Wei Ling Tan v The Trustee for National Investments Trust

[2023] FWC 1691

[2023] FWC 1691

FAIR WORK COMMISSION

DECISION

Fair Work Act 2009

s.394—Unfair dismissal

Wei Ling Tan
v

The Trustee for National Investments Trust

(U2023/4891)

COMMISSIONER BISSETT MELBOURNE, 14 JULY 2023

Application for an unfair dismissal remedy – minimum employment period – dismissal under s.587 at the Commission’s initiative.

1. On 4 June 2023 Wei Ling Tan (the 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).

1. The Applicant advised in the Form F2 Unfair Dismissal Application (Form F2) that they commenced employment with The Trustee for National Investments Trust on 6 May 2023 and that their dismissal took effect on 11 May 2023.

1. On 7 June 2023, the Commission attempted to contact the Applicant on their nominated telephone number. However, the Applicant could not be reached. A voice message was left requesting the Applicant contact the Commission as the information provided in their application suggested that they may not have met the minimum employment period. This voice message also advised that the Applicant may respond in reply to the emailed correspondence which would be sent to them shortly.

1. Later that day the Commission emailed correspondence to the Applicant’s nominated email address advising the Applicant that, on the basis of the information provided in the Form F2, they had not served the minimum employment period. The correspondence directed the Applicant to file any documents or other evidence to support their claim that they had served the required minimum employment period. That correspondence also warned that if they did not contact the Commission within 14 days the application may be dismissed without further notice.

1. As the required documentation was not received, on 23 June 2023 the Commission attempted to contact the Applicant on their nominated telephone number. However, the Applicant could not be reached. A voice message was left requesting the Applicant contact the Commission as the information provided in their application suggested that they may not have met the minimum employment period. The voice message also warned that if they did not contact the Commission, the application may be dismissed without further notice.

1. To date the Applicant has not replied to the Commission’s correspondence.

1. Section 382 of the FW Act provides that a person is protected from unfair dismissal if they have completed a period of employment. I am satisfied the Applicant has not completed the required minimum employment period.

1. 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.

1. 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.

1. As the Applicant has not completed the required minimum employment period under the FW Act the application has no reasonable prospect of success. As such, the application is dismissed under s.587(1)(c) of the FW Act.

COMMISSIONER
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