COVID-19, Employment

Accountants and business advisors beware!

4 May, 2017

In April this year, the Fair Work Commission (FWC) published two contrasting decisions regarding applications by employers to reduce the amount of redundancy pay due to their incapacity to pay. These decisions were the first two of their kind since the COVID-19 pandemic (see our article here for further information). However, the FWC has recently quashed a decision to reduce a $12,000 redundancy payment for an award-covered employee to nil, ruling that the “incapacity to pay” provisions in the Fair Work Act 2009 (FW Act) do not apply when the entitlement to a redundancy payment arises from an alternative source such as an award.

Redundancy pay provisions in the FW Act

An employee whose position has been made redundant is ordinarily entitled to redundancy pay reflective of their period of continuous service with their employer, as prescribed under section 119 of the FW Act. That said, under section 120 of the FW Act, an employer may apply to the FWC to reduce the amount of redundancy pay payable to an employee, including to nil, if the employer cannot pay the amount (the “incapacity to pay” provisions).

However, the FW Act further provides that employees to whom an industry-specific redundancy scheme in a modern award or enterprise agreement applies are not covered by the redundancy pay provisions in the FW Act.

The JFM Civil Contracting decision

Background

JFM Civil Contracting Pty Ltd (JFM) operates in the building and construction industry and is covered by the Building and Construction General On-site Award 2010 (Award). Mr Fraser was employed by JFM under the Award for more than four years.

JFM experienced a severe reduction in business last year when it failed to renew contracts with Gold Coast City Council. On 11 November 2019, JFM issued a notice of redundancy to its employees advising the employees that they may be made redundant five weeks after the date of the notice.

More than five weeks after the date of the redundancy notice, Mr Fraser resigned from JFM as he was able to take up some casual work with another employer. Shortly after taking up work with the other employer, Mr Fraser requested his eight-week redundancy entitlement under the Award.

In the first instance,1 Commissioner Spencer granted a reduction of the $12,000 eight-week redundancy entitlement to zero pursuant to section 120(2) of the FW Act. The Commissioner found that even though Mr Fraser left JFM on his own accord, he was still entitled to redundancy pay given the industry specific redundancy scheme that is contained in the Award. This is due to clause 17.6 of the Award, which provides that an employee who leaves their employment once notice of termination has been given (due to redundancy) will still be entitled to a redundancy payment as if the employee had worked until the end of the notice period. However, JFM did not need to make this payment due to evidence which demonstrated its “stark incapacity to pay and to remain operational”.

On appeal

On appeal,2 the Full Bench of the FWC stated that the ability to make a reduction to redundancy pay under section 120 of the FW Act does not apply to employees covered by an award, but rather only employees to whom section 119 of the FW Act applies. The Full Bench held that as Mr Fraser’s entitlement to redundancy pay came from the Award and not section 119 of the FW Act, it had no authority to reduce his entitlement.

The FWC ultimately upheld the appeal and quashed the original decision.

What does this mean for employers?

The JFM appeal decision has provided further clarity on when an employer can make an application to reduce redundancy pay.

The FWC has confirmed that its powers under section 120 of the FW Act to reduce a redundancy entitlement are limited to employees whose redundancy entitlements arise under section 119 of the FW Act. Many awards simply provide that the redundancy provisions in the award reflect those in the National Employment Standards (i.e. the provisions in s119 to s123 of the FW Act) and in those cases given the entitlement to redundancy pay comes from the FW Act, an application under section 120 to reduce a redundancy payment would still be valid.

Whilst industry specific redundancy schemes in awards are relatively uncommon, given the number of redundancies that are occurring in the current environment and the difficulties some employers may have in being able to fund redundancy payments, it is important  before making a role redundant, that employers check whether the employee is covered by an award or enterprise agreement and, if so, whether that award or agreement contains an industry-specific redundancy scheme. If they do, employers will not be able to apply to the FWC to reduce a redundancy payment in these situations.

If you have any questions regarding your obligations to your employees in the wake of COVID-19, including any advice on redundancies, please get in touch with McCabes Employment group.


1 JFM Civil Contracting Pty Ltd v Mr Cameron Fraser [2020] FWC 2546.
2 Cameron Fraser; Construction, Forestry, Maritime, Mining and Energy Union v JFM Civil Contracting Pty Ltd [2020] FWCFB 4866.

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Litigation and Dispute Resolution

