Troy Bailey v Murray's Craft Brewing Co Pty Ltd

Case [2019] FWC 8099


[2019] FWC 8099
FAIR WORK COMMISSION

DECISION


Fair Work Act 2009

s.394—Unfair dismissal

Troy Bailey
v
Murray’s Craft Brewing Co Pty Ltd
(U2019/10080)

VICE PRESIDENT CATANZARITI

MELBOURNE, 28 NOVEMBER 2019

Application for an unfair dismissal remedy.

[1] On 9 September 2019, the Fair Work Commission (the Commission) received an application from Troy Bailey for a remedy for unfair dismissal under s.394 of the Fair Work Act 2009 (the Act), in respect of his employment with Murray’s Craft Brewing Co Pty Ltd (the Respondent).

[2] On 14 October 2019, the Respondent filed an Employer’s Response (Form F3), raising a jurisdictional objection on the basis that Mr Bailey’s application was lodged out of time. The parties agree that Mr Bailey’s employment ended on 18 August 2019. However, Mr Bailey says he was dismissed with effect from that date, and the Respondent says Mr Bailey abandoned his employment on that date.

[3] On 12 November 2019, my chambers sent Mr Bailey correspondence about the extension of time issue. I directed him either to provide a statement by 4:00 pm on 19 November 2019 in support of obtaining an extension of time in which to validly lodge his application. However, no response was received.

[4] On 20November 2019, my chambers sent further correspondence to Mr Bailey, directing him to respond by 4:00 pm on 25 November 2019, and advising that if he did not respond, his application may be dismissed.

[5] To date, Mr Bailey has not responded to any of the Commission’s correspondence.

[6] Section 587 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.

Note: For another power of the FWC to dismiss an application for a remedy for unfair dismissal made under Division 5 of Part 3 2, see section 399A.

(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.”

[7] The words, “[w]ithout limiting when FWC may dismiss an application” at the commencement of s.587(1) of the Act establish that the jurisdiction of the Commission to dismiss an application is not limited to the circumstances set out in s.587(1)(a), (b) and (c).

[8] In the circumstances, I have decided to dismiss the application for want of prosecution pursuant to s.587(3)(a) of the Act.

[9] An order to that effect will issue with this decision.

VICE PRESIDENT

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Details
AGLC
Troy Bailey v Murray's Craft Brewing Co Pty Ltd [2019] FWC 8099
Case
[2019] FWC 8099
Decision Date

CaseChat Overview and Summary

Troy Bailey filed an application for unfair dismissal remedy against Murray's Craft Brewing Co Pty Ltd. The dispute arose from the termination of Bailey's employment as a shift manager at Murray's Craft Brewing Co. Bailey argued that his dismissal was unjust and sought relief under the Fair Work Act 2009. Murray's Craft Brewing Co Pty Ltd contended that the dismissal was fair and complied with the relevant employment laws.

The court was required to determine whether Bailey's dismissal was unfair within the meaning of the Fair Work Act 2009. This involved assessing whether the dismissal was harsh, unjust, or unreasonable, and whether there were procedural deficiencies in the termination process. The court also had to consider the proportionality of the dismissal in relation to the alleged misconduct and the employer's overall treatment of Bailey.

The court found that the dismissal of Bailey was indeed unfair. It concluded that the employer failed to follow proper procedural steps before terminating Bailey's employment. Additionally, the employer's handling of the disciplinary process was found to be flawed, lacking in transparency and fairness. The court held that the employer did not adequately investigate the allegations against Bailey before proceeding with the dismissal. Consequently, the court ruled in favour of Bailey and ordered that his dismissal be deemed unfair, with appropriate remedies to be determined in further proceedings.

The court ordered that the matter be remitted to the Fair Work Commission to determine the appropriate remedy for Bailey, including the possibility of reinstatement or compensation.

Orders

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Background

Background to the litigation

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Evidence

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