Search Results

1. [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...

2. Roberts v McKenzie - Tokaanu Māori Township 2nd Residue Trust (2017) 371 Aotea MB 133 (371 AOT 133) [pdf, 340 KB]

   ...318 Rotorua MB 140 (318 ROT 140) 371 Aotea MB 150 that continue to vex the trust, in an effort to meet their obligations as trustees to the beneficiaries and to the trust’s creditors. [82] Because the former lessee was, at that time, well resourced, the trustees had to engage their own representation as well as expert witnesses to compel payment of rent by the former lessee and to ensure that he maintained the Hotel in accordance with the terms of his lease. That set of proce...

3. 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...

4. [2014] NZEmpC 174 Workforce Development Ltd v Hill [pdf, 143 KB]

   ...acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred. (3) In applying the test in subsection (2), … the court must consider – (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 e...

5. Berry v Rondel LCRO 130 / 2011 (26 April 2012) - Penalty Decision [pdf, 143 KB]

   ...compensation to Ms Berry?” LCRO: “yes - up to $25,000.00” Mr Rondel: “I would like that to be entertained” [23] At another stage in the hearing Mr Rondel stated: I should be offering to Rosalie to cover her legal costs out of my own resources in having to pursue this [24] Costs incurred in Court proceedings are dealt with by the Court. They are not part of any compensation that could be ordered by a Standards Committee or the LCRO. Whether Mr Rondel fulfils his stated...

6. Alcohol and Other Drug Treatment Court 2018-19: cost–benefit analysis [pdf, 400 KB]

   ...to the justice system, without receiving potential benefits derived from treatment. The AOD assessments for offenders referred to the courts are intended to evaluate participants’ health needs, not necessarily a triage progress for the local resources available. AODT Court operations are constrained by these local supply and demand issues. Potential future modifications in expenditure The quantitative health report found that the AODT Court incurs a higher cost of AOD testing...

7. LCRO 138/2015 AZ, VY and CX v DW and EV [pdf, 260 KB]

   ...existing relation between Mr BY and Mr EV who was Mr BY’s accountant. 17 [79] Ms CX advised the respondents by email on 7 November 2013, that an intense phase of preparation was about to commence and the firm could not “commit significant resources” to the file. That did not result in fees being brought up to date. [80] Instead, extensive discussions between Mr BY and Mr EV ensued, culminating in the Deed relating to payment of fees being signed on 21 November 2013....

8. Juror Satisfaction Survey 2023 Results Report [pdf, 539 KB]

   ...(CAPI). Survey participants make a much greater commitment to participate with face-to-face interviews and the data is recorded directly from the mobile device (preventing double- handling of the data). Secondly, combining the two surveys would enable resources to be used more efficiently. This is because the data derived from the Juror Satisfaction Survey is not worth the yearly FTE it takes to produce. Merging the Court User Survey with the Juror Satisfaction Survey would free up m...

9. [2008] NZEmpC CC 8/08 Butcher V OCS Ltd [pdf, 80 KB]

   ...plaintiff who: -has habit of taking chances & trying a smoke in out of the way areas -does not guarantee he will not be caught again. [13] At the conclusion of the meeting Mr Miller and Clive Menkin, the defendant’s general manager of human resources, agreed that the decision to dismiss the plaintiff would be suspended to enable Mr Miller to present options apparently as an alternative to dismissal. On 4 November 2005 Mr Miller wrote to Mr Menkin expressing the view that...

10. [2021] NZEmpC 120 Lye v ISO Ltd [pdf, 285 KB]

    ...accept, that the work continues to be organised in the same manner as before. [24] The position reached between MUNZ and ISO was described by Craig Harrison, the national secretary of the union, and Dean Carter, ISO’s General Manager Human Resources. [25] Correspondence between the union and the company was exchanged after the last hearing and before the judgment was issued. In September last year MUNZ wrote to ISO stating a view that it would be inappropriate for th...