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1. UK v VL LCRO 142/2013 (2 September 2016) [pdf, 257 KB]

   ...a structured process has a number of advantages. By thinking it through, a reporting lawyer may recognise a range of potential issues and consequences; other lawyers may be spared the inconvenience of having to address groundless complaints; the resources of the regulatory processes may not be diverted into addressing complaints and reports made on the basis of suspicions for which no reasonable ground exists. Some other good reason for making or not making a confidential report might b...

2. [2011] NZEmpC 63 Hally Labels Ltd v Powell [pdf, 232 KB]

   ...not to attend because of his resignation. On 8 December Mr Welch contacted the defendant to arrange a meeting to discuss the restructuring and, I find, the handover of the clients. The defendant had already given his laptop to Hally‘s human resources manager, Amanda Nottingham. The defendant was placed on garden leave through to the end date of his employment on 7 February 2011. [22] At the meeting on 9 December, Ms Nottingham and Mr Welch discussed the defendant‘s role t...

3. Hutcheson v Clarkson - Mangamaire B No 2 Block (2020) 86 Takitimu MB 283 (86 TKT-283) [pdf, 379 KB]

   ...of Mr Goodman [29] Mr Goodman was engaged as a farm consultant and produced a farm report dated 30 January 2020. Mr Goodman verified the state of the farm and recommended options for improvement. In doing so, he carefully reviewed the physical resources of the land, including soil type, rainfall and effective farming area, to estimate production potential once deferred maintenance is completed. [30] The report noted the farm is currently a dryland sheep and cattle farm under a g...

4. [2016] NZEmpC 23 Banks v Hockey Manawatu Inc [pdf, 235 KB]

   ...done in all the circumstances at the time the dismissal or action occurred." [65] Section 103A(3) then provides: (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 had...

5. Brunton v Accident Compensation Corporation (Treatment Injury) [2023] NZACC 187 [pdf, 382 KB]

   ...treatment; and [ii] the clinical knowledge at the time of the treatment. [8] Treatment injury does not extend to personal injury that is: (a) wholly or substantially caused by a person’s underlying health condition; (b) solely attributable to a resource allocation decision; (c) a result of a person unreasonably withholding or delaying their consent to undergo treatment. [9] Treatment that did not give a desired result does not, of itself, constitute treatment injury. [10] �€...

6. Zagorski v Wilkinson Building and Construction Limited [2012] NZWHT Auckland 4 [pdf, 234 KB]

   ...remediated the house. Mr Wilkinson gave evidence that they intended to make the house their long-term family home. However, their circumstances changed when Mrs Wilkinson‟s mother moved in with them in 2006. A decision was then made to pool resources with her and to build a house that provided separate accommodation for the Wilkinsons and Mrs Wilkinson‟s mother. They remain living with Mrs Wilkinson‟s mother in the house they built after selling Fancourt Street to the Za...

7. LCRO 136/2017 RAI and SEM v EYR, IPA and DYN (26 November 2018) [pdf, 333 KB]

   ...time. [13] At least initially, Ms RAI was reluctant to simply accept that Ms JOP was also a guardian of J. Ms DYN sought to discourage Ms RAI, advising that she would be unlikely to succeed in rebuffing Ms JOP, and suggesting that she focus her resources on applying to the Court for orders allowing Ms RAI to relocate with J, which would mean she accepted Ms JOP was J’s guardian. The alternative, Ms DYN explained, was to abandon the idea of relocating and remain in [City 2]....

8. [2007] NZEmpC AC 51A/07 Maritime Union of NZ and ors v TLNZ Ltd and anor [pdf, 158 KB]

   ...the presentation of the model in final form prior to implementation without at least the possibility of serious alteration or even redesign from scratch. Obviously, the more detailed a proposal put out for consultation may be, the more time and resource will be appropriate available to the party being consulted. Here, the foregoing account (paragraphs [17] to [29]) of the consultation process meets those tests. [120] The plaintiffs argue that the policy, the processes under it, an...

9. Director of Human Rights Proceedings v New Zealand Institute of Chartered Accountants [2015] NZHRRT 54 [pdf, 182 KB]

   ...protected by s 14 of the New Zealand Institute of Chartered Accountants Act. [37] The benefits of being a member of NZICA include but are not limited to: [37.1] Use of the Chartered Accountant (CA) designation. [37.2] Access to technical and business resources. [37.3] Ability to promote quality at the highest level. [37.4] Guaranteed quality enhancement through continuous professional development. [37.5] Reciprocal recognition internationally as a member of the Global Accounting...

10. Adoption-reform-Summary-of-engagement-2022.pdf [pdf, 499 KB]

    ...worker should be appointed for the child. Most people who supported this option noted that it is important to provide the child with an independent and impartial advocate. However, there were questions about the competence of social workers and resourcing as a practical barrier. 58. Around 65% of written submitters agreed that a dedicated social worker should be matched to the child based on their similar characteristics. Those who agreed considered that this would support the soci...