{"id":13,"date":"2023-09-26T05:26:18","date_gmt":"2023-09-26T05:26:18","guid":{"rendered":"https:\/\/justrelations.com.au\/blog\/?p=13"},"modified":"2023-09-27T04:42:37","modified_gmt":"2023-09-27T04:42:37","slug":"dismissal","status":"publish","type":"post","link":"https:\/\/justrelations.com.au\/blog\/2023\/09\/26\/dismissal\/","title":{"rendered":"(5.5b) Cases where dismissals were found to be unjustified"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">due to insufficient evidence, procedural flaws, or the failure to establish valid reasons for termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. **<a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2009airc777.htm\">Perry v Coffs Ex-Services Memorial and Sporting Club Ltd [2009] AIRC 777**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An injured employee was placed on restricted duties but exceeded weight restrictions by carrying trays of empty wine glasses.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The dismissal was deemed invalid as there was no justifiable reason for it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2012fwa4789.htm\">2. **Symes v Linfox Armaguard Pty Ltd [2012] FWA 4789**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee swore at a manager and punched a noticeboard, leading to his dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; Despite inappropriate behavior, swearing had been tolerated by the employer, making the dismissal unjustifiable.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2012fwa8300.htm\">3. **Crockett v Vondoo Hair t\/a Vondoo Hair [2012] FWA 8300**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was accused of assisting a colleague&#8217;s personal business and sharing client details.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The dismissal lacked procedural fairness as the investigation was flawed, rendering it unjustified.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2012fwa9027.htm\">4. **Dewson v Boom Logistics Ltd [2012] FWA 9027**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was dismissed for assaulting another employee.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The employer failed to provide sufficient evidence of the assault, resulting in an unjust dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2012fwa3737.htm\">5. **Lengkong v Bupa Care Services Pty Ltd t\/a Bupa Morphettville [2012] FWA 3737**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was dismissed for misconduct related to an elderly resident&#8217;s injury.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The misconduct did not compromise the resident&#8217;s welfare or the employer&#8217;s position, rendering the dismissal unjustified.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2012fwa1251.htm\">6. **McKerrow v Sarina Leagues Club incorporated T\/A Sarina Leagues Club [2012] FWA 1251**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was dismissed for misappropriation of club funds and fraud.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The employee&#8217;s actions, while an error in judgment, were consistent with the employer&#8217;s objectives, leading to an unjust dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/documents\/decisionssigned\/html\/n9636.htm\">7. **Schreier v Austal Ships Pty Ltd Print N9636 (AIRC, O&#8217;Connor C, 19 March 1997)**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was dismissed for performance issues and refusing to attend training outside of work hours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; Refusing training was not a valid reason for dismissal, making it unjust.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/S3905.htm\">8. **Black and Santoro v Ansett Australia Limited Print S3905 (AIRC, Drake SDP, 20 March 2000)**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; Employees were dismissed for theft of beverages, based on the alleged commission of a crime.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The standard of proof was not met, resulting in an unjust dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/decisionssigned\/html\/2010fwa9440.htm\">9. **Walker v Mittagong Sands Pty Limited T\/A Cowra Quartz [2010] FWA 9440**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; An employee was accused of stealing oil, and the employer obtained evidence without the employee present.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp; &#8211; The evidence was unlawfully obtained, leading to an unjust dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.fwc.gov.au\/documents\/decisionssigned\/html\/2019fwcfb2946.htm\">10. **Lee v Superior Wood Pty Ltd [2019] FWCFB 2946**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp;&nbsp; &#8211; An employee refused to comply with a new company policy involving fingerprint scanners.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp;&nbsp; &#8211; The direction to comply with the policy was deemed unlawful, making the dismissal unjust.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/www.fwc.gov.au\/documents\/decisionssigned\/html\/2019fwc6340.htm\">11. **Mammarella v Department of Parliamentary Services [2019] FWC 6340**<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp;&nbsp; &#8211; An employee faced charges related to an IBAC investigation and was dismissed due to a loss of trust and confidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;&nbsp;&nbsp; &#8211; The dismissal was unjust as there was insufficient evidence to support the loss of trust and confidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These cases illustrate instances where dismissals were found to be unjustified due to insufficient evidence, procedural flaws, or the failure to establish valid reasons for termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>[nothing on this page is legal advice]<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For Unfair Dismissal Representation: <a href=\"http:\/\/www.justrelations.com.au\">www.justrelations.com.au<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>due to insufficient evidence, procedural flaws, or the failure to establish valid reasons for termination. 1. **Perry v Coffs Ex-Services [&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 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