After fourteen and a half years Pioneer Energy chief executive officer Fraser Jonker is stepping down.Former general manager - renewables Peter McClean has been internally appointed and took over the reins as CEO on April 1. Fraser said he felt proud of our achievements over the years and being able to contribute to the success of Central Lakes Trust and the service they provide in our local community.“[I’m] happy to pass on the business to Peter McClean, who was part of the growth of the business over many years. The foundation has been laid to continue to grow the business and bring value back to the community,” Fraser said.Fraser Jonker. PHOTO: Pioneer Energy website Peter McClean is new CEO. PHOTO: Pioneer Energy website“A big thanks to all the people that I was privileged to work with and supported me and Pioneer to achieve our strategic goals – this includes Central Lakes Trust as our shareholder, the Pioneer board over the years, our business partners, the people in the business and last but not least, my dearest wife Lettie that had to deal with me being away a lot and…deal with me when excited (and stressed) when we chased new opportunities.”During his tenure his highlights have been wide ranging and varied, and the business has grown from its Central Otago base to becoming national. Another success has been forming long lasting business partnerships to help Pioneer to do exciting and interesting renewable energy projects.He led the business to develop New Zealand’s first food waste to energy facility in the North Island, delivering NZ’s first bio-methane to the North Island gas grid and also providing a bio fertiliser to local farmers.Fraser will be staying on in a business advisory role for the next two months.After that he said he will slow the pace down somewhat.“Spending some lost time with my wife and family, but keen to also share through business governance roles the valuable experience I gained over my career…of course, spending more time in my shed making stuff and more time on the tractor.”In 2025 Pioneer Energy is working on an equity raise to help continue projects such as a new Anaerobic Digestion Facility in Christchurch and several windfarms.Have a story to share? Contact [email protected]

Thinking about using video to promote your business but not sure where to start? You’re not alone. Creating videos can feel a bit daunting at first especially when you’re juggling everything else in your day. But the good news is, you don’t need fancy gear or heaps of experience to make videos that actually work. With a few simple tips, you can create content that gets people to stop scrolling and pay attention.Here are six easy tips to help you create videos that stop the scroll and actually get seen.1. Start with a strong hookYou've got about three seconds to grab someone’s attention. That’s it.So whether it’s a bold statement, a surprising question, or a striking image, lead with something that’ll make people pause. Don’t be afraid to get creative. Add bold text on the screen or kick things off with a visually unexpected moment.2. Make it mobile-friendlyMost people are watching on their phones, so it pays to think vertical. Stick to a 9:16 ratio (that’s full screen on mobile) and make sure any text is big enough to read on a small screen. Bright colours, clear visuals, and a product or message that stands out will give you a leg up.3. Use a video editor to add a bit of magicYou don’t need to be a tech wizard to make things pop. Even simple edits like smooth transitions, basic animations, or fun effects can hold attention for longer.4. Tell a story your audience cares aboutThis is where the magic happens. Great videos don’t just sell—they connect.Think about what your audience needs or struggles with, and highlight how your product or service helps. Can you make them smile? Surprise them? Make them feel seen? Do that, and they’ll remember you.5. Don’t rely on soundLots of people scroll with the sound off. So if your video doesn’t make sense without audio, you might lose a big chunk of your audience.Use captions, on-screen text, or subtitles so people can still follow along—no headphones needed.6. Keep it short and punchyUnder 30 seconds is a good place to start. People have short attention spans online, so get to the point quickly. If you’re not sure what length works best, check your social media analytics to see where viewers tend to drop off.The bottom line?Creating scroll-stopping videos doesn’t mean you need a huge budget or a film crew. It’s about knowing your audience, keeping things sharp and simple, and bringing a bit of creativity to the mix.Start with these tips, test what works, and refine as you go. Your next video might just be the one that gets them to stop, watch—and maybe even buy.

