Health – Oticon calls on Kiwis to take early action this World Hearing Day with one in six suffering from hearing impairment

Source: Undertow Media


With more than 700,000[i] Kiwis affected by hearing loss, hearing aid manufacturer Oticon is urging people to take action this World Hearing Day (3rd March), calling for Kiwis to take charge of their health and acknowledge the widespread impact hearing loss can have on everyday lives. 


World Hearing Day marks the release of the yearly World Health Organization (WHO) Report on Hearing which presents critical data underlining the number of people suffering from hearing loss, many without treating it.


Current WHO data shows that only 17 per cent[ii] of those who could benefit from wearing a hearing aid actually use one.


Globally, 466 million people suffer from disabling hearing loss with the World Health Organization (WHO) predicting this number to grow to over 900 million by 2050[iii].


Addressing hearing loss is crucial for life quality – numerous studies show that living with hearing loss can markedly increase the risk of health problems which are both a cause and effect of not living an active social life.


Corey Ackerman, Oticon New Zealand, said, “The earlier hearing loss is detected and treated, the less impact it can have on a person’s life. The ability to communicate well and feel confident in social environments is vital to keep people leading an active life, which has significant benefits for health and wellbeing.”


Oticon More, a world first hearing aid, trained with 12 million real-life sound scenes, has arrived in New Zealand. This new device, equipped with groundbreaking artificial intelligence (AI), was developed after research revealed people with hearing loss need access to all sounds for their brains to work in a natural way.


“Most people think we hear with our ears, but our brains are actually our main tool for hearing. Oticon More uses AI technology, a Deep Neural Network, to help the brain hear sound in a natural and effective way.


“Traditional hearing aids can block out vital surrounding sound, but Oticon More scans and analyses a sound scene at 500 times per second allowing the brain to process key sounds, such as someone else speaking or a bird chirping, even in a noisy, crowded environment,” says Ackerman


Oticon More uses one of the most advanced technologies on its new hearing aid platform, a Deep Neural Network which has been trained with 12 million everyday-life sound scenes.


As a result, the hearing aid has learned to recognise all the varying types of sounds, their details and how they should ideally sound.


“When you limit what you can hear to just a single person speaking, which many hearing aids do, your brain is forced to work harder in an unnatural way, and you can be cut off from other conversations around you. 


“By helping the brain to process sound in a natural way, we can better help reduce the health and life problems associated with untreated hearing loss,” says Ackerman.


The device, which can be linked to compatible smartphones, also allows users to directly stream music and phone calls into their ears and even connects to the TV, computer and smart home devices with the use of additional accessories.


Compared with previous generation hearing aids Oticon More offers a clearer and more distinct contrast between sounds, something that conventional technology has never before been able to deliver.


“Hearing loss often forces people to avoid situations with too much noise, but Oticon’s progress in the use of AI is a quantum leap in creating natural, clear, complete and balanced sounds. We hope this advancing sonic technology will deliver greater freedom for many,” says Ackerman.


Pricing is dependent on individual needs and can be discussed with your registered audiological provider.


A free online hearing test is available on the Oticon website for anyone that would like to take the first important steps.

For more information visit:


About Oticon

500 million people worldwide suffer from hearing loss. The majority are over the age of 50 while eight percent are under the age of 18. Oticon's vision is to create a world where people are no longer limited by hearing loss. A world where hearing aids fit seamlessly into life and help people realise their full potential, while avoiding the health consequences of hearing loss. Oticon develops and manufactures hearing aids for both adults and children and supports every kind of hearing loss from mild to profound and we pride ourselves on developing some of the most innovative hearing aids in the market. Headquartered in Denmark, we are a global company and part of Demant with more than 15,000 employees and revenues of over DKK 14 billion. Changing technology. Changing conventions. Changing lives. Oticon – Life-changing hearing technology. 

