Source: https://www.fwc.gov.au/unfair-dismissals-benchbook/what-is-dismissal/contract-specified-period
Timestamp: 2020-03-28 21:20:07
Document Index: 290038092

Matched Legal Cases: ['art 2', 'art 6', 'art 1', 'art 2', 'art 3', 'art 4', 'art 5', 'art 2', 'art 3', 'art 4']

Contract for a specified period of time | Unfair dismissals benchbook
What is dismissal?
An overview of legal procedure & case law
Contract for a specified period of time
Contains issues that may form the basis of a jurisdictional issue
A genuine contract for a specified period may terminate by the passing of time at the end of the period rather than by termination at the initiative of the employer.[1]
In order to be a contract for a specified period of time the dates of commencement and completion of the contract must be unambiguous.[2]
If the contract gives either party an unqualified right to terminate the contract on notice, or with payment in lieu of notice, it will not be a contract for a specified time.[3]
A contract giving either party the right to terminate for a breach of the contract may still be a contract for a specified period of time.[4]
A contract may still be a contract for a specified period of time if it allows for review and extension by consent after a specified period of time.[5]
Where there has been a series of fixed-term contracts and renewal is a mere formality the Fair Work Commission may look beyond the terms of the contract to the reality of the employment relationship.[6]
The mere fact that an employer has decided not to offer a new contract of employment at the end of a time-limited contract which represents a genuine agreement by the parties that the employment relationship should come to an end not later than a specified date will not by itself constitute a termination at the initiative of the employer.[7]
However where the employment contract has a defined contractual term but does not exhibit an agreement that the employment relationship will come to an end when the term expires (as in the D’Lima[8] situation of a series of short-term standard-form contracts), a decision by the employer not to offer a further contract may become a relevant consideration as to whether there has been a termination at the initiative of the employer.[9]
Peters v City of Stirling
Peters v City of Stirling [2008] AIRC 1157 (Williams C, 29 July 2008).
The applicant was employed under an employment contract with a 5-year term, which was renewable by agreement. The contract contained a provision allowing for termination during the term of the contract on notice, but only upon instances of default by either party. This was held not to be a broad or unconditional right of termination during the term, and accordingly the contract was one for a specified period of time.
NOT a contract for a specified period of time
Unqualified right to terminate
White v Sydney College of English Pty Ltd [2010] FWA 7644 (Thatcher C, 30 September 2010).
The contract contained an unqualified right to terminate the employee's employment. It was found that the contract was not a contract for a specified time.
Employment continued after contracts expired
D'Lima v Princess Margaret Hospital (1995) 64 IR 19.
The employee was employed on a series of fixed term contracts. There was an acknowledged practice of continuing employment even if a contract expired. It was found that she was employed continuously and not for a specified time.
[1] Explanatory Memorandum to Fair Work Bill 2008 at para. 1532.
[2] Andersen v Umbakumba Community Council (1994) 126 ALR 121, 125‒126 (von Doussa J).
[3] ibid., 126.
[4] ibid., (in passing).
[5] Ogilvie v Warlukurlangu Artists Aboriginal Association Incorporated, PR921908 (AIRC, Hampton DP, 28 August 2002) at para. 13; outlining the broad principles in Grycan v Table Tennis Australia Incorporated, Print R7452 (AIRCFB, Giudice J, Boulton J, Cribb C, 23 July 1999); Trigar v La Trobe University, Print T2860 (AIRCFB, Giudice J, Acton SDP, Gay C, 1 November 2000); and Pacific Rim Employment Pty Ltd v Lloyd, PR912882 (AIRCFB, Giudice J, Kaufman SDP, O’Connor C, 4 January 2002) at para. 20.
[6] Smith v Mareeba RSLA Services Club Inc [2013] FWC 351 (Spencer C, 15 March 2013) at paras 46–47; citing Banchit v St Mina’s Global Restaurants Pty Ltd, PR940477 (AIRC, Harrison C, 14 November 2003) at para. 39.
