Search Results

1. OIA-107310.pdf [pdf, 3 MB]

   ...working arrangement, there is no automatic right to revert to the prior work arrangement; all parties must agree to the change in writing. • All employees have the opportunity to apply for flexible working arrangements, in accordance with the Human Rights Act 1993. • Collaboration between the manager and the employee is critical in ensuring that expectations are clear and met. Procedures 1. Employees must make a request for flexible working in writing to their manager, usi...

2. Waitangi Tribunal - Whanganui land report [pdf, 827 KB]

   ...called Ruruku Whakatupua : Te Mana o te Awa Tupua, sets out a framework for establishing the Whanganui river as a single, indivisible legal entity, from the mountains to the sea. The settlement will also allow for the creation of te pou tupua, the ‘human face’ of te awa tupua, which will act and speak for the river. te pou tupua will comprise representatives of Whanganui Māori and the Crown, symbolic of the treaty relation- ship. It will be supported by a strategy group consisting...

3. [2018] NZEnvC 239 Mawhinney v Auckland Council [pdf, 851 KB]

   ...Activities: (a) proposed sites for any purpose other than for road, open space or a designation where a building platform is identified on the plan of subdivision. The building platform shall be designed to allow for development likely in the relevant Human Environment Rules. Assessment of Controlled Activity applications will be limited to the matters of design, location and construction and will be considered in accordance with Assessment Criterion 2(a). 2.3 Limited Discretion...

4. Family Court Rewrite Submission - Te Putahitanga [pdf, 552 KB]

   ...left young people feeling confused, upset, and sometimes angry. Existing organisational practices and systems do not give priority to listening to children and young people”. (2015, p53) The right to wellbeing is a fundamental and universal human right. How the right to wellbeing is delivered is considered in relation to the availability, accessibility, acceptability and quality of other strategies, services and plans but must also include a Māori perspective and conception of...

5. [2022] NZEmpC 52 Fechney v Employment Relations Authority [pdf, 382 KB]

   ...[37] Ms Fechney’s claim of discrimination amounting to bad faith principally relates to the documentation comment. Ms Fechney says the documentation comment was discriminatory. She relies on the New Zealand Bill of Rights Act 1990 and the Human Rights Act 1993. She says there was no basis for the Authority to make that comment which she says was irrelevant and without basis and therefore unjust and prejudicial. [38] Ms Fechney says that repeating the documentation comment in...

6. [2016] NZEmpC 153 Spotless Facility Services NZ Ltd v Mackay [pdf, 272 KB]

   ...it, Mr McLennan was a senior member of Spotless’ management, having responsibility for issues of this kind in respect of those of its employees who worked in District Health Board facilities. It is also evident that Mr McLennan was told by a Human Resources (HR) colleague, from whom he took advice from time to time, that resolution to the problems which were occurring needed to be obtained as soon as possible. [11] The meeting duly proceeded. Ms Mackay attended with a support...

7. Proactive-release-Legal-Services-Amendment-Bill_FINAL.pdf [pdf, 1.8 MB]

   ...approach may also mitigate the potential impact of this proposal on sentence outcomes. For example, where an offender has spent time on remand and has participated in a rehabilitation programme, their progress may help inform sentencing decisions. Human Rights Implications 42 The Crown Law Office will vet any resulting draft Bill for consistency with the New Zealand Bill of Rights Act 1990 (Bill of Rights). 7 This is based on data from all sentences concluded in 2...

8. Director of Proceedings v Chief Executive, Department of Corrections [2021] NZHRRT 34 [pdf, 567 KB]

   ...DATE OF DECISION: 20 July 2021 (REDACTED) DECISION OF TRIBUNAL1 1 [This decision is to be cited as Director of Proceedings v Chief Executive, Department of Corrections [2021] NZHRRT 34. Note publication restrictions.] IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2021] NZHRRT 34 I TE TARAIPIUNARA MANA TANGATA 2 [1] These proceedings under the Health and Disability Commissioner Act 1994 were filed on 8 June 2021. [2] Prior to the filing of the proceedings the parties r...

9. [2023] NZEmpC 173 Pact Group v Robinson [pdf, 334 KB]

   ...impact on a return to the workplace, was a relevant circumstance. Also relevant, as submitted, were Ms Robinson’s personal circumstances and her cultural needs. [23] The significant resources available to the company (management, financial, human resources and legal) are also relevant to an assessment of the ‘reasonable action’ mix.5 Put in a nutshell, higher standards can generally be expected of the notional fair and reasonable employer who is well resourced and well sup...

10. [2007] NZEmpC WC 29/07 Hawkins v Commissioner of Police [pdf, 91 KB]

    ...charges arising from events that had occurred in the course of his employment as a police officer. He was discharged under s347 of the Crimes Act 1961 2 years later. Mr Brosnahan then wrote a detailed letter on 7 November 2003 to Russell Gibson, human resources manager, who had taken over from District Commander Lammas, in which he provided the details requested in 2001 and specified the remedies sought including reinstatement. [12] The parties then attended mediation...