Search Results

1. [2011] NZEmpC 48 Clear v Waikato DHB [pdf, 201 KB]

   ...was by then the area manager. The essence of the complaint was that the work environment was unchanged. Numerous matters were raised by Ms Clear all of which, bar one, Ms Osborn saw as historical. Ms Osborn had been advised by the Board‟s human relations personnel to address complaints as they arose rather than try to fix historical matters. She therefore dealt only with the one new matter, which related to the shredding of a document. [12] Ms Clear accepted that her relati...

2. [2010] NZEmpC 32 Maritime Union of NZ v Ports of Auckland [pdf, 100 KB]

   ...scheduled services but which are on short notice and require greater flexibility of labour provision. [63] In these circumstances just outlined, POAL has undertaken a major review of its container port operations including the important element of its human resources. This review is intended to be completed, and any new arrangements made as a result of it, by 30 June 2010. So while the port’s recovery from the economic downturn in 2009 has been generally better and quicker than...

3. [2010] NZEmpC 72 Horton v Fonterra Cooperative Group Ltd [pdf, 81 KB]

   ...through to Peter Jepsen, PAE’s maintenance planner. [6] In a later investigation meeting, held on Wednesday 20 May 2009, there is a record of what Mr Jepsen told Brian Purser, Fonterra’s Maintenance Manager, and Emma Bennett, Fonterra’s Human Resources Adviser on the site, concerning the removal of the iron. Comparing the record of that interview with Mr Jepsen and Mr Horton’s account to Fonterra, it is common ground that Mr Horton told Mr Jepsen he wanted to take some r...

4. Regulatory Impact Statement Family Court Review [pdf, 174 KB]

   ...required to resolve a case if parties represent themselves in parts of proceedings • the time required to support self-representing parties. Where possible, assumptions have been drawn from historical Family Court data. Some assumptions about human behaviour – the choices people, including lawyers and parties, make about family disputes – are unable to be drawn from existing data. Government Statement on Regulation The Government Statement on Regulation requires there to be...

5. EMPC Memorial sitting John Haigh QC [pdf, 180 KB]

   ...Union, the Storemen and Packers Union. In those days these unions and their leaders were household names. All of them mentioned, and many others, were John Haigh’s clients. They found in John Haigh a tough and competent lawyer and a decent human being. He was known in the trade union movement and among workers for his determination in the face of seemingly insurmountable odds. On one occasion a union had a large judgment of over a million dollars awarded against it and John wa...

6. [2006] NZEmpC AC 63/06 Whelan v Attorney-General for CE of the Children and Young Persons Service [pdf, 112 KB]

   ...roles, in particular liaison with the Police in relation to threats made to other social workers. [15] There was an issue as to the plaintiff’s qualifications to hold a management position. The defendant called Anne Marie Taggart the Manager of Human Resource Operations, a role she had held since April 2005. Ms Taggart referred to senior positions such as the site manager role and the service centre manager role which, according to their position descriptions, required key acco...

7. [2006] NZEmpC AC 57/06 Kumar v Icehouse (NZ) Ltd [pdf, 114 KB]

   ...the ground for dismissal. The only definitions of this term, and they are similar, are in the Employment Relations Act in connection with personal grievances based on a claim that the aggrieved employee was the victim of sexual harassment and in the Human Rights Act 1993. Without going at this stage into the full definitions, one of the requirements is that the behaviour complained of must be of a sexual nature. … [26] It is not all such behaviour that amounts to sexual harassment. It...

8. [2015] NZEmpC 127 Nisha v LSG Sky Chefs New Zealand Ltd [pdf, 333 KB]

   ...irrelevant or privileged, or both. [46] Document 240 is a draft letter prepared for the purpose of obtaining legal advice from one of the defendant’s then lawyers, Garry Pollak. It was a draft letter addressed to Gerda Gorgner, who I understand was a human resources staff member with PFC, discussing the proposed transfer of employees as a group. The letter s said to have been written before the transfer when the defendant was seeking to resolve its concerns about that matter. M...

9. CAC301 v Murphy [2015] NZREADT 42 [pdf, 211 KB]

   BEFORE THE REAL ESTATE AGENTS DISCIPLINARY TRIBUNAL [2015] NZREADT 42 READT 070/14 IN THE MATTER OF charges laid under s.91 of the Real Estate Agents Act 2008 BETWEEN REAL ESTATE AGENTS AUTHORITY (per CAC 301) Prosecutor AND GARY MURPHY & PROPERTY LINK GROUPS LTD Defendants MEMBERS OF TRIBUNAL Judge P F Barber - Chairperson Ms N Dangen - Member Ms C Sandelin - Member HEARD at AUCKLAND on 12, 13, and 23 March 2015 DATE OF THIS DECISIO

10. [2014] NZEmpC 154 Fox v Hereworth School Trust Board [pdf, 200 KB]

    ...be irrelevant. Decision – Category (a) documents [53] The category (a) documentation sought by the plaintiff is described by the plaintiff as “All emails, notes, records and the decision of the further disciplinary investigation led by the Human Resources Department” into a Ministry employee to whom I will refer as ML. The plaintiff says that this material relates to disciplinary action taken in relation to ML as recommended by the Buchanan Report into ML’s omission to pr...