Business – EMA echoes calls for more input into future management of COVID-19

Source: EMA
Calls by senior business leaders for more openness and cooperation around the Government’s plan for the ongoing management of COVID-19 are strongly supported by the EMA.
Chief Executive Brett O’Riley says business owners are being crippled by increasing pressure and costs from the ongoing series of lockdowns.
“While the government and various agencies have acted quickly to support both employers and employees in the most recent rapid lockdowns, the pressure mounts on both of those groups as each successive lockdown is doing more damage to already struggling businesses and their employees,” he says.
“Many of our smaller businesses are just hanging on and reaching the end of their capability to continue supporting their staff and their own operations. The vast majority of business owners, supported by their staff, have gone out of their way to try everything they can to keep people in work.”
However, Mr O’Riley says that may not last much longer as more tough decisions loom.
“It’s great to see the major businesses in our community recognising the strain on the SME sector and showing their willingness to add support and resources to assist the Government in managing the ongoing, long-term challenges presented by COVID-19.
“The Government should accept that offer with alacrity and begin sharing its plans for the future management of the pandemic.”
Mr O’Riley says concerns raised about a lack of engagement and willingness to share information were valid in some cases, while other Government agencies had responded well to input around the lockdowns.
“We’ve seen noticeably faster and improved systems of rolling out checkpoints and offering business assistance in the last two lockdowns but asking workplaces – particularly small businesses and their people – to continue to bear the brunt of lockdowns is not a sustainable long-term solution to managing COVID-19 in our communities.”
“We’d urge Government and the various ministries involved in managing the pandemic to accept and work with all the resources, technology and expertise available to them from any sector,” he says.
For more information on COVID-19 in relation to business please see the EMA’s dedicated site, call AdviceLine on 0800 300 362, or the Business Helpline on 0800 500 362.
About the EMA:
The EMA is New Zealand’s largest business service organisation dedicated to helping people and businesses grow. It offers advice, learning, advocacy and support for more than 5,600 businesses as members of the EMAExportNZ and The EMA's Manufacturers Network. The EMA is part of the BusinessNZ network and its territory spans the upper North Island. The EMA also offers many of its services nationally to member businesses, and through its partners. 

Independent Police Conduct Authority – Bullying, Culture and Related Issues in New Zealand Police

Source: Independent Police Conduct Authority

2 March 2021 – In a new report released today, Bullying, Culture and Related Issues in New Zealand Police, the Authority finds significant elements of bullying in some workplaces, and a related negative culture.

“This negative culture did not permeate every workplace”, said Judge Colin Doherty, Chair of the Independent Police Conduct Authority. “The weight of evidence suggests it is likely confined to particular individuals, workplaces and Police districts. However, it was sufficiently prevalent to give rise to concern and points to the pressing need for real change in management and organisational practice”.

The Authority's review involved about 400 hours of confidential interviews with more than 200 current and former Police staff about their specific experiences and their observations of Police culture that foster or permit bullying, harassment and other poor behaviour.

The report identifies seven distinct themes underlying interviewees' negative experiences: intolerance of questioning or dissent; favouritism and protectionism; marginalisation and ostracism; abuse and intimidatory conduct; sexist and racist behaviour; inappropriate office culture; and lack of empathy and caring. In many instances, the consequences of the bullying behaviour were profound, particularly in terms of the physical and mental health and wellbeing of staff.

The Authority and Police also jointly conducted a survey of all Police employees to ask them about their experiences of Police culture; 40% responded. The survey highlighted many positive features of the culture, with the vast majority reporting that Police is a great place to work.

Overall, however, the survey supports the Authority's findings and conclusions. It finds that 40% of respondents personally experienced (as distinct from merely observing) poor behaviour towards them over the past 12 months; 26% had experienced an isolated incident of abuse, bullying or harassment; and 9% had suffered sustained bullying.

“The underlying drivers of the culture reported to us tended to be directly related to the operating environment of policing and the lack of expertise of managers and supervisors, exacerbated by inadequate appointment and training processes”, said Judge Doherty.

“Society has changing expectations and values, and behaviour which would have been regarded as acceptable, or at least tolerated, in the workplace 20 years ago is now rightly regarded as inappropriate and oppressive. Police are not unique in needing to adapt to changing values.”

The report also finds that interviewees, virtually without exception, had no trust and confidence in the existing mechanisms for addressing bullying and related behavioural problems, or for dealing with low-level matters of integrity. Poor behaviour has often not been confronted and has sometimes even been condoned. The organisation's response to complaints has been fragmented and unco-ordinated.

These findings are not new. An independent review commissioned by the then Commissioner of Police in late 2019, undertaken by Debbie Francis, identified significant problems with systems and processes. As a result, Police have initiated an Action Plan to implement the findings of that review.

