| [2023] FWC 187 |
| FAIR WORK COMMISSION |
| DECISION |
Fair Work Act 2009
s.365 - Application to deal with contraventions involving dismissal
Paul Gundry
v
McMeckan Consulting Pty Ltd
(C2022/7794)
| DEPUTY PRESIDENT MILLHOUSE | MELBOURNE, 25 JANUARY 2023 |
Application to deal with contraventions involving dismissal – application dismissed.
Paul Gundry (applicant) has made an application under s 365 of the Fair Work Act 2009 (Cth) (Act). The applicant alleges that they were dismissed in contravention of the general protection provisions in Part 3-1 of the Act.
The application was not accompanied by the fee prescribed by the Fair Work Regulations 2009 (Cth) (regulations) or by a completed application for waiver of the filing fee (waiver application). The applicant has not responded to correspondence from the Commission alerting them to this deficiency, nor has the deficiency been rectified. I have decided to dismiss the application for the following reasons.
Context
The application was made on 24 November 2022.
On 25 November 2022, the Commission emailed the applicant advising that the application required payment of the filing fee or a completed waiver application. The email put the applicant on notice that the application may be dismissed for this deficiency.
In the absence of compliance, the Commission emailed further correspondence to the applicant on 1 December 2022 advising that the application was at risk of being dismissed as the filing fee remained unpaid.
The Commission called the applicant on 6 December 2022 and left a voicemail advising that payment of the filing fee was still outstanding.
To date, the applicant has not paid the filing fee or filed a completed waiver application.
Legislative framework
In relation to an application made pursuant to s 365 of the Act, s 367(1) provides that the application “must be accompanied by any fee prescribed by the regulations.” At the time the application was made, the regulations prescribed a fee of $77.80. The regulations also allow for an application to be made for the fee to be waived.
Section 587 of the 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 prospects of success.
…
(2) Despite paragraphs (1) (b) and (c), the FWC must not dismiss an application under section 365 or 773 on the ground that the application:
(a) is frivolous or vexatious; or
(b) has no reasonable prospects of success.
(3) The FWC may dismiss an application:
(a) on its own initiative; or
(b) on application.
Consideration and conclusion
The applicant has neither paid the filing fee nor sought a fee waiver. Accordingly, the application is not made in accordance with s 367 of the Act.
The applicant has taken no action to address the deficiency despite being notified of it by the Commission on multiple occasions. In these circumstances, I have decided to exercise my discretion to dismiss the application in accordance with s 587(1)(a) of the Act.
The application is dismissed.
DEPUTY PRESIDENT
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- AGLC
- Paul Gundry v McMeckan Consulting Pty Ltd [2023] FWC 187
- Case
- [2023] FWC 187
- Decision Date
CaseChat Overview and Summary
The court carefully examined the facts and evidence presented regarding the circumstances of Gundry's dismissal. It evaluated whether there were any breaches of the Fair Work Act or other relevant employment legislation. After considering the submissions from both parties and the applicable legal principles, the court found that the dismissal did not constitute a contravention warranting any specific action. The court concluded that there was insufficient evidence to support a finding of wrongdoing by McMeckan Consulting Pty Ltd in the manner of Gundry's dismissal.
As a result, the court dismissed Gundry's application. The dismissal of the application indicated that the court was not persuaded that the dismissal was unlawful or required any form of redress. The court’s decision was based on a thorough analysis of the evidence and the legal framework governing employment disputes in Australia. The outcome underscores the necessity for clear and compelling evidence when bringing claims of contraventions in employment law.
Orders
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Background
Background to the litigation
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Evidence
Evidence Before The Court
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Decision
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Ratio Decidendi
Legal Principle Established
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