Women across NZ protest against pay equity bill changes
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RNZ News
6 hours ago
- RNZ News
Ex-US policeman in Breonna Taylor killing sentenced to 33 months
Breonna Taylor, 26, was a decorated emergency medical technician. Photo: Facebook A US federal judge has rejected an appeal for leniency by the Justice Department and sentenced an ex-police officer to 33 months in prison for violating the civil rights of a Black woman whose 2020 killing fuelled widespread protests. Brett Hankison, a former Louisville police department detective, was convicted by a jury in Kentucky in November of one count of abusing Breonna Taylor's civil rights for shots fired during a botched police raid on her home. In an unusual intervention, Harmeet Dhillon, the head of the Justice Department's civil rights division, had asked Judge Rebecca Jennings last week to sentence Hankison to time served -- the single day he spent in jail at the time of his arrest. But Jennings, who was appointed to the bench by US President Donald Trump during his first term as president, rejected the recommendation and said she was troubled by the prosecutor's sentencing memorandum and arguments for leniency, the Louisville Courier Journal said. She sentenced him to 33 months in prison and three years of supervised release. Hankison faced a maximum penalty of life in prison. The deaths of Taylor, 26, and George Floyd, a 46-year-old Black man who was murdered by a white police officer in Minneapolis in May 2020, became the focus of a wave of mass protests in the United States and beyond against racial injustice and police brutality. Protesters and volunteers prepare a Breonna Taylor art installation by laying posters and flowers. Photo: AFP Taylor and her boyfriend, Kenneth Walker, were sleeping in her Louisville apartment around midnight on March 13, 2020, when they heard a noise at the door. Walker, believing it was a break-in, fired his gun, wounding a police officer. Police, who had obtained a controversial no-knock search warrant to make a drug arrest, fired more than 30 shots back, mortally wounding Taylor. Hankison fired 10 shots during the raid, some into a neighbouring apartment, but did not hit anyone. He is the only police officer convicted in connection with the raid. Dhillon, in her sentencing memorandum to the judge, had argued that a lengthy prison term for Hankison would be "unjust." "Hankison did not shoot Ms. Taylor and is not otherwise responsible for her death," she said. "Hankison did not wound her or anyone else at the scene that day, although he did discharge his duty weapon ten times blindly into Ms Taylor's home." Responding to Monday's verdict, the Taylor family's lawyers noted that while the sentence did not "fully reflect the severity of the harm caused," it was "more than what the Department of Justice sought." "We respect the court's decision, but we will continue to call out the DOJ's failure to stand firmly behind Breonna's rights and the rights of every Black woman whose life is treated as expendable," they said in a statement. In May, the Justice Department announced that it was dropping lawsuits filed by the administration of former president Joe Biden against police forces in Louisville and Minneapolis that accused them of using excessive force and racial discrimination. -AFP
Techday NZ
13 hours ago
- Techday NZ
New Zealand businesses urged to prepare for pay secrecy law
New Zealand businesses are being advised to prepare for potential changes to workplace rules surrounding pay secrecy as the Employment Relations (Employee Remuneration Disclosure) Amendment Bill advances through Parliament. The bill seeks to prohibit employers from including pay secrecy clauses in employment contracts, which currently prevent staff from discussing their remuneration. Should it pass into law, employees would be free to speak openly about their pay without risk of adverse consequences from their employer. The National Party has indicated ongoing support for the legislation, increasing expectations that it will be enacted. Pay transparency push According to Sanam Ahmadzadeh Salmani, Employment Counsel at Employment Hero and workplace law commentator, the proposed law focuses on greater pay transparency and addressing wage gaps. "The legislation is designed to promote greater pay transparency and equality, helping to identify and address unjustified pay disparities. While it's a welcome change that will bring New Zealand in line with countries that have implemented similar measures, such as Australia and the UK, employers should take proactive steps now to prepare for if the Bill passes," said Sanam Ahmadzadeh Salmani. The objective of the bill is to create an environment where employees can more readily compare pay, understand the criteria used to set remuneration, and highlight unexplained pay differences. Advice for employers Employment Hero has advised that employers can benefit from acting ahead of the legislative changes by revising their internal practices. Ahmadzadeh Salmani elaborated on the potential benefits and necessity of pre-emptive measures. "This is an opportunity for employers to drive better pay transparency and better outcomes for both businesses and employees. Aligning with the legislation will not only ensure compliance if and when required but can also improve employee satisfaction and retention. Employees want to know they're being treated fairly and businesses that embrace this change will likely see stronger engagement and loyalty. "By preparing and making any changes before the Bill passes, employers will be on the front foot and can avoid being caught out later down the track," added Ahmadzadeh Salmani. Ahmadzadeh Salmani outlined three key steps that employers should take now: conduct a pay review, review employment contracts, and draft clear explanations of pay determination. Pay review Addressing the first recommendation, Ahmadzadeh Salmani said: "Start by reviewing your current pay structures – look for any discrepancies and understand the reasons behind them – whether it's due to role differences, experience or something else. Being proactive here will help you not only stay compliant, but to spot payroll red flags early," advises Ahmadzadeh Salmani. Contract reviews The second step involves revisiting the language used in existing employment agreements: "Employers should also review employment agreements for any clauses that restrict pay discussions. These might not be labelled as 'pay secrecy' and they could be buried under general confidentiality or remuneration clauses. Having a clear plan of what needs updating now puts you in a better legal position once the Bill is passed," adds Ahmadzadeh Salmani. Clear communications The third recommendation is to improve pay-related communications with staff: "Transparency doesn't stop at removing secrecy clauses. Employers need to be ready to explain how pay is determined and what data or criteria is used, how performance factors in and how employees can progress. This builds trust and reduces confusion or resentment," she adds. The Employment Relations (Employee Remuneration Disclosure) Amendment Bill, if enacted, would bring New Zealand into greater alignment with jurisdictions such as Australia and the United Kingdom, both of which have implemented measures relating to salary transparency in employment contracts. Employment Hero has made free resources available to businesses in New Zealand to assist in understanding employment law updates related to pay transparency and compliance requirements. Follow us on: Share on:
RNZ News
14 hours ago
- RNZ News
Harvard Uni alleges Trump illegally cut US$2.6 billion
education world 31 minutes ago Harvard University has appeared in court to make the case that President Trump's administration has illegally cut US$2.6 billion form the University's funding. Correspondent Nick Harper spoke to Ingrid Hipkiss.
