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1. [2025] NZEmpC 16 The Chief of New Zealand Defence Force v Williams [pdf, 305 KB]

   ...Will, Allan and I.” She relevantly stated that RTMs had taken their vehicles home for some time “given the geographical areas they cover and the expectation of being on call 24/7. It has shown to be the most effective use of their time, the resource and provides the best support to our team and customers.” [46] While this correspondence recorded the arrangements in 2015, it is clear that those arrangements – that they be on call 24/7 – remained in place from 1 April 20...

2. Khan v Accident Compensation Corporation (Treatment Injury) [2025] NZACC 125 (4 August 2025) [pdf, 196 KB]

   ...treatment. (2) Treatment injury does not include the following kinds of personal injury: (a) personal injury that is wholly or substantially caused by a person's underlying health condition: (b) personal injury that is solely attributable to a resource allocation decision: (c) personal injury that is a result of a person unreasonably withholding or delaying their consent to undergo treatment. (3) The fact that treatment did not achieve a desired result does not, of itself,...

3. Amendments to Court Rules 2025 [pdf, 522 KB]

   ...New Zealand Gazette. 23 Commencement of the High Court (Improved Access to Civil Justice) Amendment Rules 2025 will occur on 1 January 2026. This is to provide time for the implementation of these changes, including modelling the impact on judicial resource and providing education/training. Compliance 24 The Rules comply with each of the following: 5 I N C O N F I D E N C E ara1554inu 2025-07-18 14:15:45 COLLINS Cross-Out COLLINS Cross-Out I N C O N F I D E N C E 24.1 the pr...

4. Glossary

   ...more commonly, as challenges to determinations of the Employment Relations Authority. Environment Court The Environment Court's work involves public interest questions relating to New Zealand's environmental matters, and other issues arising under the Resource Management Act 1991. evidence The various things presented in court to prove an alleged fact, including written or spoken testimony from witnesses, and other material such as documents, photographs, maps and videotapes. exhibits Items...

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5. Waitangi Tribunal theme D - Crown's right of preemption [pdf, 4.2 MB]

   ...Government's policies and practices through the appointment of an independent Protector of Aborigines; and (b) the assurance of adequate reserves. That tribunal held that the apparent principle behind the reserves was that 'Maori would retain sufficient resources to be full participants in the projected new economy, and would have sufficient land to provide an economic base for the future'. 8 A key question addressed here is whether the Crown's actions in relation to p...

6. Evaluation of Alcohol and Other Drug Treatment Court pilot [pdf, 1.3 MB]

   Formative Evaluation for the Alcohol and other Drug Treatment Court Pilot Prepared for Ministry of Justice 31 March 2014 F O R M A T I V E E V A L U A T I O N F O R T H E A L C O H O L A N D O T H E R D R U G T R E A T M E N T C O U R T P I L O T i i Contents Preface v Glossary vi 1. Executive summary 1 2. Introduction 9 2.1 Background 9 2.2 Formative evaluation of the AODT Court 9 2.3 Formative evaluation methodolog

7. [2010] NZEmpC 84 Secretary for Justice v Dodd [pdf, 126 KB]

   ...through their private activities.” [83] Employee responsibilities include “[t]o maintain appropriate standards of behaviour …”, “[t]o ensure that you do not make or allow any unauthorised use of, or access to, the Ministry’s property or resources, or information about its business or clients.” Under a subheading “Conflict of interest”, this code provides: You should avoid any activity or behaviour (work-related or private) which could reflect badly on you as an emp...

8. [2009] NZEmpC CC 5/09 Ramsay V Commissioner of Police [pdf, 126 KB]

   ...solution was to recommend placing Constable Coy under performance management and removing Mr Ramsay from the Temuka station before Sergeant Smith returned from leave as the two officers were in direct conflict. [70] Subsequent advice from human resources was that Mr Ramsay could not be removed from Temuka without his consent. Human resources advised Inspector Gaskin to meet with Mr Ramsay, manage Sergeant Smith’s performance issues, and hold a joint meeting between the two of them...

9. [2015] NZEmpC 210 Allied Investments Ltd t/a Allied Security Ltd v Marriott [pdf, 214 KB]

   ...are to be taken into account when considering the test of justification as to dismissal. These include whether the employer sufficiently investigated the allegations before dismissing or taking action against the employee, having regard to its resources; whether the employer raised their concerns prior to the dismissal; whether the employer gave the employee a reasonable opportunity to respond to the employer’s concerns before 2...

10. [2013] NZEmpC 60 Snowdon v Radio New Zealand Ltd [pdf, 236 KB]

    ...matters proceeded to trial, the history of the two previous adjournments, the Employment Court’s previous comments as to complexities and delays which were unconscionable and largely unnecessary and the extraordinary amount of time and effort and resources that had to be poured into these proceedings by the defendant without any resolution of the substantive claims. He referred to the affidavits of current and former employees and advisors of the defendant as to the significant i...