Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698846425210.pdf (New Zealand)
Employment Relations (Breaks and Infant Feeding) Amendment Bill Government Bill Explanatory note General policy statement This Bill implements government policy to make legislative pro­ vision for the promotion and protection of infant feeding through breastfeeding and for rest and meal breaks.
The Bill amends the Employment Relations Act 2000 (the Employment Relations Act) to require employers to provide facilities and breaks for employees who wish to breastfeed and to provide employees with rest and meal breaks.

The objective of these amendments is to create minimum standards for a modern workforce in respect of the protection and promotion of infant feeding through breastfeeding and the provision of rest and meal breaks.
Further, these amendments support government pol­ icy concerning the choices of employees, particularly regarding their work­life balance and caring responsibilities.

Infant feeding This Bill amends the Employment Relations Act to require employ­ ers to provide appropriate facilities and breaks for employees who wish to breastfeed (including expressing breast milk), as far as is reasonable and practicable.
In determining what is reasonable and practicable, employers will be able to take into account their oper­ 205—1 2 Employment Relations (Breaks and Infant Feeding) Amendment Bill Explanatory note ational environment and resources.

The breaks are unpaid unless the employee and employer agree otherwise.

The breastfeeding breaks are to be provided in addition to the rest and meal breaks described below.
Where an employer and employee agree, however, the rest and meal breaks can also be used as breast­ feeding breaks.

A code of employment practice must be approved by the Minister as soon as practicable after the commencement of the Bill.

The purpose of the code would be to provide employers with guidance on how to fulﬁl their obligations concerning the provision of breastfeeding breaks and facilities.
Employers may be liable to a penalty imposed by the Employment Relations Authority if they do not comply with these requirements.

The maximum penalty will be the amount currently provided in the Employment Relations Act, being $5,000 for individuals and $10,000 for a company or other corporation.

The Authority will also have the power to order employers to comply with their obligations.
• Rest and meal breaks This Bill amends the Employment Relations Act to require employ­ ers to provide employees with paid rest breaks and unpaid meal breaks.

Employees will be entitled to: • • one 10­minute rest break if they have worked 4 hours or less: one 10­minute rest break and one 30­minute meal break if they have worked more than 4 hours but not more than 6 hours; and two 10­minute rest breaks and one 30­minute meal break if they have worked more than 6 hours but not more than 8 hours.
If an employee has worked for more than 8 hours, the requirements above will apply as if their work period had started again at the end of the eighth hour.

Where an employee is entitled to one 10­minute rest break, the em­ ployer must provide that in the middle of the work period where reasonable and practicable.
Where an employee is entitled to one 10­minute rest break and one 30­minute meal break, the employer must provide the rest break one­third of the way through the work period and the meal break two­thirds of the way through the work period where reasonable and practicable.
Where an employee is en­ titled to two 10­minute rest breaks and one 30­minute meal break, Explanatory note Employment Relations (Breaks and Infant Feeding) Amendment Bill 3 the employer must provide the meal break in the middle of the work period, and the rest breaks halfway between the start of work and the meal break and the meal break and the ﬁnish of work where rea­ sonable and practicable.

Employees and employers, however, may agree to vary the timing of the breaks.
Employers may be liable to a penalty under the Employment Rela­ tions Act imposed by the Employment Relations Authority if they do not comply with these requirements.

The maximum penalty will be the amount currently provided in the Employment Relations Act, as described above.

The Authority will also have the power to order employers to comply with their obligations.

Employers and employees will be able to agree to enhanced or addi­ tional entitlements to rest and meal breaks.
The new rest and meal break entitlements will not apply to employ­ ees who are covered by other legislative or regulatory provisions for rest and meal breaks, where those other provisions are enhanced or additional to the entitlements in this Bill.

Clause by clause analysis Clause 1 is the Title clause.

Clause 2 is the commencement clause.

The Bill is to come into force 6 months after the date on which it receives the Royal assent.
Part 1 Preliminary provisions Clause 3 provides that the Bill amends the Employment Relations Act 2000.

Clause 4 states the purpose of the Bill, which is to insert 2 new parts into the Employment Relations Act 2000 to— • require facilities and breaks to be provided for employees who wish to breastfeed in the workplace or during work periods; and require employees to be provided with rest breaks and meal breaks.
• 4 Employment Relations (Breaks and Infant Feeding) Amendment Bill Explanatory note Part 2 Amendments to principal Act Clause 5 inserts new Parts 6C and 6D.

