Tag Archives: CCTO

DVML: No harassment policy or complaints procedure II

Received from Bev Butler
Mon 21 Jul 2014 at 11:44 p.m.

Message: Just received the attached letter from Terry Davies, dated 17 July 2014.
There are still NO sexual harassment or complaints policies in place at DVML in spite of my letter to ODT at the end of last year alerting Sir John Hansen.
Sexual harassment has allegedly taken place, complaints were made against a senior manager of DVML and no action taken.
Why did Sir John Hansen not take this issue seriously enough to put these policies in place to protect the DVML staff?
[ends]

DVML Sexual harrassment and complaints policies (PDF, 458 KB)

Terry Davies letter 17.7.14 DVML sexual harassment and complaints policies

Related Post and Comments:
20.12.13 DVML: No harassment policy or complaints procedure, really?

Posted by Elizabeth Kerr

10 Comments

Filed under Business, DCC, Democracy, DVML, Media, Name, New Zealand, People, Politics, Project management, Property, Site, Sport, Stadiums

DVML: No harassment policy or complaints procedure, really?

Supplied.
ODT 20.12.13 Letter to the editor (page 14)
ODT 20.12.13 Letter to the editor Bev Butler p14

ODT Letter to editor Bev Butler 20.12.13 (page 14)
█ [Scanned file missing from media library since before 20.1.14. Replaced 21.7.14. -Eds]

We recommend people read the information below and follow the weblinks.
Take action if you are experiencing bullying/harassment/sexual harassment at your workplace.
Verbal bullying in the workplace is recognised as violence.
Physical bullying is more obviously violence. Dry humping women is……

It is strongly recommended that affected persons take action.
DVML really needs to be an EEO employer.

****

From the Equal Employment Opportunities (EEO) Trust website:

Harassment and bullying in the workplace
Workplace harassment and bullying is likely to affect staff morale, creativity and productivity, and create an unhealthy workplace culture. It can be subtle or overt, sporadic or sustained.

Harassment can be defined as any unwelcome comment, conduct or gesture that is insulting, intimidating, humiliating, malicious, degrading or offensive. It might be repeated or an isolated incident but it is so significant that it adversely affects someone’s performance, contribution or work environment. It can include physical, degrading or threatening behaviour, abuse of power, isolation, discrimination, sexual and/or racial harassment. Harassment is behaviour that is unwanted by the recipient even if the recipient does not tell the harasser that the behaviour is unwanted.

Bullying is ongoing unreasonable behaviour which is often intended to humiliate or undermine the recipient but is not specifically unlawful.

Download this document (PDF, 47 KB) >>

Read more at http://www.eeotrust.org.nz/toolkits/harassment.cfm

Headings include:
• Legislation and liability
• Effects of harassment and bullying
• Background: your current climate
• Steps to take
• For further support, advice and training
• Additionally, Bullying Resources

The Equal Employment Opportunities (EEO) Trust is a not-for-profit organisation tasked with providing EEO information and tools to employers and raising awareness of diversity issues in New Zealand workplaces.
The EEO Trust assists employers in introducing and managing proven EEO thinking and practices, encourages diversity by promoting the recruitment and development of people on the basis of merit and generates awareness of the business benefits and rewards of an inclusive workplace.
Based in Auckland, the EEO Trust works with employers around New Zealand providing the latest resources, ideas and information to support workplaces to achieve success through effectively managing diversity. The EEO Trust is resourced by fees from member organisations and Government contributions. It is governed by a Board of Trustees.

****

NZ Human Rights Commission – Accessible HTML Document
Sexual harassment

What is sexual harassment?
Sexual harassment is unwelcome or offensive sexual behaviour that is repeated or significant enough to have a harmful effect on you.

The Human Rights Act makes this unlawful when it occurs in:
● employment
● education
● or any other areas covered by the Human Rights Act.

For more information, contact the Human Rights Commission’s toll free InfoLine on 0800 496 877.

More information at:
http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/22-Mar-2010_12-42-50_Sexual_Harassment_ENGLISH.html

Headings include:
• Examples of sexual harassment
• Victimisation
• Why you should act
• Why sexual harassment is wrong
• What you can do about sexual harassment

If this doesn’t work, or is inappropriate, you can seek advice and assistance from:
• a sexual harassment contact person at work
• a manager or school counsellor
• the Human Rights Commission
• your union delegate or a lawyer
• a professional disciplinary group
• the police
• Employment Relations (if you have been harassed at work). Phone 0800 20 90 20.

Contact the Human Rights Commission

****

Ministry of Business, Innovation & Employment (MoBIE)
Labour Information (knowledgebase)

Sexual harassment in the workplace
What is the best way to deal with sexual harassment in the workplace?

