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1. MSC v Scholes [2013] NZIACDT 58 (10 September 2013) [pdf, 239 KB]

   ...supporting the application “do not reflect the income derived from the respective businesses and the income was relatively low.” Ms Scholes says the complainant failed to disclose the funds were borrowed, and said they were sourced from her parent’s resources. [87] Ms Scholes had no knowledge of any loan from Ms Rubio until May 2011. [88] Ms Scholes was not told of the complainant’s second IELTS result until May 2011. Ms Scholes says: [88.1] The complainant falsely claimed tha...

2. [2020] NZIACDT 49 - HQT v Singh (19 November 2020) [pdf, 309 KB]

   ...be necessary to show that he knew what was required and overlooked it or was reckless doing it, “therefore not providing a duty of care in following the complainant’s informed lawful instruction”.12 [80] The considerable attention and resources given to the complainant’s matter do not support the notion that a professional breach has occurred. [81] As Mr Singh takes the matter seriously, he has proactively ensured the refinement of his processes by adopting a procedural...

3. MOJ0047_NOV22_FINAL_WEB.pdf [pdf, 533 KB]

   ...and financial family and whānau arrangements. The CIDG investigation can take many months. Genetic tests take about two to three months. Organising the clinics and all the cardiac tests sometimes takes longer, depending on the health service resources and where family and whānau members are located. Do family and whānau members have to take part? No. This is a clinical service designed to help people find a cause of death for their family and whānau member, and to assess whet...

4. NZCVS 2023 Cycle 6 Perceptions of safety [xlsx, 99 KB]

   ...sample and a Māori booster sample that aimed to increase sample size for Māori. Information on the number of interviews completed from each sample is provided below. Refer to the NZCVS methodology report for further details about the survey, found at resources and results. NZCVS sample time periods and sample composition Period of data collection Time period covered by data Main sample size (response rate) Māori booster sample size (response rate) Total sample size (response...

5. [2016] NZEmpC 120 Whanau Tahi Ltd v Dasari [pdf, 211 KB]

   ...for a job as a business analyst with Whanau Tahi Ltd. He attended an interview on 7 August 2013. Present at the interview was Mr Stephen Keung, who was a director of Whanau Tahi, Daymon Nin, an executive officer, and Sonia Dernie, from Human Resources. Mr Dasari indicated in his evidence that during this interview he explained that his visa status was employer specific. He indicated that if he was to obtain the position he had to have support from Whanau Tahi for a variation for...

6. Youth Court - Playing to win: youth offenders out of court (and sometimes in) [pdf, 241 KB]

   ...are formulated. There are consequently no limitations on the imagination and ideas of the group and this is, in many ways, the strength of the system. The plan designed by the offender, victim and community, is likely to be realistic and reflect the resources and support available to those parties.29 For 95 percent of cases, FGC-recommended outcomes involve accountability measures of some kind.30 Plans commonly include an apology and/or reparation to the victim, community service requirem...

7. [2020] NZREADT 12 - Feschiev (4 May 2020) [pdf, 241 KB]

   ...This was not a persistent style of behaviour; [g] The licensee has expressed regret and apologised for the upset her words have caused; [h] The process has been a significant punishment in terms of the distress to the licensee and the time and resources taken to collate the evidence; [i] The licensee has an unblemished disciplinary record of 16 years as a licensee; [j] Ms Cruickshank has modified her text and email practices and proof reads each message properly before s...

8. [2016] NZEmpC 83 Savage v Capital Coast DHB [pdf, 259 KB]

   ...follows: Service perspective – Casual Pool This is a staffing pool which hires individuals on a casual basis to fill staffing gaps arising from planned and unplanned leave of permanent employees or due to sudden and temporary need for additional resources. The individuals may be kept on the books on an ongoing basis for easy access to them in the future but there is no obligation on the employer to rehire them or the employee to make themselves available. They are hired to...

9. LCRO 275/2016 KN v YL (4 March 2019) [pdf, 277 KB]

   ...she had played in the firms she had been associated with could most accurately be described as that of a trusted advisor. [58] She explained that when she first commenced practising on her own account, she was a “small minnow” with limited resources, who had a passionate interest in providing service to clients in the employment law area, but little appetite for the business of running a business. [59] When she first commenced practice, Ms YL recognised there would be consider...

10. [2012] NZEmpC 101 Pottinger & Nine Dot consulting Ltd v Carew and Kelly Services (NZ) Ltd [pdf, 250 KB]

    ...after she took up the business development position. [25] The plaintiffs drew a distinction between the role of consultants and the Branch Manager and Business Development roles they held. The evidence of Kelly Services’ Director of Human Resources, Ms Wallace, was that the expectation placed on consultants to develop relationships with clients from the company’s client base extends to more senior roles. Her evidence was that Ms Pottinger and Ms Carew had access to a consid...