Search Results

1. [2010] NZEmpC 133 Mercer v Maori Television Service [pdf, 82 KB]

   ...settlement do not expressly state how long the final written warning was to remain in force. [7] The terms of settlement also provided for performance review hui (meetings) to be held at six week intervals with the operations manager and the human resource department, for a period of eight months. These would include completed feedback forms from clients regarding Mr Mercer’s attitude and performance for that period. [8] Mr Mercer was represented throughout the inves...

2. [2010] NZEmpC 102 Jinkinson v Oceana Gold (NZ) Ltd [pdf, 90 KB]

   ...selection be done using a matrix system in which candidates were scored on a series of criteria. Largely at Mr Wojtowicz’s urging, the following criteria for existing staff were adopted: Teamwork Skills Experience Adaptability Efficiency Resourcefulness Potential Longevity [25] Different criteria were adopted in relation to external applicants: Work with Others Sincerity Intelligence Longevity [26] After those criteria were decided in his meeting with Mr Wojto...

3. [2006] NZEmpC AC 63/06 Whelan v Attorney-General for CE of the Children and Young Persons Service [pdf, 112 KB]

   ...directions from the then area manager to apply for a practice consultancy role which was identified as a pathway to management in 1996. She felt she would have secured that position but her site manager, Mr Short, objected on the basis of lack of resources in Tauranga. [14] She had also received some delegated management 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 qualificatio...

4. [2017] NZEmpC 152 Performance Cleaners v Chinan [pdf, 546 KB]

   ...Wellington 15. 2 At [55] and [61]. 3 At [99]. 29.1 Diverting funds, without authorisation, to herself and others as salary and/or remuneration entitlements and benefits she and others were not entitled to; 29.2 Using company finance and resources for personal gain and benefit; 29.3 Using company documents and resources to obtain monies and benefits to which she was not entitled to; 29.4 Failing to properly secure and retain company records, documents and property;...

5. [2019] NZEmpC 190 Maddigan v Director-General of Conservation [pdf, 304 KB]

   ...to drive for work purposes. He accepted that he had signed the Safe Driving policy in 2009/2010 and had been advised that his manager should be alerted if he received any vehicle infringements. [8] Notes were taken at the meeting by the human resources manager. A copy was provided to Mr Maddigan following the meeting and he made a number of suggested changes to them. It is apparent that no issue was taken in respect of the suggested changes at the time or subsequently. Rather,...

6. [2023] NZEnvC 069 Transpower New Zealand Ltd v Queenstown Lakes District Council [pdf, 608 KB]

   ...the following NPSET objective:33 To recognise the national significance of the electricity transmission network by facilitating the operation, maintenance and upgrade of the existing transmission network and the establishment of new transmission resources to meet the needs of present and future generations, while: • managing the adverse environmental effects of the network; and • managing the adverse effects of other activities on the network. Policy 30.2.8.2A [38] We accep...

7. [2023] NZEnvC 116 Norrish v Dunedin City Council [pdf, 12 MB]

   ...directives in the partially operative Otago Regional Council Regional Policy Statement (PORPS) Objective 3.2, Policy 3.2.5, Policy 3.2.6, Policy 3.1.11, and Schedule 3. [60] Objective 3.2 reqwres: Otago's significant and highly-valued natural resources are identified, and protected or enhanced where degraded. There are 18 policies under this objective relating to identification and management of: (a) significant indigenous vegetation and habitats (Policies 3.2.1 and 3.2.2);...

8. NZCVS 2023 Cycle 6 Reporting to Police [xlsx, 85 KB]

   ...sample and a Māori booster sample that aimed to increase sample size for Māori. Information on the number of interviews completed from each sample is provided below. Refer to the NZCVS methodology report for further details about the survey, found at resources and results. NZCVS sample time periods and sample composition Period of data collection Time period covered by data Main sample size (response rate) Māori booster sample size (response rate) Total sample size (response...

9. Ministry of Justice Statement of Intent 2023 - 2027 [pdf, 1.5 MB]

   ...victim of crime’s experience of the criminal justice system can be complex and challenging and these experiences can have a significant impact on the victim’s mental health and well-being. Victims and their whānau receive appropriate support and resources to participate safely in all parts of the criminal justice process, and their voices are heard and respected in accordance with the law. Victims of family violence, abuse and neglect receive appropriate support and resources to p...

10. Regulatory-Systems-Courts-Improvement-Amendment-Bill_FINAL.pdf [pdf, 514 KB]

    ...13 To enable FCAs to take on more work, and free up more Family Court judge time, I recommend an amendment to CoCA to allow FCAs to make any order by consent without having to convene a settlement conference. Better utilisation of judicial resources under the Criminal Procedure Act 2011 14 The Criminal Procedure Act requires applications for leave to appeal to the Court of Appeal in a criminal proceeding to be heard by two or more Court of Appeal judges, at least one of whom mu...