The cause of the Roxburgh Entertainment Centre on February 6 may never be known, because of how devastating it was.Those were the words from Central Otago District Council property and facilities manager Garreth Robinson to the Teviot Valley Community Board yesterday.Council staff were at the meeting to start the process of the community steering group for the rebuild, which would be led by the community board (TVCB).A report to the board showed the rebuild project had an ‘optimistic’ opening date of July 2028, but the next step was for the TVCB to decide on four external stakeholders with relevant experience.The steering group would comprise the project sponsor, the business owner, project manager, a member of the TVCB and the four appointed members of the community.Council recommended a representative from the Roxburgh Entertainment Centre Improvement and Promotions Group (RECIP), the Roxburgh Musical Society, Roxburgh Brass Band and a TVCB member.The community board would meet again in the next few weeks to progress the steering group, which would be formalised by July 31, and then signed off by council.Board member Gill Booth said from feedback in the community, if it was viewed as a council rebuild, and council “controlled,” they risked not getting as much financial support from donations and fundraising, “because people don’t view it as theirs.”But Garreth said there was no point in having 150 people around a table trying to make a decision, “it’s not going to happen.”Board chair Norman Dalley, who was also part of the Entertainment Centre committee, said there seemed plenty of opportunity for input to be extracted from the community.The group would look at the proposed scope developed by the architect, provide feedback, and generally be a sounding board for the project.The historic building was opened in 1875 and divested to the council in 1918. It was insured for $6.4 million and the council would go out to market with potential suppliers for ideas on a new community space and theatre. Have a story to share?Contact [email protected]

Central Otago District councillors have sent a clear message to gaming societies, to increase their transparency and increase their funding.Council had to decide this week whether to retain class 4 gambling machines in pubs and clubs under current settings or introduce a 'sinking lid' approach where gaming machines would reduce over time.The societies which operate gaming machines were legally mandated to return 40% of the proceeds by way of community grants, but Central Otago received an average of just 27% of gaming machine funding returned as grant funding per year. "It's hard to prove there is a benefit coming back to the community, and whether that benefit would outweigh the harm," Mayor Tamah Alley summarised, asking that the societies return, at the next review, with clear benefits, data and evidence of an increase in return.In its Moderation Matters Consultation 2025, the number of submissions for and against phasing out gaming machines were split 11 each way, and councillors heard from health professionals and those involved with gaming machine funding.Those arguing against the sinking lid policy, including the Gaming Machine Association of New Zealand, said there was no link between the decline in machine numbers and problem gaming - which was currently at 0.2%.The district currently received $1.28 million in local grants from gaming machine funding, and Otago Rugby Football Union chief executive Richard Kinley said without it would result in a reassessment of its programme delivery.“Cost should be no barrier to children for rugby. We want children to play sport and if that’s rugby that’s great.”ORFU had been a recipient of gaming machine funding for many years, and emphasised that it was a critical part of its ability to deliver programmes across the region.But the Problem Gambling Foundation (PGF) said more than $1.037 billion was lost to pokies in New Zealand in 2024, and was strongly in support of the sinking lid policy.Central Otago currently had nine Class 4 Gambling venues (pubs/clubs) - considered the most high risk and harmful types in New Zealand. There were a total of 107 machines in the district.Mayor Alley asked councillors to weigh up the costs of problem gambling in the community, versus the benefits of being able to keep kids in sport.She also questioned the PGF about what support services they had for people in the district. Staff said there a fulltime counsellor available in Dunedin. Health New Zealand medical officer of health Dr Michael Bouchard, who also strongly in support of the sinking lid policy and said the peer reviewed medical literature spoke for itself.“It’s not an issue of problematic people but problematic products.”He said they couldn’t fix gambling harm by treating people but treating the cause.Mayor Alley used the opportunity again to question what level of support problem gamblers had in Central Otago, highlighting the district’s lack of access to many important health services.Dr Bouchard said the harm in gambling outweighed the grants “there is no doubt about that.”“The grants are easy to see but the harm is unseen because it’s in people’s homes. People are unaware of the magnitude of the harm.”After a lengthy discussion, councillors moved to support retaining the status quo, citing concerns about the risk to community funding, and the lack of alternative funding sources.The policy will next be reviewed, based on any of these changes, in 2028.Have a story to share?Contact [email protected] 