Employers can help protect their workplace against sexual harassment by implementing an effective sexual harassment prevention programme and ensuring that staff are aware of the organisation’s policy and procedures relating to sexual harassment.

Sexual harassment may include:
An employer or employer’s representative making a request, directly or indirectly, of an employee for sexual intercourse, sexual contact, or other form of sexual activity that contains:
● an implied or overt promise of preferential treatment in that employee’s employment, or
● an implied or overt threat of detrimental treatment in that employee’s employment, or
● an implied or overt threat about the employee’s present or future employment status

An employer or employer’s representative using language (written or spoken), visual material or physical behaviour of a sexual nature:
● that is unwelcome or offensive to that employee (whether or not this is conveyed to the employer or representative), and
● that is either repeated or is so significant that it has a detrimental effect on the employee’s employment, job performance, or job satisfaction

If an employee believes they are being sexually harassed in the workplace, either by another employee or a customer, they need to raise it with their employer. They may decide to discuss the problem with the employer, either directly or through a representative such as a union representative.

If a sexual harassment complaint cannot be resolved through discussion with the employer, then mediation could be an option. Mediation is a service that is available to employers and employees to assist in the resolution of employment relations problems.

Alternatively, an employee may make a complaint to the Human Rights Commission. The Commission can offer dispute resolution services, which may include mediation. More information can be found on their website or by phoning 0800 496 877.

Read this information and other links at:
http://www.dol.govt.nz/workplace/knowledgebase/item/1355

****

Take a look at HowTo Law’s website (NZ):
How to bring a sexual harassment claim against your employer

Posted by Elizabeth Kerr

8 Comments

Filed under Business, DVML, Media, Name, New Zealand, People, Politics, Project management, Site, Stadiums

DCC / DCHL shake up !!!

Bevan Dodds [odt.co.nz] 1### ODT Online Wed, 24 Jul 2013
Top job to go at DCHL
By Chris Morris
Dunedin City Holdings Ltd chief executive Bevan Dodds is to lose his job as the Dunedin City Council tightens its grip on the financial affairs of its companies. The change – and the recruitment of a new group chief financial officer to oversee both organisations’ finances – was part of management restructuring unveiled yesterday by council chief executive Paul Orders. The new recruit would be part of the council’s executive management team, but would work closely with the council and DCHL to ensure a ”unified” understanding of the finances of both, Mr Orders said.
The change would help avoid surprises like the multimillion-dollar shortfall in dividend payments from DCHL to the council, which sent shockwaves through the council in 2011. It would also mean Mr Dodds’ role would be disestablished later this year, DCHL chairman Denham Shale confirmed. Mr Dodds would continue in his role in the meantime, but would not comment yesterday or say whether he planned to apply for the new role.
Mr Orders said the changes also represented a move away from an older ”silo-based approach to financial management” that split the council from its companies.
Read more

DCC corporate management structure: (via ODT)

Chief executive Paul Orders

Infrastructure and networks general manager Tony Avery, overseeing:
• Economic development and property (group manager Robert Clark)
• Water and waste (group manager [name removed 27.12.15])
• Transportation (acting group manager Graeme Hamilton)
• Parks, recreation and aquatics (group manager Mick Reece)

Services and development general manager Sue Bidrose, overseeing:
• Community and planning (group manager Nicola Pinfold)
• Arts and culture (group manager Bernie Hawke)
• Regulatory services (group manager Kevin Thompson)
• Customer Services Agency (manager Adrian Blair)

Corporate services group manager Sandy Graham, overseeing:
• ICT, communications, governance

Group chief financial officer (vacant)

Organisational development and performance manager (vacant)

****

Dunedin City Council – Media Release
New Management Structure Announced

This item was published on 23 Jul 2013.

The Dunedin City Council has put in place a new senior management structure to help strengthen the organisation so it is better equipped to face future challenges.

DCC Chief Executive Paul Orders says, “Following consultation with affected staff, the General Managers and I have set out a new structure we believe will address some of the ongoing challenges facing the organisation in the years ahead.”

A key change is the introduction of a new position of Group Chief Financial Officer (GCFO). This will replace the Council’s Chief Financial Officer (currently a vacant post), with the role expanded to include the provision of financial advice and support to the Board of DCHL. As part of that process, the position of Chief Executive of DCHL will be disestablished and the GCFO post will be publicly advertised.

Mr Orders says the management restructuring will mean little change for staff roles, but will change some reporting lines.

“My primary objective with this structure is to ensure a set of management arrangements which are fit for purpose. But they will also deliver a net saving of about $100,000 for the DCC. This is over and above the managerial savings previously delivered.”