[7] Khayam v Navitas English Pty Ltd t/a Navitas English [2017] FWCFB 5162 (Hatcher VP, Colman DP, Saunders C, 8 December 2017) at para. 72; see also Griffin v The Australian Postal Corporation [1998] IRCA 15 (1 June 1998).
[8] D'Lima v Princess Margaret Hospital [1995] IRCA 446 (25 August 1995), [(1995) 64 IR 19].
[9] Khayam v Navitas English Pty Ltd t/a Navitas English [2017] FWCFB 5162 (Hatcher VP, Colman DP, Saunders C, 8 December 2017) at para. 74.
Annual Report 2013–14
General Manager's overview
Major achievements 2013–14
2. About the Commission
Our clients and stakeholders
In focus—Small Business Outreach
In focus–New website
In focus–Virtual tour
In focus–Mock hearings
3. Performance reporting
Timeliness benchmarks
Determining unfair dismissal applications
Setting the minimum wage
In focus–Pay Equity Unit
Orders relating to industrial action
Case study–Emergency Services Telecommunications Authority
Case study–Sydney Water
Processes relating to modern awards
In focus–4 yearly review of awards
Approving agreements
Case study–Catholic Education Victoria
Case study–Orora Fibre Packaging
Regulating registered organisations
Determining anti-bullying applications
In focus–Setting up the anti-bullying jurisdiction
Case study–Anti-bullying
4. Management and accountability
Employee pay and entitlements
Service Charter, complaints and Code of Conduct
5. Appendices
A | Member activities
B | List of Members
C | Panel assignments
D | Methodology for Chart 2–Matters dealt with by the Commission and its predecessors 1998–99 to 2013–14
E | Promoting fairness and improving access
F | Efficiency and innovation
G | Increasing accountability
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I | Documents relating to the work of the Commission
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M | Subscription services
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O | Fraud Control Certificate
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Q | Financial statements
Independent Audit Report
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Schedule of Administered Items
Note 5: Fair Value Measurements
Note 11: Contingent Liabilities and Assets
Note 16: Administered Income
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Note 18: Administered Cash Flow Reconciliation
Note 19: Administered Contingent Liabilities and Assets
Note 20: Appropriations
Note 21: Compliance with Statutory Conditions for Payments from the Consolidated Revenue Fund
Note 22: Compensation and Debt Relief
Note 23: Reporting of Outcomes
Note 24: Net Cash Appropriation Arrangements
R | Agency resource statement
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T | Glossary
U | Acronyms and abbreviations
V | List of requirements
Inquiries and copyright
Annual Report 2014–15
Part 1 Overview
Part 2 About the Commission
Future directions - Continuing the change program
Part 3 Performance reporting
Unlawful termination disputes
Part 4 Management and accountability
Fair Work Commission values
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Agency resource statement
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Annual Report 2015–16
General Manager's report
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Annual performance statements 2015–16
Applications lodged
Major application types
General protections & unlawful termination disputes
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Case study: Enterprise agreements pilot
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Appendix A: List of Members
Appendix B: Panel assignments
Appendix C: Member activities
Appendix D: Lodgment & case load statistics
Appendix E: Registered organisations data
Appendix F: Performance reporting for the RSRT
Appendix G: Financial statements
Appendix H: Subscription services
Appendix I: Service charter
Appendix J: List of requirements
Appendix K: Expense & resources outcome, agency resource statement & financial performance analysis
Glossary & naming conventions
Overview of benchbook
Who is covered by workplace bullying laws?
Definition of ‘worker’
Definition of ‘constitutionally-covered business’
What is a person conducting a business or undertaking?
What is a Territory or a Commonwealth place?
What is a constitutional corporation?
When is a worker bullied at work?
What does ‘at work’ mean?
Risk of continued bullying
Responding to an application
If the worker has been dismissed
Commission processes
Representation by lawyers and paid agents
Dismissing an application
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Role of the Court
1. Message from the General Manager
3. Operating environment
5. Capability
Corporate Plan 2019–20
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6. Capability
What is an enterprise agreement?