One farmer’s story of a bumpy day and how he kept the wheels turning.Accidents on the farm are never ideal, but they’re often inevitable. With deadlines to hit, stock to manage, and paddocks that don’t plough themselves, there’s never a good time for your gear to be out of action.Toby knows this all too well. One evening, after a full day’s work, he parked up his tractor and trailer, only for a mate’s truck to back into them. The force of the hit jolted the trailer forward into the tractor, smashing the PTO and leaving the whole setup unusable.There’s not a lot of time for stress on a farm, but in that moment, Toby was stuck. Tractors aren’t exactly something you can do without when things are moving fast. Replacements are pricey. Payments take time. And nobody’s got hours to waste.Luckily, Toby’s story didn’t stop there. His policy included something called a Loss of Use Benefit, basically, cover that kicks in when your vehicle can’t be used, even if it wasn’t your fault. He was able to hire a tractor straight away, get back to work, and then recover the cost through his insurance.These kinds of policies don’t just cover crashes. They’re designed to reduce downtime because for farmers, standing still isn’t an option.This particular claim is real, though we’ve changed a few details to protect the people involved.Every year, around 30% of farm commercial motor vehicles are claimed on, and the average cost for non-windscreen damage sits at about $5850.While most people think of these policies as protection for big crashes, the benefits stretch much further—helping farmers stay productive even when things go off track.Some of those added protections can include:Cover for borrowed vehiclesRental vehicle costsTyre damageEntanglement cover (think PTOs and wire fences)Worth having a yarn with your broker about what’s in your current policy? Could save you a major headache down the track.

The new Elevate Central business group has formed an incorporated society with an active committee, after its inaugural general meeting in February.With 30 to 40 active members already joined, the group encompassed a large cross section of people from across the district including business owners, school principals and council representatives.Elevate Central Inc was committed to strengthening the region through connection, collaboration, and shared leadership.At its second monthly breakfast in Alexandra this week, chair Dewald de Beer encouraged members to get to know one another and share insights from their industry.Over the past month the committee has canvassed the business community to have conversations about the Central Otago District Council’s Long Term Plan (LTP), and received feedback from 108 of those.Dewald said as a district they had to be mindful of growth projections and planning, as there could be some issues around infrastructure.Committee member Brent Wilson was part of the original Central Otago Chamber of Commerce group back in the 1990s, and said they had come a long way since then.“It’s about being positive and proactive. Together we can do a hell of a lot more.”He said despite the economic upheaval, people were just “getting on with it.”Elevate Central Inc members would also be collaborating on local projects and be involved with business advocacy.There would be guest speaker breakfasts and networking sessions, and overall it was a platform to share, learn and celebrate local success stories.If you'd like to learn more about joining the leadership group email [email protected] If you have a good story to share contact [email protected] Central Group formed

The new Elevate Central business group has formed an incorporated society with an active committee, after its inaugural general meeting in February.With 30 to 40 active members already joined, the group encompassed a large cross section of people from across the district including business owners, school principals and council representatives.Elevate Central Inc was committed to strengthening the region through connection, collaboration, and shared leadership.At its second monthly breakfast in Alexandra this week, chair Dewald de Beer encouraged members to get to know one another and share insights from their industry.Over the past month the committee has canvassed the business community to have conversations about the Central Otago District Council’s Long Term Plan (LTP), and received feedback from 108 of those.Dewald said as a district they had to be mindful of growth projections and planning, as there could be some issues around infrastructure.Committee member Brent Wilson was part of the original Central Otago Chamber of Commerce group back in the 1990s, and said they had come a long way since then.“It’s about being positive and proactive. Together we can do a hell of a lot more.”He said despite the economic upheaval, people were just “getting on with it.”Elevate Central Inc members would also be collaborating on local projects and be involved with business advocacy.There would be guest speaker breakfasts and networking sessions, and overall it was a platform to share, learn and celebrate local success stories.If you'd like to learn more about joining the leadership group email [email protected] If you have a good story to share contact [email protected] Central Group formed

Central Otago police have extra tools to control highway disorder around both the Alexandra Blossom Festival and the New Zealand Merino Shears.The Teviot Valley has now been included in the Central Otago Alcohol Restrictions in Public Places Bylaw, after issues from out of town hoons in recent years.Alexandra Police spoke to the Central Otago District Council yesterday as part of its submission, and said the issues weren’t from drivers, but their passengers engaging in alcohol-fuelled behaviour enroute to the festival.Sergeant Adam Elder said the influx of carloads from Gore, Invercargill and Dunedin - known as the ‘Around the Mountain’ trip, last year resulted in vandalism of the Millers Flat School, and the tavern.Regarding the NZ Merino Shears, the disorder was mostly focused around drinking in stationary vehicles in the carpark and broken glass.In 2024 there was also a serious assault with a weapon and an arson at Raes Junction, and Cr Sally Feinerman, said she had people urinate on her property who were quite intimidating.Senior Sergeant Clint Wright said they wanted to separate the blossom festival from the disorder, and incrementally they have seen a better result in recent years.Cr Martin McPherson, also the Blossom Festival organiser, said they had come a long way since police were making huge arrests at the actual event itself, “but by giving the police the tools we will see a decline in anti-social behaviour.”A report to the council from senior strategy advisor Alix Crosbie, said nine submissions were received in support of the extended alcohol restriction zone and six against.The Teviot Valley has been added to the Blossom Festival Temporary Alcohol Restriction Zone and that timeframe had been extended to include the Merino Shears the following weekend.