Canadian Court elevates thumbs-up emoji to signature status

In June 2023, a Canadian Court in South-West Terminal Ltd v Achter Land and Cattle Ltd, 2023 SKKB 116, held that the "thumbs-up" emoji carried enough weight to constitute acceptance of contractual terms, analogous to that of a "signature", to establish a legally binding contract.   Facts This case involved a contractual dispute between two parties namely South-West Terminal ("SWT"), a grain and crop inputs company; and Achter Land & Cattle Ltd ("ALC"), a farming corporation. SWT sought to purchase several tonnes of flax at a price of $17 per bushel, and in March 2021, Mr Mickleborough, SWT's Farm Marketing Representative, sent a "blast" text message to several sellers indicating this intention. Following this text message, Mr Mickleborough spoke with Mr Achter, owner of ALC, whereby both parties verbally agreed by phone that ALC would supply 86 metric tonnes of flax to SWT at a price of $17 per bushel, in November 2021. After the phone call, Mr Mickleborough applied his ink signature to the contract, took a photo of it on his mobile phone and texted it to Mr Archter with the text message, "please confirm flax contract". Mr Archter responded by texting back a "thumbs-up" emoji, but ultimately did not deliver the 87 metric tonnes of flax as agreed.   Issues The parties did not dispute the facts, but rather, "disagreed as to whether there was a formal meeting of the minds" and intention to enter into a legally binding agreement. The primary issue that the Court was tasked with deciding was whether Mr Achter's use of the thumbs-up emoji carried the same weight as a signature to signify acceptance of the terms of the alleged contract. Mr Mickleborough put forward the argument that the emoji sent by Mr Achter conveyed acceptance of the terms of the agreement, however Mr Achter disagreed arguing that his use of the emoji was his way of confirming receipt of the text message. By way of affidavit, Mr Achter stated "I deny that he accepted the thumbs-up emoji as a digital signature of the incomplete contract"; and "I did not have time to review the Flax agreement and merely wanted to indicate that I did receive his text message." Consensus Ad Idem In deciding this issue, the Court needed to determine whether there had been a "formal meeting of the minds". At paragraph [18], Justice Keene considered the reasonable bystander test: " The court is to look at “how each party’s conduct would appear to a reasonable person in the position of the other party” (Aga at para 35). The test for agreement to a contract for legal purposes is whether the parties have indicated to the outside world, in the form of the objective reasonable bystander, their intention to contract and the terms of such contract (Aga at para 36). The question is not what the parties subjectively had in mind, but rather whether their conduct was such that a reasonable person would conclude that they had intended to be bound (Aga at para 37)."   Justice Keene considered several factors including: The nature of the business relationship, notably that Mr Achter had a long-standing business relationship with SWT going back to at least 2015 when Mr Mickleborough started with SWT; and   The consistency in the manner by which the parties conducted their business by way of verbal conversation either in person or over the phone to come to an agreement on price and volume of grain, which would be followed by Mr Mickleborough drafting a contract and sending it to Mr Achter. Mr Mickleborough stated, "I have done approximately fifteen to twenty contracts with Achter"; and   The fact that the parties had both clearly understood responses by Mr Achter such as "looks good", "ok" or "yup" to mean confirmation of the contract and "not a mere acknowledgment of the receipt of the contract" by Mr Achter.   Judgment At paragraph [36], Keene J said: "I am satisfied on the balance of probabilities that Chris okayed or approved the contract just like he had done before except this time he used a thumbs-up emoji. In my opinion, when considering all of the circumstances that meant approval of the flax contract and not simply that he had received the contract and was going to think about it. In my view a reasonable bystander knowing all of the background would come to the objective understanding that the parties had reached consensus ad item – a meeting of the minds – just like they had done on numerous other occasions." The court satisfied that the use of the thumbs-up emoji paralleled the prior abbreviated texts that the parties had used to confirm agreement ("looks good", "yup" and "ok"). This approach had become the established way the parties conducted their business relationship.   Significance of the Thumbs-Up Emoji Justice Keene acknowledged the significance of a thumbs-up emoji as something analogous to a signature at paragraph [63]: "This court readily acknowledges that a thumbs-up emoji is a non-traditional means to "sign" a document but nevertheless under these circumstances this was a valid way to convey the two purposes of a "signature" – to identify the signator… and… to convey Achter's acceptance of the flax contract." In support of this, Justice Keene cited the dictionary.com definition of the thumbs-up emoji: "used to express assent, approval or encouragement in digital communications, especially in western cultures", confirming that the thumbs-up emoji is an "action in an electronic form" that can be used to allow express acceptance as contemplated under the Canadian Electronic Information and Documents Act 2000. Justice Keene dismissed the concerns raised by the defence that accepting the thumbs up emoji as a sign of agreement would "open the flood gates" to new interpretations of other emojis, such as the 'fist bump' and 'handshake'. Significantly, the Court held, "I agree this case is novel (at least in Skatchewan), but nevertheless this Court cannot (nor should it) attempt to stem the tide of technology and common usage." Ultimately the Court found in favour of SWT, holding that there was a valid contract between the parties and that the defendant breached by failing to deliver the flax. 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We have also seen the rise of electronic platforms such as "DocuSign" used in commercial relationships to facilitate the efficient signing of contracts. Furthermore, this case highlights how courts will interpret the element of "intention" when determining whether a valid contract has been formed, confirming the long-standing principle that it is to be assessed objectively from the perspective of a reasonable and objective bystander who is aware of all the relevant facts. Overall, this is an interesting development for parties engaging in commerce via electronic means and an important reminder to all to be conscious of the fact that contracts have the potential to be agreed to by use of an emoji in today's digital age.

Published by Foez Dewan
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Venues NSW ats Kerri Kane: Venues NSW successful in overturning a District Court decision

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The plaintiff attended the Stadium with her husband and friend to watch an NRL rugby league match. It was raining heavily on the day. The plaintiff alleged she slipped and fell while descending a stepped aisle which comprised of concrete steps between rows of seating. The plaintiff sued VNSW in negligence alleging the stepped aisle constituted a "stairwell" under the BCA and therefore ought to have had a handrail. The plaintiff also alleged that the chamfered edge of the steps exceeded the allowed tolerance of 5mm. The Decision at Trial In finding in favour of the plaintiff, Norton DCJ found that: the steps constituted a "stairwell" and therefore were in breach of the BCA due to the absence of a handrail and the presence of a chamfered edge exceeding 5mm in length. even if handrails were not required, the use of them would have been good and reasonable practice given the stadium was open during periods of darkness, inclement weather, and used by a persons of varying levels of physical agility. VNSW ought to have arranged a risk assessment of the entire stadium, particularly the areas which provided access along stepped surfaces. installation of a handrail (or building stairs with the required chamfered edge) would not impose a serious burden on VNSW, even if required on other similar steps. Issues on Appeal VNSW appealed the decision of Norton DCJ. The primary challenge was to the trial judge's finding that VNSW was in breach of its duty of care in failing to install a handrail. 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