United Voice v Wilson Security Pty Ltd T/A Wilson Security

[2018] FWC 2122

[2018] FWC 2122

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009
s.437—Protected action

United Voice
v
Wilson Security Pty Ltd T/A Wilson Security
(B2018/221)

COMMISSIONER GREGORY MELBOURNE, 13 APRIL 2018

Proposed protected action ballot of employees of Wilson Security.

Introduction

[1] On 29 March 2018 United Voice made application for a protected action ballot order under s.437 of the Fair Work Act 2009 (Cth) (“the Act”) in respect of its members employed by Wilson Security Pty Ltd T/A Wilson Security (“Wilson Security”). The application applies to those employees employed at various work sites located in Victoria where Wilson Security provides security services to the Commonwealth Department of Defence.

[2] A Statutory Declaration in support of the application, made by Mr Ben Redford, Assistant Branch Secretary, United Voice Victoria, was also received on 5 April 2018. It details the steps that have been taken to date in attempting to reach an agreement. This has included eight meetings since February 2017 involving representatives from United Voice and Wilson Security. The Commission has also convened three conferences with the parties in that time following an application made by United Voice under s.240 of the Act.

[3] The application was initially set down for hearing on Friday, 13 April 2018. However, the Commission was subsequently advised by United Voice that an agreed position had been reached with Wilson Security. United Voice also provided an amended draft order which reflected the agreed position. It contains an amended list of questions to be put to employees in the ballot. It also proposes that the period of written notice to be given before any employee claim action is taken should be 7 working days, except for the forms of action proposed in questions 13, 15 and 20, in which case the period of written notice is to be 3 working days.

The Legislation

“443 When the FWC must make a protected action ballot order

(1) The FWC must make a protected action ballot order in relation to a proposed enterprise agreement if:

(a) an application has been made under section 437; and

(b) the FWC is satisfied that each applicant has been, and is, genuinely trying to reach an agreement with the employer of the employees who are to be balloted.

(2) The FWC must not make a protected action ballot order in relation to a proposed enterprise agreement except in the circumstances referred to in subsection (1).

(3) A protected action ballot order must specify the following:

(a) the name of each applicant for the order;

(b) the group or groups of employees who are to be balloted;

(c) the date by which voting in the protected action ballot closes;

(d) the question or questions to be put to the employees who are to be balloted, including the nature of the proposed industrial action.

(3A) For the purposes of paragraph (3)(c), the FWC must specify a date that will enable the protected action ballot to be conducted as expeditiously as practicable.

(4) If the FWC decides that a person other than the Australian Electoral Commission is to be the protected action ballot agent for the protected action ballot, the protected action ballot order must also specify:

(a) the person that the FWC decides, under subsection 444(1), is to be the protected action ballot agent; and

(b) the person (if any) that the FWC decides, under subsection 444(3), is to be the independent advisor for the ballot.

(5) If the FWC is satisfied, in relation to the proposed industrial action that is the subject of the protected action ballot, that there are exceptional circumstances justifying the period of written notice referred to in paragraph 414(2)(a) being longer than 3 working days, the protected action ballot order may specify a longer period of up to 7 working days.

Note: Under subsection 414(1), before a person engages in employee claim action for a proposed enterprise agreement, a bargaining representative of an employee who will be covered by the agreement must give written notice of the action to the employer of the employee.” 1

……………………..

“437 Application for a protected action ballot order

…

Matters to be specified in application

(3) The application must specify:

(a) the group or groups of employees who are to be balloted; and

(b) the question or questions to be put to the employees who are to be balloted, including the nature of the proposed industrial action.” 2

…………………….

“414 Notice requirements for industrial action

Notice requirements - employee claim action

(1) Before a person engages in employee claim action for a proposed enterprise agreement, a bargaining representative of an employee who will be covered by the agreement must give written notice of the action to the Employer of the employee.

(2) The period of notice must be at least:

(a) 3 working days; or

(b) if a protected action ballot order for the employee claim action specifies a longer period of notice for the purposes of this paragraph that period of notice.” 3

Consideration

[4] As indicated, s.443(1) makes clear that the Commission must make a protected action ballot order in circumstances where an application has been made under s.437 and the Commission is satisfied that the Applicant has been and is genuinely trying to reach agreement with the employer of the employees to be balloted. I am satisfied that, based on the detail contained in the Statutory Declaration provided by Mr Ben Redford, United Voice is genuinely trying to reach an agreement with Wilson Security about the terms of an enterprise agreement to cover the employees to be balloted.

[5] The application also specifies the group of employees to be balloted and the questions to be put in regard to the nature of the proposed action. I accordingly propose to make an Order in terms that reflect the amended draft order provided by United Voice.

[6] I am also satisfied that the nature of the work sites where the employees are located provides justification for the Commission to exercise the discretion available to it under s.443(5) to require 7 working days written notice to be provided on occasions before employee claim action can be taken, as detailed in the Order.

[7] An Order [PR601970] in these terms is issued in conjunction with this decision.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

<PR601969>

 1   Fair Work Act 2009 (Cth) s 443.

 2   Fair Work Act 2009 (Cth) s 437(3).

 3   Fair Work Act 2009 (Cth) s 414.