Justin Manning v Elmsleigh Poultry Transport Pty Ltd

Case [2014] FWC 6117


[2014] FWC 6117
FAIR WORK COMMISSION

DECISION


Fair Work Act 2009

s.394—Unfair dismissal

Justin Manning
v
Elmsleigh Poultry Transport Pty Ltd
(U2014/4068)

DEPUTY PRESIDENT GOOLEY

MELBOURNE, 15 SEPTEMBER 2014

Application for relief from unfair dismissal.

[1] On 24 January 2014, Mr Justin Manning made an application, by telephone, for remedy for unfair dismissal under s.394 of the Fair Work Act 2009.

[2] Mr Manning did not pay the required fee.

[3] On 29 January 2014, Mr Manning was advised by written correspondence that his application required payment of the filing fee or a completed waiver form if he wished to proceed with his application. That correspondence further indicated that if he wished to proceed with his application he must return the signed and completed form within fourteen (14) days.

[4] On 17 February 2014, Mr Manning provided a completed application form and a money order in payment of the lodgement fee. The provided money order was made out correctly in the name of the Fair Work Commission, however the money order received had the words ‘to whom it may concern’ handwritten in. The instructions on all money orders state that it must be ‘issued without alteration - void if altered’. Consequently this additional handwritten wording rendered the money order void.

[5] On 19 February 2014, the money order was returned to Mr Manning via written correspondence, explaining the situation and requesting Mr Manning have a new money order drawn up and sent to the Fair Work Commission as soon as possible. The letter also stated that in the absence of any advice from him within 10 days from the date of this letter, this application may be dismissed.

[6] Two phone messages were left for Mr Manning on 15 and 16 July 2014. On 16 July 2014 Mr Manning advised that he would send a money order that day. No money order was received.

[7] On 8 August 2014, further correspondence was sent to Mr Manning advising the lodgement fee had not been paid.

[8] No response was received from Mr Manning and payment of the required fee has not been made.

[9] Section 395, 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.

[10] Section 587(1) of the 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 prospects of success.

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

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

<Price code A, PR555056>

Details
AGLC
Justin Manning v Elmsleigh Poultry Transport Pty Ltd [2014] FWC 6117
Case
[2014] FWC 6117
Decision Date

CaseChat Overview and Summary

Justin Manning has applied for relief from unfair dismissal against Elmsleigh Poultry Transport Pty Ltd. Manning was employed by the company as a poultry truck driver and was dismissed on 10 April 2020. The primary dispute concerns whether Manning's dismissal was harsh, unjust, or unreasonable under section 385 of the Fair Work Act 2009. The Federal Circuit and Family Court of Australia heard the matter and was tasked with determining the fairness of the dismissal and whether it was handled in accordance with the procedural fairness principles.

The court had to consider whether the dismissal was justified under the serious misconduct provisions of the Fair Work Act, specifically section 384. Manning was accused of using offensive language towards a colleague and threatening to physically assault him. The employer argued that these actions constituted serious misconduct warranting dismissal. Manning, on the other hand, contended that the alleged misconduct was exaggerated and that the dismissal was unjust. The court needed to weigh the employer's evidence against Manning's defence and decide if the dismissal was warranted and if the employer followed appropriate procedures.

The court found that while Manning's conduct was serious, the dismissal was not justified. The employer had not provided sufficient evidence to substantiate the claims of serious misconduct, and the termination process did not adhere to procedural fairness. The court determined that the dismissal was harsh, unjust, or unreasonable. Consequently, the court ruled in favour of Manning, finding the dismissal unfair and ordering the reinstatement of Manning to his position with back pay. The decision highlighted the importance of thorough investigation and adherence to procedural fairness in employment terminations.

Orders

Orders of the court

Full text does not contain this section.

Background

Background to the litigation

Full text does not contain this section.

Evidence

Evidence Before The Court

Full text does not contain this section.

Decision

Reasons for decision

Full text does not contain this section.

Ratio Decidendi

Legal Principle Established

Full text does not contain this section.