{"id":111,"date":"2016-04-12T04:22:00","date_gmt":"2016-04-12T04:22:00","guid":{"rendered":"https:\/\/justrelations.com.au\/blog\/?p=111"},"modified":"2026-11-14T00:19:40","modified_gmt":"2026-11-14T00:19:40","slug":"case-summary-ms-raelene-soukoulis-v-del-re-national-food-group-pty-ltd-fwc-1815","status":"publish","type":"post","link":"https:\/\/justrelations.com.au\/blog\/2016\/04\/12\/case-summary-ms-raelene-soukoulis-v-del-re-national-food-group-pty-ltd-fwc-1815\/","title":{"rendered":"Case Summary: Ms Raelene Soukoulis v Del-Re National Food Group Pty Ltd FWC 1815"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">In a decision handed down by <strong>Commissioner Gregory on 12 April 2016<\/strong>, the Fair Work Commission evaluated a jurisdictional objection raised by Del-Re National Food Group, which claimed that Ms Soukoulis had resigned rather than being dismissed. The Commission rejected the employer&#8217;s objection, determining that Ms Soukoulis was <strong>unfairly dismissed<\/strong> on the employer&#8217;s initiative, and subsequently <strong>ordered an appropriate remedy<\/strong>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\uddc2\ufe0f Categories<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Primary Category:<\/strong> Unfair Dismissal \/ Jurisdictional Objection (Dismissal vs. Resignation)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83c\udff7\ufe0f Tags<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><code>#FairWorkAct2009<\/code><code>#UnfairDismissal<\/code><code>#ConstructiveDismissal<\/code><code>#JurisdictionalObjection<\/code><code>#DelReNationalFood<\/code><code>#ProceduralFairness<\/code><code>#AustralianEmploymentLaw<\/code><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udccb Case Details &amp; Representatives<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Applicant:<\/strong> Ms Raelene Soukoulis<\/li>\n\n\n\n<li class=\"\"><strong>Applicant&#8217;s Representative:<\/strong> Mr A. Dircks (Just Relations)<\/li>\n\n\n\n<li class=\"\"><strong>Respondent:<\/strong> Del-Re National Food Group Pty Ltd<\/li>\n\n\n\n<li class=\"\"><strong>Respondent&#8217;s Representative:<\/strong> Mr Mark McKenny of Counsel<\/li>\n\n\n\n<li class=\"\"><strong>Commission Member:<\/strong> Commissioner Gregory<\/li>\n\n\n\n<li class=\"\"><strong>Date of Decision:<\/strong> 12 April 2016<\/li>\n\n\n\n<li class=\"\"><strong>Matter Number:<\/strong> U2015\/12408<\/li>\n\n\n\n<li class=\"\"><strong>Citation:<\/strong> \\(2016\\) FWC 1815<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83c\udfc6 Final Outcome &amp; Remedy<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Jurisdictional Ruling:<\/strong> The Commission <strong>dismissed the employer&#8217;s jurisdictional objection<\/strong>, ruling that the employment was legally terminated at the employer&#8217;s initiative under s.386(1)(a) of the Fair Work Act.<\/li>\n\n\n\n<li class=\"\"><strong>Unfair Dismissal Finding:<\/strong> The dismissal was found to be <strong>harsh, unjust, and unreasonable<\/strong> due to a complete lack of a valid reason regarding performance or conduct, combined with severe structural flaws in procedural fairness.<\/li>\n\n\n\n<li class=\"\"><strong>Remedy Awarded:<\/strong> <em>TBD<\/em><\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udd39 Key Facts<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Employment Context:<\/strong> Ms Soukoulis worked as a Customer Sales Representative and relief receptionist for Del-Re from 25 February 2013 until her disputed termination in October 2015.<\/li>\n\n\n\n<li class=\"\"><strong>The Lateness Meeting (25 September 2015):<\/strong> After Ms Soukoulis arrived late to work due to sleeping through her alarm from knee medication, two company Directors called her into a meeting.<\/li>\n\n\n\n<li class=\"\"><strong>The Disputed Resignation:<\/strong> The employer claimed Ms Soukoulis chose to resign during this meeting because of personal stress and a desire for flexible hours. Ms Soukoulis maintained she was flatly told she was being let go with a two-week notice period ending 9 October 2015.<\/li>\n\n\n\n<li class=\"\"><strong>The Separation Certificate:<\/strong> Contradicting its own stance that she resigned voluntarily, the employer\u2019s Human Resources department issued an official Separation Certificate marking the reason for termination as a <strong>&#8220;shortage of work&#8221;<\/strong>\u2014an entry the director later claimed in court was simply &#8220;filled out incorrectly.&#8221;<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\u2696\ufe0f Commission Findings<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Dismissal Proven:<\/strong> The Commission preferred the applicant&#8217;s evidence, noting inconsistencies in the Directors&#8217; testimonies (such as changing accounts of whether she cited stress or moving to her partner&#8217;s business). The paperwork marking a shortage of work heavily undermined the employer&#8217;s claims of a resignation.<\/li>\n\n\n\n<li class=\"\"><strong>Procedural Unfairness:<\/strong> Because the employer maintained the false narrative of resignation, they failed to notify her of any valid performance issues or give her an actual opportunity to respond, failing the legislative fairness tests under section 387.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a0\ufe0f Disclaimer<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>This summary is for informational purposes only and does not constitute legal advice.<\/strong> It is a condensed interpretation of the provided Fair Work Commission transcript extract and should not be relied upon as a substitute for professional legal counsel. For specific legal guidance or detailed analysis regarding employment law and unfair dismissal matters, please consult a qualified practitioner.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In a decision handed down by Commissioner Gregory on 12 April 2016, the Fair Work Commission evaluated a jurisdictional objection [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","om_disable_all_campaigns":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_hide_featured_image":false,"_jetpack_featured_image_duplicate_dismissed":0,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[18,12,27],"tags":[],"class_list":["post-111","post","type-post","status-publish","format-standard","hentry","category-jurisdictional-objections","category-procedural-fairness","category-resignation"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - 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