the Applicant v Murray Cod Australia Limited
At a glance
- 1
What happened
the Applicant was employed by Murray Cod Australia Limited as a Senior Aquaculture Technician from April 29, 2025. She was summarily dismissed on November 5, 2025, for serious misconduct related to damage to a company vehicle and her alleged failure to report it. The incident occurred on October 30, 2025, when the Applicant used the vehicle. CCTV footage showed damage after she used it. She initially denied knowledge of the damage but later appeared to acknowledge she may have caused it without realizing. A formal investigation meeting was held where CCTV footage was reviewed.
What was decided
The Fair Work Commission found the Applicant’s dismissal unfair and awarded compensation. The Deputy President noted that while there was damage, the evidence didn't definitively prove the Applicant caused it or acted dishonestly. Procedural fairness concerns were raised due to not being shown CCTV footage beforehand. While Murray Cod Australia Limited argued for consistency in disciplinary action, the Commission found the dismissal disproportionate given her work history and the circumstances.
What it means for employers
Employers should ensure investigations are thorough and procedurally fair, including providing employees with relevant evidence before meetings. Consider mitigating factors when determining disciplinary actions, especially for long-term employees with good records. Consistency in treatment of similar incidents is important but each case must be assessed on its own merits.
What it means for employees
Employees have the right to a fair investigation process and should raise concerns about procedural fairness if they feel it hasn't been followed. It’s important to document any inconsistencies or mitigating factors that might affect the outcome of disciplinary proceedings.
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