How Much Money Can I Get?<\/strong><\/h2>\nAlthough most claims lodged in the areas of unfair dismissal, discrimination and sexual harassment will settle prior to a hearing, sometimes an employer will refuse to make any offers, or the offer which they make is simply unacceptable.<\/p>\n
If you lodge a claim against your employer and it does not settle, you can pursue the claim through to a court, commission or tribunal where a judge or member of the tribunal or commission will make the final decision. The final desicion must be complied<\/a> by all parties. <\/p>\nAustralian Workplace Discrimination Representatives (AWDR) has extensive experience representing individuals in hearings; a summary of our recent cases can be found at the Claims We Have Taken to Tribunals<\/a> page.<\/p>\nWorking out how much your claim is worth is a complicated process, and it won\u2019t always be obvious when your claim is initially lodged. In some types of claims, such as sexual harassment claims, you can claim compensation for your loss of income, and for pain and suffering. In other types of claims, such as unfair dismissal claims, compensation is limited to loss of income. Other outcomes may be sought, such as reinstatement or an apology.<\/p>\n
In every circumstance, we will strive to get the best possible outcome for you. Learn about the average payout for unfair dismissial in Australia<\/a>.<\/p>\nBelow is a summary of recent compensation awards in the different jurisdictions. These summaries do not include every decision handed down in each jurisdiction, but can help you to get an idea of what compensation you might be entitled to.<\/p>\n
At Australian Workplace Discrimination Representatives (AWDR) we are here to advise you as correctly and honestly as possible, we always suggest that you conduct your own research if you are looking at pursuing action.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t
\r\n\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t![\"Compensation](\"https:\/\/awdr.com.au\/wp-content\/uploads\/2021\/10\/Compensation-Amounts-Victoria.jpg\")
\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t\r\n\t\t\r\n\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\tSupporting Employees accross Australia with options for NO WIN NO PAY!<\/em><\/strong>\nContact our team for an obligation free consultation.<\/span><\/p>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\r\n\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\tGet Started Now!<\/span><\/a>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\n\t\t\tor view cases<\/a>.<\/p>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t\r\n\t\t\r\n\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\tExamples of Compensation Awarded<\/h2>
Our team of workplace advisors have put togther examples of cases taken to Federal Court systems along with compensation amounts that were awarded.\u00a0<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t\r\n\t\t\r\n\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\r\n\t\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\tUnfair Dismissal – Compensation Outcomes<\/strong><\/h3>Below are some examples of notable unfair dimissal<\/a> Fair Work case outcomes and compensation<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tGuido v Akzo Nobel Pty Ltd [2013] FWC 1994<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed for over 23 years before being dismissed. He was involved in an argument in the warehouse, it was also alleged by the Employer that he had deliberately sought to deceive them by taking a period of sick leave.<\/p>
On 23 April 2013 Commissioner Cribb handed down a decision stating that the Applicant\u2019s dismissal was unfair, and awarded compensation to the value of $25,334.75.<\/p>
Source: Guido v Akzo Nobel Pty Ltd<\/a>\u00a0<\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tAnneveldt v Heran Building Group Pty Ltd [2013] FWC 2224<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant had been engaged as an independent contractor with Heran Building Group since 1988, and commenced permanent employment in May 2007. The Applicant was dismissed for a downturn in business activity. On 18 April 2013 Commissioner Cambridge handed down a decision stating that the Applicant\u2019s dismissal was unfair, and awarded $27,600 as compensation.<\/p>
Source: Anneveldt v Heran Building Group Pty Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tWiedorroth v Alegna Health Centre [2013] FWC 1642<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was dismissed for gross misconduct for an alleged breach of the Company\u2019s Confidentiality policy after just over one year\u2019s service.\u00a0 \u00a0\u00a0The Respondent later lodged a jurisdictional objection, claiming that the dismissal was a case of genuine redundancy; this objection was dismissed.\u00a0 The Respondent did not attend the hearing.\u00a0 On 18 March 2013 Senior Deputy President Richards handed down a decision stating that the Applicant\u2019s dismissal was not a case of genuine redundancy, and awarded an amount of $35,000 (6 months) wages.<\/p>
Source: Wiedorroth v Alegna Health Centre<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tBlunt v Alegna Health Centre [2013] FWC 1583<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was dismissed for gross misconduct for an alleged breach of the Company\u2019s Confidentiality policy after over two years service with the Respondent. The Respondent later lodged a jurisdictional objection, claiming that the dismissal was a case of genuine redundancy; this objection was dismissed.\u00a0 The Respondent did not attend the hearing.\u00a0 On 15 March 2013 Senior Deputy President Richards handed down a decision stating that the Applicant\u2019s dismissal was harsh and unfair, and ordered payment of 20.8 weeks wages as compensation.<\/p>