Super Smash cricket will be back in Alexandra this summer, and the Alexandra Blossom Festival has secured operational funding for 2025 to run its annual September event.Otago Cricket and the Alexandra Blossom Festival Committee were both successful through the promotions and events grants for 2025 from the Vincent Community Board yesterday.The board agreed to grant $10,000 towards Super Smash cricket played at Molyneux Park over summer, to cover scaffolding for sight screens and camera towers.The blossy fest committee was given reprieve from a Central Otago District Council staff recommendation in 2024 to become self sufficient.The event cost $231,000 to run and the committee has to contest the council’s promotional fund every year - of which there is only $50,000.Board chair Jayden Cromb said with grant policies now slightly changed, there was no longer a requirement for the blossy fest grant to become a “sinking lid,” however, it remained a ‘suggestion’ and a preference for the long term.Winter Stellar Charitable Trust was declined its $20,000 application for a Dark Sky Reserve, and staff would continue to work with the group to make its application stronger.Blossy fest committee treasurer Tim Coughlan spoke to the board about the annual festival, which he described as a “massive” promotional event for Alexandra, that made sense both economically and socially.“We want to keep it affordable to get everyone there.”But as a not for profit organisation, it was not sustainable, “and we do have some great sponsors but that can change anytime.”Last year a Ministry of Business and Innovation (MBEI) grant meant they could use 50% of that for marketing spend, and another submission had been made for this year.Tim said the volunteer hours put in behind the scenes was huge, “from the gatekeepers who come back every year… it has every generation involved.”Warren McSkimming of Otago Cricket spoke to the board and said the Super Smash would bring six games to Molyneux Park during December/January and it was broadcast to six different countries, with 50,000-70,000 viewers.“Support for the Sparks is massive and the people queue up to watch the full day.“It’s a large cost to bring this to Alexandra, but the community still love having that cricket in the town. People know cricket and have been brought up with it.”

As we continue to advance into 2025, one trend stands out prominently: the conversation around generational differences in the workplace is shifting. Instead of focusing on age or background, the emphasis must be on hiring the right candidate based on their skills, values, qualifications and experience. While skills can be taught, trained or learned, instilling values and achieving cultural fit is considerably more challenging. Therefore, developing a measurable scoring system during recruitment can be a transformative approach.Creating a Measurable Scoring SystemMany hiring managers may wonder “How can we implement a scoring system without it feeling arbitrary?” The answer lies in its ability to streamline the hiring process by cutting through disagreements and guiding decision-making. A structured scoring system ensures alignment among hiring teams by providing a clear framework for evaluating candidates.To create a scoring system, begin by identifying key competencies that are vital for the role. For instance, if team-building skills are essential, you might consider asking prospective candidates: “Can you share an example of how you brought a team together to overcome a challenge? What actions did you take, and what was the result?”You can develop a scoring scale from 1 to 5, where 5 signifies the best possible response. A candidate who responds with, “I conduct regular team meetings,” could earn a score of 2 or 3; while it shows initiative, it may not comprehensively address the question. Conversely, a strong answer might be: “I spent time understanding each team member, observed the group dynamics, and sought their input before crafting a plan. Initially difficult, this process built trust and facilitated honest feedback, allowing us to improve collaboration and communication, ultimately leading to enhanced efficiency and profitability.” This response could receive a score of 5.Implementing this structured approach ensures the scores generated are substantive and relevant, helping to clarify who would best integrate into your team.The Importance of Reference ChecksWhile interviews are vital in the hiring process, they do not provide the complete picture. Reference checks are just as crucial; they can either reinforce your choice or raise potential concerns. These checks offer additional insights into a candidate’s previous performance, work ethic, and collaborative abilities. In many cases, reference checks might be the final puzzle piece that helps solidify your hiring decision.Valuing All Ages and ExperiencesIt is imperative to recognise the value that diverse experiences bring to the workplace. Age should never be a barrier to employment. Whether a candidate is just entering the job market or brings a wealth of industry experience, each individual contributes unique perspectives, knowledge, and potential mentorship. A workplace that values diversity across ages cultivates a mix of innovation and wisdom, leading to a stronger, more cohesive team.Partner with EASI NZ for Effective RecruitmentNavigating the hiring process can sometimes feel overwhelming, especially if you're new to it. At EASI NZ, we understand the intricacies of recruitment, and we are here to support you every step of the way. From creating tailored interview guides and conducting comprehensive reference checks to crafting engaging job advertisements, we have the tools and expertise to assist you in attracting the best candidates.Additionally, we offer regular workshops focused on Recruitment and Onboarding, encompassing the entire hiring process. Our mission is to help businesses thrive by aligning their recruitment strategies with company values, ensuring new hires not only possess the necessary qualifications but also align seamlessly with your team culture.Don't hesitate to reach out for a free, friendly chat and discover how EASI NZ can support you in making informed hiring decisions that will benefit your business. Together, we can build teams that excel, fostering a positive workplace culture while driving your business forward.By following this comprehensive approach to recruitment, you're more than just filling positions—you're building a foundation for long-term success. Let EASI NZ be your partner in cultivating a thriving workforce that embodies skill, values, and the right fit.

