{"id":138,"date":"2014-01-16T05:14:00","date_gmt":"2014-01-16T05:14:00","guid":{"rendered":"https:\/\/justrelations.com.au\/blog\/?p=138"},"modified":"2026-11-04T05:17:01","modified_gmt":"2026-11-04T05:17:01","slug":"employers-appeal-against-unfair-redundancy-finding-refused","status":"publish","type":"post","link":"https:\/\/justrelations.com.au\/blog\/2014\/01\/16\/employers-appeal-against-unfair-redundancy-finding-refused\/","title":{"rendered":"Employer\u2019s Appeal Against Unfair Redundancy Finding Refused"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Case:<\/strong> <em>Cooke &amp; Dowsett Pty Ltd v Andronicou<\/em> [2014] FWCFB 447<br><strong>Commission:<\/strong> Fair Work Commission \u2013 Full Bench<br><strong>Members:<\/strong> Vice President Catanzariti, Senior Deputy President Hamberger and Commissioner Gregory<br><strong>Decision date:<\/strong> 16 January 2014<br><strong>Outcome:<\/strong> Permission to appeal refused<br><strong>Original decision:<\/strong> <em>Andronicou<\/em> [2013] FWC 8097, Commissioner Bissett<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Overview<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Fair Work Commission Full Bench refused an employer permission to appeal a decision that found an employee had been unfairly dismissed following a purported redundancy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employee, a plumber who had been injured at work, was dismissed after the employer claimed his position was no longer required due to a downturn in business and the completion of a construction project.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The original Commissioner found that the employer had failed to establish that the employee\u2019s job was no longer required to be performed by anyone. The Full Bench concluded that this finding was reasonably open on the evidence and that the employer had not demonstrated a sufficient public interest basis for an appeal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The original unfair dismissal finding and compensation order therefore remained in place.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Background<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Mr Marios Andronicou commenced employment with Cooke &amp; Dowsett Pty Ltd on 24 August 2011 as a daily-hire plumber under the applicable enterprise agreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">He initially worked on the Villa Maria project before being transferred to the Swinburne project in September 2012. On 21 September 2012, he suffered an ankle injury and was unable to work until January 2013. He subsequently returned on restricted duties at the employer\u2019s warehouse.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Villa Maria project concluded in November 2012. Three employees working on that project were made redundant, but were successfully redeployed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer argued that Mr Andronicou had originally been employed for the Villa Maria project and that his transfer to Swinburne was temporary. It said that, when he became fit to return to his pre-injury duties in April 2013, Villa Maria had finished and no suitable redeployment was available.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mr Andronicou disputed that he was employed specifically for Villa Maria. He said his work at Swinburne was ongoing and that the position he had been performing remained necessary.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The original decision<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Commissioner Bissett found that the employer had not established a genuine redundancy under s.389 of the <em>Fair Work Act 2009<\/em>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer relied on evidence of a downturn and reductions in workforce numbers. However, the Commissioner identified major inconsistencies in the evidence, which had not been adequately explained.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Commissioner was not satisfied that the employer had established that it no longer required the employee\u2019s job to be performed by anyone because of its operational requirements.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The failure to comply with consultation obligations under the enterprise agreement was also identified as an additional basis supporting the finding that the redundancy was not genuine.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Commissioner found the dismissal unfair. Reinstatement was considered inappropriate, and compensation was ordered, taking account of the employee\u2019s circumstances and the employer\u2019s obligations under the Victorian Accident Compensation Act 1985.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The employer\u2019s appeal<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Cooke &amp; Dowsett challenged the original decision on a number of grounds, including that the Commissioner:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Incorrectly rejected evidence of workforce reductions.<\/li>\n\n\n\n<li class=\"\">Failed to recognise that the completion of construction projects was part of the normal operation of the industry.<\/li>\n\n\n\n<li class=\"\">Incorrectly found that consultation obligations applied and had not been met.<\/li>\n\n\n\n<li class=\"\">Misinterpreted the employer\u2019s obligations under the Victorian Accident Compensation Act.<\/li>\n\n\n\n<li class=\"\">Made errors in assessing the period of future employment and the amount of compensation.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The employer argued that the evidence of a business downturn supported the conclusion that the employee\u2019s job was no longer required.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mr Andronicou, represented by Just Relations, submitted that the Commissioner was entitled to reject the employer\u2019s evidence because of contradictions between the witness evidence and supporting documents.