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1. Welcome Guide Information for court and tribunal interpreters v2.pdf [docx, 1.7 MB]

   ...qualifications and training · delivering interpreter services in courts and tribunals · how the Ministry will manage ongoing quality improvement for the interpreter service. We expect you to be familiar with the quality framework. It can be a useful resource to check if you are unsure of how to manage any situation that arises. If anyone asks you to behave in a way that contradicts the standards in the quality framework you can let them know what the quality framework says, and that you are...

2. Deliu v New Zealand Law Society and National Standards Committee (Second Recusal Application) [2013] NZHRRT 12 [pdf, 122 KB]

   ...beyond the masters. For the PhD/DPhil and the named doctorate (e.g. D Mus) the development takes place under the guidance of recognised experts in the field of study and under circumstances that allow the individual access to appropriate research resources. The contribution to knowledge is judged by independent experts applying contemporary international standards of the discipline. The hallmark will be the individual’s capacity for substantial independent research or scholarly creati...

3. BORA Criminal Record (Expungement of Convictions for Historical Homosexual Offences) Bill [pdf, 8.6 MB]

   ...not apply to people convicted of public order offences that may have in- volved consensual homosexual conduct (as other offending may have been involved). Including a broader range of offences in the scheme would make it considerably more complex and resource intensive, and is not appropriate at this time. The Bill provides that the Secretary for Justice will have responsibility for determin- ing applications for the expungement of specified convictions. The primary obligation to provide in...

4. NZCVS-Cycle-5-Perceptions-of-safety-v2 [xlsx, 378 KB]

   ...perception of safety – Sampling error 8 Burglary by perception of safety – Estimates 8a Burglary by perception of safety – Sampling error 1 New Zealand Crime and Victims Survey (NZCVS) Key findings – Cycle 5 (2021/22) (available at Resources and results) Enquiries Contact us for further information about these and related statistics Suggested citation Ministry of Justice. 2023. New Zealand Crime and Victims Survey. Key findings Cycle 5. Perceptions of safety. [Data fi...

5. Cook v Manawatu Community Law Centre [2021] NZHRRT 10 [pdf, 261 KB]

   ...complained of, MCLC made much of its privacy compliance procedures. Ms Herbert specifically said that before signing their employment contract all new employees of MCLC were required to read MCLC’s Practice and Process handbook and MCLC’s Human Resources handbook. [113] A copy of MCLC’s handbooks was available electronically and a hard copy was also available to employees in Ms Herbert’s office. These documents covered MCLC’s internal requirements to keep client records and i...

6. [2007] NZEmpC CC 13A/07 Abernethy v Dynea NZ Ltd [pdf, 107 KB]

   ...attendances at various meetings were not provided. On 31 January, at a meeting involving the plaintiff, Sharon Adlam, the site manager of Dynea’s Nelson premises, and Cleve Reed, the New Plymouth site manager who was also responsible for human resources and health and safety issues throughout Dynea’s New Zealand operations, the plaintiff was told he was demoted with a reduction in salary and was given a final written warning. [9] Following the 31 January meeting Mr Climo left...

7. Regulatory Impact Statement Fee regime for the alcohol licensing system [pdf, 232 KB]

   ...sales time, and number of enforcements in the last 18 months. Scores would be added to give a total weighting. 15. This framework has been developed using various information sources including: a. a survey of TAs about where most effort and resource is applied with respect to alcohol licensing b. discussions with enforcement agencies c. analysis of the Police database of alcohol-related offences d. a review of international approaches to risk-based fees e. input fro...

8. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

   ...future similar situations will be dealt with differently. I accept this to be a responsible and genuine reaction by the company to the findings made against it. The evidence establishes that the Sealord group has expert human relations and legal resources within the company that would be applied to any future allegations of the sort that led to Ms Sefo’s dismissal. [70] It is unlikely that Mr Barr, as factory manager, would alone have to deal with similar disciplinary issues, wh...

9. SV v WT LCRO 21/2013 (26 August 2014) [pdf, 110 KB]

   ...invoice is conduct that falls towards the lower end of the range of professional irresponsibility. [77] In the interests of efficiency, this is a matter which can be dealt with on review, without unnecessarily expending the Standards Committee’s resources by a referral back under s 209 of the LCA. [78] I have therefore decided not to refer the complaint back to the Committee for it to reconsider, and have completed this review on the basis that Mr WT’s conduct may constitute...

10. [2013] NZEmpC 207 Nee Nee v C3 Ltd [pdf, 139 KB]

    ...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 Authority or 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 employer...