As we head into the Easter break, here are a few gentle reminders to help you reset, recharge, and reconnect—whether you're at home or still juggling work:1. Rest is ProductiveIt’s easy to feel guilty stepping away from the emails or to-do list, but rest isn’t laziness—it’s fuel. Even a short pause over Easter can give you the clarity and energy you need to move forward stronger.2. Disconnect to ReconnectGive yourself permission to log off (even if just for one day). Whether it’s spending time with family, going for a walk, or doing absolutely nothing—real connection starts when we’re present.3. Don’t OverscheduleWe often treat holidays like a race to catch up with everyone and everything. It’s okay to say no. Protect a bit of quiet time for yourself.4. Do One Thing Just for YouNot for your business, not for anyone else. Whether it’s reading in the sun, painting eggs with the kids, or sipping coffee without multitasking—small joys have a big impact.5. Reflect, Don’t RehashUse the space Easter brings to check in with how you’re really doing. What’s going well? What needs a shift? No pressure—just honest reflection.

Last night, while watching The Rookie with the kids (yes, we’re a bit behind, but completely hooked), something surprising happened. Between the action scenes and snack runs, I built a complete Easter landing page for our Shopify store.No developers.No design team.No detailed brief.Just me—and some incredibly smart AI tools.It wasn’t planned. I had been meaning to set up the page all week, but life kept getting in the way. So, I decided to give it a go while the kids were winding down for the night. I opened my laptop on the couch, fed a few prompts into the AI tools I’ve been testing, and just like that—it came together. Page built. Copy done. Images generated. All while still keeping up with the plot twists.This kind of thing used to take a whole team and multiple days. Now? It’s within reach of anyone willing to explore what's possible.And yet, for many retailers, AI still feels like this big, technical mystery—one more thing on an already full plate. With new tools appearing constantly and time being tighter than ever, it’s easy to feel overwhelmed.But stories like this—where everyday tasks are made simpler, faster, and even a little bit fun—are becoming more common.This isn’t just about future-proofing anymore. It’s about working smarter now, using tools that are already here, already powerful, and surprisingly accessible.Retail is changing fast. And sometimes, that change looks like building a fully functioning online page during a Tuesday night TV binge.