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Full Bench consideration<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Permission to appeal and public interest<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Under s.400(1) of the Act, permission to appeal an unfair dismissal decision may only be granted where the Full Bench is satisfied that it is in the public interest.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Full Bench considered that the employer had not demonstrated that the case raised an issue of sufficient public importance, revealed a significant error, or otherwise justified appellate intervention.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Evidence of redundancy<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The Full Bench accepted that the Commissioner was responsible for assessing the evidence, including witness credibility.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Although the Full Bench noted that it was somewhat unusual for Christmas newsletters to be relied upon in evaluating whether a business had experienced a downturn, it was the employer that had relied on the evidence at first instance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Full Bench was not satisfied that the Commissioner had made a significant error of fact. It was reasonably open to her to conclude that the employer had not established that the employee\u2019s job was no longer required.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Consultation obligations<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">As the finding that the employer had not established that the job was no longer required was sufficient to support the decision, the Full Bench found it unnecessary to consider whether the Commissioner\u2019s findings concerning consultation were reasonably open to her.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Accident compensation obligations and remedy<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The Full Bench was not satisfied that the Commissioner had made an error of law in interpreting the relevant provisions of the Victorian Accident Compensation Act.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It concluded that the findings concerning both the unfair dismissal and compensation were open to the Commissioner.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Decision<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Full Bench refused permission to appeal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The original decision and compensation order remained in effect. The stay of the order was lifted.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Significance<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The decision reinforces several important principles concerning redundancy dismissals:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>The employer must establish that the job is no longer required.<\/strong> A general downturn or reduction in employee numbers does not, without reliable supporting evidence, necessarily establish that a particular position has become redundant.<\/li>\n\n\n\n<li class=\"\"><strong>Evidence must be consistent and credible.<\/strong> The Commission is entitled to assess inconsistencies in an employer\u2019s evidence and determine whether its redundancy explanation is supported.<\/li>\n\n\n\n<li class=\"\"><strong>The end of a project does not automatically establish genuine redundancy.<\/strong> The question remains whether the employee\u2019s job is no longer required to be performed by anyone because of operational changes.<\/li>\n\n\n\n<li class=\"\"><strong>Consultation obligations may be independently relevant.<\/strong> Failure to comply with applicable enterprise agreement requirements can provide an additional basis for finding that a redundancy is not genuine.<\/li>\n\n\n\n<li class=\"\"><strong>Appeals require more than disagreement with the original decision.<\/strong> The Full Bench will not intervene merely because an employer considers that a different conclusion should have been reached.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The decision is particularly relevant where an employer relies on project completion or a claimed industry downturn to justify a redundancy, but the evidence does not clearly establish that the employee\u2019s position has ceased to be required.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Representatives<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Employee:<\/strong> Mr G. Dircks, Just Relations.<\/li>\n\n\n\n<li class=\"\"><strong>Employer:<\/strong> Mr J. D\u2019Abaco, Counsel.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Categories<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Unfair dismissal<\/li>\n\n\n\n<li class=\"\">Genuine redundancy<\/li>\n\n\n\n<li class=\"\">Appeal<\/li>\n\n\n\n<li class=\"\">Operational requirements<\/li>\n\n\n\n<li class=\"\">Consultation obligations<\/li>\n\n\n\n<li class=\"\">Compensation<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Tags<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><code>unfair dismissal<\/code> <code>genuine redundancy<\/code> <code>s389<\/code> <code>appeal<\/code> <code>public interest<\/code> <code>project completion<\/code> <code>consultation<\/code> <code>workplace injury<\/code> <code>Just Relations<\/code><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Disclaimer:<\/strong> This article is a general summary of a Fair Work Commission decision and is not legal advice. Just Relations provides employee representation and is not a law firm. Its representatives are not solicitors. The outcome of any matter depends on its particular facts and circumstances.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Case: Cooke &amp; Dowsett Pty Ltd v Andronicou [2014] FWCFB 447Commission: Fair Work Commission \u2013 Full BenchMembers: Vice President Catanzariti, [&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":[16],"tags":[],"class_list":["post-138","post","type-post","status-publish","format-standard","hentry","category-redundancy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - 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