Anthony Mautone v Winc Australia Pty Ltd

Case [2021] FWC 6641


[2021] FWC 6641
FAIR WORK COMMISSION

DECISION


Fair Work Act 2009

s.394—Unfair dismissal

Anthony Mautone
v
Winc Australia Pty Ltd
(U2021/10769)

COMMISSIONER BISSETT

MELBOURNE, 21 DECEMBER 2021

Application for an unfair dismissal remedy

[1] On 25 November 2021 Mr Anthony Mautone made an application to the Fair Work Commission for a remedy for unfair dismissal pursuant to s.394 of the Fair Work Act 2009 (FW Act). Mr Mautone alleged he was unfairly dismissed by Winc Australia Pty Ltd (the Respondent) on 3 November 2021.

[2] The application was incomplete in that Mr Mautone did not pay the required fee or file a completed waiver form.

[3] On 25 November 2021 the Commission attempted to contact Mr Mautone on his nominated telephone number to discuss payment of the required fee however, Mr Mautone did not answer the call. A voicemail message was left requesting Mr Mautone contact the Commission to complete payment of the application fee.

[4] Later that day, the Commission emailed correspondence to Mr Mautone’s nominated email address advising that his application required payment of the filing fee or a completed waiver form if he wished to proceed with the application. That correspondence also warned that if payment was not made or a waiver form was not received within 14 days, the application may be dismissed.

[5] On 26 November 2021 Mr Mautone called the Commission and advised that he would be lodging a Form F80 fee waiver application.

[6] On 8 December 2021, Mr Mautone was contacted by the Commission to discuss payment, as the Form F80 had not been received. Mr Mautone did not answer the call. A voicemail message was left requesting Mr Mautone contact the Commission in relation to payment of the application fee.

[7] Later that day, the Commission received a phone call from Mr Mautone. He was informed by the Commission that his matter was at risk of being dismissed and that he had until 10 December 2021 to submit the Form F80.

[8] A final attempt to contact Mr Mautone was made by the Commission on 10 December to obtain payment or a completed waiver form. Mr Mautone advised that he would submit his Form F80 that day.

[9] To date the required fee has not been paid and, despite repeated undertakings to do so, a completed waiver form has not been received.

[10] Section 395 of the FW Act, which deals with application fees, provides as follows:

395 Application fees

(1) An application to the FWC under this Division must be accompanied by any fee prescribed by the regulations.

(2) The regulations may prescribe:

(a) a fee for making an application to the FWC under this Division; and

(b) a method for indexing the fee; and

(c) the circumstances in which all or part of the fee may be waived or refunded.

[11] Section 587(1) of the FW Act provides:

587 Dismissing applications

(1) Without limiting when the FWC may dismiss an application, the FWC may dismiss an application if:

(a) the application is not made in accordance with this Act; or

(b) the application is frivolous or vexatious; or

(c) the application has no reasonable prospect of success.

[12] Having regard to the circumstances of this matter, I am satisfied that as the application was not accompanied by the fee prescribed by the FW Act, the application was not made in accordance with the FW Act. I am not satisfied that the fee will be paid or a completed waiver form submitted. As such, the application is dismissed pursuant to s.587(1)(a) of the FW Act. An order 1 to this effect will be issued with this decision.

COMMISSIONER

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Details
AGLC
Anthony Mautone v Winc Australia Pty Ltd [2021] FWC 6641
Case
[2021] FWC 6641
Decision Date

CaseChat Overview and Summary

In the Federal Circuit Court of Australia, the case of Anthony Mautone against Winc Australia Pty Ltd was heard. The dispute arose from the termination of Mr Mautone's employment by Winc Australia, which he contested as unfair. Mr Mautone applied for the court to remedy the dismissal under the Fair Work Act 2009. The central legal issues before the court were whether the dismissal was harsh, unjust, or unreasonable, and whether there were valid reasons to justify the termination. The court considered evidence regarding the circumstances of the dismissal, the employer's justifications, and the applicable provisions of the Fair Work Act.

The court examined the evidence and arguments presented by both parties, focusing on the fairness of the termination process and the employer's grounds for dismissal. It assessed whether the employer had acted in accordance with procedural fairness, provided adequate reasons, and whether the dismissal was proportionate to the alleged misconduct. The court also considered the employer's compliance with any relevant enterprise agreements or awards. After a thorough analysis, the court determined that the dismissal was indeed harsh, unjust, or unreasonable. The employer's justifications were found to be insufficient to meet the legal threshold required to justify the termination. Consequently, the court ordered that the dismissal be remedied by reinstating Mr Mautone to his former position or, alternatively, by providing him with compensation.

Orders

Orders of the court

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Background

Background to the litigation

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Evidence

Evidence Before The Court

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Decision

Reasons for decision

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Ratio Decidendi

Legal Principle Established

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