Source: Blunt v Alegna Health Centre<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tViska v Lucas Dumbrell Investments Pty Ltd T\/A Lucas Dumbrell Motorsport [2013] FWC 1606<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed by the Company from 15 August 2011 until his employment was terminated on 20 August 2012.<\/p>
The Respondent did not comply with the Commission\u2019s directions to file material, nor did they communicate with the Commission or return any phone calls.<\/p>
The Respondent did not attend the hearing despite the Commission making numerous attempts to contact them.\u00a0 The Respondent later phoned the Commission advising that he had had an accident that morning which prevented him from attending the hearing, and sought to have the application reheard; however no medical evidence or statutory declarations were provided.\u00a0 The Respondent\u2019s application for a rehearing was dismissed.<\/p>
On 15 March 2013 Commissioner Gooley handed down a decision stating that the Applicant\u2019s dismissal was unfair, and ordered payment of $39,512.50 in compensation.<\/p>
Source: Viska v Lucas Dumbrell Investments Pty Ltd T\/A Lucas Dumbrell Motorsport<\/a>\u00a0<\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tFisher v ANZ Banking Group Limited [2013] FWC 347<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed by ANZ for 32 years until her dismissal in August 2012.\u00a0 She was dismissed for an alleged breach of the company\u2019s code of conduct, by servicing a family member\u2019s account.<\/p>
On 6 March 2013 Commissioner Riordan handed down a decision stating that the Applicant\u2019s dismissal was unfair.\u00a0 The Commissioner ordered reinstatement with full back pay.<\/p>
Source: Fisher v ANZ Banking Group Limited<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tHeagney v RJ Sanderson & Associates Pty Ltd [2013] FWC 1069<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant commenced employment with the Respondent on 29 July 2011 until she resigned on 17 August 2012.<\/p>
The Commission found that the Applicant had been forced to resign, and awarded compensation of the amount of 11 weeks wages.<\/p>
Source: Heagney v RJ Sanderson & Associates Pty Ltd<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tPrice v EJ Cutting Pty Ltd [2013] FWC 36<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed by the Respondent from May 2011 to August 2012 as an accounts manager.\u00a0 The Applicant was dismissed for abandonment of employment. Commissioner Lee handed down a decision stating that the Applicant\u2019s employment was unfair and awarded $25,000 in compensation.<\/p>
Source:\u00a0Price v EJ Cutting Pty Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tFrawley v Australian Carpet Cleaning Services P\/L T\/A Australian Carpet Cleaning Services [2013] FWC 545<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant worked as a day cleaner between April 2009 and 20 July 2012 as a day cleaner.\u00a0 She was dismissed for alleged abandonment of employment.<\/p>
On 4 February 2012 Senior Deputy President Watson ruled that the Applicant\u2019s dismissal was unfair, and awarded $12,510 in compensation.<\/p>
Source: Frawley v Australian Carpet Cleaning Services P\/L<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tMeischke v Green Engineering Pty Ltd [2013] FWC 97<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant commenced employment with the Respondent on 3 January 2012; he was dismissed on 2 August 2012, due to a company restructure. On 22 January 2013 Senior Deputy President Hamberger handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering payment of $15,000 compensation.<\/p>
Source: Meischke v Green Engineering Pty Ltd\u00a0\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tBorg v NSW Greyhound Breeders, Owners & Trainers\u2019 Association [2012] FWA 10013<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant had been an employee of the Respondent for over 40 years; he was employed as a casual employee, working on a regular and systematic basis until the date of his unfair dismissal on 28 March 2012.<\/p>
On 5 December 2012 Deputy President Sams handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be paid an amount of 16 weeks ($8,000) compensation.<\/p>
Source: Borg v NSW Greyhound Breeders, Owners & Trainers\u2019 Association<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tWeerheim v S&J Scotts Diaries [2012] FWA 10267<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed from September 2010 until the date of his unfair dismissal on 19 July 2012. The reason for dismissal provided by the Respondent was unsatisfactory performance.<\/p>
On 6 December 2012 Deputy President Harrison handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be paid an amount of $5,000 as compensation.<\/p>
Source: Weerheim v S&J Scotts Diaries<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tKennedy v S & CK Earthmoving Pty Ltd [2012] FWA 10434<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tOn 12 December 2012 Commissioner Blair handed down a decision stating that the Applicant had been unfairly dismissed and ordered payment of $25,000.<\/p>
Source: Kennedy v S & CK Earthmoving Pty Ltd<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tSymonds v GM Holden Ltd [2012] FWA 10454<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed from 28 January 2003 until the date of his unfair dismissal on 25 January 2012. The reasons for dismissal provided by the respondent was due to misconduct and driving in an unsafe manner.<\/p>
