NEW ZEALAND GAZETTE No. 46

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(o) The provision of information and costs associated with such provision.

(p) Appointment of, and costs associated with, an independent reviewer should the need arise.

(q) Any process to apply if there is disagreement or areas of disagreement.

(r) Appointment of a mediator should the need arise.

(s) In the case of multi-party bargaining, how the employer parties will behave towards one another and how the union parties will behave towards one another.

(t) When the parties consider bargaining is deemed to be completed.

3. Meetings

3.1 The parties must meet each other, from time to time, for the purposes of bargaining.

3.2 The frequency of meetings should be reasonable and consistent with any agreed bargaining arrangements.

3.3 The meetings will provide an opportunity for the parties to discuss proposals relating to the bargaining, provide explanations of proposals relating to the bargaining or, where such proposals are opposed, provide explanations which the relevant party considers support the proposals or opposition to it.

3.4 The parties are not required to continue to meet each other about proposals that have been considered and responded to.

4. Bargaining

4.1 To promote orderly collective bargaining, the guidelines set out below should be followed in the course of the bargaining.

4.2 The parties will adhere to any agreed process for the conduct of the bargaining.

4.3 The parties must consider and respond to proposals made by each other.

4.4 A union and employer must provide to each other, on request, and in a timely manner, information in accordance with sections 32 (e) and 34 of the Act that is reasonably necessary to support or substantiate claims or responses to claims made for the purposes of bargaining.

4.5 The parties will consider the other’s proposals for a reasonable period. Where a proposal is not accepted, the party not accepting the proposal will offer an explanation for that non-acceptance.

4.6 Where there are areas of disagreement, the parties will work together to identify the barriers to agreement and will give further consideration to their respective positions in the light of any alternative options put forward.

4.7 The parties should attempt to reach an agreed settlement of any differences arising from the collective bargaining. To assist this, the parties should not behave in ways that undermine the bargaining for the collective agreement.

5. Breach of Good Faith Bargaining

5.1 Where a party believes there has been a breach of good faith in relation to collective bargaining, the party shall, wherever practicable, indicate any concerns about perceived breaches of good faith at an early stage to enable the other party to remedy the situation or provide an explanation.

Authorities and Other Agencies of State Notices

Casino Control Authority

Casino Control Act 1990

Rules of Casino Table Games, Amendment No. 10

Pursuant to section 63 of the Casino Control Act 1990, the Casino Control Authority, on 23 April 2001, resolved that with effect from 3 May 2001, the Rules of Casino Table Games approved to be conducted and played in the licensed casinos known as Christchurch Casino, Sky City Casino, Dunedin Casino, Wharf Casino, and Sky Alpine Queenstown Casino, as set out in the following editions of the New Zealand Gazette:

(a) Supplement, 28 January 1998, Nos. 8, 9, 10, 11, 12 and 13;

(b) Supplement, 29 January 1998, Nos. 16, 17, 18, 19 and 20;

(c) Supplement, 29 January 1999, Nos. 9, 10, 11 and 12;

(d) 9 September 1999, No. 114;

(e) 13 January 2000, No. 1;

(f) Supplement, 21 January 2000, No. 5;

(g) 11 May 2000, No. 49;

(h) Supplement, 12 May 2000, No. 50;

(i) 10 August 2000, No. 89;

(j) 7 September 2000, No. 123;

(k) 25 January 2001, No. 8; and

(l) 22 March 2001, No. 30

be subsequently amended as set out in the Schedule hereto.\n
J. A. COLLINS, Chairperson, Casino Control Authority.