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1. Cook v Manawatu Community Law Centre [2021] NZHRRT 10 [pdf, 261 KB]

   ...complained of, MCLC made much of its privacy compliance procedures. Ms Herbert specifically said that before signing their employment contract all new employees of MCLC were required to read MCLC’s Practice and Process handbook and MCLC’s Human Resources handbook. [113] A copy of MCLC’s handbooks was available electronically and a hard copy was also available to employees in Ms Herbert’s office. These documents covered MCLC’s internal requirements to keep client records and i...

2. [2007] NZEmpC CC 13A/07 Abernethy v Dynea NZ Ltd [pdf, 107 KB]

   ...attendances at various meetings were not provided. On 31 January, at a meeting involving the plaintiff, Sharon Adlam, the site manager of Dynea’s Nelson premises, and Cleve Reed, the New Plymouth site manager who was also responsible for human resources and health and safety issues throughout Dynea’s New Zealand operations, the plaintiff was told he was demoted with a reduction in salary and was given a final written warning. [9] Following the 31 January meeting Mr Climo left...

3. Regulatory Impact Statement Fee regime for the alcohol licensing system [pdf, 232 KB]

   ...sales time, and number of enforcements in the last 18 months. Scores would be added to give a total weighting. 15. This framework has been developed using various information sources including: a. a survey of TAs about where most effort and resource is applied with respect to alcohol licensing b. discussions with enforcement agencies c. analysis of the Police database of alcohol-related offences d. a review of international approaches to risk-based fees e. input fro...

4. [2008] NZEmpC CC 4A/08 Sefo v Sealord Shellfish Ltd [pdf, 86 KB]

   ...future similar situations will be dealt with differently. I accept this to be a responsible and genuine reaction by the company to the findings made against it. The evidence establishes that the Sealord group has expert human relations and legal resources within the company that would be applied to any future allegations of the sort that led to Ms Sefo’s dismissal. [70] It is unlikely that Mr Barr, as factory manager, would alone have to deal with similar disciplinary issues, wh...

5. SV v WT LCRO 21/2013 (26 August 2014) [pdf, 110 KB]

   ...invoice is conduct that falls towards the lower end of the range of professional irresponsibility. [77] In the interests of efficiency, this is a matter which can be dealt with on review, without unnecessarily expending the Standards Committee’s resources by a referral back under s 209 of the LCA. [78] I have therefore decided not to refer the complaint back to the Committee for it to reconsider, and have completed this review on the basis that Mr WT’s conduct may constitute...

6. [2013] NZEmpC 207 Nee Nee v C3 Ltd [pdf, 139 KB]

   ...fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred. (3) In applying the test in subsection (2), the Authority or the court must consider— (a) whether, having regard to the resources available to the employer, the employer sufficiently investigated the allegations against the employee before dismissing or taking action against the employee; and (b) whether the employer raised the concerns that the employer...

7. Auckland City Council as Assignee v Russell [pdf, 126 KB]

   ...Determination 6 and they have had access to a procedure which has assessed and resolved the claim so far as they are concerned. I hope that this is regarded by them as being "speedy, flexible, and cost-effective" but, without the resources that the Act has afforded to them, they may not have achieved resolution of their claims as quickly or as cost-effectively. 5.6 It was an integral part of that process that, because there was no settlement affecting Mr Russ...

8. LCRO 35/2017 QK v JF and EG (29 May 2019) [pdf, 259 KB]

   ...determinations by a Standards Committee (and this Office) where allegations and submissions by (in particular) complainants, are often made in a ‘scatter-gun’ manner and often without merit or substance. It would be an appalling misuse of the resources of Standards Committees and this Office, if the requirement is to specifically address every allegation and submission. (citations omitted) 3 ZA v YB LCRO 39/2016 (15 February 2017)....

9. Nga Hau e Wha National Marae Charitable Trust – Nga Hau e Wha Marae (2013) 20 Te Waipounamu MB 152 (20 TWP 152) [pdf, 241 KB]

   ...into a management agreement with urban Māori authority Te Rūnanga o Ngā Maata Waka, to manage the Marae. Post earthquakes [10] After the Christchurch earthquakes in 2010 and 2011 the Marae was used as a centre for delivery of services and resources needed in the eastern suburbs of Christchurch. With the centre of the city cordoned off, a number of agencies were based at the Marae to provide assistance to people in need. 1 “Se...

10. JE v AC and SY LCRO 259/2012 (17 February 2015) [pdf, 154 KB]

    ...Church’s Book of Order. The Judicial Commission’s process is different in important respects from the process of litigation before a Court or Tribunal. Resolving that question in the present circumstances is not a proper or efficient use of the resources of this Office or the Standards Committee. [119] The parts of the decision that relate to Mrs JE having breached rule 13.8.2 is therefore reversed on review. The Committee is not directed to reconsider and determine that p...