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1. AMLCFT Statutory Review Consultation Document [pdf, 1.2 MB]

   ...and other impacted communities; • ensure the AML/CFT regime produces the necessary type and quality of information to support other frameworks and to combat money laundering, terrorism financing, and serious and organised crime; • ensure that human rights and privacy considerations are addressed and that intrusions on personal rights and freedoms are no more than necessary; and • support efficient long-term administration of the regime. Ultimately, we see this review as start...

2. [2020] NZEnvC 024 Panuku Developments Limited v Auckland Council [pdf, 1.7 MB]

   BEFORE THE ENVIRONMENT COURT I MUA I TE KOOTI TAIAO O AOTEAROA Court: Hearing: Counsel: Date of Decision: Date of Issue: IN THE MATTER AND BETWEEN AND AND Decision No. [2020] NZEnvC 02-4- of the Resource Management Act 1991 of an appeal pursuant to s 120 of the Act PANUKU DEVELOPMENT AUCKLAND LIMITED (ENV-2018-AKL-000176) Appellant AUCKLAND COUNCIL Respondent R Peters and R Bannan R Dexter and A Modrow N Smith P Lange L Whiley s 27 4 parties Envir

3. Tauranga-Moana-Courthouse-Cabinet-paper_FINAL.pdf [pdf, 5.9 MB]

   ...representatives. The Ministry will continue to work closely with hapū and iwi so their priorities are considered. Legislative Implications and Regulatory Impact Analysis 34. There are no regulatory or legislative implications arising from this paper. Human Rights 35. The proposal has no direct human rights implications under the New Zealand Bill of Rights Act 1990 or the Human Rights Act 1993. The Ministry’s approach is consistent with the Treaty of Waitangi and demonstrates a co...

4. [2007] NZEmpC CC 28/07 B & D Doors Ltd v Hamilton [pdf, 77 KB]

   ...and he appeared to have a clear recollection of the meeting. [45] On the particular issue of whether copies of the written statements made by Mr Fisher and Mr Columb were provided at the meeting, it is also far more consistent with logic and human nature that they were. Mr Foster had gone to the trouble of having the two men prepare the statements and sign them prior to the meeting. The obvious inference is that he did so for the purpose of making them available to Mr Hamilton....

5. [2007] NZEmpC CC 13A/07 Abernethy v Dynea NZ Ltd [pdf, 107 KB]

   ...the attendances at various meetings were not provided. On 31 January, at a meeting involving the plaintiff, Sharon Adlam, the site manager of Dynea’s Nelson premises, and Cleve Reed, the New Plymouth site manager who was also responsible for human resources and health and safety issues throughout Dynea’s New Zealand operations, the plaintiff was told he was demoted with a reduction in salary and was given a final written warning. [9] Following the 31 January meeting Mr Climo...

6. [2007] NZEmpC AC 12/07 CE of Unitec Institute of Technology v Henderson [pdf, 105 KB]

   ...turn, responsible to the Registrar of Unitec, Rebecca Ewert. Others who dealt with these matters at Unitec included the conciliator, Glenda Grant, and Bev Cullen who was both the co-ordinator of Unitec’s Harassment Policy and acting human resources manager at the relevant time. [13] After making contact with the conciliator, Ms Grant, Ms Henderson’s concerns about Mrs Nummy were dealt with informally and in a low key manner for some time. Ms Henderson’s dealings...

7. [2012] NZEmpC 101 Pottinger & Nine Dot consulting Ltd v Carew and Kelly Services (NZ) Ltd [pdf, 250 KB]

   ...client 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...

8. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

   ...and, by implication, that future similar situations will be dealt with differently. I accept this to be a responsible and genuine reaction by the company to the findings made against it. The evidence establishes that the Sealord group has expert human relations and legal resources within the company that would be applied to any future allegations of the sort that led to Ms Sefo’s dismissal. [70] It is unlikely that Mr Barr, as factory manager, would alone have to deal with sim...

9. [2009] NZEmpC AC 15/09 Air New Zealand Ltd v V [pdf, 95 KB]

   ...saw no reason to be alcohol free. Dr Powell concluded subsequently: “Myself, I am unsure whether he is chemically dependent and I believe that only time will tell”. [80] The defendant met with Mr Ward and Martha Gibbons, the plaintiff’s human resources consultant, on 24 October 2006. At this and subsequent meetings with company management, the defendant had a union representative to assist him. The defendant said he was not happy with some of Mr Green’s conclusions. H...

10. [2006] NZEmpC WC 15/06 OCS Ltd v Food Workers Union Inc [pdf, 108 KB]

    ...Some required the assistance of an interpreter to give their evidence. All have English as a second language, all are women. [12] On 25 May 2005, at the commencement of collective bargaining negotiations with the union, OCS’s general manager human resources, Mr Clive Menkin, advised John Ryall, then regional secretary of the union, that OCS was looking to implement the Panztel finger scanning system at Wellington Hospital. Although he was not called as a witness, Mr Ryall all...