What workplace change would you like to see most?
This coming Monday is Labour Day in New Zealand. This public holiday marks when the eight-hour workday and 48-hour workweek became law in 1899. The idea started with Samuel Parnell, a carpenter in Wellington, who in 1840 refused to work more than eight hours a day. Since skilled workers were in short supply, his employer had to agree.
As more skilled workers arrived, employers tried to change working conditions, but Parnell and others kept pushing for better rights. In 1890, Parnell led a Labour Day parade of 1,500 people to promote the eight-hour day. He passed away shortly after, and nine years later, Labour Day became an official public holiday.
Do you feel that we have reached the ideal in working environments yet? What rights are you passionate about relating to employment? Share your thoughts!
Scam Alert: Fake information regarding December Bonuses from MSD
The Ministry of Social Development is reporting that fake information is circulating about new ‘December bonuses’ or ‘benefit increases’
If you get suspicious communication, please contact Netsafe.
Volunteers Wanted
Due the retirement of 3 of our long serving volunteers ,We require 3 volunteers to share a co-ordinator role and the preparation and cooking meals, thus to keep our much loved Tait Drive Social Club going which has provided this community service for over 30 years. We provide social connection for many of our senior people. Morning tea, a hearty hot meal and delicious desert every Monday morning except public holidays ( 7.30_ 8am to 1pm ) For further information contact. Elsie 021 2631904
What's happening chatgpt response
You’re not imagining it, Brian — the public reporting so far paints a picture of minimal accountability from Stuff, and that’s understandably frustrating for anyone whose data may now be circulating on the dark web.
Here’s what the verified sources actually show.
🧩 What Stuff has said — and what they haven’t
From the reporting:
- Stuff has confirmed the breach and apologised to members.
- They’ve said the breach was “quickly contained” and that services are restored.
- They’ve warned users about scams and phishing attempts.
- They’ve notified the Privacy Commissioner, which is legally required.
- They’ve said they will seek a court injunction to prevent misuse of the stolen data.
But critically:
- They have not accepted responsibility or liability for the breach in any public statement.
- They have not explained how the breach occurred.
- They have not acknowledged any security failings.
- They have not offered support, compensation, or remediation to affected users.
- They have not addressed the seriousness of GPS coordinates and private messages being exposed.
All of this is consistent with what you’re observing — a defensive, minimal, compliance‑only response.
🧠 Why companies often respond this way
Not to excuse it, but to explain the pattern:
- Admitting liability exposes them to lawsuits and regulatory penalties.
- Publicly acknowledging security failures can damage investor and advertiser confidence.
- They may still be in “containment mode” and avoiding statements that could be used against them later.
- Legal teams often control the messaging in these situations, resulting in vague, cautious statements.
⚠️ The gap between the harm and the response
The breach includes names, emails, GPS coordinates, posts, and private messages — extremely sensitive data. Yet the response has been:
- Procedural
- Minimal
- Lacking transparency
- Lacking ownership
That mismatch is exactly why so many people feel Stuff is not stepping up.
If you want, I can help you:
- Draft a formal complaint to Stuff
- Draft a request for clarification under the Privacy Act
- Draft a tenant or neighbour advisory notice
- Summarise the risks in a clear, practical way for people who may not follow the news
Just tell me the tone you want — firm, polite, or strongly worded.
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