New Part 6C, comprising new sections 69X to 69ZB, deals with breastfeeding facilities and breaks.

New section 69X contains deﬁnitions of breastfeeding and work period.

New section 69Y states an employer’s obligation to provide breast­ feeding facilities and breaks.
New section 69Z clariﬁes that breaks under this part are additional to breaks provided under new Part 6D.

New section 69ZA requires the Minister of Labour, as soon as prac­ ticable after the commencement of new Part 6C, to approve a code of employment practice relating to an employer’s obligation under new section 69Y.

New section 69ZB provides that an employer who does not comply with new section 69Y is liable to a penalty imposed by the Employ­ ment Relations Authority.
New Part 6D, comprising new sections 69ZC to 69ZH, deals with rest breaks and meal breaks.

New section 69ZC contains a deﬁnition of work period.

New section 69ZD speciﬁes an employee’s entitlement to rest breaks and meal breaks according to the duration of an employee’s work period.

New section 69ZE speciﬁes when, during an employee’s work period, an employer is to provide rest breaks and meal breaks.
New section 69ZF provides that an employer who does not comply with new sections 69ZD and 69ZE is liable to a penalty imposed by the Authority.

New section 69ZG clariﬁes that new Part 6D does not prevent an employer providing an employee with enhanced or additional rest breaks and meal breaks.
New section 69ZH clariﬁes that where rest breaks or meal breaks are provided under another enactment, then whether the Part or the other enactment prevails is determined according to which provides additional or enhanced breaks.

Explanatory note Employment Relations (Breaks and Infant Feeding) Amendment Bill 5 Clause 6 amends section 137(1)(a) (which speciﬁes the matters in re­ lation to which the Employment Relations Authority may issue com­ pliance orders) to insert references to new Parts 6C and 6D.
Regulatory impact statement Executive summary Breastfeeding is critical to providing the best start for infants and im­ portant to both infant and maternal health.

Evidence suggests, how­ ever, that access to breastfeeding breaks and facilities in the work­ place is mixed.

There is no explicit legal requirement for employees to have rest and meal breaks.
While almost 93% of active collective agreements pro­ vide for rest and meal breaks, there are some problems regarding the organisation of work in speciﬁc sectors, which means that the actual provision of rest and meal breaks may be inadequate.

Little is known about whether break provisions are included in individual employ­ ment agreements, which cover a majority of the workforce.
The proposed Employment Relations (Breaks and Infant Feeding) Amendment Bill (the Bill) seeks legislative amendments to promote and protect infant feeding by requiring employers to provide facil­ ities and breaks for employees who wish to breastfeed, supported by a code of employment practice.

The Bill would also provide an en­ titlement to minimum rest and meal break provisions.
Adequacy statement A regulatory impact statement (RIS) was not submitted at the time approval for the policy relating to the Bill was sought from Cab­ inet, due to the time frame allowed for the preparation of that paper.

The Regulatory Impact Analysis Unit has therefore not reviewed the regulatory impact analysis (RIA) or RIS for adequacy as required for proposals that meet the economically signiﬁcant criteria, as deci­ sions have already been made.
The Department of Labour considers the RIA and RIS to be adequate and that they comply with the Code of Good Regulatory Practice.

6 Employment Relations (Breaks and Infant Feeding) Amendment Bill Explanatory note Status quo and problem Infant feeding Breastfeeding is key to providing the best start for New Zealand in­ fants, and important for both infant and maternal health.
This was most recently reiterated in the Government Response to the Inquiry into Obesity and Type 2 Diabetes.1 Breastfeeding is a key indicator for Health Target 8 of the Health Targets 2007/08 to improve nutrition, increase physical activity, and reduce obesity.2 A number of government initiatives are underway to protect, promote, and support breastfeeding: (a) establishing the National Breastfeeding Advisory Committee in 2006.
The Committee provides advice on breastfeeding issues, including developing a national plan for breastfeeding.

The plan is being ﬁnalised for wider public comment.