Single-enterprise agreement
Multi-enterprise agreement
Differences between single and multi-enterprise agreements
Greenfields agreement
Content of an enterprise agreement
Permitted matters
Scope – who will be covered?
Base rate of pay
Nominal expiry date
Flexibility term
Consultation term
Dispute settlement term
Optional terms
Terms that cannot be included
Terms that exclude the NES
Unlawful terms
Designated outworker terms
Agreement making process
Employee right to be represented
Bargaining representatives
How long does bargaining take?
Timeframe for vote
When is an agreement made?
If parties cannot agree
Common defects & issues
Better off overall test
Pre-approval requirements
Forms & lodgment
Timeframe to apply
Material to accompany application
Employer must notify employees
Commission approval process
Genuine agreement
Minor procedural or technical errors
Where a scope order is in operation
Particular kinds of employees
Better off overall test (BOOT)
When an agreement passes
Classes of employees
Which award applies
Advice about coverage
Loaded rates of pay
Public interest test
Powers of the Commission
Majority support determinations
Authorisations to commence bargaining
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Ministerial declaration
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Scope orders
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Low-paid
Industrial action related
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Varying enterprise agreements
Varying by agreement
Ambiguity or uncertainty
Terminating enterprise agreements
Terminating by agreement
After its nominal expiry date
General Manager reporting requirements
When is a person covered by the general protections?
What are the general protections?
How do the general protections work?
Rebuttable presumption as to reason or intent
Coverage for general protections
What is a constitutionally-covered entity?
What is a trade and commerce employer?
What is a Territory employer?
What is a national system employer?
What if I am not covered?
What is adverse action?
Injuring employee in their employment
Altering the position of the employee
Threatened action and organisation of action
Workplace rights protections
Meaning of workplace right
Undue influence or pressure
Industrial activities protections
What are industrial activities?
Inducements – membership action
Physical or mental disability
Family or carer’s responsibilities
National extraction
Social origin
Temporary absence – illness or injury
Bargaining services fees
Coverage by particular instruments
Coercion – allocation of duties to particular person
Sham arrangements
Misrepresenting employment
Dismissing to engage as independent contractor
Misrepresentation to engage as independent contractor
Dismissal applications
Timeframe for lodgment
Extension of time for lodging an application
Non-dismissal applications
Other types of applications
Multiple actions relating to dismissal
Court application
Power to dismiss applications
Conferences & hearings
Dealing with different types of general protections disputes
Rescheduling or adjourning matters
When are costs ordered by the Commission?
Costs against representatives
Enforcement of Commission orders
Types of order made by the Court
What is industrial action?
Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Employee claim action
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Employee response action
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Varying a protected action ballot order
Revoking a protected action ballot order
Ballot agents
Who may vote – roll of voters
Scrutiny of the ballot
Results of the ballot
When is industrial action authorised?
Commencing protected industrial action
Payments relating to industrial action
Partial work bans
Unprotected industrial action – payments
Standing down employees
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When the Commission may suspend or terminate
When the Commission must suspend or terminate
Threats to persons or the economy
Suspending industrial action
Requirements relating to a period of suspension
Powers of the Minister
Sir Richard Kirby Archives
Sir Richard Kirby
The Honourable Justice Henry Bournes Higgins (1851–1929)
Exhibition launch: The history of the Australian minimum wage
Guide – Opening Exhibition
International Industrial Dispute Resolution Conference
Speaker – Justice Alan Boulton AO
Speaker – Mr Arthur F Rosenfeld
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Profile of Justice O'Connor
First registration of an industrial organisation
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Post Boilermakers 1956-1973
Hawke & Keating governments
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About Fair Work Australia
Fair Work timeline
The history of the Australian minimum wage
The Great Strikes
The first minimum wage: The Victorian minimum wage
The Harvester Decision
The impact of the Great Depression
Working it out: Cost of living versus capacity to pay
The removal of award rate discrimination
The wage explosion & economic crisis
The modern era: The development of a modern minimum wage
Treasures of the archives
Launch speech?Treasures of the Archives
1. Professor Isaac
2. Register of organisations
3. Perlman letters
4. Sir Richard Kirby photograph
5. Oral history program
6. AIRC sign
7. Folder of wage decisions
8. Centenary exhibition
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10. Isaac letters
Past Members 1956 to present
Past Members to 1956
Overview of unfair dismissal
Coverage for unfair dismissal
Who is protected from unfair dismissal?
