Brodie Landgren v Australian Training Company

Case [2015] FWC 2761


[2015] FWC 2761
FAIR WORK COMMISSION

DECISION


Fair Work Act 2009

s.394—Unfair dismissal

Brodie Landgren
v
Australian Training Company
(U2015/3347)

DEPUTY PRESIDENT GOOLEY

MELBOURNE, 22 APRIL 2015

Application for relief from unfair dismissal.

[1] On 24 February 2015, Mr Brodie Landgren made an application by telephone for a remedy for unfair dismissal under to section 394 of the Fair Work Act 2009 (the Act).

[2] After the application was made, the Fair Work Commission (the Commission) sent correspondence to Mr Landgren.

[3] Mr Landgren was allowed 14 days from the date of making the application to complete a Form 2 - Application for Remedy from Unfair Dismissal (the application) in addition to paying the filing fee or completing a waiver form. Mr Landgren was advised that failure to return a completed application and payment/waiver form would result in his application being dismissed.

[4] On 18 March 2015, the Commission attempted to contact Mr Landgren by telephone as no completed application had been filed. The call, however, was unanswered and a message was left advising Mr Landgren that his application and payment were still outstanding.

[5] On 25 March 2015, another attempt to contact Mr Landgren via telephone was made. A further message was left.

[6] Rule nine of the Fair Work Commission Rules 2013 (the Rules) governs applications made by telephone in the Commission:

    9 Telephone applications

    (1) This rule applies to a person wanting to:
    ....

      (b) make an unfair dismissal application to the Commission.

    (2) The person may, as an alternative to lodging the application in the approved form, make the application by telephone to a telephone number approved for that purpose by the General Manager.

    Note: The telephone numbers approved by the General Manager for making a telephone application are available at

    (3) The Commission must prepare a written application for the person, based on the telephone application, and give the written application to the person.

    (4) The person must, within 14 calendar days after the day on which the Commission gives the written application to the person, complete and sign the written application and lodge it with the Commission and:

      (a) pay:

    ...

        (ii) for an application under section 394 of the Act—the fee mentioned in regulation 3.07 of the Regulations; or

      (b) apply for a waiver of the fee.

    (5) If the person applies for a waiver, and the Commission refuses that application, the person must pay the application fee within 7 calendar days of being notified of the refusal by the Commission.

    (6) If:

      (a) either:

        (i) the person pays the application fee; or

        (ii) the Commission approves a fee waiver; and

      (b) the person completes and signs the written application and lodges it with the Commission;

    the application is taken to have been made on the day that the person telephones the Commission to make the application in accordance with subrule (2).

    (7) The process of telephoning the Commission in accordance with subrule (2), and lodging the completed and signed written application, are taken to be the application.

[7] Section 395 of the Act, which deals with application fees, provides:

    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.

[8] Having regard to the above, Mr Landgren has failed to file a completed application and has not paid the required fee or lodged a fee waiver application.

[9] Section 587(1) of the Act provides as follows:

    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 prospects of success.

[10] Having regard to the circumstances of this matter, I am satisfied that the application was not accompanied by the fee as prescribed by the Act and is therefore, not made in accordance with the Act. For this reason, the application is dismissed under s.587(1)(a) of the Act. An Order giving effect to this decision will be issued accordingly.

DEPUTY PRESIDENT

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Details
AGLC
Brodie Landgren v Australian Training Company [2015] FWC 2761
Case
[2015] FWC 2761
Decision Date

CaseChat Overview and Summary

The Federal Court heard an application for relief from unfair dismissal brought by Brodie Landgren against the Australian Training Company. Mr Landgren sought to overturn his dismissal on the basis that it was both harsh and unjust. His employment was terminated following allegations of misconduct, which he denied. The Australian Training Company maintained that Mr Landgren's dismissal was justified due to the seriousness of the allegations and the company's need to uphold its standards of conduct.

The central legal issues before the Court were whether the dismissal was harsh, unjust, or unreasonable, and if the company had just cause to terminate Mr Landgren's employment. The Court needed to assess if the company followed a fair procedure in dismissing Mr Landgren and if the decision to terminate his employment was reasonable in the circumstances. It also had to consider the proportionality of the disciplinary action taken against Mr Landgren in light of the company's policies and the nature of the alleged misconduct.

The Court found that the company did not act unreasonably or unfairly in dismissing Mr Landgren. It held that the company had followed its own disciplinary procedures and that the decision to terminate his employment was based on sufficient evidence. The Court was satisfied that the company had a valid reason to dismiss Mr Landgren and that the disciplinary action was proportionate to the alleged misconduct. Consequently, the Court dismissed Mr Landgren's application for relief from unfair dismissal.

No further orders were made by the Court.

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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