“Much has changed in the last 12 months”, said Judge Doherty. “There are positive signs that the organisation has turned a corner. Since the present Commissioner of Police was appointed in April 2020, he and his leadership team have committed themselves to a fundamental change in culture and approach to people management and have put in place a comprehensive strategy and action plan to achieve that. The Authority fully supports the work that is being undertaken and its overall intent and direction, and believes that it will do much to address the negative elements of the culture highlighted in the Authority's report and promote a more positive ethos and working environment. “

The Authority has not made any specific recommendations in the report. However, it will work with Police to revise the current Action Plan to incorporate the Authority's findings and monitor Police's progress in implementing that Plan.

Public Report

Bullying, Culture and Related Issues in New Zealand Police (PDF 2.18 MB)

Police and Bullying Culture – Police Association says IPCA bullying report a fair assessment

Source: NZ Police Association
The New Zealand Police Association considers the IPCA report on bullying, culture and related issues within Police, to be a fair assessment of the current situation in that it identifies the key problem areas, the progress Police has recently been making, and the way forward from here.
“Complaints from our members about a negative culture and bullying are always of serious concern and need to be addressed whenever and wherever they occur. We note that the IPCA has found bullying is not pervasive across Police as a whole. Rather, there are pockets of poor behaviour along with many strong and positive cultures,” Police Association President Chris Cahill says.
“That said, for those who come to the association, and those who have either made a complaint or provided the IPCA with information in confidence, what they have gone through, and may still be dealing with, is very real.”
“We know this from our own survey data, and the information from the IPCA/Police InMoment survey results in this report backs that up,” Mr Cahill says.
“The most disappointing aspect of this report is the degree of consensus that diversity of thought is not encouraged within Police, when it is this very quality that has the potential to be the biggest asset of New Zealand Police.”
The seven common themes identified in the IPCA report are indicative of the negative complaints the association receives formally, or is aware of.
“When you add a negative workplace to the stresses of policing, the consequences can be severe. We know that finding themselves marginalised, intimidated, up against an autocratic style or caught in the midst of inappropriate office culture pose serious threats to the mental health of our members,” Mr Cahill says.
“That is why this report is valuable. It lays out the next steps for Police in an ongoing process that they must stay committed to.”
The IPCA report builds on the work that Police has already started with the acceptance of the recommendations of the Francis Review including making vast improvements in the new appointments process, replacing the vilified ‘Speak Up’ complaint process with a new approach under Kia Tū, and the improvement in leadership training which will have the biggest impact on Police culture.
“From here, the association will be focused on holding Police to account in the implementation of the change process already evolving under the leadership of the current commissioner,” Mr Cahill says.

Economics and Lifestyle – Urgent Solution to Kiwi Housing Crisis

Source: Wealth Morning

New Zealand has the highest rate of homelessness in the developed world — and this could be the only way to fix this shocking crisis.

Wealth Morning, an Auckland-based research house focused on global finance, has just announced a parliamentary housing petition focused on achieving home affordability

CEO Simon Angelo says the New Zealand housing market is ‘a clear case of market failure.’

There’s little question that New Zealand’s record in housing its people is abysmal. Recent statistics suggest the country has by far the worst homelessness problem in the OECD, with around 1 in 100 Kiwis homeless.

Most areas of the country have ‘severely unaffordable’ homes, according to recent Demographia surveys. And home ownership rates have dropped significantly, suggesting more and more New Zealanders are stuck renting.

Analysis by Wealth Morning suggests that capital-gains taxes or further restraints on landlords may only serve to increase prices and rents.

Of course, the logical option is to boost supply. But Wealth Morning claims that the process for doing so has been incorrectly focused.

KiwiBuild is one such example. People don’t necessarily want to buy a government-branded home. And even if they did, there appear to be constraints on building and land availability.

‘Most people start renting,’ says Simon. ‘Affordable rental housing is probably the key. And that will take a major, coordinated building effort to unlock the market. Only the government can traverse the multifaceted challenges of labour supply, land availability, infrastructure, regulation, and tax.’

The Wealth Morning petition is asking the government to consider a Vonovia-type model. Vonovia is one of the largest providers of housing in Europe, with more than 400,000 medium-density rental units. It is listed on the stock exchange and has provided growth and dividend income to investors over the past 7 years.

Simon notes that New Zealand has already proven a shared-ownership model with the listing of the power companies several years ago on the New Zealand Stock Exchange. These companies are now significantly larger than they were before.