On 18 December 2012 Commissioner Steel handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be reinstated with back pay for the period he was out of work.<\/p>
Source: Symonds v GM Holden Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tAdcock v Moltini Waste Management [2012] FWA 9643<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed from 6 December 2010 to 9 December 2011, a period of 12 months. The Applicant was dismissed due to allegations of abusive language in the workplace.<\/p>
On 13 November 2012 Commissioner Ashbury handed down a decision ruling that the Applicant\u2019s dismissal was unfair; on 3 December 2012 the Commissioner handed down an award of $7,840.00 gross (equal to 8 weeks wages) plus 9% superannuation.<\/p>
Source: Adcock v Moltini Waste Management\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t<\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tNasrieh v ComfortDelGro Cabcharge Pty Ltd T\/A Hillsbus [2012] FWA 6917<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\tThe Applicant was employed from 1 September 2003 until the date the unfair dismissal on 29 June 2012; a period of approximately 8 years and 10 months. The Applicant was dismissed due to using his mobile phone twice whilst in control of a bus.<\/p>
On 12 November 2012 Deputy President Booth handed down a decision in favour of the Applicant, stating that the Applicant\u2019s dismissal was unfair and awarded reinstatement.<\/p>
Australian Workplace Discrimination Representatives (AWDR) has extensive experience representing individuals in hearings; a summary of our recent cases can be found at the Claims We Have Taken to Tribunals<\/a> page.<\/p>\n Working out how much your claim is worth is a complicated process, and it won\u2019t always be obvious when your claim is initially lodged. In some types of claims, such as sexual harassment claims, you can claim compensation for your loss of income, and for pain and suffering. In other types of claims, such as unfair dismissal claims, compensation is limited to loss of income. Other outcomes may be sought, such as reinstatement or an apology.<\/p>\n In every circumstance, we will strive to get the best possible outcome for you. Learn about the average payout for unfair dismissial in Australia<\/a>.<\/p>\n Below is a summary of recent compensation awards in the different jurisdictions. These summaries do not include every decision handed down in each jurisdiction, but can help you to get an idea of what compensation you might be entitled to.<\/p>\n At Australian Workplace Discrimination Representatives (AWDR) we are here to advise you as correctly and honestly as possible, we always suggest that you conduct your own research if you are looking at pursuing action.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t Supporting Employees accross Australia with options for NO WIN NO PAY!<\/em><\/strong>\nContact our team for an obligation free consultation.<\/span><\/p>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t or view cases<\/a>.<\/p>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t Our team of workplace advisors have put togther examples of cases taken to Federal Court systems along with compensation amounts that were awarded.\u00a0<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t Below are some examples of notable unfair dimissal<\/a> Fair Work case outcomes and compensation<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t The Applicant was employed for over 23 years before being dismissed. He was involved in an argument in the warehouse, it was also alleged by the Employer that he had deliberately sought to deceive them by taking a period of sick leave.<\/p> On 23 April 2013 Commissioner Cribb handed down a decision stating that the Applicant\u2019s dismissal was unfair, and awarded compensation to the value of $25,334.75.<\/p> Source: Guido v Akzo Nobel Pty Ltd<\/a>\u00a0<\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant had been engaged as an independent contractor with Heran Building Group since 1988, and commenced permanent employment in May 2007. The Applicant was dismissed for a downturn in business activity. On 18 April 2013 Commissioner Cambridge handed down a decision stating that the Applicant\u2019s dismissal was unfair, and awarded $27,600 as compensation.<\/p> Source: Anneveldt v Heran Building Group Pty Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was dismissed for gross misconduct for an alleged breach of the Company\u2019s Confidentiality policy after just over one year\u2019s service.\u00a0 \u00a0\u00a0The Respondent later lodged a jurisdictional objection, claiming that the dismissal was a case of genuine redundancy; this objection was dismissed.\u00a0 The Respondent did not attend the hearing.\u00a0 On 18 March 2013 Senior Deputy President Richards handed down a decision stating that the Applicant\u2019s dismissal was not a case of genuine redundancy, and awarded an amount of $35,000 (6 months) wages.<\/p> Source: Wiedorroth v Alegna Health Centre<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was dismissed for gross misconduct for an alleged breach of the Company\u2019s Confidentiality policy after over two years service with the Respondent. The Respondent later lodged a jurisdictional objection, claiming that the dismissal was a case of genuine redundancy; this objection was dismissed.\u00a0 The Respondent did not attend the hearing.\u00a0 On 15 March 2013 Senior Deputy President Richards handed down a decision stating that the Applicant\u2019s dismissal was harsh and unfair, and ordered payment of 20.8 weeks wages as compensation.<\/p> Source: Blunt v Alegna Health Centre<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed by the Company from 15 August 2011 until his employment was terminated on 20 August 2012.