Search Results

1. Evaluation of early outcomes of Te Kooti Rangatahi/Rangatahi Court [pdf, 1.7 MB]

   ...stages of the evaluation, a number of key informants considered that the perceptions and experiences of rangatahi appearing before Ngā Kooti Rangatahi should be compared with those of rangatahi appearing before the Youth Courts. However given finite resources, the Ministry of Justice proposed that this question be explored by asking rangatahi, whānau and youth justice professionals who had been exposed to the Youth Court about their perceptions of the two court settings.7 In addition,...

2. [2015] NZEmpC 122 Campbell v The Commissioner of Salford School [pdf, 631 KB]

   ...consult with the Board on any proposed action relevant to the exercise of power, the LSM was not required to obtain the Board’s agreement before exercising the functions and powers vested in him. [32] Mr Macdonald had a background in human resources and employment relations; he also had a close association with educational institutions having worked with schools as an employment advisor; and had been appointed on some nine occasions as a LSM. He considered such a role to be a...

3. Waitangi Tribunal - District 11 Wairoa [pdf, 2.4 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 (see app I). I must emphasise that Rangaha...

4. [2012] NZEmpC 96 South Pacific Meats Ltd v Mohammed [pdf, 238 KB]

   ...this revelation and told Mr Shanks that he would be returning on 3 August 2009 regardless. When questioned, Mr Shanks said that he could not recall such a conversation. [26] Mr Mohammed sought assistance from his friend and previous Human Resources Manager at another plant, Mr Small. Mr Mohammed and his son’s evidence is broadly consistent with what Mr Small had to say. His evidence was that he rang the company on 31 July 2009 and spoke to the receptionist, asking to speak...

5. [2006] NZEmpC AC 52/06 Simpsons Farms Ltd v Aberhart [pdf, 143 KB]

   ...the Employment Relations Law Reform Bill, the Minister summarised s103A as follows: Overall, the test is to be an objective one. This is not a radical revamp of the dismissal law. It draws from existing case law and fits well within good human resources practice. [58] Although not, or at least not only, in s103A, Parliament contemporaneously legislated expressly for minimum requirements of procedural fairness in employment relationships including, in particular, the circumstances...

6. [2006] NZEmpC AC 50/06 Tu'itupou v Guardian Healthcare Operations Ltd [pdf, 134 KB]

   ...these words or words similar to them were used. [14] The correspondence following the dismissal meeting is annexed to both Mrs Tu’itupou’s brief of evidence, now sworn as an affidavit, and the affidavit of Mr Walter Bruce Wall, National Human Resources Manager for the defendant. Mr Wall’s affidavit was sworn on the 2 August 2006. [15] On the 14 June 2002 Ms Schaaf wrote to Ms Jolly as follows: As indicated to you yesterday, Mrs Tupou Tu'itupou will be lodging a personal...

7. [2014] NZEmpC 23 Greenslade v Jetstar Airways Ltd [pdf, 293 KB]

   ...member’s licence privileges. [50] Again, this clause relates to sustenance, not rest (as required by s 69ZH(2)), and cannot sensibly be interpreted as imposing a requirement to take a rest break. [51] As Matthew Bell, Manager Flight Operations Resources for Jetstar Australia and Jetstar New Zealand, accepted in cross examination, nothing undertaken on the A320 flights which the plaintiff operates, triggers augmented crew requirements which, in turn, trigger flight crew rest unde...

8. [2015] NZEmpC 58 Hoff v The Wood Lifecare (2007) Limited Industries [pdf, 177 KB]

   ...done in all the circumstances at the time the dismissal or action occurred. [29] In applying the test the Court must consider the non-exhaustive list of factors set out in s 103A(3) of the Act: (3) … (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 emplo...

9. NZCASS Data tables 4 victims experiences & needs [xlsx, 850 KB]

   ...NZCASS 2014 for a general audience. Data item (variable) list A complete list of data items (variables) that are available for analysis, and will also help people who are interested in technical aspects of NZCASS analysis and reporting. Refer to Resources and downloads for a full list of NZCASS 2014 reporting products Contact us for further information about these and related statistics http://www.justice.govt.nz/publications/global-publications/n/new-zealand-crime-and-sa...

10. Body Corporate 85978 and Unit Owners of St Pauls Apartments v Wellington City Council & Ors [2013] NZWHT Auckland 9 [pdf, 228 KB]

    ...in respect of multi-unit complexes are essentially administrative in nature. They require claims by separate owners of dwellinghouses in multi-unit complexes to have their claim treated as a single claim in order to avoid the duplication of resources that would be involved in dealing with each claim separately. They also reduce the difficulty of dealing with claims relating to common property when unit owners file their claims individually. If the claim goes to hearing the Trib...