Mariam Merhi v Mt Druitt Ethnic Communities Agency

[2016] FWC 3361

[2016] FWC 3361

FAIR WORK COMMISSION

REASONS FOR DECISION

Fair Work Act 2009
s.394—Unfair dismissal

Mariam Merhi
v
Mt Druitt Ethnic Communities Agency
(U2016/6435)

SENIOR DEPUTY PRESIDENT DRAKE SYDNEY, 25 MAY 2016

Application for relief from unfair dismissal.

[1] This decision arises from an application for an extension of time for lodgement of an application for an unfair dismissal remedy pursuant to section 394 of the Fair Work Act 2009 (the Act).

[2] The relationship between Ms Merhi and the respondent ended on 16 September 2009. Ms Merhi lodged her application at the Fair Work Commission on 22 April 2016. Ms Merhi’s application was lodged four years and approximately 10 months outside the statutory time limit.

[3] When determining this application I had before me the Application for Unfair Dismissal lodged by Ms Merhi. I wrote to Ms Merhi on 6 May 2016 outlining the matters I was required to consider by the Act and asked her to provide a statement addressing these matters within 14 days. Ms Merhi provided a comprehensive statement on 9 May 2016. I issued an Order refusing her application for an extension of time and dismissed her application on 18 May 2016.

[4] The relevant legislative framework for the exercise of the Fair Work Commission’s discretion in relation to applications of this kind is set out below:

394 Application for unfair dismissal remedy
...
(3) The FWC may allow a further period for the application to be made by a person under subsection (1) if the FWC is satisfied that there are exceptional circumstances, taking into account:

(a) the reason for the delay; and
(b) whether the person first became aware of the dismissal after it had taken effect; and
(c) any action taken by the person to dispute the dismissal; and
(d) prejudice to the employer (including prejudice caused by the delay); and
(e) the merits of the application; and
(f) fairness as between the person and other persons in a similar position.

[5] The meaning of “exceptional circumstances” was considered in Nulty v Blue Star Group Pty Ltd[2011] FWAFB 975 where the Full Bench said:

“[10]It is convenient to deal first with the meaning of the expression “exceptional circumstances” in s.366(2). In Cheval Properties Pty Ltd v Smithers a Full Bench of FWA considered the meaning of the expression “exceptional circumstances” in s.394(3) and held:

“[5] The word “exceptional” is relevantly defined in The Macquarie Dictionary as “forming an exception or unusual instance; unusual; extraordinary.” We can apprehend no reason for giving the word a meaning other than its ordinary meaning for the purposes of s.394(3) of the FW Act.”

[11] Given that s.366(2) is in relevantly identical terms to s.394(3), this statement of principle is equally applicable to s.366(2).
[12] The ordinary meaning of the expression “exceptional circumstances” was considered by Rares J in Ho v Professional Services Review Committee No 295 a case involving in s.106KA of the Health Insurance Act 1973 (Cth). His Honour observed:

“23. I am of opinion that the expression ‘exceptional circumstances’ requires consideration of all the circumstances. In Griffiths v The Queen (1989) 167 CLR 372 at 379 Brennan and Dawson JJ considered a statutory provision which entitled either a parole board or a court to specify a shorter non-parole period than that required under another section only if it determined that the circumstances justified that course. They said of the appellant’s circumstances:

‘Although no one of these factors was exceptional, in combination they may reasonably be regarded as amounting to exceptional circumstances.’

24. Brennan and Dawson JJ held that the failure in that case to evaluate the relevant circumstances in combination was a failure to consider matters which were relevant to the exercise of the discretion under the section (167 CLR at 379). Deane J, (with whom Gaudron and McHugh JJ expressed their concurrence on this point, albeit that they were dissenting) explained that the power under consideration allowed departure from the norm only in the exceptional or special case where the circumstances justified it (167 CLR at 383, 397).
25. And, in Baker v The Queen (2004) 223 CLR 513 at 573 [173] Callinan J referred with approval to what Lord Bingham of Cornhill CJ had said in R v Kelly (Edward) [2000] QB 198 at 208, namely:

‘We must construe "exceptional" as an ordinary, familiar English adjective, and not as a term of art. It describes a circumstance which is such as to form an exception, which is out of the ordinary course, or unusual, or special, or uncommon. To be exceptional a circumstance need not be unique, or unprecedented, or very rare; but it cannot be one that is regularly, or routinely, or normally encountered.’

26. Exceptional circumstances within the meaning of s 106KA(2) can include a single exceptional matter, a combination of exceptional factors or a combination of ordinary factors which, although individually of no particular significance, when taken together are seen as exceptional. Thus, the sun and moon appear in the sky everyday and there is nothing exceptional about seeing them both simultaneously during day time. But an eclipse, whether lunar or solar, is exceptional, even though it can be predicted, because it is outside the usual course of events.
27. It is not correct to construe ‘exceptional circumstances’ as being only some unexpected occurrence, although frequently it will be. Nor is it correct to construe the plural ‘circumstances’ as if it were only a singular occurrence, even though it can be a one off situation. The ordinary and natural meaning of ‘exceptional circumstances’ in s 106KA(2) includes a combination of factors which, when viewed together, may reasonably be seen as producing a situation which is out of the ordinary course, unusual, special or uncommon. And, the section is directed to the circumstances of the actual practitioner, not a hypothetical being, when he or she initiates or renders the services.”