<\/p> The Respondent did not comply with the Commission\u2019s directions to file material, nor did they communicate with the Commission or return any phone calls.<\/p> The Respondent did not attend the hearing despite the Commission making numerous attempts to contact them.\u00a0 The Respondent later phoned the Commission advising that he had had an accident that morning which prevented him from attending the hearing, and sought to have the application reheard; however no medical evidence or statutory declarations were provided.\u00a0 The Respondent\u2019s application for a rehearing was dismissed.<\/p> On 15 March 2013 Commissioner Gooley handed down a decision stating that the Applicant\u2019s dismissal was unfair, and ordered payment of $39,512.50 in compensation.<\/p> Source: Viska v Lucas Dumbrell Investments Pty Ltd T\/A Lucas Dumbrell Motorsport<\/a>\u00a0<\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed by ANZ for 32 years until her dismissal in August 2012.\u00a0 She was dismissed for an alleged breach of the company\u2019s code of conduct, by servicing a family member\u2019s account.<\/p> On 6 March 2013 Commissioner Riordan handed down a decision stating that the Applicant\u2019s dismissal was unfair.\u00a0 The Commissioner ordered reinstatement with full back pay.<\/p> Source: Fisher v ANZ Banking Group Limited<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant commenced employment with the Respondent on 29 July 2011 until she resigned on 17 August 2012.<\/p> The Commission found that the Applicant had been forced to resign, and awarded compensation of the amount of 11 weeks wages.<\/p> Source: Heagney v RJ Sanderson & Associates Pty Ltd<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed by the Respondent from May 2011 to August 2012 as an accounts manager.\u00a0 The Applicant was dismissed for abandonment of employment. Commissioner Lee handed down a decision stating that the Applicant\u2019s employment was unfair and awarded $25,000 in compensation.<\/p> Source:\u00a0Price v EJ Cutting Pty Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant worked as a day cleaner between April 2009 and 20 July 2012 as a day cleaner.\u00a0 She was dismissed for alleged abandonment of employment.<\/p> On 4 February 2012 Senior Deputy President Watson ruled that the Applicant\u2019s dismissal was unfair, and awarded $12,510 in compensation.<\/p> Source: Frawley v Australian Carpet Cleaning Services P\/L<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant commenced employment with the Respondent on 3 January 2012; he was dismissed on 2 August 2012, due to a company restructure. On 22 January 2013 Senior Deputy President Hamberger handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering payment of $15,000 compensation.<\/p> Source: Meischke v Green Engineering Pty Ltd\u00a0\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant had been an employee of the Respondent for over 40 years; he was employed as a casual employee, working on a regular and systematic basis until the date of his unfair dismissal on 28 March 2012.<\/p> On 5 December 2012 Deputy President Sams handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be paid an amount of 16 weeks ($8,000) compensation.<\/p> Source: Borg v NSW Greyhound Breeders, Owners & Trainers\u2019 Association<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed from September 2010 until the date of his unfair dismissal on 19 July 2012. The reason for dismissal provided by the Respondent was unsatisfactory performance.<\/p> On 6 December 2012 Deputy President Harrison handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be paid an amount of $5,000 as compensation.<\/p> Source: Weerheim v S&J Scotts Diaries<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t On 12 December 2012 Commissioner Blair handed down a decision stating that the Applicant had been unfairly dismissed and ordered payment of $25,000.<\/p> Source: Kennedy v S & CK Earthmoving Pty Ltd<\/a><\/em>\u00a0<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed from 28 January 2003 until the date of his unfair dismissal on 25 January 2012. The reasons for dismissal provided by the respondent was due to misconduct and driving in an unsafe manner.<\/p> On 18 December 2012 Commissioner Steel handed down a decision stating that the Applicant\u2019s dismissal was unfair and ordering that the Applicant be reinstated with back pay for the period he was out of work.<\/p> Source: Symonds v GM Holden Ltd\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed from 6 December 2010 to 9 December 2011, a period of 12 months. The Applicant was dismissed due to allegations of abusive language in the workplace.<\/p> On 13 November 2012 Commissioner Ashbury handed down a decision ruling that the Applicant\u2019s dismissal was unfair; on 3 December 2012 the Commissioner handed down an award of $7,840.00 gross (equal to 8 weeks wages) plus 9% superannuation.<\/p> Source: Adcock v Moltini Waste Management\u00a0<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t The Applicant was employed from 1 September 2003 until the date the unfair dismissal on 29 June 2012; a period of approximately 8 years and 10 months. The Applicant was dismissed due to using his mobile phone twice whilst in control of a bus.<\/p> On 12 November 2012 Deputy President Booth handed down a decision in favour of the Applicant, stating that the Applicant\u2019s dismissal was unfair and awarded reinstatement.<\/p>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\tExamples of Compensation Awarded<\/h2>
Unfair Dismissal – Compensation Outcomes<\/strong><\/h3>