Kenneth Remy v FKS Management T/A Fort Knox Storage

[2017] FWC 4010

[2017] FWC 4010

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009

s.394—Unfair dismissal

Kenneth Remy

v

FKS Management T/A Fort Knox Storage

(U2017/7022)

Deputy President Clancy MELBOURNE, 1 AUGUST 2017

Application for an unfair dismissal remedy.

1. On 2 July 2017, Mr Kenneth Remy made an application for a remedy for unfair dismissal under s.394 of the Fair Work Act 2009 (the Act).

1. Mr Remy advised that he commenced employment with FKS Management T/A Fort Knox Storage on 8 May 2017 and that his dismissal took effect on 30 June 2017.

1. On 3 July 2017, correspondence was sent to Mr Remy confirming that based on the information contained in the application, it appeared he had not served the minimum employment period. The correspondence required Mr Remy to file in the Fair Work Commission any documents or evidence to support his claim of having served the minimum employment period within 14 days.  Mr Remy was advised in the absence of any material being received, his application may be dismissed.

1. On 18 July 2017, a telephone call was made to Mr Remy, however there was no answer and a voicemail was left.   On the same day, correspondence was sent to Mr Remy noting that he had previously been directed to file material in support of his claim he had served the minimum employment period but had not done so.  Mr Remy was given a further seven days to provide an explanation of why he did not respond to the direction contained in the correspondence of 3 July 2017.  Mr Remy was advised that if there was no response, his application would be determined on the material currently before the Commission.

1. On 26 July 2017, a final attempt to contact Mr Remy via telephone was made and a voicemail message was left seeking an urgent return call.

1. To date, Mr Remy has not responded to the Commission’s correspondence.

1. Section 382 of the Act provides that a person is protected from unfair dismissal if they have completed a period of employment of at least the minimum employment period.

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

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 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.

1. In the circumstances of this matter, I am satisfied Mr Remy has not completed the required minimum employment period and his application has no reasonable prospects of success.  Consequently, the application is dismissed under s.587(1)(c) of the Act. An Order to this effect will be issued shortly.

DEPUTY PRESIDENT

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