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1. Impact of Treaty on Government Agencies report [pdf, 286 KB]

   ...times— their dealings with each other never lacked a certain grandeur. It is of course a flawed record ; but the world has no better record and can ill afford to lose this one. In return, the theory and practice of the modern international law of human rights can reinforce our resolution to do whatever may be needed to reduce, and finally to eliminate margins of disadvantage suffered by the Maori . . . people in health, in education and in professional and other attainments. In richnes...

2. [2022] NZEnvC 016 Federated Farmers of New Zealand v Northland Regional Council [pdf, 2.3 MB]

   ~s0~;: / «' I ,--:,, -~ .~.;, ;;j j ,,?, {,• \~_:!: ··· ····.:-... ·, ......_: __ _ IN THE ENVIRONMENT COURT AT AUCKLAND I TE KOTI TAIAO O AOTEAROA KI TAMAKI MAKAURAU IN THE MA TIER OF AND AND BETWEEN AND Decision [2022] NZEnvC O If; the Resource Management Act 1991 a matter of appeals under Clause 14 of Schedule 1 to the Act in a matter of Stock Exclusion-Topic 16 of the Proposed Northland Regional Council combination land and water p

3. [2024] NZEnvC 129 Second Star Limited v Queenstown Lakes District Council [pdf, 591 KB]

   SECOND STAR LTD v QLDC – DECISION IN THE ENVIRONMENT COURT AT CHRISTCHURCH I TE KŌTI TAIAO O AOTEAROA KI ŌTAUTAHI Decision No. [2024] NZEnvC 129 IN THE MATTER of the Resource Management Act 1991 AND an appeal under s120 of the Act BETWEEN SECOND STAR LIMITED (ENV-2022-CHC-52) Appellant AND QUEENSTOWN LAKES DISTRICT COUNCIL Respondent Court: Environment Judge P A Steven Environment Commissioner M C G Mabin Hearing: at Queenstown on 4 and 5 March 2024 Site v

4. Victim satisfaction with restorative justice: summary of findings [pdf, 159 KB]

   ...commonly cited best features were: the chance to meet the offender face-to-face, talk, and ask questions (24%) „An opportunity to meet and discuss what had happened, gave me some insight to the background of the crime.‟ „Seeing them as human beings. To hear their story. To be heard. Finally, to know that something had been put in place.‟ the chance to explain the impact of the crime to the offender (17%). „I got a chance to explain the impact ... on me and my family. A...

5. [2007] NZEmpC WC 33/07 Balfour v CE of the Department of Corrections [pdf, 42 KB]

   ...proceedings against the Chief Executive of the Department of Corrections (“the department”), his former employer. Following a judicial settlement conference the parties entered into a settlement agreement dated 29 August 2003. Bronwyn Kingdom, the human resources manager for the Community Probation Service/Probation and Offender Services, signed the settlement agreement on behalf of the department. The present claim [2] Mr Balfour now claims compensation for “...

6. [2007] NZEmpC WC 11/07 Smith v Nga Kairauhii Trust [pdf, 52 KB]

   ...the question, it is a factor in Ms Smith’s favour. [31] Addressing the relevant criteria for granting leave to challenge out of time, I conclude: • The reason for the omission has been explained by Ms Smith. It is principally a human and systems failure in the office of her solicitors rather than any omission on her own part. She has satisfied me that she took active and timely steps to challenge the Authority’s determination. • The length of the delay (40 days...

7. [2007] NZEmpC AC 55/07 Kiwikiwi v Maori Television Service [pdf, 48 KB]

   ...himself photocopying confidential documents and handling large amounts of cash and was anxious that his position be protected from any negative consequences of this. He spoke to Mr Shazell about these concerns and as a result for the first time the human resources manager prepared a role profile for this position as follows: • The effective, error free supply of teleprompt script and operation of teleprompt equipment • Ensure script is accurate and formatted for presenters in...

8. [2011] NZEmpC 17 Clarke v AFFCO NZ Ltd [pdf, 108 KB]

   ...leading questions of a number of witnesses about significant disputed events and recorded selectively only some responses to questions which could have led to allegations of predetermination. The defendant is a substantial company with professional human resources staff and training programmes for relevant managers including in investigations that may lead to sanctions as serious as dismissal of employees. I recommend to the defendant that it take advice about its managerial train...

9. [2010] NZEmpC 70 Electrix Ltd v NZ Amalgamated Engineering Printing and Manufacturing Union [pdf, 39 KB]

   ...on the strike proceeding because the plaintiff may have insufficient non-union employees to be able to maintain the essential service it provides. I note, however, that the strike notices do not prevent the involvement of union members where human life is at risk. Balanced against this are the interests of third parties who are likely to be adversely affected by the proposed strike action. [33] However, looking at the overall justice of the case and the respective strength of th...

10. [2010] NZEmpC 78 SFWU v Rendezvous Hotels (NZ) Ltd [pdf, 39 KB]

    ...support of it. More particularly, it says that the employer’s last offer to the union of 26 May 2010 was rejected by union members who responded with a picket of the hotel on 16 June and a strike starting on 17 June 2010. The defendant’s human resources manager, Chloye Chen, says that “The defendant decided to lock out the striking employees with a view to persuading them to accept our last offer.” [21] Although this is only an interim hearing at which the evidence has not...