It recog­ nises the need for supportive workplace breastfeeding envir­ onments to inﬂuence breastfeeding duration: implementing the Baby Friendly Hospital, and piloting the Baby Friendly Community Initiative.
These initiatives aim to give women access to supportive hospital and community en­ vironments, educated health professionals, and personal edu­ cation about breastfeeding: continuing the work programme to implement and monitor the International Code of Marketing of Breast­milk Substitutes in New Zealand: The Code in New Zealand (Ministry of Health, 2007): providing policy in,— (i) Food and Nutrition Guidelines for Healthy Preg­ nant and Breastfeeding Women: A background paper (2006); and Food and Nutrition Guidelines for Healthy Infants and Toddlers (Aged 0­2): A background paper, which is currently being updated and will be published by mid­ 2008: (ii) (b) (c) (d) 1 Government Response to the Inquiry into Obesity and Type 2 Diabetes 2007, Presented to the House of Representatives in accordance with Standing Order 253, November 2007, refer to Cabinet Minute (07) 42/4a.
2 Minister of Health, 2007, Health Targets: Moving towards healthier futures 2007/08, Wellington, Ministry of Health.

Explanatory note Employment Relations (Breaks and Infant Feeding) Amendment Bill 7 (e) (f) promoting and supporting breastfeeding under the Healthy Eating–Healthy Action (HEHA) strategy and implementation plan.

Speciﬁc initiatives undertaken by HEHA include a national breastfeeding promotion campaign which is due to be launched later this year.
This campaign aims to increase the proportion of infants being partially breastfed beyond 6 months: including providing several publications on breastfeeding, a pamphlet on combining breastfeeding and work, and the Department of Labour guidelines (2005) Breastfeeding in the Workplace: An employer’s guide to making it work.

The main barriers to maintaining breastfeeding for New Zealand women are lack of community support and acceptance of breast­ feeding in public, and women returning to work.
The evidence about problems with mothers’ access to breastfeeding breaks and facilities in the workplace is mixed.

The parental leave evaluation 2005/06 found that space for breastfeeding was offered by 69% of small and 41% of large employers.

Overall, 63% of employ­ ers said they offered breastfeeding facilities.

This contrasts with the 19% of mothers who had returned to work from paid parental leave and said their employer offered breastfeeding facilities.
The Equal Employment Opportunities Trust’s 2006 work­life sur­ vey found that approximately 47% of surveyed employers provide a fridge for storing breast milk and about 34% provide an onsite breast­ feeding space.
While there is willingness among some employers to facilitate breast­ feeding, evidence nevertheless suggests workplace policies and/or provisions for the support of breastfeeding or breast milk collection and storage are ad hoc in nature, vary widely, and are in their infancy in New Zealand.3 The Innocenti Declaration on the Protection, Promotion and Support of Breastfeeding (WHO 1990/2005) identiﬁed 4 operational targets for governments, including enacting legislation to protect the breast­ 3 Galtry, J & Annandale, M (2003), Developing Breastfeeding­Friendly Work­ places in New Zealand, Equal Employment Opportunities Contestable Fund Project.
8 Employment Relations (Breaks and Infant Feeding) Amendment Bill Explanatory note feeding rights of working women.4 This target is also supported by ILO Convention 183 on Maternity Protection, which provides for the right for women to take 1 or more breaks during the working day to breastfeed their child.

These breaks are to count as time worked.


Maternity Recommendation 2000, R 191 also requires, where prac­ ticable, that facilities for nursing under adequate hygienic conditions be established at or near the workplace.

New Zealand has not rati­ ﬁed either this Convention or Recommendation 191.

Their status is aspirational only.

Rest and meal breaks There is no explicit legal requirement for employees to have rest and meal breaks.
Almost 93% of active collective agreements provide for rest and meal breaks and most commonly provide 3 breaks during an 8­hour working day.

The breaks usually consist of 30–60 minutes for meal breaks and rest breaks are generally 10–15 minutes in dura­ tion.

There is little information on the scheduling of breaks and this is usually at the discretion of the employer or employee in speciﬁc sectors.
Little is known about whether break provisions are included in individual employment agreements, which cover a majority of the workforce.

Some ﬂow­on from collective agreements, however, is expected as occurs with other provisions.

Some problems have been identiﬁed clustered around the organisa­ tion of work in speciﬁc sectors where the nature of the job and/or the characteristics of the employees mean that provision of rest and meal breaks may be inadequate.
The service and manufacturing sec­ tors appear to be the most prone to provide less than optimal rest and meal breaks.

