Search Results

1. [2013] NZEmpC 224 Lyttelton Port Co Ltd v Rail & Maritime Union [pdf, 118 KB]

   ...operation in many ways. Examples of integration include the use of a single computer system to coordinate the movement of containers both at Woolston and at Lyttelton. The Company has a single set of policies and single systems for payroll and human resources. All employees of the Company receive the same newsletter and received the same commemorative gifts from the Company. On the other hand, there is very little exchange of staff or equipment between the two facilities and they...

2. Director of Proceedings v IDEA Services Ltd [2022] NZHRRT 2 [pdf, 690 KB]

   ...DATE OF HEARING: DATE OF DECISION: Heard on the papers 31 January 2022 (REDACTED) DECISION OF TRIBUNAL1 1 [This decision is to be cited as Director of Proceedings v IDEA Services Ltd [2022] NZHRRT 2. Note publication restrictions.] IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2022] NZHRRT 2 I TE TARAIPIUNARA MANA TANGATA 2 [1] These proceedings under the Health and Disability Commissioner Act 1994 were filed on 8 December 2021. [2] Prior to the filing of the proceedings the pa...

3. Victim satisfaction with restorative justice: summary of findings [pdf, 159 KB]

   ...commonly cited best features were: the chance to meet the offender face-to-face, talk, and ask questions (24%) „An opportunity to meet and discuss what had happened, gave me some insight to the background of the crime.‟ „Seeing them as human beings. To hear their story. To be heard. Finally, to know that something had been put in place.‟ the chance to explain the impact of the crime to the offender (17%). „I got a chance to explain the impact ... on me and my family. A...

4. [2007] NZEmpC AC 55/07 Kiwikiwi v Maori Television Service [pdf, 48 KB]

   ...himself photocopying confidential documents and handling large amounts of cash and was anxious that his position be protected from any negative consequences of this. He spoke to Mr Shazell about these concerns and as a result for the first time the human resources manager prepared a role profile for this position as follows: • The effective, error free supply of teleprompt script and operation of teleprompt equipment • Ensure script is accurate and formatted for presenters in...

5. Regulatory Impact Statement Civil Fees Review [pdf, 179 KB]

   ...jurisdictions) and tribunals generate both public and private benefits. The total cost of these bodies should generally be shared by taxpayers and users. There may, however, be times when fees will not be appropriate; for example, where there is a human rights issue or social policy that would not be achieved if fees were imposed. User contribution to the cost of tribunals and the civil jurisdictions of courts is through fees, though a few tribunals are also funded by industry levies....

6. Proactive release - Sexual violence response [pdf, 7.7 MB]

   ...victims and perpetrators, will be a key consideration in the longer-term work programme I am proposing. I am committed to ensuring this work reflects our obligations under Articles Two and Three of te Tiriti to work with and protect Māori interests. Human Rights 103. Reducing sexual violence assists Government to meet human rights obligations including the Convention on the Elimination of Discrimination Against Women, Convention on the Rights of the Child, the International Covenant o...

7. Proposals against incitement of hatred and discrimination - discussion document - Traditional Chinese [pdf, 536 KB]

   ...網站提交 您可以在 https://consultations.justice.govt.nzCitizen Space。 該站提供簡單的方法進行提案的意 見回饋。 您也可以透過電子郵件或郵寄信件的方式提交 您可以透過電子郵件傳送您的提交內容至 humanrights@justice.govt.nz。 您可以將書面提交內容寄送至司法部人權司： Human Rights, Ministry of Justice, SX10088, Wellington Wellington SX10088 。 隱私與個人資訊 請注意，依據 1982 年《官方�...

8. HE and SD v QXF [2011] NZIACDT 32 (20 September 2011) [pdf, 126 KB]

   ...established. [54] Section 50 allows a complaint to be upheld without necessarily imposing a sanction. It follows it is not necessary to find that a disciplinary sanction is required to uphold a complaint. However, not every lapse or manifestation of human frailty should result in an adverse professional disciplinary finding. There will be occasions when advisers are responsible for a lapse from acceptable standards but still not justify upholding a disciplinary complaint. [55] It is...

9. 2017 NZSSAA 072 (18 December 2017) [pdf, 178 KB]

   ...was registered in the Ministry’s system and requested that her timesheets be provided. We also have a copy of an email headed “apology letter” from a Ministry official saying that the Ministry’s response to the appellant involved “a human error made by an individual” and acknowledged that the appellant was “provided with incorrect information” and that “at times mistakes are made”. [14] The apology letter itself dated 30 May 2017 contains a paragraph stating:...

10. 2012 to 2015 Ministry of Justice statement of intent [pdf, 962 KB]

    ...minimise reoffending and hold offenders to account. • Provide leadership across the justice sector to ensure agencies work together as seamlessly as possible. • Work with Crown entities that help maintain people’s rights, such as the Human Rights Commission, and that provide checks and balances on the exercise of public power, such as the Independent Police Conduct Authority. We monitor and report to Ministers on the performance of these Crown entities. • Administeri...