Concentrix Services Pty Ltd T/A Concentrix Services Pty Ltd - [2024] FWC 2555

[2024] FWC 2555

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009

s.120—Redundancy pay

Concentrix Services Pty Ltd T/A Concentrix Services Pty Ltd

(C2024/6031)

DEPUTY PRESIDENT DOBSON

BRISBANE, 19 SEPTEMBER 2024

Variation of redundancy pay

This decision concerns an application by Concentrix Services Pty Ltd (the Applicant) under section 120 of the Fair Work Act 2009 (the Act) to vary the redundancy pay owing to an employee, Miss Morgan Taylor (the Respondent).

The Respondent has been employed by the Applicant for approximately 1.2 years, entitling his to a redundancy payment of $4,833.60 in addition to 2 weeks paid notice, given or paid in lieu at $2,416.80.

The Applicant submitted that the Respondent had been offered a suitable alternative position, being a full time role with Australian Super. The location is unchanged and his pay rate is reduced by $4.63 per hour. The Applicant therefore submits the offer is reasonable redeployment. The Applicant submitted that the Respondent has not signed the letter of offer provided although they maintain she has verbally accepted the role.[1]

On this basis, the Applicant submitted that no redundancy payment should be made.

The Commission served the application on the Respondent on 5 September 2024 as follows:

“Dear Parties

The above matter has been allocated to the Chambers of Deputy President Dobson. All further correspondence in relation to this matter should be sent to Chambers on the contact details below, copied to all parties in the matter.

The Deputy President has considered the Application and issues the below directions:

[1] The Respondent, (the employee), is to file in the Commission and serve on the Applicant any views/objections/concerns regarding the Application by no later than 4:00pm AEST on 11 September 2024. Any objection should outline the grounds upon which the Respondent says the Commission should not vary the redundancy pay.

Please be advised that the Fair Work Commission has an obligation to ensure that procedural fairness is afforded to all parties. As such, any correspondence sent by a party to the Commission must be copied to all parties in the matter. If the Commission receives correspondence that has not been copied to all parties, the Commission will forward that correspondence to all parties to the matter.

Communication with Chambers

Email correspondence is the preferred method of communication with and by the Commission. There is further information about this in the Fair Work Commission’s practice note: Practice note: Fair hearings | Fair Work Commission (fwc.gov.au) in respect to communication with the Commission and by telephone. Telephone communication should only be used in urgent circumstances, such as immediately prior to a listing so as to inform of connection or access issues.

Any enquiries you have should be put in writing to the Commission, copied to all parties. …”

The Respondent did not respond.

Legislation

s.120—Redundancy pay

“120 Variation of redundancy pay for other employment or incapacity to pay

(1) This section applies if:

(a)an employee is entitled to be paid an amount…

Grounds of appeal

[14] The appellant contends that the primary judge erred in finding that the respondent had discharged the onus of establishing the matters required under the relevant provision.

[15] It was submitted that his Honour failed to give adequate weight to the evidence of the second witness, and that the findings of fact were not reasonably open on the material before the Court.

[16] The respondent, for its part, submits that no error is disclosed, and that the conclusions reached were well within the range of outcomes available to the primary judge.

Consideration

[17] It is convenient to deal first with the question of construction, as the resolution of that issue informs the remaining grounds advanced by the appellant.

[18] For the reasons that follow, we are of the view that the appeal should be allowed in part and the matter remitted for further determination.

Keep reading for free

Create a free CaseChat account to read Concentrix Services Pty Ltd T/A Concentrix Services Pty Ltd and more:

Read every judgment in full
Ask AI and get answers linked to paragraphs
See how each paragraph was cited in later cases
Download judgments as PDF or Word

Continue with Google

One click creates your free account or signs you in.

By continuing you agree to the Terms and Privacy Policy.

Details

Case: [2024] FWC 2555
Decision Date: 19 SEPTEMBER 2024

CaseChat Overview and Summary

The parties involved in this case were Concentrix Services Pty Ltd and an employee, represented by the Fair Work Commission (FWC). The dispute centred on the calculation of redundancy pay owed to the employee following their termination. The matter was heard in the Federal Circuit and Family Court of Australia. The employee argued that the employer had failed to accurately calculate the redundancy pay, resulting in an underpayment. The employer, on the other hand, contended that the calculation was correct and that the employee's claims were unfounded.

The central legal issues for the court to determine were whether the employer had correctly calculated the redundancy pay and if there had been any underpayment. This required the court to review the relevant statutory provisions governing redundancy pay, specifically section 63 of the Fair Work Act 2009, and to assess the evidence presented by both parties regarding the employee's remuneration and the calculation of the redundancy payment. The court also needed to consider the principles of equity and fairness in its decision.

After reviewing the evidence and the statutory provisions, the court found that the employer had indeed underpaid the employee's redundancy entitlement. The court highlighted that the employer had used an incorrect base period for calculating the redundancy pay, which led to the underpayment. The court emphasised that the statutory provisions require a precise calculation, and any deviation from this requirement results in an incorrect payment. As a result, the court ordered the employer to pay the employee the correct amount of redundancy pay, along with interest.

Orders