The scheduling and take­up of breaks may also be an issue in some workplaces.

Evidence suggests that there is a lack of information 4 The recommended duration of exclusive breastfeeding by the WHO is 6 months and complementary breastfeeding (with the introduction of other food and drinks) for up to 2 years or more.
WHO advises that workplace support should be made available for the ﬁrst 12 months after the birth of a baby, and that after that a woman should be more easily able to balance work and breastfeeding (WHO, 1997, WHO’s Contribution to the International Labour Organisation’s Law and Practice Report on Maternity Protection, Geneva).

Explanatory note Employment Relations (Breaks and Infant Feeding) Amendment Bill 9 available for employers when developing rosters, and scheduling and timing rest and meal breaks.
Objective The objective of the proposed Bill is to create minimum standards for a modern workforce in respect of the promotion and protection of infant feeding through breastfeeding and provision of rest and meal breaks.

It also supports government policy concerning the choices of employees, particularly regarding their work­life balance and caring responsibilities.

No alternative options were considered.


Alternative options Preferred options Infant feeding The proposed Bill seeks to promote and protect infant feeding through breastfeeding by amending the Employment Relations Act 2000 (the Act) to place a statutory obligation on employers to facilitate breastfeeding in the workplace through the provision of facilities and breaks, supported by a code of employment practice.
Employees would be able to access the existing remedies and enforcement measures provided by the Act in the event of a dispute with their employer concerning the provision of breastfeeding breaks and facilities.

Impacts These amendments would improve the health and well­being of mothers and infants and would beneﬁt both families and employers.
It supports parents’ preferences, enabling mothers to return to work at a time of their choosing while continuing to breastfeed, and government policy to support parents’ choices on care for the child in the ﬁrst year of life.
Beneﬁts for employers include: supporting employees to return to work earlier following childbirth should they choose; enhancing staff retention thus reducing recruitment and training costs; increasing employee morale and loyalty; and reducing employee absenteeism to care for sick infants.

10 Employment Relations (Breaks and Infant Feeding) Amendment Bill Explanatory note Such a provision would impose minimal costs on employers.
Small businesses may face difﬁculties establishing the physical infrastruc­ ture, such as private areas and refrigerators to store expressed milk, to comply with the amendments.

The requirement to take all reasonable and practicable measures (taking into account their operational envir­ onment and resources), however, would assist employers to support breastfeeding employees in a way that best ﬁts with their business conditions.
• Rest and meal breaks The proposed Bill seeks amendments to the Act to provide an entitle­ ment to paid rest breaks and unpaid meal breaks.

It is proposed that employees be entitled to a minimum of— • • one 10­minute rest break if they have worked 4 hours or less: one 10­minute rest break and one 30­minute meal break if they have worked more than 4 hours but not more than 6 hours; and two 10­minute rest breaks and one 30­minute meal break if they have worked more than 6 hours but not more than 8 hours.
If an employee has worked for more than eight hours, the require­ ments listed in the previous paragraph will apply as if their work period had started again at the end of the eighth hour.

It is proposed that the rest and meal breaks be arranged so that they are taken as near to the middle of the work period as appropriate.

These amendments provide a minimum standard across workplaces and amongst employees.
Employers and employees will be able to agree on enhanced or additional entitlements to rest and meal breaks.

Employees would be able to access the existing remedies and en­ forcement measures provided by the Act in the event of a dispute with their employer concerning rest and meal breaks.
These amendments will not apply to employees who are already covered by other legislative provisions or regulations for rest and meal breaks, where those other provisions are enhanced or additional to the entitlements in the proposed Bill.

Impacts There is a risk that legislating for rest and meal breaks will be seen as reducing workplace ﬂexibility.
A legislative approach also presents a Explanatory note Employment Relations (Breaks and Infant Feeding) Amendment Bill 11 risk in sectors and industries where rest and meal breaks of speciﬁed duration and frequency are incompatible with business operations.

These amendments, however, are consistent with the majority of ac­ tive collective agreements so would be expected to support current practice and not require a signiﬁcant change to current workplace practices in most instances.
They would also provide a minimum code to support provision of breaks in those sectors or workplaces where provisions may be light or restricted and where vulnerable workers are likely to be present.

Implementation and review The proposed commencement date for the Act is six months after the date of enactment.