People excluded from national unfair dismissal laws
Labour hire workers
Vocational placements & volunteers
Constitutional corporations
High income threshold
Modern award coverage
Application of an enterprise agreement
What is the minimum period of employment?
How do you calculate the minimum period of employment?
What is continuous service?
What is an excluded period?
When does a dismissal take effect?
Terminated at the employer's initiative
Forced resignation
Contract for a specified task
Contract for a specified season
Training arrangement
What is a transfer of employment?
Periods of service as a casual employee
What is a genuine redundancy?
Job no longer required due to changes in operational requirements
Consultation obligations
What is the Small Business Fair Dismissal Code?
What makes a dismissal unfair?
Valid reason relating to capacity or conduct
Notification of reason for dismissal
Opportunity to respond
Unreasonable refusal of a support person
Warnings – unsatisfactory performance
Size of employer's enterprise and human resources specialists
Who is the employer?
Multiple actions
Discontinuing an application
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Order for reinstatement cannot be subject to conditions
Order to maintain continuity
Order to restore lost pay
Compensation cap
Staying decisions
Film launch
38 Hour Week Wage Principle [1983]
40 Hour Week Case [1947]
44 Hour Week Case [1927]
Apprenticeship indentures
Australian Minimum Wage and fitter (trades) rate since 1906
Boot Trades Case
Careers in Bootmaking and Boot Repairing
Cattle Industry Case 1966
Commercial Printing Case [1936]
Commonwealth Conciliation and Arbitration Act 1904
Cost of living newspaper articles from the early 1900s
Equal Pay Case 1969
Equal Pay Case 1972
Fruit Pickers Case
Gas Employees Case
Graph of Australian Minimum Wage since 1906
Harvester Case
Historic case judgments on the Fair Work Commission's website
Kingston's evidence
Linesmen's Case
Maternity Leave Case [1979]
Metal trades base level minimum wages [1967–2015]
Methods of wage adjustment
Establishing an Australian Minimum Wage 1907?1922
The origins of the Australian minimum wage
The 'needs' principle and 'capacity to pay'
Women's wages
First indexation decision
Quarterly indexation 1922–1953
The Great Depression 1931
Prosperity loadings 1937
World War II 1939–1945
The post-war period: 1953–1965 basic wage inquiries
The total wage 1966–1967
Removal of discrimination in award rates
Reintroduction of quarterly wage indexation 1975–1978
Six monthly wage indexation 1978–1981
Wage explosion 1981–1982
Reforming awards and work and management practices 1987–1991
Six monthly wage indexation 1983–1987
Enterprise bargaining and a minimum wage safety net 1991–1996
Statutory adjustments
The minimum wage in real terms
Paternity Leave Case [1990]
Personal/Carer's Leave Test Case [1995]
Piddington report
Re Bagshaw [1907]
Significant cases on the Fair Work Commission's website
Statistics for the purpose of comparison with the Australian minimum wage
The Amalgamated Society of Engineers v. The Adelaide Steam-ship Company Limited and Others
The Australian minimum wage from 1906
The Federated Marine Stewards and Pantrymen's Association v. The Commonwealth Steamship Owners' Association and Others
The Victorian minimum wage 1896
Legislative Council Second Reading Speech to the Factories and Shops Bill 1896
The first Award: 1906 Steam-ship Crew
100 years of the minimum wage—Statistical comparison
AWRS First Findings report