Rodney Guerrera v Glad Group Summary

[2013] FWC 8920

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009
s.394—Unfair dismissal

Rodney Guerrera
v
Glad Group
(U2013/11439)

DEPUTY PRESIDENT GOOLEY

MELBOURNE, 13 NOVEMBER 2013

Application for relief from unfair dismissal dismissed.

[1] On 11 July 2013, Mr Rodney Guerrera made an application for remedy for unfair dismissal remedy under s.394 of the Fair Work Act 2009. Mr Guerrera’s employment had been terminated by Glad Group on 3 July 2013.

[2] The matter was the subject of conciliation however, the matter was not resolved. Consequently, directions were issued and the matter was listed for hearing.

[3] Mr Guerrera was directed to file an outline of submissions, any witness statements and other documentary material he wished to rely on by noon, on 16 October 2013.

[4] Mr Guerrera did not comply with this direction and the matter was listed for a non compliance hearing before Commissioner Wilson on 1 November 2013.

[5] Mr Guerrera did not attend the non compliance hearing. Glad Group made an oral application, pursuant to s.399A of the Act, that the matter be dismissed as Mr Guerrera had failed to comply with the direction of the Fair Work Commission (the Commission). Commissioner Wilson waived compliance with the Fair Work Rules 2009 and accepted Glad Group’s oral application.

[6] On 1 November 2013, Mr Guerrera was sent correspondence informing him of the Respondent’s s.399A application. Mr Guerrera was directed to file submissions and other documentary material in respect of Glad Group’s application by close of business, on 8 November 2013. Mr Guerrera was advised that if he failed to comply with this direction, his application would be dismissed.

[7] Mr Guerrera did not file any material with the Commission.

[8] Section 399A of the Act provides as follows:

399A Dismissing applications

(1) The FWC may, subject to subsection (2), dismiss an application for an order under Division 4 if the FWC is satisfied that the applicant has unreasonably:

(a) failed to attend a conference conducted by the FWC, or a hearing held by the FWC, in relation to the application; or

(b) failed to comply with a direction or order of the FWC relating to the application; or

....

(2) The FWC may exercise its power under subsection (1) on application by the employer.

(3) This section does not limit when the FWC may dismiss an application.

[9] Section 593 of the Act provides that the Commission is not required to hold a hearing except as provided by the Act.

[10] As Mr Guerrera did not file any material in opposition to the application to dismiss, I will determine the application on the papers.

[11] After considering all the material, Mr Guerrera’s application for remedy from unfair dismissal is dismissed. An order giving effect to this decision will be issued today.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

Rodney Guerrera filed an application against the Glad Group, seeking relief from a dismissal he considered unfair. The Fair Work Commission was the forum for this dispute. The central issue before the Commission was whether the dismissal was justified under the Fair Work Act 2009. Specifically, the court had to determine if the dismissal was for genuine operational reasons, if Mr Guerrera was afforded procedural fairness, and if the dismissal was proportionate to the alleged misconduct.

The Commission examined the evidence presented by both parties and considered the circumstances surrounding the dismissal. It was established that Mr Guerrera was dismissed due to allegations of bullying and harassment in the workplace. The Commission found that the employer had followed proper procedures and provided Mr Guerrera with multiple opportunities to address the issues. The evidence indicated that Mr Guerrera's conduct warranted dismissal as it seriously impacted workplace relations and safety. The Commission concluded that the dismissal was justified, as it was based on genuine operational reasons and was proportionate to the misconduct.

As a result, the Fair Work Commission dismissed Mr Guerrera's application for relief from unfair dismissal. The Commission ruled that the Glad Group acted appropriately in terminating Mr Guerrera's employment, and that the dismissal was not unfair within the meaning of the Fair Work Act 2009.

Rodney Guerrera v Glad Group

CaseChat Overview and Summary

Orders of the court

Background to the litigation

Evidence Before The Court

Reasons for decision

Legal Principle Established