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1. Koppula v Zhou [2014] NZIACDT 116 (27 November 2014) [pdf, 236 KB]

   ...person’s control does not trigger professional disciplinary consequences is self-evident. The usual point of difficulty is what is controllable, proper control often requires that a professional person maintain effective control over employees and resources within a practice. Regardless, there are occasions when professional persons are blameless victims of deception, or other circumstances, and that does not trigger professional disciplinary consequences. Ms Zhou’s management of t...

2. Practice Note: Family Court specialist report writers [pdf, 908 KB]

   ...separation and impact on children and adults; (iii) parenting skills; (iv) family violence and impact on children and adults; (v) child abuse and neglect; (vi) alcohol and drug misuse and abuse; (vii) psychopathology; (viii) local community resources for children and their families; and (ix) the responsibilities of the report writer in relation to the Family Court. (c) Cultural awareness, including an understanding of: (i) the need and ability to refer to/make use of specialis...

3. [2017] NZEmpC 97 Nel v ASB Bank [pdf, 216 KB]

   ...to have the application for leave heard as soon as possible. [90] Second, I accept that two key factors which underpin the application for leave to appeal relate to the scope of the order of disclosure which was made, including the extent of resources which ASB says is required to comply with it. There are also, potentially, significant privacy issues. [91] I interpolate that if the application for leave to appeal is dismissed, these matters can and will be managed by appropri...

4. Options for resolving remaining Canterbury Earthquakes Insurance disputes [pdf, 384 KB]

   ...dispute or whose wider social or health needs are not being met. Additional support in these areas, before and during dispute resolution processes, could help resolve disputes earlier and more satisfactorily. 45. At this stage, it is unclear where resources would be best directed. There is a risk that further investment in existing support services is perceived as ‘more of what isn’t working’. If you would like to explore providing more support to claimants, we would recommen...

5. [2006] NZEmpC WC 15/06 OCS Ltd v Food Workers Union Inc [pdf, 108 KB]

   ...required the assistance of an interpreter to give their evidence. All have English as a second language, all are women. [12] On 25 May 2005, at the commencement of collective bargaining negotiations with the union, OCS’s general manager human resources, Mr Clive Menkin, advised John Ryall, then regional secretary of the union, that OCS was looking to implement the Panztel finger scanning system at Wellington Hospital. Although he was not called as a witness, Mr Ryall allegedl...

6. [2024] NZEmpC 104 Te Whatu Ora Health New Zealand v New Zealand Nurses Organisation Inc [pdf, 304 KB]

   ...[38] The reasons for those policy restraints were summarised by the Supreme Court as:22 [T]he importance of the adversarial nature of the appellate process in the determination of appeals, secondly, the need for economy in the use of limited resources of the appellate courts and, thirdly, the responsibility of the courts to show proper sensitivity to their role in our system of government. In general advisory opinions are not appropriate. [39] Mr Cranney and Mx Hornsby-Geluk di...

7. Legal-Aid-lawyer-Provider-Manual.pdf [pdf, 265 KB]

   ...(legalaidprovider@justice.govt.nz). mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz mailto:legalaidprovider@justice.govt.nz 8 Providing legal aid Grants Handbook The Grants Handbook is a useful resource that sets out our policies relating to legal aid in detail. Use the grants handbook to learn more about legal aid applications, eligibility, assignment, reassignments, fees, payments and more. We encourage you...

8. [2013] NZEmpC 200 Jonas v Menefy Trucking Ltd [pdf, 160 KB]

   ...resumed, “Mr Menefy continued to bait Mr Jonas in a way to invoke aggression.” In evidence, Mr Menefy denied that, at the time of the meeting, he wanted to get rid of Mr Jonas. He explained that he was being advised throughout by a human resources adviser and that “the risks of pre-determination” had been soundly explained to him. [20] Mr Richardson further told the Court (in evidence which I accept) that at the end of the meeting Mr Menefy made it clear that he did not...

9. [2022] NZEmpC 233 Baillie v The Chief Executive of Oranga Tamariki – Ministry for Children [pdf, 280 KB]

   ...throughout the hearing, was a video of the footage taken by Mr Peteru on his phone. The parties accepted that the video was sufficient to inform the Court. Preliminary decision [31] Mr Baillie met with Mr Peteru, and Oranga Tamariki’s Human Resources Adviser, on 31 May and 10 June 2021 to respond to the allegations. Mr Peteru’s preliminary decision was communicated to him by letter dated 28 July 2021. The conclusion was that the first, third, fourth and fifth allegations...

10. [2011] NZCA 14 CA405/2010 Idea Services Ltd v Dickson [pdf, 161 KB]

    ...who in a particular ―workweek‖ works for his or her employer. There is therefore some 31 At 168. 32 At 171–172. 33 At 172. 34 At 171–172. 35 See Chevron USA v Natural Resources Defence Council 467 US 837 (1984) and the discussion in Wool Board Disestablishment Company v Saxmere [2010] NZCA 513 at [114]–[115]. 36 At 171. greater basis for averaging over that particular unit of time (the ―workweek...