Matakanui Station will represent Otago at the National Ballance Farm Environmental awards on June 18 after its big regional win last week.Taking out the Regional Supreme award, owners Andrew and Tracy Paterson say it still hasn’t quite sunken in, but were “absolutely thrilled,” when it was announced.The farm will be represented along with 10 other regional supreme winners in contesting the Gordon Stephenson Trophy at the New Zealand Farm Environment Trust in Wellington.The national winner became the 2025 National Ambassador for Sustainable Farming and Growing.Tracy said they just loved being able to share their story, and the public was invited to a field day on May 14, organised by the NZ Farm Environment Trust, to see the different aspects of their work for themselves.Spanning 5,300ha, Matakanui Station has been in the Paterson family since 1958, with Tracy and Andrew working there since 2001 and taking over ownership in 2014. They have since transformed the farm with significant investment in irrigation, fencing and pasture development, while also restoring wetlands and improving water quality monitoring.The Patersons run 22,000 Polwarth sheep on the property – producing fine wool for high-end brands – alongside 1,100 Hereford cattle and a thriving Polwarth stud.Tracy said on her Facebook page they were quite shocked at the time to be given the award, “given the incredibly high calibre of finalists and the amazing work being done on each of their properties. “We can imagine this would not have been an easy decision for the judges. The evening showcased what is possible when farmers are true stewards of the land and each of the entrants demonstrate this.”She said the award would not have been possible without the significant contribution of their team, “our Matakanui family,” and recognised both past and present employees that had assisted them to get to this point.Judges praised Tracy and Andrew for their forward-thinking use of technology to inform animal management, water use and feed planning. Their use of genetics and on-farm testing addressed key animal health issues, and adjustments in their cattle finishing programme reflected a strong commitment to continual learning and improvement. Judges also noted the Patersons’ dedication to environmental stewardship, with 6.3ha of wetlands restored and partially planted and an additional 24ha set for protection this year. In collaboration with their neighbour, they were also protecting 132ha of alpine totara forest under a QEII Trust covenant, recognising its significance as the largest known stand of its kind in Central Otago. Tracy said the forest was regenerating, even as they continued to farm, and some of the trees were three to five metres tall, with a lot new ones in there as well.“It really is quite something.”

As Easter approaches, the Labour Inspectorate is reminding employers and employees to understand their rights and obligations concerning Easter trading laws.  Simon Humphries, Head of the Labour Inspectorate, emphasises the importance of understanding these regulations:  "On three and a half days each year, almost all shops must close under the Shop Trading Hours Act 1990. These are Christmas Day, Good Friday, Easter Sunday, and until 1pm on ANZAC Day."  “Easter Sunday, 20 April 2025, is a restricted trading day under the Shop Trading Hours Act 1990, meaning most shops must remain closed. However, certain shops may open if they meet specific conditions.”  Those businesses permitted to trade include places such as a dairy, petrol station, pharmacy, restaurant or cafe, hairdressers, and barbers. Farmers and crafts markets are also included in this category. These places have certain conditions they need to meet, but they can be open.”   “Employees have the right to refuse work on Easter Sunday without providing a reason. This right applies to all shop employees, including those in exempted shops like dairies and petrol stations, as well as staff performing non-trading work such as shelf-stacking or stocktaking.”  Employers must notify employees of this right in writing between 4 and 8 weeks before Easter Sunday. Failure to provide proper notice means employees cannot be compelled to work on that day.  “We want both employers and employees to understand that they have responsibilities and a process to follow when either an employer wants an employee to work on Easter Sunday, and where employees don’t want to work that day.”  Simon understands there has been confusion over the years on exactly which types of shops can open on restricted trading days. Some shops can also open on restricted trading days because they have an area exemption. These are generally given in tourist areas such as Taupō or Queenstown.   Councils can put in place local policies that allow shops within their area, or parts of it, to trade on Easter Sunday. Councils create local policies, and then notify MBIE.   “Generally, what we see is that people know the rules and are doing things right, what we’re keen to see is this extended across the board,” says Simon.  If you suspect a business is breaching the Easter trading laws, please notify MBIE via our online reporting form: Labour Inspectorate complaints | Employment New Zealand 

Tamah Alley, a former police constable, mum and an advocate for sustainable development, has announced she is running for Central Otago mayor in this year’s local government elections. With a background in community service and a passion for fostering economic growth and local democracy, Tamah hopes to continue to lead Central Otago into the future.She became the first female mayor in the district in October 2024 following Tim Cadogan's resignation and has become known for her open approach to local government leadership. "I am deeply committed to Central Otago and its residents, and helping shape a future where we continue to thrive as communities," said Tamah."My vision is an intergenerational community where everyone has the opportunity to succeed and live their best lives. “I believe in transparent governance and will work tirelessly to ensure all our people have the opportunity to contribute to our vision."Tamah brings experience to her candidacy as she has served on various local boards and committees, including Southern Lakes Trails and Cromwell Youth Trust, and has implemented initiatives forpublic engagement such as short videos known as ‘mayor in a minute’.Her term will focus on housing solutions, including opportunities to partner with private providers, diversifying councils income streams to be less reliant on rates and establishing a long term solution to water and wastewater that gives the best outcome for all water consumers. Local elections 2025 decide who represents the community on city, district and regional councils. They will run across New Zealand from September 9 to October 11, 2025. The Central App will publish profiles of those standing in the run up to the elections. View Electoral Commission information about voting in local elections hereHave a story to share?Contact [email protected]  