[13] In summary, the expression “exceptional circumstances” has its ordinary meaning and requires consideration of all the circumstances. To be exceptional, circumstances must be out of the ordinary course, or unusual, or special, or uncommon but need not be unique, or unprecedented, or very rare. Circumstances will not be exceptional if they are regularly, or routinely, or normally encountered. Exceptional circumstances can include a single exceptional matter, a combination of exceptional factors or a combination of ordinary factors which, although individually of no particular significance, when taken together are seen as exceptional. It is not correct to construe “exceptional circumstances” as being only some unexpected occurrence, although frequently it will be. Nor is it correct to construe the plural “circumstances” as if it were only a singular occurrence, even though it can be a one off situation. The ordinary and natural meaning of “exceptional circumstances” includes a combination of factors which, when viewed together, may reasonably be seen as producing a situation which is out of the ordinary course, unusual, special or uncommon.” [Endnotes not reproduced]

[6] For exceptional circumstances to arise as contemplated by s394 of the Act, it is not necessary that the applicant for that extension of time be overtaken by a catastrophic event. Reasons for delay in the category of extreme events are not necessary to meet the test. All of the factors outlined in s394 (3) must be considered and weighed when deciding whether or not exceptional circumstances, circumstances sufficient to support an exception, exist.

[7] Ms Merhi’s statement is set out below:

“ - I am seeking assistance and support form  your Horner   to defend rights  as human Being   .
-I have no lawyer and I wish to request from you an extension for my case , because it outside of the time frame .I thought the union will act for me but they did not act at all. I am suffer from  depression and physical problem as well financial difficulties. the ASU should be responsible for not act for me during the time limit .But they neglected  me as member  their duty of care to protect and defend their members . I can send you all the email that I was compliant against ASU  .
-Since day one when I left on stress leave I contact the union and  I raised my issues with them several times but  they did not respond to me about the investigation to solve or address the issues  . I send them the termination  letter .
-I was  very depressed  my mid shut down even I could not even able to do simple life style or daily routine ,such as cleaning ,cooking ,shopping  even  I couldn't able to  lodged a simple claim form to my health insurance  for my children dentist.So I lost the time to lodge the  claims .  Also  I lost my mother in 2014 she  used to take care of me ad my kids , she was diagnosed with liver cancer 2011 that increased my depression .
- I did not take any action against unfair dismissal, I was not able to think or able to dispute or to defend my self even.
- I hire a  lawyer  to defend me but they only act for the injury only ,they did not raised unfair dismissal case or I have been bulling and suffer depression ,  they ask me to settle the matter for $25.000 . 
- My injury case closed and I could not able to retuned to work or to obtained any job even for few hours a week due to my  health problem mental and physically and emotional I always loosing my voice due to my depression.   Moreover I am single mother dependent on my own work income. I have  not receiving any financial assistant or support from government .    
I really appreciate your kind understanding and support to assist me to file my application to defend my rights .for further details please do not hesitate to contact me…”

[8] I considered the various criteria to which my attention is directed by s.394 (3) of the Act.

reason for the delay-s.394(3)(a)

[9] The reasons Ms Merhi provided for her delay in lodgement can be summarised as a succession of personal and family difficulties complicated by depression.

[10] While sympathetic to these circumstances I was not persuaded that Ms Merhi’s difficulties were out of the ordinary, unusual or uncommon.

whether the person first became aware of the dismissal after it had taken effect-s.394(3)(b)

[11] Ms Merhi became aware of the end of her relationship with the respondent on 19 June 2009.

any action taken by the person to dispute the dismissal-s.394(3)(c)

[12] Ms Merhi disputed her dismissal by lodging this application.

prejudice to the employer-s.394(3)(d)

[13] I was satisfied that there would be no greater prejudice to the respondent caused by Ms Merhi’s application being listed now than there would have been had it been lodged in time. Prejudice to the respondent was a neutral consideration.

the merits of the application-s.394(3)(e)

[14] Merit was a neutral issue in my consideration of this application.

fairness as between Ms Merhi and other persons in a similar position-S.394(3)(f)

[15] There was no issue of fairness in relation to any other person in a similar position.

[16] Having considered all of the matters to which my attention is directed by the Act I was not satisfied that there were exceptional circumstances which would warrant my granting an exception to the statutory time limit and on that basis dismissed the application. Ms Merhi’s circumstances were not out of the ordinary course, unusual, special or uncommon.

SENIOR DEPUTY PRESIDENT

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