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1 PORIRUA KI MANAWATŪ INQUIRY: HISTORICAL ISSUES SCOPING REPORT FOR HAPŪ AND IWI BROADLY ASSOCIATED WITH NGĀTI RAUKAWA Dr Robyn Anderson 9 December 2014 Wai 2200, #A128 MEMATUI Official MEMATUI Received MEMATUI Text Box 29 Jan 2015 2 TABLE OF CONTENTS Researcher introduction ..........................................................................................
...Relations Authority BETWEEN JOHN EDMINSTIN Plaintiff AND SANFORD LIMITED Defendant Hearing: 12, 13, 14 and 15 December 2016, 27, 30 and 31 January, and 2 and 3 February 2017 (Heard at Invercargill, in Chambers in Auckland on 27 January, and at Auckland on 2 and 3 February 2017) Appearances: J Katz QC, counsel for plaintiff P Wicks QC and K Dunn, counsel for defendant Judgment: 6 June 2017 JUDGMENT OF CHIEF JUDGE G L COLGAN...
Evaluation of Programmes for Mäori Adult Protected Persons under the Domestic Violence Act 1995 Fiona Cram Leonie Pihama Kuni Jenkins Matewiki Karehana of The International Research Institute for Mäori and Indigenous Education The University of Auckland June 2002 ii First published in June 2002 by the Ministry of Justice PO Box 180 Wellington New Zealand © Crown Copyright ISBN 478-20161-3 iii Foreword The Domestic Violence Act 1995 provides programmes for people whose liv...
...Crown Research Institute, Landcare Research New Zealand Ltd, as a botanist for the Rabbit and Land Management Programme and Semi-Arid Lands Programme, based in Alexandra. 6. I have a Master of Science (Hons) degree in plant ecology from Lincoln University and a BSc with a double major in plant ecology and physical geography from the University of Canterbury. 7. My role involves ecological and botanical work for DOC's Southern Service Centre, with a particular focus on threate...
...“unduly delayed” and if there is no proper basis for the delay. [6] The phrase “undue delay” as used in s 66(4) is not defined in the Privacy Act. It carries its ordinary meaning of inappropriate or unjustifiable. See OED Online (Oxford University Press, June 2014). What is undue is clearly dependent on context: R v B [1996] 1 NZLR 385 (CA) at 387. For the Privacy Commissioner it was submitted that in theory, time begins to run from the time of the request but in practice the...
NEELAM AHUJA, CHIRAG AHUJA AND RHYTHM AHUJA (RE KHOOBSURAT LIMITED) (IN LIQUIDATION) v A LABOUR INSPECTOR, MINISTRY OF BUSINESS, INNOVATION AND EMPLOYMENT NZEmpC AUCKLAND [2018] NZEmpC 31 [12 April 2018] IN THE EMPLOYMENT COURT AUCKLAND [2018] NZEmpC 31 EMPC 12/2017 IN THE MATTER OF of a challenge to a determination of the Employment Relations Authority BETWEEN NEELAM AHUJA, CHIRAG AHUJA AND RHYTHM AHUJA (RE KHOOBSURAT LIMITED) (IN LIQUIDATION) F...
...that he has breached the Licensed Immigration Advisers Code of Conduct 2014 (the Code). BACKGROUND [3] The complainant is a national of China. [4] Mr Chak, a licensed immigration adviser, is a director of CWC Migration & Education Ltd, of Auckland. [5] From about 16 August 2016, Mr Chak communicated with the complainant’s husband through the ‘WeChat’ messaging service. There are numerous messages. The husband enquired about immigration requirements in relation to a...
...legislation and that sex and gender were not separate concepts. Face to face engagement To further broaden public feedback, the Ministry also engaged directly with a wide range of community groups by holding 30 meetings with 290 people across Auckland, Hamilton, Wellington, Christchurch and online. A separate report Making Aotearoa Safer and more Inclusive: Summary of engagement presents the findings of that engagement. It is available at: website link. The Ministry also met with f...
1 IN THE HUMAN RIGHTS REVIEW TRIBUNAL [2019] NZHRRT 54 Reference No. HRRT 063/2015 UNDER THE PRIVACY ACT 1993 BETWEEN MARY FISHER PLAINTIFF AND DR ALISON FOSTER DEFENDANT AT AUCKLAND BEFORE: Ms MA Roche, Co-Chairperson Ms LJ Alaeinia JP, Member Dr JAG Fountain, Member REPRESENTATION: Ms M Fisher in person Mr AH Waalkens QC and Ms HC Stuart for defendant DATE OF HEARING: Heard on the papers DATE OF DECISION...
...with the requirements of the Holidays Act 2003 (the “Act”), that all employees, other than casuals, are entitled to “4 weeks annual leave, taken and paid in accordance with the Holidays Act 2003.” [5] Clauses 19.2 and 19.3 adjust that universal position for the circumstances of individual employer district health boards. Those clauses provide: 19.2 Where Collective Agreements that were in place prior to 30 June 2007 at individual DHB [sic] had annual leave (incorporating...