Search Results

1. [2013] NZEmpC 71 Gilbert v Transfield Services (New Zealand) Ltd [pdf, 362 KB]

   ...negotiate redundancy compensation payments and none was provided for in the current collective agreement. Mr Webb referred the union delegates to Mr Evans with whom they met subsequently and he agreed to pass on their questions to Transfield’s Human Resources department. [35] There was a second consultation meeting on 4 September 2009 which included the distribution of “Frequently Asked Questions” (FAQs) 3 to employees. This marked the end of consultation on the proposed bu...

2. [2015] NZEmpC 77 Adams t/a Untouchable hair & Skin v Brown [pdf, 281 KB]

   RICHARD & JENNIFER ADAMS trading as UNTOUCHABLE HAIR & SKIN v SHANNEN BROWN NZEmpC CHRISTCHURCH [2015] NZEmpC 77 [28 May 2015] IN THE EMPLOYMENT COURT CHRISTCHURCH [2015] NZEmpC 77 CRC 11/14 IN THE MATTER OF a challenge to a determination of the Employment Relations Authority BETWEEN RICHARD & JENNIFER ADAMS trading as UNTOUCHABLE HAIR & SKIN Plaintiff AND SHANNEN BROWN Defendant Hearing: 4, 5, 6, 17 March

3. Pinnock & Ors as Trustees of the Pinnock Trust v Auckland City Council [2011] NZWHT Auckland 28 [pdf, 373 KB]

   ...a study, a new internal garage and a guest bedroom and bathroom. [6] They initially engaged Richard Lamborne to design the additions. David Wood, the second respondent, was subsequently engaged to complete the design work and to obtain resource and building consent. Mr Wood was also engaged to administer the contract during the early stages of construction. [7] On 3 June 1999 Dr and Mrs Pinnock took over administration from Mr Wood but indicated they would continue t...

4. 2017 Population report [pdf, 14 MB]

   ...offending, making interaction with the welfare system an important opportunity to identify at-risk people for future interventions. Justice Sector POPULATION REPORT 21 Employment and training 4 ‘Protective factors’ are skills, strengths, resources etc. which helps an individual deal more effectively with stressful events and mitigate risk. In the context of the justice sector this means the individual is less likely to offend. Employment is likely to be a protective factor4 for p...

5. Te Tiriti o Waitangi Mai i Nehera Ki Tenei Ra Resource Te Reo [pdf, 20 MB]

   le liriti 0 Waitangi - - - MAil NEHERA KI TENEI RA He rauemi mo nga kura tuatahi - RARANGI TAKE Wahanga 1 AOTEAROAINEHERA Wahanga 2 TE TAENGA MAlO NGA pAKEHA KI AOTEAROA Wahanga 3 TE HAINATANGA 0 TE TIRITI 0 WAITANGI Wahanga 4 NGA AHUATANGA I pA MAil MURII TE HAINATANGA Wahanga 5 TE ARONGA 0 TE TIRITIINAIANEI HE KUPU AWHINA J TE TIRITI 0 WAITANGI MAil NEHERA KI TENEI RA - - HE RAUEMI MA NGA KURA TUATAHI He mema 0 Te RopD Whakamana i te Tiriti 0 Waitangi - Jo

6. Houlbrooke (2010) Matching farm dairy effluent storage requirements and management practices to soil and landscape features [pdf, 1.2 MB]

   ...2010 4.2.2 Soils in the Waikato region that exhibit preferential flow In this section we restrict our analysis to land likely to receive irrigated FDE. Irrigable land is considered to be land on slopes <15° and, within the New Zealand Land Resource Inventory (NZLRI), has vegetation codes for pasture or exotic forest. Exotic forest is included to capture areas of land, generally in the south of the region, which may be converted from forestry to dairying. The ratings for prefere...

7. From Bystander to Participant: Recognising and protecting victims by providing legal advice and legal representation [pdf, 664 KB]

   ...about the scheme. Further, all the participants were clear that the SVCAs scheme had no impact on the accused’s right to a fair trial. The expected heavier workloads on police officers did not materialise, in fact the SVCAs scheme freed up police resources by reducing the amount of material being accessed. However, there were some examples of extensive delays waiting for the extraction and analysis of mobile phone data. Other impacts included: • Individual cases benefitted from...

8. [2025] NZEmpC 208 Soapi and Others v Pick Hawkes Bay Inc [pdf, 412 KB]

   ...only be approved where the demand for workers cannot be met from the New Zealand workforce. Before granting an ATR, INZ must be satisfied that the employer: (a) is a New Zealand employer; (b) is in a sound financial position; (c) has human resource policies and practices of a high standard, promotes the welfare of workers and has dispute resolution processes; (d) has a demonstrable commitment to recruiting and training New Zealanders; and (e) has good workplace practices and...

9. Waitangi Tribunal - District 11 Wairarapa [pdf, 2.3 MB]

   ...the Waitangi Tribunal, which will receive the final version as evidence in its hearings of claims. Other district reports have been, or will be, published in this series, which, when complete, will provide a national theme of loss of land and other resources by Maori since 1840. Each survey has been written in the light of the objectives of the Rangahaua Whanui project, as set out in a practice note by Chief Judge E T J Durie in September 1993. The text of that practice note is included...

10. Christie Alexis Lesley MARCEAU (CSU-2011-AUK-001471) [pdf, 12 MB]

    ...provide liaison and consultation with courts, corrections, police, community mental health services, and community agencies on matters of mental health and management of associated problems with the identified agency; 2. To act as a mental health resource and provide an advisory role for co-ordination of health care (as it relates to mental health issues); 3. To provide informal written assessments for the court on whether a defendant is fit to stand trial, whether the person is sufferi...