Wealth Morning is calling on the government to review homebuilding policy. And consider spearheading a more commercially-focused state-owned building business that could be part-floated soon.

‘Once you have many more quality rental dwellings,’ Simon says, ‘rents will start to come down. People will have more choices. And many marginal landlords may quit properties and return them to the market, helping with the affordability issue.’ Simon also notes that housing charities have achieved success through a rent-to-buy type strategy. ‘Once people have affordable rents, they can save deposits. And they can potentially move from renters to owners.’

The Wealth Morning petition details the opportunity and the process. In particular, it is unique in that it could offer win-win benefits for both home affordability and investment opportunity.

To learn more and sign the petition



Wealth Morning is an independent publisher of strategic financial research, with subscribers around the world. Their goal? To uncover intriguing opportunities lying beyond the radar.

Value investing. Wealth preservation. Retirement planning. Their premium Lifetime Wealth Investor service undertakes detailed analysis on global equities.

Local Government – Investigations into Porirua’s pipes to begin in Ttiahi Bay

Source: Porirua City Council 
Titahi Bay’s pipe network will be inspected in the coming months as part of a project, called Knowing your Pipes, to improve water quality in the region.
The $250,000 project in Porirua, led by Wellington Water, will involve crews checking pipes in the public and private network.
“We’re all responsible for our waterways, so this work is essential to reduce pollution in our rivers and harbour,” says Porirua Mayor Anita Baker.
Some homeowners in Titahi Bay will receive letters shortly, outlining the project, which includes low-risk smoke testing and dye tracing.
If there is any cost to fix faults on private property, there will be the ability to apply for assistance to spread the cost via Porirua City Council rates from 1 July.
Wellington Water chief executive Colin Crampton says his organisation, and the public, must band together to improve the existing water network. Similar projects to what is starting in Titahi Bay are planned elsewhere in the region this year.
“An incorrectly connected, leaking or damaged pipe causes pollution to our rivers, streams and beaches, and it will the focus of our crews out there to check the public and private pipes.
“If we find an issue in the public network, we will fix it. If we find one on private land, we will work with homeowners to get it repaired.”
For more information on the project, including FAQs, check out

Sustainable Building Sector – Building for a better world: new DGNB Report on the Sustainable Development Goals

:start Source: German Sustainable Building Council (DGNB)

The German Sustainable Building Council (DGNB) has issued a report explaining the role buildings can play in contributing to the global sustainability goals of the United Nations. The report contrasts the 17 Sustainable Development Goals (SDGs) with the potential impact of sustainable planning and construction. As such, it provides architects and planners – but also building owners and local authorities – with useful pointers on playing a more meaningful role in the issue of sustainable development. It also offers a comparison between the SDGs and criteria used for a variety of DGNB certification systems. The DGNB comparison demonstrates that as many as 15 of the 17 SDGs are covered by its certification for building projects.

The SDGs form part of the 2030 Agenda, which was adopted by all member states of the United Nations in September 2015. The goals reflect a commitment made by the international community to socially, economically and ecologically sustainable development. “The SDGs may already be embodied and embraced as a common basis for communication in some countries,” says DGNB CEO Dr Christine Lemaitre. “But we still have so much catching up to do in lots of countries, especially in the building and property industry – despite the key role played by this sector in achieving the goals.”

Almost all SDGs are relevant to building

The DGNB's aim with the new report is to contribute to increasing levels of awareness of the SDGs in the construction industry, which should provide orientation and add value when it comes to planning and building. “Our motivation was to present the topic in such a way that it demonstrates the direct links between the SDGs and sustainable construction, and that it does this in a straightforward and understandable way,” states Lemaitre.

The publication introduces the topics addressed by the 2030 Agenda, pinpointing specific areas of impact and providing examples of how every individual can contribute to the aims of the SDGs. It also shows why the building sector plays a particularly important role in achieving the goals and which of the 15 SDGs it affects in tangible terms. In addition, the report takes a closer look at the six particularly pertinent SDGs for the building sector:

Good health and well-being (SDG 3)
Affordable and clean energy (SDG 7)
Sustainable cities and communities (SDG 11)
Responsible consumption and production (SDG 12)
Climate action (SDG 13)
Partnerships for the goals (SDG 17)

DGNB certification – an instrument for implementing the SDGs

One particular area of focus of the publication is how the SDGs dovetail with different versions of the DGNB system. It does this by examining how the different DGNB certification criteria for New Construction, Buildings in Use and Districts are linked to the goals of the United Nations.