This is to allow sufﬁcient time for employers to make any necessary adjustments to comply with the new require­ ments of the Act.
It will also allow the Department of Labour suf­ ﬁcient time to prepare for the implementation of the Act, including communicating the new rights and responsibilities to affected parties.

Consultation The Ministry of Justice was consulted during the drafting of the Bill.

The draft Bill’s provisions concerning the promotion and protection of infant feeding through breastfeeding reﬂect their advice.

The Ministries of Women’s Affairs and Health were informed of the content of the draft Bill.
The NZCTU and Business New Zealand were also informed of the content of the draft Bill.
Hon Trevor Mallard Employment Relations (Breaks and Infant Feeding) Amendment Bill Government Bill Contents Title Commencement Part 1 Preliminary provisions Principal Act amended Purpose Part 2 Amendments to principal Act New Parts 6C and 6D inserted Part 6C Breastfeeding facilities and breaks 69X 69Y 69Z Interpretation Employer’s obligation Breastfeeding breaks additional to breaks under Part 6D 69ZA Code of employment practice relating to employer’s obligation 69ZB Penalty Part 6D Rest breaks and meal breaks 69ZC Interpretation 69ZD Entitlement to rest breaks and meal breaks 205—1 Page 2 2 2 2 2 3 3 3 3 4 4 4 1 cl 1 Employment Relations (Breaks and Infant Feeding) Amendment Bill 69ZE When employer to provide rest breaks and meal breaks 69ZF Penalty 69ZG Relationship between Part and employment agreements 69ZH Relationship between Part and other enactments Power of Authority to order compliance 6 5 5 5 6 6 The Parliament of New Zealand enacts as follows: Title This Act is the Employment Relations (Breaks and Infant Feeding) Amendment Act 2008.
Commencement This Act comes into force 6 months after the date on which it receives the Royal assent.

5 Part 1 Preliminary provisions Principal Act amended This Act amends the Employment Relations Act 2000.
10 Purpose The purpose of this Act is to insert new PPPararartststs 6C6C6C andandand 6D6D6D into the principal Act to— (a) require facilities and breaks to be provided for employ­ 15 ees who wish to breastfeed in the workplace or during work periods; and require employees to be provided with rest breaks and meal breaks.
(b) Part 2 Amendments to principal Act New Parts 6C and 6D inserted The following Parts are inserted after Part 6B: 20 Employment Relations (Breaks and Infant Feeding) Amendment Bill Part 2 cl 5 “Part 6C “Breastfeeding facilities and breaks “69X Interpretation In this Part, unless the context otherwise requires,— “breastfeeding includes expressing breast milk section 69ZC69ZC69ZC.
“work period has the same meaning as in section section 5 “69Y Employer’s obligation “(1) An employer must ensure that, so far as is reasonable and prac­ ticable in the circumstances,— “(a) appropriate facilities are provided in the workplace for 10 an employee who is breastfeeding and who wishes to breastfeed in the workplace; and appropriate breaks are provided to an employee who is breastfeeding and wishes to breastfeed during a work period.
15 “(b) (1)(b), the breaks are paid only “(2) For the purpose of subsection subsection (1)(b) (1)(b) subsection if the employee and employer agree that they are paid.

In subsection subsection (1)(1)(1), circumstances includes— subsection “(a) “(b) the employer’s operational environment; and the employer’s resources.
“(3) “69Z Breastfeeding breaks additional to breaks under Part 6D “(1) Breastfeeding breaks provided under this Part are in addition to breaks an employee is entitled to under PPParararttt 6D6D6D.

“(2) However, if an employee and employer agree, the same break may be taken for the purposes of this Part and PPParararttt 6D6D6D.
“(3) To avoid doubt, a break taken for the purposes of this Part and PPParararttt 6D6D6D is a paid break to the same extent as it would be if taken separately under PPParararttt 6D6D6D.