The new structure includes a streamlining of functional areas and Group Managers reporting through to General Managers. To achieve this, a team of eight Group Managers has been established and will mostly be filled from existing activity managers from within Council.

The new structure also includes a new Organisational Development and Performance Manager. This will give more focus to the work being done on staff performance and development, and to enhance the reputation of the DCC as an employer of choice.

The new structure is designed to strengthen the co-ordination of financial management between the DCC and Dunedin City Holdings Limited (DCHL) and improve the DCC’s ability to respond in the areas of change management, performance management and organisational development.

A public recruitment process for new posts will begin shortly.

Contact Communications and Marketing Manager on 477 4000.

DCC Link

Related Posts and Comments:
12.7.13 Hudson, DCC (ex DCHL)
7.7.13 DCHL changes lack transparency —where’s the report, Shale?
30.10.12 DCHL ‘run by a bunch of fools’ -agreed
13.8.11 Ridding DCHL of conflicts of interest, Otago business monopoly ‘by director’, and other ghouls

For more, enter *dchl* or *dcc* in the search box at right.

Posted by Elizabeth Kerr

*Image: odt.co.nz – Bevan Dodds

Leave a comment

Filed under Business, DCC, DCHL, Delta, DVL, DVML, Economics, Media, Name, ORFU, People, Pics, Politics, Project management, Property, Site, Sport, Stadiums, What stadium

DCHL changes lack transparency —where’s the report, Shale?

Calvin Oaten draws attention to this advertisement appearing in the Business section today:

SST 7.7.13 DCHL advert for directors (page D7) 1

Earlier comment:

Elizabeth
Submitted on 2013/06/20 at 5:44 pm

Calvin, I note the DCHL ‘shake-up’ restructuring plan is very slow to surface. Why? Perhaps Mr Denham Shale and Mr Bill Baylis are not aware of the need for public accountability and transparency. We have been waiting MONTHS and MONTHS for their information.

In August 2011 the Dunedin City Council voted to accept radical recommendations in the previously confidential Warren Larsen Report (released 11.8.11) that slams governance of Dunedin City Holdings Ltd (DCHL), the council’s holdings company.

Warren Larsen Report (PDF, 3.9 MB)
Governance review of all companies in which Dunedin City Council and/or Dunedin City Holdings Limited has an equity interest of 50% or more.

Related Post and Comments:
27.6.13 State of the City —DCC or Dunedin?
22.5.13 Dunedin mayoralty and the Q-town heavies
13.8.11 Ridding DCHL of conflicts of interest, Otago business monopoly ‘by director’, and other ghouls

For more, enter *dchl*, *dcc*, or *dvml* in the search box at right.

Posted by Elizabeth Kerr

10 Comments

Filed under Business, DCC, DCHL, DVL, DVML, Economics, Hot air, Media, Name, People, Politics, Project management, Property, Sport, Stadiums, What stadium

Dunedin City Holdings Limited

Dunedin City Council
Media Release

New Start For DCHL

This item was published on 01 Nov 2011.

In keeping with the recommendations of the [Larsen] Report on the membership and operation of DCHL, the following measures have been endorsed by the Council at its meeting yesterday.

    • Membership of DCHL board precludes membership of the boards of subsidiary companies
    • Elected members and senior DCC staff not eligible for board membership
    • There will be no multiple directorships
    • The DCHL board will be reconstituted with three directors only.

The Council expects these measures to be implemented immediately.

To this end:

    • DCHL board have all resigned or been removed.
    • Two new DCHL board members announced today are Denham Shale and Bill Bayliss.
    • They will be assisted by Warren [Larsen] who will act as a consultant to the DCHL board.
    • There will be a further appointment to the board determined by Messrs Shale, Bayliss and [Larsen].
    • The new/interim board will guide the implementation of the restructuring of the subsidiary companies’ boards.

Contact Dave Cull, Mayor of Dunedin on 477 4000.

DCC webpage

*Name correction in square brackets by What if? editors.

Larsen Report via this DCC weblink – published 11 August 2011.

Related Posts:
28.10.11 DVML, DVL and DCHL annual reports
16.9.11 DCHL and subsidiaries: shuffling, no real clean out?
2.9.11 Dunedin City Council is buggered
13.8.11 Ridding DCHL of conflicts of interest, Otago business monopoly ‘by director’, and other ghouls
9.8.11 CRITICAL Dunedin City Council meeting
3.8.11 D Scene broke the news
29.7.11 WE ALL SAID IT #DunedinCityCouncil #SHAME
9.2.11 DCC and DCHL, was there ever any doubt?

Posted by Elizabeth Kerr

73 Comments

Filed under DCC, DCHL, Economics, People, Politics, Project management