the Applicant v the Respondent
What happened
the Applicant worked as a Contact Centre Operator and later a CCVIP for Internet Traffic Solutions Management Pty Ltd (ITSM). He was dismissed on 23 December 2025, following six warnings for issues including lateness, absenteeism, sleeping on the job, and inappropriate online chat. the Applicant sought an unfair dismissal remedy, arguing his dismissal was harsh, unjust, or unreasonable. the Respondent stated the dismissal was justified due to his performance and conduct. He was initially rostered to work on December 14, 2025, but believed he was on annual leave and did not attend, failing to notify his absence.
What was decided
The Fair Work Commission dismissed the Applicant’s application for unfair dismissal. the Commissioner found that while the Applicant was protected from unfair dismissal, his dismissal was not harsh, unjust, or unreasonable. The Commission considered the warnings issued to the Applicant and the circumstances surrounding his dismissal, including his failure to attend work on December 14 and his belief he was on annual leave. The Commission noted the Respondent was not a small business employer and the genuine redundancy code did not apply.
What it means for employers
Employers should maintain clear communication regarding employee leave requests and ensure employees understand their rostering schedules. Consistent warnings and documentation of performance issues are crucial before dismissal. Addressing inappropriate online conduct is also important.
What it means for employees
Employees must adhere to work schedules and promptly notify employers of any absences or changes in plans. Understanding and responding to warnings and performance feedback is essential. Misunderstandings about leave can have serious consequences.
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