Search Results

1. NZCVS Cycle2 core report tables [xlsx, 597 KB]

   ...Māori booster sample. The period of data collection was 1 March 2018 - 30 September 2019. The time period covered by the data is 1 March 2017 – 30 September 2019. Refer to the NZCVS methodology report for further details about the survey - Found at resources and results. Comparison with other statistics New Zealand Crime and Safety Survey (NZCASS) The NZCVS is the successor to the New Zealand Crime and Safety Survey (NZCASS), which was administered in 2006, 2009 and 2014. Although som...

2. NZCVS Cycle 2 (2018 – 19) Data Tables [xlsx, 584 KB]

   ...Māori booster sample. The period of data collection was 1 March 2018 - 30 September 2019. The time period covered by the data is 1 March 2017 – 30 September 2019. Refer to the NZCVS methodology report for further details about the survey - Found at resources and results. Comparison with other statistics New Zealand Crime and Safety Survey (NZCASS) The NZCVS is the successor to the New Zealand Crime and Safety Survey (NZCASS), which was administered in 2006, 2009 and 2014. Although som...

3. Family Violence Bail (FVB) pilot evaluation - final report [pdf, 1.1 MB]

   ...personnel from Police (prosecuting officers; frontline officers; FMC operators; and a district Family Violence Coordinator) due to variations in their role at each court. The interviews discussed individual roles in the FVB pilot process, workload and resourcing implications of the pilot, unanticipated outcomes of the pilot, and perceptions of the effectiveness of the pilot. These interviews gave the team important insight into the ‘on the ground’ experience, strengths, weaknesse...

4. 2019-11-13 Allen + Clarke FVB Pilot Evaluation Final Report 004 [pdf, 1.1 MB]

   ...personnel from Police (prosecuting officers; frontline officers; FMC operators; and a district Family Violence Coordinator) due to variations in their role at each court. The interviews discussed individual roles in the FVB pilot process, workload and resourcing implications of the pilot, unanticipated outcomes of the pilot, and perceptions of the effectiveness of the pilot. These interviews gave the team important insight into the ‘on the ground’ experience, strengths, weaknesse...

5. Director of Proceedings v Oceania Care Company Ltd [2022] NZHRRT 8 [pdf, 923 KB]

   ...residents, to consult Oceania’s Clinical and Quality Team about whether to admit Mr A. However, they did not. Oceania further stated that had the Team been consulted, it would have asked the facility either to decline admission or state the additional resources it would require to care for Mr A appropriately. 24. RN B explained that the DHB’s Older Persons’ Mental Health team often considered that it was more suitable to transfer a person with dementia from a home-based care situati...

6. Legal Services Agency closure & annual report 2011 [pdf, 976 KB]

   ...Activities during the year have focused on: • developing and starting to promote and distribute information about the Legal Services Act 2011 to specific audiences. For example, pamphlets for people with needs for legal services, an online resource for community law centres, and information presentations for providers of community advice • attending the Porirua Court Open Day, Te Matatini and the Pasifika Festival to provide information directly to the individuals, iwi and comm...

7. Disability-and-victimisation-final-report.pdf [pdf, 880 KB]

   ...fatigue was attributed to the impact of compounding challenges, such as living with chronic pain, multiple comorbidities, and compromised mobility. On a second level, fatigue was exacerbated by stress associated with participants limited financial resources; a significant issue given the majority of participants (n=20) relied solely on a benefit and described struggling to meet costs associated with multiple comorbidities, inclusive of medication and medical appointments, transport,...

8. [2007] NZEmpC CC 7/07 Rooney Earthmoving Ltd v McTague and anor [pdf, 85 KB]

   ...not effected on each of the respondents until 3 and 15 January 2007. Decision [35] I do not discount the great concern felt by the three individual respondents to the proceeding that a substantial corporate entity with much greater financial resources at its disposal than they, has allowed them to believe that no further claims would be brought against them by it. However, that is often, if not always, the position in which defendants who are successful at first instance find thems...

9. [2011] NZEmpC 108 Auckland District Health Board v Bierre [pdf, 145 KB]

   ...[23] Ms Bierre then signed the OHS consent form which stated: Recommendations arising from this assessment will be sent to your employer (ADHB). Only the information required by the workplace will be provided to your Manager and/or the Human Resources Consultant. [24] The OHS consent form also referred in the following terms to the Privacy Act 1993 and the Health Information Privacy Code 1994 (the HIPC): “Personal information is collected and stored under the guidelines provide...

10. [2008] NZEmpC CC 13/08 ANZ National Bank Ltd v Svensson [pdf, 64 KB]

    ...is, over the course of 5 rather than 4 days per week). However, later that day, she told Ms Carroll that she did not want to change her hours and would be taking advice. [26] Ms Carroll referred the matter to Natalie Henry, the bank’s human resources consultant. Mrs Svensson’s representative, Brent Climo, advised Ms Henry by telephone that: 1. Mrs Svensson considered that the bank could not change her hours because it had agreed in the 2005 IEA that it would not do...