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1. Greenslade v Commissioner of Police (Human Rights Act) [2021] NZHRRT 53 [pdf, 248 KB]

   ...College is the gateway to becoming a Police Constable. Candidates who are accepted into Police College become Police employees. Acceptance into Police College is a pre-condition to employment. [5] Ms Andrea Swan, the Police Acting Senior Human Resources Manager in 2014, gave evidence that: [5.1] The Police receive around 7,000 applications for Police College each year. Around 23 per cent of applicants are successful in gaining entry to Police College. Of the 77 per cent who are uns...

2. Director of Proceedings v Chief Executive, Department of Corrections [2021] NZHRRT 34 [pdf, 567 KB]

   ...manual process for accessing and reviewing GP notes was put in place. • The health care team at the Corrections Facility was introduced to the New Zealand Formulary22 and HealthPathways23 and encouraged to use both as a day- to-day clinical resource. • Timely responses and plans were put in place to address any noted practice deficits as they arise. • One of the two regional clinical quality assurance advisors was on site two days a week from October 2017 to January 2018 t...

3. Aitcheson v Accident Compensation Corporation (Social Rehabilitation, Attendant care, Laundry Services) [2023] NZACC 143 [pdf, 389 KB]

   ...be realised that persons injured in the way these five individuals were, occupy a small space at the top of the pyramid which represents all those suffering personal injury by accident. It is implicit in the scheme of the Act that considerable resources should be directed to them. [30] As to the decision regarding washing, Mr Martinac had external laundry funding for a long time, whereas Ms Bay says it could be done at home. Her basis is two loads of laundry per day, that equals s...

4. Emtage v Accident Compensation Corporation (Leave to appeal to the High Court) [2023] NZACC166 [pdf, 288 KB]

   ...construed or interpreted and applied to the facts is a question of law … . [25] Even if the qualifying criteria are made out, the Court has an extensive discretion in the grant or refusal of leave so as to ensure proper use of scarce judicial resources. Leave is not to be granted as a matter of course. One factor in the grant of leave is the wider importance of any contended point of law … . The Court’s judgment of 24 May 2023 [52] Judge McGuire analysed the medical and other e...

5. Protection-of-Personal-and-Property-Rights_FINAL.pdf [pdf, 713 KB]

   ...family member; thus, removing a potential stressor on the relationship. Human Rights 43 No inconsistencies with the New Zealand Bill of Rights Act 1990 or the Human Rights Act 1993 were identified in the preparation of this paper. Use of external Resources 44 No external resources were engaged in the preparation of the advice in this paper. Consultation 45 In the development of this paper, officials consulted the Ministry of Social Development, Office for Seniors, Whaikaha Minist...

6. LCRO 156/2023 PF v NY, WJ and MQ (11 October 2024) [pdf, 247 KB]

   ...conflict of duty and questionable legal advice. [44] To round things off, the applicant dipped into gratuitous and ill-considered misogyny, stating: One can see how incredibly tempting it must be for female lawyers who have their firms’ extensive resources to wield that power over lay-people, particularly where that power might be otherwise lacking in their everyday lives. [45] The respondents responded to the application for review. In summary, they relied on their original re...

7. [2007] NZEmpC CC 23/07 Coy v Commissioner of Police [pdf, 46 KB]

   ...not be permitted to now have them struck out. I find against that argument for the following reasons. [17] The Commissioner’s first response to Ms Coy’s personal grievances was a letter to her from Inspector Gary Lennan, Canterbury Human Resources Manager, dated 1 April 2003. This responded to Ms Coy’s memorandum of 20 March to Inspector Gaskin. This letter stated that the Commissioner had no record of formal notification of a personal grievance of 10 December 2002 althoug...

8. [2011] NZEmpC 111 Gaut v BP Oil NZ Ltd costs [pdf, 108 KB]

   ...reference to the following passage from the Bluestar judgment, which she submitted emphasised the significance of Calderbank offers: 8 8 At [20]. It has been repeatedly emphasised that the scarce resources of the Courts should not be burdened by litigants who choose to reject reasonable settlement offers, proceed with litigation and then fail to achieve any more than was previously offered. Where defendants have acted reasona...

9. [2012] NZEmpC 35 NZ School of Education Ltd v Nafissi [pdf, 115 KB]

   ...of the employment relationship and because employees may in certain cases be motivated in part by the desire for vindication. As this Court has previously said a “steely” approach is required. It has been repeatedly emphasised the scarce resources of the Courts should not be burdened by litigants who choose to reject reasonable settlement offers, proceed with litigation and then fail to achieve any more than was previously offered. Where defendants have acted reasonably in su...

10. [2015] NZEmpC 177 Southall v Tuau [pdf, 118 KB]

    ...employment relationship and because employees may in certain cases be motivated in part by the desire for vindication. As this Court has previously said a “steely” approach is required. It has been repeatedly emphasised that the scarce resources of the Courts should not be burdened by litigants who choose to reject reasonable settlement offers, proceed with litigation and then fail to achieve any more than was previously offered. Where defendants have acted reasonably in su...