Search Results

1. [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...

2. [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...

3. [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...

4. [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...

5. Regulatory Impact Statement Management of returning offenders 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. [2015] NZEmpC 234 2015 AFT v BCM [pdf, 294 KB]

   ...witnesses’ recollections of events which, by the time of a substantive hearing, would have occurred more than four years previously. [43] The respondent says that he will be prejudiced by having to commit additional and limited financial resources to a case of that antiquity as well as finding it difficult to gather evidence from witnesses, including other staff members and former students. In particular, most former students will inevitably have left the institution an...

7. [2015] NZEmpC 43 Harris v TSNZ Pulp and Paper Maintenance Ltd [pdf, 336 KB]

   ...surprised to find these documents attached to the collective agreement, and at Mr Yukich’s insistence that they be so because it was said to have been part of his practice. This was not something that the defendant’s very experienced human resources manager had encountered previously. It was also described as very unusual by another very experienced human resources practitioner, Tony Teesdale, who gave evidence for the defendant in the case. I have not seen, before this case,...

8. [2016] NZEmpC 2 Northern Amalgamated Workers Union of NZ v Golden Bay Cement [pdf, 205 KB]

   ...income plan but Golden Bay's evidence was that the stable income plan was not linked to or dependent in any way on cl 24 of the collective agreement. Evidence in this regard was given on behalf of Golden Bay by the Company's former Human Resources (HR) Manager, Mr Alexander Gellatly. Mr Gellatly had been the HR Manager for Golden Bay between 1987 and 1989. He was then employed by Fletcher Construction from 1989 to 1994 and between 1994 and 2000 he provided consultancy s...

9. McAsey and Gill v Wellington 356 Committee APPEAL [2011] NZLCDT 41 [pdf, 216 KB]

   ...inordinate or oppressive delay. [67] It found that the period from the end of November 2009 until July 2010 should not have occurred, and accepted that it had been caused by systemic and prosecutorial delays resulting in part from lack of administrative resources. It did not consider the delay in the charges being set down for hearing as justifying the application for stay being granted, and dismissed the application. [68] Dr Steven QC submitted to this Tribunal that while the nature...

10. [2015] NZEmpC 76 Sealord Group Ltd v Pickering [pdf, 192 KB]

    ...contract. Nor was he able to give any rational explanation as to how and why it would have gone missing, had it ever existed. Mr Taylor said that Mr Pickering's employment agreement dated 19 January 2007 had been drawn up by Sealord's Human Resources Department (HR) and he believed that HR would also have drawn up the contract between Mr Pickering and United Fame but no one from HR was called as a witness to support that proposition. I found Mr Taylor's evidence in...