Search Results

1. [2020] NZEmpC 174 Greetham v Lawter (NZ) Ltd [pdf, 384 KB]

   ...compensation in the sum of $50,000 for hurt, humiliation and injury to feelings, pursuant to s 123(1)(c)(i) of the Employment Relations Act 2000 (the Act); (b) payment of compensation in a sum equivalent to three months lost wages pursuant to s 128(2) of the Act being $23,013; (c) payment of compensation in respect of lost earnings and future lost earnings to age 65 pursuant to s 128(4) of the Act; and (d) costs. Employment background Lawter is incorporated in New Zealan...

2. [2022] NZEmpC 151 Kang v Saena Company Ltd [pdf, 378 KB]

   ...seek that confirmation. [127] An issue arose from the fact that it transpired Mr Kang had raised his text query using Ms Weon’s cell phone number and not Mr Hwang’s. It was Ms Weon, who was not a director of SCL, that sent the texts. [128] In my view, it was reasonable for Mr Kang to believe that the texts were sent with the authority of SCL. They were sent from a phone number used in the job advertisement for the role he had applied for at the outset, which unquestionably...

3. [2024] NZEmpC 226 Glenfield College BOT & Ors v Anderson [pdf, 272 KB]

   ...Ltd v Unsworth [2023] NZEmpC 180. See too Board of Trustees of Southland Boys High School v Jackson [2022] NZEmpC 136, [2022] ERNZ 565. 21 I must assess what remuneration was lost “as a result of the grievance”: Employment Relations Act, s 128(1). notice of termination under cl 10.2.6). Even then, there are multiple responsibilities upon the employer such as making reasonable efforts to locate alternative employment for the employee (see, for example, cl 10.2.5), and t...

4. [2024] NZEmpC 226 Glenfield College BOT & Ors v Anderson [pdf, 365 KB]

   ...Ltd v Unsworth [2023] NZEmpC 180. See too Board of Trustees of Southland Boys High School v Jackson [2022] NZEmpC 136, [2022] ERNZ 565. 21 I must assess what remuneration was lost “as a result of the grievance”: Employment Relations Act, s 128(1). notice of termination under cl 10.2.6). Even then, there are multiple responsibilities upon the employer such as making reasonable efforts to locate alternative employment for the employee (see, for example, cl 10.2.5), and t...

5. Horowhenua-District-Council-Cover-Letter-Form-7a-and-Form-18-20221101.pdf [pdf, 534 KB]

   ...Supporting documentation and assessment of effects on the environment • Volume Ill: Drawings and plans • Volume IV: Technical assessments • Volume V: Cultural impact assessments. As set out in the attached Form 7 A, Waka Kotahi requests (under section 87D of the Resource Management Act) that Horowhenua District Council, together with Greater Wellington Regional Council, Horizons Regional Council and Kapiti Coast District Council, allows the NoRs and applications for resource con...

6. [2018] NZEmpC 59 Nel v ASB Bank Ltd [pdf, 329 KB]

   ...said, it is well established that the relevant provisions of the general rules of evidence in the EA may guide the Court in the exercise of its broad discretion under s 189(2) of the Act. Ms Stewart, counsel for Mr Nel, emphasised the sub-section does not, however, permit “evidential open slather”.4 A principled approach should be adopted. For present purposes, ss 7 and 8 of the EA provide the appropriate guidance. [21] In Pacific Plastic Recyclers Ltd v Foo, Goddard C...

7. [2021] NZIACDT 9 - SL v Mackintosh (5 May 2021) [pdf, 227 KB]

   ...practitioner for misbehaviour, although it may have that effect, but to ensure that appropriate standards of conduct are maintained in the occupation concerned. 3 Z v Dental Complaints Assessment Committee [2008] NZSC 55, [2009] 1 NZLR 1 at [97], [128] & [151] (citations omitted). 9 … The purpose of disciplinary proceedings is materially different to that of a criminal trial. It is to ascertain whether a practitioner has met appropriate standards of conduct in the occu...

8. [2020] NZIACDT 47 - IK v Tian (3 November 2020) [pdf, 222 KB]

   ...practitioner for misbehaviour, although it may have that effect, but to ensure that appropriate standards of conduct are maintained in the occupation concerned. 3 Z v Dental Complaints Assessment Committee [2008] NZSC 55, [2009] 1 NZLR 1 at [97], [128] & [151] (citations omitted). 7 … The purpose of disciplinary proceedings is materially different to that of a criminal trial. It is to ascertain whether a practitioner has met appropriate standards of conduct in the occu...

9. [2021] NZIACDT 3 - DY v Parker (25 February 2021) [pdf, 219 KB]

   ...practitioner for misbehaviour, although it may have that effect, but to ensure that appropriate standards of conduct are maintained in the occupation concerned. 3 Z v Dental Complaints Assessment Committee [2008] NZSC 55, [2009] 1 NZLR 1 at [97], [128] & [151] (citations omitted). 8 … The purpose of disciplinary proceedings is materially different to that of a criminal trial. It is to ascertain whether a practitioner has met appropriate standards of conduct in the occu...

10. XN v Ji [2019] NZIACDT 67 (1 October 2019) Sanctions [pdf, 186 KB]

    ...standards of propriety and professional conduct not just for the public good, but also to protect the profession itself.4 3 Z v Dental Complaints Assessment Committee [2008] NZSC 55, [2009] 1 NZLR 1 at [97], [128] & [151] (citations omitted). 4 Dentice v Valuers Registration Board [1992] 1 NZLR 720 (HC) at 724–725 & 727; Z v Dental Complaints Assessment Committee, above n 3, at [151]. 8 [31] While protection of the public an...