC 88 Coy v Commissioner of Police [pdf, 67 KB]

   ...2003 for access to her medical records. She says she declined this request and instructed her doctor not to release any information without her express prior approval. [20] In late July 2003 the plaintiff says that Mike Dodge, the then human resources manager for the police in Christchurch, requested that the plaintiff furnish a report from Mr Dugdale as part of her rehabilitation process. She agreed that this would happen and attended at Mr Dugdale’s clinic for this purpose. M...

5. [2007] NZEmpC WC 25/07 AFFCO NZ Ltd v Nepia & Anor [pdf, 82 KB]

   ...adopted in this case amounted to rough summary justice and in no way justifies the dismissal of the employees. A fair and reasonable employer in the circumstances would not have acted in this way. It did not follow its agreed processes. It had the resources to bring in a professional investigator and should have ensured that the investigation was properly conducted. Issue 2 [67] Mr King was designated decision-maker by those carrying out the investigation. This is n...

6. Hettig v ANZ Bank of New Zealand Ltd - Lot 1 Deposited Plan 158328, CT NA95A/121 (2014) 93 Taitokerau MB 238 (93 TTK 238) [pdf, 220 KB]

   ...“the balance of the risk of doing an injustice”. 21 20 Wellington International Airport Ltd v Air New Zealand Ltd HC Wellington CIV-2007-485-1756, 30 July 2008. 21 Cayne v Global Natural Resources plc [1984] 1 All ER 225. http://www.brookersonline.co.nz/databases/modus/lawpart/statutes/link?id=CASE%7eNZ%7eNAT%7eHC%7e2008%7e56884&si=57359&sid=b0dbl5pclgk5qvn1kwrxn7cxaew31k2b&hli=1&sp=bcase 93 Taitokerau MB 250...

7. [2013] NZEmpC 55 Morgan v Whanganui College Board of Trustees [pdf, 223 KB]

   ...the investigation to conclude and the Authority to issue its (final) determination before having an opportunity to right the Authority’s perceived wrong. Such an approach will involve delay and the expenditure of sometimes precious and limited resources on concluding the Authority’s investigation. If the Authority has erred in the course of its investigation, why should the error not be put right by a discrete challenge so that the Authority can continue to determine the emp...

8. [2014] NZEmpC 137 Pollard Contracting Ltd v Donald [pdf, 130 KB]

   ...Employment Relations Bill 2000, which states: 11 In terms of problem resolution in employment relationships, a strong emphasis is placed on the prior resolution of problems by the parties themselves, who will have access to a wide range of resources, through information provision, structured or unstructured mediation and other services to voluntarily resolve matters at an earlier stage. … The Bill embodies a general presumption that mediation will be the first port of c...

9. [2014] NZEmpC 194 Commissioner of Police v Coffey [pdf, 127 KB]

   ...Manager. The 1999 Court judgment records that prior to the amalgamation into one of the Palmerston North and Wanganui Districts, Mr Coffey had been the District Executive Officer at Palmerston North with responsibilities for both finance and human resources. 4 The outcome of the 1999 proceedings was that, after making a 3 Coffey v Commissioner of Police [1999] 1 ERNZ 414 (EmpC). 4 At 419. number of preliminary findings,...

10. [2014] NZEmpC 208 Hayne v ASG [pdf, 162 KB]

    ...during ASG’s appearance and took notes of the Judge’s findings. He obtained legal advice as to whether he would infringe the non-publication order were he to disclose ASG’s identity as the defendant in the District Court proceedings, to Human Resources (HR) and management personnel at the University. The University’s lawyer advised him that an employer could be said to be legitimately interested in the fact an employee had pleaded guilty to a serious charge relating to pre...