Search Results

1. [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....

2. [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...

3. [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...

4. [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...

5. [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...

6. [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...

7. [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...

8. [2007] NZEmpC AC 26/07 Eastern Equities Corp Ltd t/a Farmers Transport Ltd v Bright [pdf, 107 KB]

   ...discussion along these lines appears to have some corroboration in Mr Kelsey’s notes of the meeting on 15 September. Mr Kelsey then responded with the letter of the same date to which I have already referred. Submissions [35] The company’s Human Resource Policy & Procedures Manual contains quite elaborate directions to the manager who undertakes performance appraisals. It also sets out a process with vertical flow charts as to how poor performance leading to final dismis...

9. [2012] NZEmpC 168 Service and Food Workers Union Nga Ringa Tota Inc v Sanford Ltd [pdf, 185 KB]

   ...know...” 6 [52] The only academic study of bargaining facilitation in New Zealand is contained in a paper by Ian McAndrew entitled “Collective bargaining interventions: contemporary New Zealand experiments” in The International Journal of Human Resources Management. 7 Dr McAndrew’s sample was of 14 facilitations in 6 Not be taken literally – both parties expressed their confidence in, and admiration for, the mediators....

10. ENVC Hearing 6Oct14 WML reply Mark Appeldoorn tracked [pdf, 718 KB]

    ...in the peak assessments for potential reducing learned marina user travel times, for example, where marina users elect to avoid the peak ferry arrival times of their own voluntary accord. It follows that any effect resulting from this type of human action would be to further reduce effects in on Ocean View Road and in the keyhole. 18. Similarly, the enquiry in the evidence of Mr Karndacharuk7 and Mr Blom8 as to the potential additive or cumulative effect of traffic bunching...