Search Results

1. [2025] NZEmpC 44 Mutonhori v Wairoa District Council [pdf, 276 KB]

   ...with you the attached letter so that you are informed.” [27] The team manager of the BCA team was very concerned about Mr Mutonhori sharing the letter, especially with the highlighting, and forwarded the email and letter to the Council’s human resources team. When Mr Tipuna learned of the matter, he shared the team manager’s concern as he considered that sending the email broadly, to people not involved with the issues, seemed intended to disrupt the disciplinary process an...

2. Sheleg v Accident Compensation Corporation (Cover for Mental Injury) [2025] NZACC 106 (3 July 2025) [pdf, 208 KB]

   ...humiliation and public insults, and violations of his personal and professional boundaries. It is in my professional opinion that the incidents described by Mr. M, in our interview, constitute violation of Employment Relations Act 2000 (ERA) and Human Rights Act 1993 (HRA). Therefore, I come to the conclusion that my client’s well-being, as well as personal and professional life, have been affected, by violations that are identified under New Zealand's Worksafe definition of...

3. Chief Victims Advisor report Thats a lie PDF [pdf, 693 KB]

   ...Judge in each case. Permission was received from Chief District Court Judge Heemi Taumaunu and Judge Eddie Paul to use the transcript subsample for the purposes of the present research. Ethical approval was obtained from the University of Auckland Human Participants Ethics Committee. A ‘child’ for the purposes of court proceedings is defined as an individual under the age of 18 (s 4 Evidence Act 2006). Transcripts that had been requested for the previous research were those from the...

4. OIA-122646.pdf [pdf, 5.6 MB]

   Justice Centre | 19 Aitken Street DX SX10088 | Wellington T 04 918 8800 | F 04 918 8820 ContactUs@justice.govt.nz | www.justice.govt.nz 26 June 2025 Ref: OIA 122646 Tēnā koe Official Information Act request: Flexible working policy Thank you for your email of 30 May 2025 to the Ministry of Justice (the Ministry), requesting information regarding the Ministry’s work from home policy, under the Official Information Act 1982 (the Act). Specifically, you

5. 29a.-Appendix-A-to-the-Evidence-of-Ms-McLeod-O2NL-Conditions-Evidence-Version-Tracked.pdf [pdf, 2.4 MB]

   ...putrescible, degradable or leachable components; b) hazardous substances; c) products or materials derived from hazardous waste treatment, hazardous waste stabilisation or hazardous waste disposal practices; d) materials that may present a risk to human health; e) liquid waste; and f) for the purpose of this Project, any archaeological material or from a wāhi tapu or site of cultural significance. Ōtaki to north of Levin Highway Project PROPOSED CONDITIONS...

6. Katu v Peni - Tiroa E and Te Hape B (2015) 105 Waikato Maniapoto MB 157 (105 WMN 157) [pdf, 405 KB]

   ...implement a remuneration policy following the receipt of that information. [47] Strategic Pay then undertook a further review of the remuneration for the Executive Chairperson on 26 June 2014. [48] The trustees subsequently engaged Everest Group Human Resource Specialists (Everest Group HR) to review the position in terms of the back pay requested by Mr Peni. As a result of that review, the trustees made a full and final settlement for back pay to Mr Peni. That matter is curren...

7. [2015] NZEmpC 198 Ritchies Transport Holdings Limited v Merennage [pdf, 297 KB]

   ...was however resuscitated in the context of the company’s findings of serious misconduct in dealing with the complaint by Ms T. I return to this issue later. [10] Following her meeting with Ms Soper, Ms Keohane spoke to Mr Harvey, Ritchies’ Human Resources and Training Manager. Understandably Mr Harvey and Ms Keohane were concerned about the nature of the complaint. Mr Merennage, who was driving at the time, was contacted and asked to return to the depot. A meeting then too...

8. MOJ Privacy Guidelines [pdf, 3.5 MB]

   ...the accuracy of the information it held about him. It accepted that, due to the nature of the information, he had suffered significant hurt and humiliation as a result of their failings. It referred the man’s complaint for consideration by the Human Rights Review Tribunal. 12 Disposing of personal information You should only hold information when you have a lawful purpose for doing so. It can be difficult to know when to destroy or delete old files and information. There are spe...

9. [2017] NZEnvC 160 Auckland Council v Lau [pdf, 2.3 MB]

   ...it has been poorly constructed and will be prone to failure and surface breakout of partially treated wastewater and that there is a real risk of human contact with partially treated wastewater. II Further, this poses "a significant risk to humans through the risk for direct contact with poorly treated effluent." [27] It was also discovered that there had been damage to and removal of native bush on the property in what is identified in the Plan as a significant ecological...

10. Recommendations recap - issue 12 [pdf, 996 KB]

    1 Recommendations recap A summary of coronial recommendations and comments made between 1 July 2016 and 31 December 2016 Issue 12 2 Coroners have a duty to identify any lessons learned from the deaths referred to them that might help prevent such deaths in the future. In order to publicise these lessons, the findings and recommendations of most cases are open to the public. Recommendations recap identifies and summarises all coronial recommend