About us

From humble beginnings; Napier Pine began in 1999 as a very small four-man operation.

​Through sheer determination and hard work allied to a policy of continual reinvestment of profits into the business and the local economy, our business has grown and the workforce has gradually increased to approximately 60 by early 2017. Our long-term intentions are further demonstrated by the recent completion of a new multi-million dollar sawmill facility at our Hastings site.

Napier Pine is committed to being recognised as a responsible employer and to ensure that our business activities benefit both our staff and the wider community of the Hawkes Bay area in which we are based. Supporting local communities and providing secure employment is a key business driver for us.

• History of Napier Pine
• ​FSC Core Labour Requirements Compliance Policy

<

>

Our history

Previously known as Napier Kiln and Timber Supplies established in 1999, we commenced operations in kiln drying and timber trading. Our first expansion was in 2000, when we set up a portable sawmill in nearby Bayview, Hawke's Bay.

In 2002, we invested again, building a semi automated sawmill plant located in Pandora, Napier. This drove production capacity up to 20,000m3 per annum.

In 2003, we added a new Kiln and wood waste boiler. This boosted additional  kiln drying capacity to 40,000 m3 per annum. The wood waste boiler is environmentally friendly and is fuelled by timber by-products, thus reducing waste and cost.

​In 2004, we added further new equipment within the Sawmill and successfully increased capacity by approximately 30% compared to our original output.

In 2005, Napier Kiln and Timber Supplies changed its name to Napier Pine and expanded its Timber Trading business both in terms of volume and markets.

In November 2007, to increase the capacity of the existing sawmill plant, Napier Pine initiated an upgrade by installing a newly refurbished Schurmann edger from USA and a new handling system.

​In February 2008 the upgrade was completed and the sawmill back in operations. Unfortunately, 2 days after back in production, it burnt down and Napier Pine suffered a total lost on the whole sawmill plant including the building.

In April 2008, Napier Pine started the rebuilding project with more orientation on sawmill automation to increase production capacity, efficiency and cost effectiveness. 

In November 2008, Napier Pine completed the sawmill rebuild and immediately initiated the commissioning of the sawmill plant and facilities. The new sawmill plant expected to produce 40,000 m3 of sawn timber per annum.

​In April 2016 Tasman Orient Lumber (TOL) was merged into Napier Pine, which has doubled our capacity and enhanced our capability to meet changing customer needs.

Napier Pine Ltd
FSC Core Labour Requirements Compliance Policy

This statement reflects Napier Pine Ltd human rights and labour standards policy.
 
​General provisions
Napier Pine Ltd adheres to all New Zealand Employment Laws including the Employment Relations Act 2000, Holidays Act 2003 and the Human Rights Act.
 
Napier Pine Ltd adheres to the Child Labour requirements and will:

• not use child labour
• not employ workers below the minimum age as stated under national, or local laws or regulations.
• not employee workers aged between 16‐18 in hazardous or heavy work except for the purpose of training within approved national laws and regulation
• prohibit the worst forms of child labour

 
Napier Pine Ltd adheres to the Forced Labour requirements and will:

• eliminate all forms of forced and compulsory labour
• implement employment relationship agreements that are voluntary and based on mutual consent, without the threat of a penalty
• not enforce practices that are indicative of forced or compulsory labour, including, but not limited to, the following:

• physical and sexual violence.
• bonded labour.
• withholding of wages /including payment of employment fees and or payment of deposit to commence employment.
• restriction of mobility/movement.
• retention of passport and identity documents.
• threats of denunciation to the authorities
 
Napier Pine Ltd adheres to the Discrimination in Employment and Occupation requirements and will:

• ensure that there is no discrimination in employment and occupation and that employment and occupation practices are non‐discriminatory as outlined in the Human Rights Act 1993 and the Employment Relations Act 2000
• Not discriminate against someone because of their:

• Sex or sexual orientation
• Race or skin colour
• Age
• Marital status
• Physical or mental disability
• Family or carer’s responsibility
• Pregnancy
• Religion or political opinion
• National extraction or social origin
 
Napier Pine Ltd adheres to the Freedom of Association and the Right to Collective Bargaining requirements and will:

• respect freedom of association and the effective right to collective bargaining
• respect the rights of workers to establish or join worker organisations of their own choosing
• respect the full freedom of workers’ organizations to draw up their constitutions and rules.
• respect the rights of workers to engage in lawful activities related to forming, joining or assisting a workers’ organisation, or to refrain from doing the same, and will not discriminate or punish workers for exercising these rights
• negotiate with lawfully established workers’ organizations and / or duly selected representatives in good faith and with the best efforts to reach a collective bargaining agreement.

 
Napier Pine Ltd also complies with the required Employment Standards of New Zealand. With regard to the sound, ethical and responsible employment of workers, Napier Pine Ltd also adheres to the Privacy Principles of New Zealand in the collection, protection, use and disclosure of its worker’s private information. This includes compliance with the Privacy Act 1993 and amendments.
 
Napier Pine Ltd is an equal opportunity workplace where the company and all employees treat each other fairly regardless of gender, age, ethnicity, religious belief, sexual orientation, marital status, disability or otherwise.