Search Results

1. Bevan-Smith v One New Zealand Group Ltd (Strike Out) [2024] NZHRRT 48 [pdf, 583 KB]

   ...discretion to strike out the claim. Dr Bevan-Smith could have filed his evidence and avoided this claim being struck out, but he chose not to do so. One NZ should not be put to any further cost of defending this matter, nor should any further Tribunal resources be expended on this matter. [44] In light of these factors, the Tribunal considers it wholly appropriate to exercise its discretion to strike out the claim. [45] No issues of costs arise, these are not sought by the defendant. ORDER...

2. 202412 LTIB Topic Consultation Document [pdf, 318 KB]

   ...law, and issues like strikes and lockouts. • Environment Court: This court mostly deals with appeals about the contents of regional and district plans and decisions by city, district, and regional councils about permissions to use land or water (resource consents). • Coroners Court: Coroners investigate unexpected, violent, or suspicious deaths to find out when, where, how, and why they happened. They also look at ways to prevent similar deaths in the future. • Māori Land Court...

3. [2025] NZEmpC 109 Wiles v The Vice-Chancellor of the University of Auckland [pdf, 214 KB]

   ...Notwithstanding that, if the Court is minded to award costs to Associate Professor Wiles, the starting point should be calculated in accordance with category 2B. (c) Associate Professor Wiles’s costs should be reduced in recognition of the time and resources required by the University to defend her unsuccessful claims. (d) Associate Professor Wiles is not entitled to any uplift, and instead any costs awarded should be reduced as her conduct unnecessarily extended the duration...

4. [2025] NZEmpC 146 RDJ v SGF [pdf, 232 KB]

   ...contempt.5 It is self-evident that there are important public policy reasons why such matters should be able to be brought to the Court’s attention. That, in turn, requires parties to be able to access the Court. It is well accepted that financial resource is a barrier for many in this jurisdiction.6 Does the Employment Court have the power to waive or postpone fees? [9] Regulation 75 of the Employment Court Regulations 2000 provides that the fees specified in sch 3 are paya...

5. Regulatory Impact Statement Management of offenders returning to New Zealand [pdf, 287 KB]

   ...approximately 40 percent of returning offenders estimated to fall within the eligibility criteria. However, the option has the highest cost implications – approximately $7.2 million by 2020/21 (see Appendix E) – and would not necessarily target those resources to returning offenders who need it the most. 71. The majority of the costs would fall to Corrections, who would be responsible for supervising the returning offenders throughout the period of their conditions. The estimated co...

6. Regulatory Impact Statement all-of-Government Response to Organised Crime [pdf, 331 KB]

   ...contribute to investigations) 92.5. identify more assets that could be restrained under the Criminal Proceeds (Recovery) Act 2009 92.6. better facilitate law enforcement agencies’ analysis to inform decisions on the allocation of limited investigative resources 92.7. increase identification of victims of fraud 92.8. be more cost-effective than other investigative techniques, such as surveillance. 93. The potential added value for improved law enforcement intelligence under the A...

7. [2007] NZEmpC WC 29/07 Hawkins v Commissioner of Police [pdf, 91 KB]

   ...arising from events that had occurred in the course of his employment as a police officer. He was discharged under s347 of the Crimes Act 1961 2 years later. Mr Brosnahan then wrote a detailed letter on 7 November 2003 to Russell Gibson, human resources manager, who had taken over from District Commander Lammas, in which he provided the details requested in 2001 and specified the remedies sought including reinstatement. [12] The parties then attended mediation which was...

8. [2010] NZEmpC 32 Maritime Union of NZ v Ports of Auckland [pdf, 100 KB]

   ...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 anticipate...

9. [2006] NZEmpC AC 51/06 Fuiava v Air New Zealand Ltd [pdf, 118 KB]

   ...had replied that it was not his decision and that the “boss upstairs” had made the decision. [25] Mr Sullivan denied having made this statement and said that the decision was his, although it is clear that he received assistance from human resources and had kept his senior managers fully informed. Mr Sullivan said that one of the senior managers had wanted the dismissal to be summary, but had accepted Mr Sullivan’s decision to give the plaintiff four weeks’ pay in lieu of...

10. [2012] NZEmpC 179 Drader v Chief Executive of the Ministry of Social Development [pdf, 189 KB]

    ...not appreciated the significance of her telephone call to client A as she had not told Mr MacPherson about it, and this caused Mr MacPherson to question her judgment as a manager. [20] Mr MacPherson then contacted Clive Kilgour, a Senior Human Resources Consultant and asked how he should proceed. He was advised to tell Ms Drader about the complaint and that a formal process under the Ministry’s Code of Conduct (the Code) would begin immediately. Mr MacPherson returned to the r...