Central Otago Resilience Trust (CORT) has supported 35 people across the district who have had to travel away from home for medical treatment in the past three years.CORT spokesperson Glen Christiansen said the trust was committed to helping those in need due to a medical condition and removing stress for them and their children too.“I can put a tank of fuel in the car and get to a [specialist] appointment in Dunedin if I have to, not everyone can do that.”Glen said the trust could support each individual with $1500 to go on travel, fuel or accommodation costs.CORT spokesperson Glen Christiansen. PHOTO: Supplied Since CORT started approximately $25,000 had gone to Central Otago locals in Alexandra, Clyde, Cromwell, Ranfurly and Roxburgh. Awareness raising was key to reaching those in need according to Glen.“There is a shortfall of [other] funding models and we want Central Otago to know about us and support us.”“It’s an easy format to request the money… we want to assure people that everything is confidential.”CORT was founded by founding trustees Glen, Derek Craig, Becky Ensor and John Cooper.It grew out of an idea after a fundraising campaign to help local journalist Jo McKenzie- McLean who was fighting bowel cancer.The idea was to help specific individuals struggling with medical related costs.Glen said CORT could assist people to other support services and had a network of contacts those suffering financial hardship could tap into.He said the trust would like to hear from those keen to help, even if they can’t make a financial contribution to CORT, it could be a “hire a hubby or similar”, or maybe a service to donate meals. Since the trust was formed in 2021 there has been a fundraising dinner held each year, supported “very well” by residents and the business community.“Tables have sold quickly,” Glen said.For the first time the dinner is in Alexandra at Orchard Garden next month (May 10) and two guest speakers will share their own health journeys.Speaking are former All Black no. 8 Paul Miller, who has lost his right eye to cancer and one of the people behind Cromwell’s Sangster’s Pies, Rob Sangster who has been through cancer treatment. Find more information on CORT hereTo find out how to apply visit How to apply pageRead more: Go blue for Parkinson’s Awareness Day in CentralHave a story to share?Contact [email protected]

As of 7 February 2025, projects of national and regional significance can apply for an accelerated consenting process under the Fast-Track Approvals Act 2024 (the Act).This process provides an alternative pathway for eligible development and infrastructure projects that meet key criteria.The Act is aimed at making it easier and quicker to gain approvals for development and infrastructure projects that would deliver regional and national benefits. An approval granted under the Act is intended to be a ‘one-stop-shop’ to avoid having to deal with the multiple consenting pathways that are often required for large-scale projects.Key DetailsDecision-making – Applications are assessed by specialist panels, on referral from the minister.User-pays model – Applicants cover the costs of the process.Pre-approved projects – 149 projects were initially eligible for direct consideration by a specialist panel by being listed in the Act.Priority approvals – Some applications may qualify for expedited processing within the fast-track system.Limited appeal rights – Approved projects can only be appealed on points of law through the High Court.For more details, and project-specific information, visit the official Fast-Track website: www.fasttrack.govt.nzFactors Considered for Fast-Track ApprovalsApplications for referral by the minister to a specialist panel are assessed based on whether the project is an infrastructure or development project that would have significant regional or national benefits. The minister may consider the following in making a referral decision:Aligns with central or local government prioritiesDelivers new significant infrastructure or continued functioning of existing significant infrastructureSupports housing developmentProvides economic benefitsSupports primary industriesDevelops natural resourcesContributes to climate change solutionsAddresses significant environmental issuesImpact on the Otago RegionA number of pre-approved projects are located in the Otago region. Some projects of note include:Bendigo-Ophir Gold ProjectRemarkables Ski Area Upgrade and Doolans ExpansionMt Iron Junction Housing SchemeHow We Can HelpThe Fast-Track Approvals Act 2024 has the potential to significantly impact development and infrastructure projects across the country. If you are working on a project that falls under the Act, Checketts McKay Law can assist with the legal aspects of your development.

