Full Breakdown
Staff BBQ Food Misuse Leads to Dismissal of Corrections Instructor
7/30/2026, 3:43:46 AM
Core Event – Unauthorized Removal of Food and Dismissal
In November 2024, CCTV footage captured two Corrections staff members loading food from the Northland Regional Corrections Facility kitchen into a car in the staff carpark and leaving the prison on November 22. The items included potato salad, coleslaw, juice and an estimated 18 kg of scotch fillet intended for a staff Christmas party. Andrew Martin, the principal instructor for catering and laundry at the facility, had overseen the catering unit for two decades. Although he could order food for the prison, the Department of Corrections’ Sensitive Expenditure Policy required written approval for any staff-related spend exceeding $200 and prohibited use of funds for employees’ families. After an internal investigation, Corrections terminated Martin for serious misconduct, citing his failure to obtain the required written approval and his continued denial of responsibility.
Background & Context – Expenditure Rules and Party Planning
The staff Christmas party, planned earlier in the year, was to be held at Martin’s home. The policy allowed a maximum of $25 per head for such events with written sign-off; any higher cost required higher-level approval. Corrections reported that no written authorization existed for the food removal, and no staff member admitted to giving verbal consent. Submissions on Martin’s behalf argued he was being used as a “scapegoat” for others’ actions.
Official Statements & Responses – Corrections and the ERA
Corrections opposed Martin’s application for interim reinstatement, warning that his presence could make him vulnerable to prisoner intimidation and that his lack of accountability remained unresolved. The Employment Relations Authority (ERA) agreed that the interim reinstatement should not be granted, describing Martin’s case as weak and noting the employer’s failure to act fairly was not established. The ERA directed both parties to mediation and indicated that, if unresolved, Martin could pursue a substantive grievance. A Corrections spokesperson told NZME the department welcomed the ERA’s decision but could not comment further while the case proceeded.
Impact & Next Steps – Ongoing Grievance Process
The dismissal underscores the importance of strict adherence to expenditure controls within Corrections. Martin’s ability to challenge the termination now hinges on the outcome of mediation and any subsequent grievance filing, leaving the final resolution pending.
