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Results for workplace investigation

Showing 25-32 of 239 results
Fuyu Zhuo v BNS Co Limited and BNS Group Limited [2026] NZERA 45 - unjustified summary dismissal over till cash allegations; employer fidelity claim fails; $15,000 compensation and $3,000 penalty

Fuyu Zhuo was summarily dismissed and trespassed from a hospitality business after allegations that he had taken cash from the till. The employer's case also included a fidelity claim, while Mr Zhuo challenged the lack of a fair investigation and sought wage and holiday entitlements.

Matched passage: In particular, there was no proper investigation, the concerns were not put to the employee in advance, and he was given no genuine opportunity to respond before the decision was made.
JAGJIT SINGH v L&B FOODS LIMITED and ANOR [2026] NZERA 13 - Unjustified dismissal upheld; $8,933 remedies (reduced) plus wage arrears.

Kitchen hand Jagjit Singh was dismissed immediately after the employer believed he had attended work intoxicated and later returned to the restaurant. There was no paper trail of prior warnings or a proper investigation before the phone-call and email dismissal.

Matched passage: There is no paper trail of prior meetings with feedback, warnings or investigation undertaken relating to the incident on 26 February 2024.
OCO v ZUA [2025] NZERA 790 - Constructive dismissal after unfair suspension and defective disciplinary process

OCO resigned after being suspended and put through a disciplinary process by ZUA. The case centred on whether the suspension and investigation were fair and whether the employer's cumulative conduct was serious enough to make the resignation a constructive dismissal.

Matched passage: ZUA suspended that other driver and started an investigation into OCO's complaint.
Glenice Cooper v Success Realty [2025] NZERA 782 - redundancy, performance; what the ERA decided and what was ordered

After 21 years as a marketing manager, Glenice Cooper was dismissed for redundancy by Success Realty. By the investigation meeting the employer conceded the dismissal was unjustified, leaving the ERA to determine the proper level of lost remuneration, bonus and compensation.

Matched passage: ... [2025] NZERA 782 Parties: Glenice Cooper v Success Realty Authority member: Claire English Investigation meeting: 13 August 2025 in Hamilton Submissions received: 28 August and 18 September 2025 from Applicant Determination date: 3 December 2025 Outcome: The Authority made ...
Benjamin Thomas v Matthew Scott and Patricia Scott trading as Infinity Dairy [2025] NZERA 592 - indefinite paid suspension over prescribed medicinal cannabis; employer silence led to constructive dismissal; $33,545.75 awarded plus $4,571.55 costs/fee

Benjamin Thomas was placed on an open-ended paid suspension after issues arose about his prescribed medicinal-cannabis use. The employer then failed to progress a meaningful investigation or communicate a pathway back to work, and Mr Thomas eventually resigned alleging constructive dismissal.

Matched passage: Suspension must be anchored to the contract and a real process: if suspension is justified by "investigation", there must actually be an investigation with particulars, steps, and timeframes.
PRASAD v WARRIOR NZ LIMITED [2025] NZERA 492 - employer breaches caused constructive dismissal

Mr Prasad's employment with Warrior NZ deteriorated after employer breaches and a breakdown in the working relationship. The employer did not attend the ERA investigation meeting despite being served with the proceeding.

Matched passage: An investigation meeting was set down for 20 May 2025 in Napier.
HIRST v AL ENTERPRISES LIMITED [2025] NZERA 474 - bakery worker dismissed without fair process

Hailee-Anne Hirst said a bakery effectively dismissed her after calling her in on a day off and confronting her about allegedly missing market takings. The employer denied dismissing her but did not participate in the investigation meeting.

Matched passage: In summary, After further confirmation from Ms Hirst's representative, the single issue for investigation was one of unjustified direct dismissal.
BRENNAN v STELLA 2020 LIMITED and Ors [2025] NZERA 449 - dismissal without fair process; compensation and lost wages

Ms Brennan's employment with Stella 2020 ended on 30 July 2024 without a fair disciplinary or dismissal process. The employer did not participate effectively in the ERA investigation, which proceeded on the evidence available to the Authority.

Matched passage: In summary, The Authority's Investigation [6] A case management conference was held on 13 March 2025 at which timetable directions were issued for the lodgement of written witness statements and the convening of an investigation meeting.

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