Sandra Bucknell v GJ Gardner Homes
[2023] FWC 3180
•1 DECEMBER 2023
| [2023] FWC 3180 |
| FAIR WORK COMMISSION |
| DECISION |
Fair Work Act 2009
s.394—Unfair dismissal
Sandra Bucknell
v
GJ Gardner Homes
(U2023/9757)
| DEPUTY PRESIDENT CLANCY | MELBOURNE, 1 DECEMBER 2023 |
Application for relief from unfair dismissal – minimum employment period – dismissal under s.587 at the Commission’s initiative.
On 7 October 2023 Sandra Bucknell (Applicant) made an application to the Fair Work Commission for a remedy for unfair dismissal pursuant to s.394 of the Fair Work Act 2009 (FW Act).
Mrs Bucknell advised in the Form F2 Unfair Dismissal Application (Form F2) that she commenced employment with GJ Gardner Homes (Respondent) on Monday 8 May 2023 and that her dismissal took effect on 19 September 2023.
On 11 October 2023 the Commission attempted to contact Mrs Bucknell on her nominated telephone number. A voicemail was left advising Mrs Bucknell that she had not served the minimum employment period.
Later that day the Commission emailed correspondence to Mrs Bucknell’s nominated email address advising her that, on the basis of the information provided in the Form F2, she had not served the minimum employment period. The correspondence directed Mrs Bucknell to file any documents or other evidence to support her claim that she had served the required minimum employment period. That correspondence also warned that if she did not contact the Commission within 14 days the application may be dismissed without further notice.
On 8 November 2023, as the required documentation was not received, the Commission attempted to contact Mrs Bucknell on her nominated telephone number. However, Mrs Bucknell could not be reached. A voicemail message was left requesting that she urgently contact the Commission as the application may be dismissed if the minimum employment period has not been met.
On 16 November 2023 a final follow up call was made to Mrs Bucknell. However, she could not be reached. A voicemail message was left requesting that Mrs Bucknell urgently contact the Commission as her application was at risk of dismissal. To date Mrs Bucknell has not replied to the Commission’s correspondence.
Section 382 of the FW Act provides that a person is protected from unfair dismissal if they have completed a period of employment. Section 383 of the FW Act sets out the minimum employment period as follows:
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.
Section 587(1) of the FW 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 prospect of success.
As the material before the Commission indicates the Applicant has not completed the required minimum employment period under the FW Act, I am satisfied the application has no reasonable prospect of success. As such, the application is dismissed under s.587(1)(c) of the FW Act. An Order[1] to this effect will be issued with this decision.
DEPUTY PRESIDENT
[1] PR768897
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