Search Results

1. [2025] NZEmpC 208 Soapi and Others v Pick Hawkes Bay Inc [pdf, 412 KB]

   ...only be approved where the demand for workers cannot be met from the New Zealand workforce. Before granting an ATR, INZ must be satisfied that the employer: (a) is a New Zealand employer; (b) is in a sound financial position; (c) has human resource policies and practices of a high standard, promotes the welfare of workers and has dispute resolution processes; (d) has a demonstrable commitment to recruiting and training New Zealanders; and (e) has good workplace practices and...

2. Waitangi Tribunal - District 11 Wairarapa [pdf, 2.3 MB]

   ...the Waitangi Tribunal, which will receive the final version as evidence in its hearings of claims. Other district reports have been, or will be, published in this series, which, when complete, will provide a national theme of loss of land and other resources by Maori since 1840. Each survey has been written in the light of the objectives of the Rangahaua Whanui project, as set out in a practice note by Chief Judge E T J Durie in September 1993. The text of that practice note is included...

3. Christie Alexis Lesley MARCEAU (CSU-2011-AUK-001471) [pdf, 12 MB]

   ...provide liaison and consultation with courts, corrections, police, community mental health services, and community agencies on matters of mental health and management of associated problems with the identified agency; 2. To act as a mental health resource and provide an advisory role for co-ordination of health care (as it relates to mental health issues); 3. To provide informal written assessments for the court on whether a defendant is fit to stand trial, whether the person is sufferi...

4. Justice Sector Criminal justice forecast 2010 to 2020 [pdf, 798 KB]

   ...the total starts. Unless there is a substantial focus on custodial or community sentences, the Policing Excellence initiative is unlikely to have a marked effect on the prison or non-custodial populations, although it should still ensure that the resources in the court system are targeted on cases that should be there. Scenario 2: Criminal Procedure Simplification The principal impact of the Criminal Procedure Simplification project will be on the remand population. The project...

5. [2007] NZEmpC CC 13A/07 Abernethy v Dynea NZ Ltd [pdf, 107 KB]

   ...attendances at various meetings were not provided. On 31 January, at a meeting involving the plaintiff, Sharon Adlam, the site manager of Dynea’s Nelson premises, and Cleve Reed, the New Plymouth site manager who was also responsible for human resources and health and safety issues throughout Dynea’s New Zealand operations, the plaintiff was told he was demoted with a reduction in salary and was given a final written warning. [9] Following the 31 January meeting Mr Climo left...

6. [2007] NZEmpC AC 50A/07 Service and Food Workers Union Inc & Anor v Spotless Services (NZ) Ltd [pdf, 86 KB]

   ...apparently resistant implacably to the union’s claims. First, the district health board employers reached an accommodation with the union. Next, the three other contracting companies appeared amenable to persuasion to do so. Union attention and resources became focused on Spotless. The numerous strike and lockout notices described in the earlier judgment then eventuated. Alternative ground of lockout unlawfulness [18] During the course of the hearing another potential groun...

7. [2009] NZEmpC WC 17/09 Idea Services Ltd v Dickson [pdf, 84 KB]

   ...effect is that, while engaged on sleepovers, Mr Dickson can only engage in a very limited range of activities. He cannot carry on normal family life or socialise with friends. His privacy is limited. He does not have access to the comforts and resources of his home. He must be sober and quiet. We regard those constraints as substantial and significant. [66] The second factor is the nature and extent of responsibility on the employee. The greater and more extensive the respon...

8. [2012] NZEmpC 101 Pottinger & Nine Dot consulting Ltd v Carew and Kelly Services (NZ) Ltd [pdf, 250 KB]

   ...after she took up the business development position. [25] The plaintiffs drew a distinction between the role of consultants and the Branch Manager and Business Development roles they held. The evidence of Kelly Services’ Director of Human Resources, Ms Wallace, was that the expectation placed on consultants to develop relationships with clients from the company’s client base extends to more senior roles. Her evidence was that Ms Pottinger and Ms Carew had access to a consid...

9. EMPC Swearing in Judge Perkins [pdf, 217 KB]

   ...It acknowledged your professional respect for, and admiration of, your adversary, and complimented you highly on your own forensic skills. In 1992 you represented the steering committee of Nuclear Free and Independent and Pacific Concerns Resource Centre, an unincorporated body of which one of the committee was Hilda Harawira. The perennial Mrs Titewhai Harawira was also involved in the case. The claim, although brought by the Northern Clerical Workers Union, concerne...

10. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

    ...future similar situations will be dealt with differently. I accept this to be a responsible and genuine reaction by the company to the findings made against it. The evidence establishes that the Sealord group has expert human relations and legal resources within the company that would be applied to any future allegations of the sort that led to Ms Sefo’s dismissal. [70] It is unlikely that Mr Barr, as factory manager, would alone have to deal with similar disciplinary issues, wh...