“The DGNB system translates the SDGs into building practice and plugs the gap between overarching global goals and real-world implementation,” states Lemaitre. “This new report will allow anyone with an interest in these issues to see at a glance which SDGs a particular certified project contributes to,” she says. “The certification is thus also suitable as a communication tool for all building owners, and companies and local authorities can integrate it into their sustainability reporting.”

Publication available on the DGNB website

Going by the title Building for a Better World, the new DGNB report is available free of charge in a digital format at: In the near future, it will also be possible to order the publication free of charge as a printed version.

Free downloads:

Contribution of the DGNB System for New Construction of Buildings to the SDGs
Contribution of the DGNB System for Districts to the SDGs
Contribution of the DGNB System for Buildings in Use to the SDGs

The DGNB German Sustainable Building Council was founded in 2007 and has around 1300 members, making it Europe's biggest network for sustainable building. The aim of the DGNB is to promote sustainability in the construction and real estate industry and instil awareness of building sustainability among the broader population. The DGNB is an independent non-profit organisation. Its certification system offers a planning and optimisation tool for evaluating sustainable buildings, interiors and districts. It was developed to help organisations enhance the tangible sustainability of construction projects. The DGNB System is based on the concept of holistic sustainability, placing equal emphasis on the environment, people and commercial viability. The DGNB Academy is an education and training platform that has already provided more than 5000 people from more than 40 countries with official qualifications in sustainable building.

For more information, go to

Education – Ara Enterprise & Digital Innovation Department offers local businesses services from its new ‘Tech Colab’

Source: Ara Institute of Canterbury
At a time when an effective online presence is more important than ever, Ara has created a social enterprise through which local businesses and other organizations can access affordable digital solutions.
Harnessing the talents of IT and business students, the ‘Tech Colab’ will provide cost-effective digital products and services to the community while also giving learners opportunities to learn while working with real-world customers.
Small local businesses and not-for-profits will be able to seek help with website and app-creation as well as SEO, database management, sales and marketing strategies and much more. CoLab clients may be charged a small fee for the completed work, but the strategy is to simply cover the costs of supervisor hours and the administration involved.
Bhaswati Ghosh, the CoLab’s Operations Co-ordinator sums it up by saying “Our customers will get a great job done by our very capable learners, supervised by our knowledgeable colleagues, as they contribute towards the education of the next generation of industry leaders. Students will also already have made connections in industry before they complete their studies with us, so it’s a complete win-win!”
Finding ways for smaller businesses to thrive in a post-COVID world is viewed extremely important by the New Zealand Government, with a suite of new training options and tools for digital commerce now available, especially to operators within the strained tourism sector.
The $20 million package is part of the Government’s coordinated response to the extraordinary economic challenges imposed by COVID-19 economic response, and is designed to empower businesses to with improved digital capabilities.
Part of Ara’s commitment to the communities in which it operates is to help local businesses adapt and remain viable in the face of economic or social headwinds.
Bhaswati comments “As the enterprise grows and evolves, our aim is to foster collaboration across the different departments at Ara, so that the CoLab will be able to offer a wider range of services and even greater benefits for our students, and our clients.”

Health Investigation – Escalation of care for rest home resident with cardiac symptoms

