Information being withheld – part two
Communications between an employer and an employee about employment matters are
inherently personal because they relate directly to the individual’s work performance,
conduct, and terms of employment. These communications include sensitive information
such as feedback on performance, disciplinary discussions, health or wellbeing
considerations, and contractual details. Disclosure of this information would intrude
significantly on the individual’s privacy and could cause harm to their professional
reputation and personal circumstances.
In addition, these communications were provided in confidence during internal
employment processes and releasing them could undermine trust and discourage candid
participation in future.
Therefore, there are documents covered by part two of your request that I have decided to
withhold in full under one or more of the fol owing sections of the OIA, as applicable:
•
section 9(2)(a) – to protect the privacy of individuals, including that of deceased
natural persons
•
section 9(2)(ba)(i) - protect information which is subject to an obligation of confidence
or which any person has been or could be compelled to provide under the authority
of any enactment, where the making available of the information would be likely to
prejudice the supply of similar information, or information from the same source, and
it is in the public interest that such information should continue to be supplied.
If you wish to discuss this decision with us, please feel free to contact
[email address].
You have the right to seek an investigation and review by the Ombudsman of this decision.
Information about how to make a complaint is available at
www.ombudsman.parliament.nz or freephone 0800 802 602.
Please note that we intend to publish this letter (with your personal details removed) on
the Te Kawa Mataaho Public Service Commission’s website.
Yours sincerely
Nicky Dirks
Manager – Ministerial and Executive Services
Te Kawa Mataaho Public Service Commission
