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1. INZ (Gilray) v Singh [2019] NZIACDT 53 (29 July 2019) [pdf, 212 KB]

   ...provided false or misleading information to Immigration New Zealand. Eagle Migration had been contacted by the employer which was accredited with Immigration New Zealand. The law stated that the employer was his “main client”. The human resources manager at the employer had signed the client agreement in line with the Code. [13] Mr Singh explained that pursuant to the instructions received from the client employer, Eagle Migration emailed the employment agreement, the Code...

2. [2016] NZEmpC 50 NZ Nurses Org & Anor v Waikato District Health Board [pdf, 249 KB]

   ...category of dates "1987 - 1996" listed by the Authority and reproduced in [9] above, but the description of her employment during that actual period needs expanding upon. [34] Evidence was given on behalf of WDHB by a long-serving Human Resources Consultant, Ms Julie Gledhill. Ms Gledhill has been employed by WDHB since 1981. Her evidence, which I accept, was that as from June 1990, Ms Panettiere, who had been working with WDHB's predecessor, was on parental leave w...

3. [2021 NZACC 148 – Sherborne v ACC (30 September 2021) [pdf, 389 KB]

   ...treatment. (2) Treatment injury does not include the following kinds of personal injury: (a) personal injury that is wholly or substantially caused by a person's underlying health condition: (b) personal injury that is solely attributable to a resource allocation decision: (c) personal injury that is a result of a person unreasonably withholding or delaying their consent to undergo treatment. (3) The fact that the treatment did not achieve a desired result does not, of i...

4. Hart v Auckland Standards Committee 1 of the New Zealand Law Society CIV 2012 404 5076 5528 [pdf, 515 KB]

   ...The decision in 85 Lawyers and Conveyancers Act, s 3(1)(a) and (b). each case will need to be made having regard to the purposes and objectives of the LCA. It is also important that the resources of the Tribunal are not expended in determining trivial or inconsequential complaints. We do not consider, however, that the risk of inappropriate referral is high. Standards Committees can be taken to understand the limits of t...

5. Smith - Waiomu 3B2B2B3B2(2015) 105 Waikato Maniapoto MB 12 (105 WMN 5) [pdf, 185 KB]

   ...Green as to the reason for the expense required to put in access from Waiomu Valley Road. He advised that in the 1980’s the cost would have been much less because the access would simply have been put in by bulldozer. However, since that time resource management requirements are now such that the engineering of access must take account of preservation of bush, prevention of erosion and landslides, and safety concerns requiring either double carriageway or passing bays, due to t...

6. Legal-Aid-lawyer-Provider-Manual-updated.pdf [pdf, 302 KB]

   ...(legalaidprovider@justice.govt.nz). mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz 8 Providing legal aid Grants Handbook The Grants Handbook is a useful resource that sets out our policies relating to legal aid in detail. Use the grants handbook to learn more about legal aid applications, eligibility, assignment, reassignments, fees, payments and more. We encourage you to r...

7. Cooper v Hamilton Pharmacy 2011 Ltd (Strike-Out Application) [2017] NZHRRT 38 [pdf, 439 KB]

   ...much the same circumstances. [58] It is submitted there is every opportunity for the different courts and tribunals to pronounce differently on the facts and on the same or similar issues. [59] The defendants also refer to the substantial judicial resources which will be occupied as well as the significant consequences for the parties. Those consequences include the fact that witnesses will be required for each proceeding, despite not being directly involved in the dispute. There wil...

8. Provider Manual for legal aid providers - DELETE [pdf, 415 KB]

   ...(legalaidprovider@justice.govt.nz). mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz 8 Providing legal aid Grants Handbook The Grants Handbook is a useful resource that sets out our policies relating to legal aid in detail. Use the grants handbook to learn more about legal aid applications, eligibility, assignment, reassignments, fees, payments and more. We encourage y...

9. Eppanapally v Zhou [2014] NZIACDT 118 (28 November 2014) [pdf, 229 KB]

   ...person’s control does not trigger professional disciplinary consequences is self-evident. The usual point of difficulty is what is controllable. Proper control often requires that a professional person maintain effective control over employees and resources within a practice. Regardless, there are occasions when professional persons are blameless victims of deception, or other circumstances, and that does not trigger professional disciplinary consequences. The grounds of complaint...

10. Transcript of speeches KG Smith [doc, 91 KB]

    ...including misconduct, restraint of trade, industrial action, mergers, vicarious liability and workplace health and safety. So, obviously employment law is your principal area of practice but you also have experience in civil and criminal litigation and resource management law. Your Honour has many many years of court experience and you have appeared in a variety of courts and tribunals including the Fisheries Quota Appeal Authority, the full Court of the Employment Court and the Court of Appea...