Construction, Forestry, Maritime, Mining and Energy Union v Melbourne Precast Concrete Nominees Pty Ltd (No 2)
Citation: [2020] FCA 1215
At a glance
- Employees affected
- 1
What happened
the Applicant worked as a precast concrete operator for Melbourne Precast Concrete Nominees Pty Ltd under an enterprise agreement. In March 2020, he was dismissed allegedly for redundancy following restructuring. the Applicant claimed the dismissal was not genuine redundancy and was actually adverse action taken because he raised occupational health and safety concerns and exercised his right to take personal leave when unfit for work.
What was decided
The court found Melbourne Precast contravened Fair Work Act sections 50, 340(1)(a), and 340(1)(b) by dismissing the Applicant because of his exercise of workplace rights (safety concerns and personal leave). The court ordered reinstatement to his former position with continuity of service maintained, compensation for lost wages of $23,631.15, and unpaid superannuation of $3,716.03. Penalty proceedings were reserved.
What it means for employers
Employers cannot dismiss employees for raising safety concerns or exercising statutory entitlements to personal leave. Redundancy decisions must not be pretextually based on workplace rights exercised. OHS representatives and safety-conscious employees receive statutory protection.
What it means for employees
Employees dismissed for raising safety issues or taking legitimate leave have strong legal protection. Reinstatement and compensation are available remedies. Documentation of safety concerns and leave requests is protective.
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https://www.judgments.fedcourt.gov.au/judgments/Judgments/fca/single/2020/2020fca1215Send your details to Liquid Employment Lawyers
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This summary was drafted from the published decision and reviewed before publishing. It is general information, not legal advice. For your specific situation, speak to the Fair Work Ombudsman (13 13 94) or a qualified lawyer. About these summaries & corrections