Customer loyalty is the backbone of any successful business.But how do you know if you’re truly retaining your customers or just cycling through expensive new acquisitions?We believe that understanding your customer lifecycle is the key to long-term growth.Let’s break down how you can assess your customer retention through your email program.1. Identify Your 'Base'Before you can measure customer loyalty, you need to understand who your customers are. Start by categorising them:New Customers: Those who have been added to your email list in the last 365 days. This is your fresh pool of potential repeat buyers.Repeat Customers: The ones who come back regularly. They don’t need much prompting; they already trust your brand.Stale Customers: Those who used to buy but haven’t in a long time. They’re at risk of being lost for good.By identifying these groups, you can tailor your email campaigns to target each one appropriately.2. Why Repeat Customers MatterRepeat buyers are the gold standard of business growth. Why? Because they cost far less to retain than acquiring a new customer. Plus, their purchase cycle is shorter—they already know and trust your brand, so they’re more likely to buy again without hesitation.Segmenting your audience into:Prospects vs. BuyersFirst-Time vs. Repeat BuyersIt helps you track retention and make better marketing decisions. A healthy business should have a solid base of repeat buyers who sustain growth without the constant need for expensive advertising.3. A Shrinking Base = A Red FlagWhat happens if revenue is growing, but your base of loyal customers is shrinking? It’s a warning sign.This often means you’re spending more on acquiring new customers but failing to keep them. If your retention is weak, you’ll find yourself in an unsustainable cycle, constantly paying for new customers who never stick around.A big marketing push, like a sale or seasonal ad campaign, may temporarily shrink your base, but it should rebound once the campaign ends.If it doesn’t, you need to take a closer look at your retention strategies.What Next?If you’re noticing a decline in repeat customers, it’s time to act. Start by reviewing your email engagement and segmenting your audience.Are you sending the right messages to the right people? Are you rewarding loyalty and nurturing new buyers?Stay tuned. Next newsletter, we’ll dive into the category lifecycle and how it plays a role in keeping your business sustainable.

After Veolia re-secured the contract for the Queenstown Shotover sewage plant in 2023, it is alleged that several senior managers had their employment unjustly terminated.It would seem the wastewater processing plant might not be the only thing that stinks. Amongst various claims the Employment Relations Authority (ERA) heard in early March 2025, it was suggested there was a “toxic culture” prevalent in the workplace at Veolia when a senior manager was dismissed from his position because his work outputs did not align with the company’s core values.A complaint of this nature is called a “personal grievance” (PG) which can be raised by an employee if they feel they have been treated unjustifiably during their employment.It’s important to understand that a PG can take 12-18 months to reach the point where you’re standing in front of someone with authority (an ERA member) who can finally tell you who is right, wrong, or otherwise. Raising PGIf your employee raises a PG claim, you as the employer must be given the opportunity to understand what the grievance is, and to address it. If you or the employee are unsatisfied with the outcome of the discussions, you are typically required to attend mediation via the Ministry of Business Innovation and Employment (MBIE). Try to resolve out of courtIf the PG can’t be resolved via discussion and/or mediation, you can file for an investigation hearing with the ERA. If this is all starting to sound expensive, that’s because it is! As an employer, you might have insurance or a pre-paid support service to fall back on, but that isn’t likely to cover the settlement costs to resolve the grievance, nor the time, lost opportunity, and stress that are involved in resolving the PG.What went wrong at VeoliaAt the heart of the claim is whether the employee aligned with the core values of his employer due to his use of “robust” language in the workplace. The employee alleges he was frustrated, under-resourced and suffering from stress. Additionally, there are claims that Senior Managers at Veolia were making unreasonable requests that triggered emotional responses, and that correct processes hadn’t been correctly followed regarding the employee’s termination.For Veolia, defending the claim of wrongful termination means an interruption to daily work plans, with senior managers and engineers out of the business. This comes at a critical time for Veolia who are already under extreme scrutiny with the Shotover Wastewater treatment plant, and more PGs alleged to be coming. Who Wins?Regardless of the outcome for this case, it’s easy to see that there are no winners, although the employee could possibly walk away with a hefty payout if the company is found to be at fault. The best way to resolve a personal grievance, is to head it off before it becomes one!How not to have a personal grievance raised against you.Know your company values – and demonstrate them on a daily basis.Have a robust suite of paperwork to detail job roles, company rules, communications, and internal processes.Communicate with your employees and listen to what they are telling you about the working conditions.Resolve or address the small issues, before they become big ones.Check with the expertsCall the team at EASI NZ for all your employment, and health and safety queries. www.easinz.co.nz