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1. Pue v Kingi - Te Rununga o Ngati Maru (Taranaki) Whenua Topu Trust (2012) 291 Aotea MB 257 (291 AOT 257) [pdf, 227 KB]

   ...trustees in their alternative roles as trustees for the Ngāti Maru Fisheries Trust have continued to engage with the Commission in an effort to have that body fully recognised as the tribal representative and receiving entity for fisheries related resources. It will be remembered that there is significant overlap between the trustees of this trust and the Fisheries Trust in an effort to ensure that the representatives for the iwi across a range of initiatives were the same individua...

2. [2014] NZEmpC 74 NZ Aluminimum Smelters Ltd v Weller Ors [pdf, 111 KB]

   ...those individual employment contracts took effect, staff were working the 8 hour shift pattern of Roster 1. The way in which the new holidays provisions were operated was explained by Barry Simmonds, who had been in the role of Specialist Human Resources at the plant since 1989. He said that holiday entitlements were recorded in days and that statutory holidays were treated as additional annual holidays. Thus, on the occasion of each statutory holiday, employees were credited wit...

3. ENVC Matiatia party corresp WMLDec14 draft conditions of consent [pdf, 251 KB]

   ...Marinas Ltd: Matiatia Marina 15 December 2014 Coastal Permits: 41032 for Marina Structures & Occupation, Applicants Draft Consent Conditions General Conditions 1. Lapsing of Consents The consents, shall pursuant to Section 125 of the Resource Management Act (RMA hereafter), lapse ten (10) years after commencement of the consent unless: (a) The consents are given effect to; or (b) The Council extends the period after which the consents lapse. 2. Consent Expiry for Ot...

4. [2013] NZEmpC 190 Belsham v Ports of Auckland Ltd [pdf, 165 KB]

   ...that Mr Hulme stood aside when Mr Mitchell criticised the tone of correspondence he was sending to Mr Belsham. Further, there was the issue of an altercation at one of the meetings where Mr Belsham alleged that he was assaulted by the human resources consultant for the company. Mr Mitchell submitted that when all of the circumstances are considered, the decision to dismiss was not one that a fair and reasonable employer could have reached. [32] The company’s position was that...

5. La Grouw as Trustee of the GJ Peacocke Trust v Rantin & MRA Architects Ltd [2011] NZWHT Auckland 8 [pdf, 178 KB]

   ...above ground level. At the back of the deck an external stair leads up onto it. [3] Ms La Grouw approached Mr Mark Rantin, the first respondent, who is a qualified architect, to draw the plans. Mr Rantin drew a concept plan and obtained resource consent for the alteration and the addition of the deck, but he did not carry on and provide drawings for building consent because of another pressing commitment that arose unexpectedly. He suggested to Mr La Grouw that Mr Watson, w...

6. McCleery – Waihaha 3D2 Inc (1997) 1 Waiariki Appellate MB 67 (1 AP 67) [pdf, 1.4 MB]

   ...I'm not prepared however at this stage to remove them completely, and when I say that I'm not doing it as any favour to them, I do it as a saving for the people, for the committee of management notwithstanding what has happened are a human resource for the people, it still has a chance to make a contribution. I agree wholeheartedly with Mr Te Rapai that the incorporation is out of control, and I must consider what the best way is to get it back on the rails, and I have decided to act...

7. [2017] NZEmpC 56 Nel v ASB Bank Ltd [pdf, 179 KB]

   ...purposes. [102] Having regard to the manner in which Mr Nel’s case as to disparity is advanced on the pleadings, I consider that the scope of the disclosure requests, confined as they are to circumstances which were considered by ASB’s Human Resources team, and certain senior managers, is appropriate. [103] Next, I consider Mr Dench’s submission that Mr Nel had an obligation to plead a specific disparity case before ASB could be required to provide disclosure. [104] Mr N...

8. [2017] NZSAAA 01 (18 May 2017) [pdf, 435 KB]

   ...appellant’s allowance entitlement unreasonable? [32] The picture that emerges from this – in terms of both the lack of awareness of the fundamentals of ACC compensation among front line staff and more generally within StudyLink, and the lack of proper resources to enable front line staff to identify and deal properly with issues of this sort – is concerning. If the appellant’s account is indeed accurate, it is evident that the StudyLink representative failed to recognise the sign...

9. [2016] NZEmpC 123 Henderson v Nelson Marlborough District Health Board [pdf, 229 KB]

   ...degree. He did not see this question as inappropriate or intrusive, because it was part of a discussion with a senior manager to enable him to tailor the rest of the performance review. He explained that he asked because the answer would shape the resources the DHB committed to a senior manager. Had Dr Henderson said she intended to seek a job elsewhere after being awarded her degree, Mr Fleming’s attitude was that the status quo could be maintained for a time while she sought...

10. [2019] NZEnvC 034 Remarkables Park Limited v Queenstown Airport Corporation Limited [pdf, 392 KB]

    ...Queenstown Lakes District. Remarkables Park Ltd opposes the taking of its land. [2] Being in receipt of Remarkables Park Limited's objection, the court placed the proceeding on hold pending the determination of a notice of requirement under the Resource Management Act 1991 for the same land. The Notice of Requirement was RPL v QAC - PWA DECISION 2 confirmed by the Environment Court in March 2017, with the appeal against its decisions being finally determined by the High Cou...