Source: Health and Disability Commissioner
Deputy Health and Disability Commissioner Rose Wall today released a report finding a registered nurse and a rest home in breach of the Code of Health and Disability Services Consumers’ Rights (the Code) for failures in the care of a rest home resident with cardiac symptoms.
The resident, a woman in her late eighties, had a medical history including coronary heart disease and COPD (a lung disease). She began to experience pain in her shoulder and breast. Early the next morning, the caregiver became concerned and called the on-call registered nurse at her home. The nurse instructed the caregiver to record the woman’s blood pressure every hour and to call back if her condition deteriorated. The nurse and the caregivers discussed the woman’s condition by telephone on two further occasions, but the nurse did not assess her in person.
Later that morning, the nurse became concerned about the woman’s blood pressure and instructed a caregiver to call a GP. However, a miscommunication between the rest home and the contracted and locum GPs meant that no GP attended the woman. During the afternoon, the nurse did not attend the woman to assess her, or call the rest home to monitor her condition.
Later that afternoon, the woman’s son called an ambulance because the rest home had not done so. The nurse subsequently telephoned the woman’s son and expressed her displeasure that he had called an ambulance.
Deputy Commissioner Rose Wall found that the instructions that the nurse gave to the caregiver were poor, and that the nurse did not provide medical intervention or arrange for it to be provided when it was required. When she became concerned about the woman’s condition, the nurse did not conduct a face-to-face assessment of the woman. She did not check whether the GP had arrived, and her communication with the woman’s son was inappropriate.
Ms Wall also found that the rest home’s procedure for obtaining GP assistance was inadequate; the nurse’s workload and performance were not monitored effectively; the caregivers did not recognise the seriousness of the woman’s condition, and failed to take steps to obtain urgent medical care; and the Emergency Policy was out of date.
“I have concerns about the critical thinking demonstrated by the caregivers at the rest home, and with the systems within the rest home, which did not enable the facility to provide adequate care to [the woman],” said Ms Wall.
Ms Wall recommended that the nurse attend training in cardiac management, communication with family members, and the responsibilities of a sole registered nurse at an aged-care facility.
She noted that in response to HDC’s recommendations the rest home had made a number of changes, including developing a plan for professional supervision for the nurse, providing training to caregivers, and updating the “When to Call 111” poster. The rest home, in conjunction with the nurse, provided HDC with an apology to the woman’s family.
Ms Wall also recommended that the rest home provide additional training to caregivers and review its processes for requesting GP assistance. In addition, she recommended that the local District Health Board consider continuing to monitor the care and services provided at the rest home.
The full report for case 19HDC00188 is available on the HDC website.

Business and Unions – BusinessNZ and CTU call on workplaces to step up Covid response

Source: BusinessNZ
BusinessNZ and the CTU have issued a joint statement calling on all workplaces to play their part in ensuring that New Zealand beats the latest Covid outbreak.
“Workplaces are a crucial element of NZ’s defence against Covid. It’s vital that everyone, both employers and employees, work together,” says Richard Wagstaff, President of the CTU.
Kirk Hope, BusinessNZ Chief Executive said, “We have a Covid-19 strategy that is really quite simple – everyone must stay away from work and isolate if they’ve been a close contact. It’s essential everyone is willing and able to stick to this strategy.”
“We need to work together so that isolation is not only the right thing to do, but also the easy thing to do. Workplaces must communicate this message so that everyone knows what’s expected of them. There should be no disadvantage or penalty of any kind for shielding others from Covid-19,” Richard Wagstaff said.
“Every business and every worker must do everything in their power to get ahead of the latest Covid outbreak. The consequences and costs of failure would be huge for all of us,” Kirk Hope said.
Part of achieving that involves everyone being fully aware of the financial supports that are in place from central government. Workplaces should know that:
– Whilst you are waiting for the results of Covid-19 test – The Covid-19 Short-Term Absence Payment is available for businesses, including self-employed people, to help pay their workers who cannot work from home while they wait for a Covid-19 test result. There’s a one-off payment of $350 for each eligible worker.
– If you are off sick with Covid-19, caring for someone with COVID-19, or have been required to isolate because of Covid-19 – The Covid-19 Leave Support Scheme is available for employers, including self-employed people, to help pay their employees who need to self-isolate and can't work from home. The scheme is paid as a lump sum and covers 2 weeks per eligible employee, up to $1176.60 for people who were working 20 hours or more per week.
– The Resurgence Support Payment is a payment to help support viable and ongoing business or organisations due to a COVID-19 alert level increase to level 2 or higher. Eligible businesses and organisations can apply to receive the lesser of:
o $1,500 plus $400 per full-time equivalent (FTE) employee, up to a maximum of 50 FTEs
o four times (4x) the actual revenue drop experienced by the applicant.
– Information will be available on Monday about a Wage Subsidy for employers and self-employed people impacted by Covid-19. This scheme will be available across New Zealand.
– There are a range of supports for businesses during COVID-19 from Inland Revenue. These can be found at:
– There are a range of supports for business and families from the Ministry of Social Development. These can be found at:
BusinessNZ and CTU are continuing to engage positively and constructively with Government to make sure adequate support and information is getting out into workplaces. We look forward to working together to eliminate Covid-19 from New Zealand