Eugene Villanueva v Artesian Services Pty Ltd

[2023] FWC 1376

[2023] FWC 1376

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009

s.394 – Unfair dismissal

Eugene Villanueva

v

Artesian Services Pty Ltd

(U2023/4461)

COMMISSIONER BISSETT MELBOURNE, 14 JUNE 2023

Application for an unfair dismissal remedy

1. On 23 May 2023 Eugene Villanueva (the Applicant) 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).

1. The Applicant advised in the Form F2 Unfair Dismissal Application (Form F2) that they commenced employment with Artesian Services Pty Ltd on 10 March 2023 and that they had been informed of their dismissal on 23 May 2023, which would take effect on 29 May 2023.

1. On 26 May 2023 the Commission attempted to contact the Applicant on their nominated telephone number. A voicemail message was left requesting the applicant contact the Commission in relation to their matter and that an email would be sent shortly in relation to the matter.

1. Later that day the Commission emailed correspondence to the Applicant’s nominated email address advising them that, on the basis of the information provided in the Form F2, they had not served the minimum employment period. The correspondence directed the Applicant to file any documents/evidence to support their claim that they had served the required minimum employment period. That correspondence also warned that if they did not contact the Commission within 14 days the application may be dismissed without further notice. An SMS notification was also sent to the Applicant’s nominated telephone number requesting that they contact the Commission.

1. As the required documentation was not received, on 7 June 2023 the Commission attempted to contact the Applicant on their nominated telephone number. However, they could not be reached. A voicemail message was left requesting the applicant refers to the previously sent correspondence or to contact the Commission, warning that if they did not contact the Commission by 9 June 2023 then their application may be dismissed.

1. To date the Applicant has not replied to the Commission’s correspondence.

1. Section 382 of the FW Act provides that a person is protected from unfair dismissal if they have completed a period of employment. I am satisfied Eugene Villanueva has not completed the required minimum employment period.

1. Section 383 of the FW Act sets out the minimum employment period as follows:

383 Meaning of minimum employment period

The minimum employment period is:

(a) if the employer is not a small business employer—6 months ending at the earlier of the following times:

(i) the time when the person is given notice of the dismissal;

(ii) immediately before the dismissal; or

(b) if the employer is a small business employer—one year ending at that time.

1. Section 587(1) of the FW 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 prospect of success.

[10] Having regard to the circumstances of this matter I am satisfied that Eugene Villanueva has not completed the minimum employment period under the FW Act, and his application has no reasonable prospect of success. I therefore order that the application is dismissed under s.587(1)(c) of the FW Act.

COMMISSIONER

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