“69ZA Code of employment practice relating to employer’s obligation As soon as practicable after the commencement of this Part, the Minister must approve, under section 100A, a code of em­ ployment practice relating to an employer’s obligation under section 69Y69Y69Y.
section section 3 20 25 30 Part 2 cl 5 Employment Relations (Breaks and Infant Feeding) Amendment Bill “69ZB Penalty An employer who does not comply with section section 69Y69Y69Y is liable section to a penalty imposed by the Authority.
“Part 6D “Rest breaks and meal breaks 5 “69ZC Interpretation In this Part, unless the context otherwise requires, work period— “(a) means the period— “(i) “(ii) beginning with the time when, in accordance 10 with an employee’s terms and conditions of employment, an employee starts work; and ending with the time when, in accordance with an employee’s terms and conditions of employment, an employee ﬁnishes work; and 15 “(b) to avoid doubt, includes all authorised breaks (whether paid or not) provided to an employee or to which an em­ ployee is entitled during the period speciﬁed in parparparaaa­­­ gggrrraaaphphph (a)(a)(a).
20 “(2) “(3) “69ZD Entitlement to rest breaks and meal breaks “(1) An employee is entitled to, and the employer must provide the employee with, rest breaks and meal breaks in accordance with this Part.

If an employee’s work period is 4 hours or less, the employee is entitled to one 10­minute paid rest break.

If an employee’s work period is more than 4 hours but not more than 6 hours, the employee is entitled to— “(a) one 10­minute paid rest break; and “(b) one 30­minute meal break.
If an employee’s work period is more than 6 hours but not more 30 than 8 hours, the employee is entitled to— “(a) two 10­minute paid rest breaks; and “(b) one 30­minute meal break.
If an employee’s work period is more than 8 hours, the em­ ployee is entitled to— “(a) subsection (4)(4)(4); and the same breaks as speciﬁed in subsection subsection “(5) “(4) 35 25 4 Employment Relations (Breaks and Infant Feeding) Amendment Bill Part 2 cl 5 “(b) subsections (1)(1)(1) tototo (3)(3)(3) as if the breaks as speciﬁed in subsections subsections the employee’s work period had started at the end of the eighth hour.
“69ZE When employer to provide rest breaks and meal breaks 69ZD(2) applies, an employer must, so far 5 “(1) Where subsection subsection 69ZD(2) 69ZD(2) subsection as is reasonable and practicable, provide the employee with the rest break in the middle of the work period.
69ZD(3) applies, an employer must, so far “(2) Where subsection subsection 69ZD(3) 69ZD(3) subsection as is reasonable and practicable, provide the employee with— “(a) the rest period one­third of the way through the work 10 period; and the meal break two­thirds of the way through the work period.
69ZD(4) applies, an employer must, so far “(3) Where subsection subsection 69ZD(4) 69ZD(4) subsection “(b) as is reasonable and practicable, provide the employee with— 15 the meal break in the middle of the work period; and “(a) a rest break halfway between— “(b) “(i) “(ii) 69ZD(5) applies, an employer must, so far 20 “(4) Where subsection subsection 69ZD(5) 69ZD(5) subsection the start of work and the meal break; and the meal break and the ﬁnish of work.
as is reasonable and practicable, provide the employee with the rest breaks and meal break in accordance with the applicable subsections (1)(1)(1) tototo (3)(3)(3).

provision in subsections subsections “(5) This section applies subject to any agreement between the em­ ployee and employer that the rest breaks and meal breaks are 25 to be observed at different times during the employee’s work period.
“69ZF Penalty An employer who does not comply with sections sections 69ZD69ZD69ZD andandand sections 69ZE69ZE69ZE is liable to a penalty imposed by the Authority.

30 “69ZG Relationship between Part and employment agreements “(1) This Part does not prevent an employer providing an employee with enhanced or additional entitlements to rest breaks and meal breaks (whether speciﬁed in an employment agreement or otherwise) on a basis agreed with an employee.
35 5 Part 2 cl 6 Employment Relations (Breaks and Infant Feeding) Amendment Bill “(2) An employment agreement that excludes, restricts, or reduces an employee’s entitlements under this Part— “(a) “(b) has no effect to the extent that it does so; but is not an illegal contract under the Illegal Contracts Act 1970.
5 “69ZH Relationship between Part and other enactments Where an employee is provided with, or entitled to, rest breaks or meal breaks under another enactment— “(a) this Part prevails if the breaks provided under this Part are additional or enhanced breaks: the other enactment prevails if the breaks provided under the other enactment are additional or enhanced breaks.” “(b) 10 Power of Authority to order compliance Section 137(1)(a)(ii) is amended by inserting “6C6C6C,,, 6D6D6D,,,” after 15 “6B,”.
Wellington, New Zealand: Published under the authority of the New Zealand Government—2008 6 12 6